`Are You Going Home Already?'

Rutherford, Sarah

doi:10.1177/0961463x01010002006

Cited by 51 publications

(12 citation statements)

References 6 publications

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“…In accordance with Thompson et al ., (1999), the final aspect of family‐supportive organizational culture at the co‐worker level that we examined was time norms. Working long hours has sometimes become a workplace norm where it is seen as a sign of commitment and productivity (Brannen and Lewis, 2000; Lewis, 2001; Rutherford, 2001).…”

Section: Organizational Culturementioning

confidence: 99%

Family-Supportive Organizational Culture and Fathers' Experiences of Work-family Conflict in Sweden

Allard

Haas

Hwang

2011

Gender, Work &Amp; Organization

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This study explores fathers' experiences with work-family conflict and their perceptions of how supportive the organizational culture at work is regarding fathers' work-family needs, and whether a family-supportive organizational culture is associated with less work-family conflict. A total of 377 fathers working in private Swedish companies were surveyed. While a modest proportion of fathers experienced high levels of work-tofamily conflict, less family-to-work conflict was reported. Further, fathers perceived little work-family support from top managers, supervisors, and co-workers. Our results indicate that the cultures in the examined companies have norms that separate work and family from each other. Fathers seem likely to experience work-family conflict as long as the familysupportive organizational culture, especially at the work group level, is not well-developed. When fathers experience their work organizations as family-supportive, they are likely to be better able to combine work and family and thus to help Swedes achieve a more gender-equal society.

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Section: Organizational Culturementioning

confidence: 99%

Family-Supportive Organizational Culture and Fathers' Experiences of Work-family Conflict in Sweden

Allard

Haas

Hwang

2011

Gender, Work &Amp; Organization

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“…These include the individualization of society (Wilkinson & Marmot, 2003;Reidpath, 2003;Jensen, 1998), the rise in dual income households making time short for volunteer and other civic activities (c.f., Schor, 1991;Campbell & Charlesworth, 2004), the decrease in the number of extended families living in close geographic proximity, and an increase in working hours in many sectors of the economy (Rutherford, 2001). These social changes are characteristic of most western countries, including Australia.…”

Section: Betsy Blunsdon and Melanie Davern 219mentioning

confidence: 99%

Measuring Wellness Through Interdisciplinary Community Development

Blunsdon

Davern

2007

Journal of Community Practice

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“…Different factors may affect workload of employees. Uncertain expectations of managers (House and Rizzo, 1972), an extremely busy time at work (Rutherford, 2001), work behaviour standards at the workplace (Adams, Lugsden, Chase, Arber and Bond, 2000), inadequate numbers of employees and setting unrealistic targets (Rowley and Purcell, 2001), pressures stressing employees (Hsieh, 2004), and interventions in organizations (Fong, 2004) are among the reasons that increase workload. In addition, individuals' undermined sense of autonomy (Ahuja, Chudoba, Kacmar, McKnight and George, 2007) and absence of supportive cultural characteristics of organizations can lead to high perceived workload (Duxbury, Lyons and Higgins, 2008).…”

Section: Introductionmentioning

confidence: 99%

School Principals’ Opinions on the Meaning and Sources of Workload

Türkoğlu

Cansoy

2022

Int. J. of Cont. Edu. Res.

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The purpose of this research is to examine various factors affecting workload of principals including psychological effects and coping strategies. A semi-structured interview was conducted with 13 principals. Participants consisted of primary and secondary school principals in a province in the Western Black Sea Region, Turkey. According to the research, principals perceive workload as work that limits the time, they want to devote to improving education. Therefore, the main sources of workload were perceived as having to run errands at school, time pressure, human resource-based problems, unnecessary formal daily routines and high email volume. Finally, it was found that principals' coping strategies were not effective, and that workload caused work-family conflict, stress and emotional wear and tear. Thus, this research contributes to the theoretical framework related to workload. It is suggested to organize bureaucratic procedures in schools, share leadership, establish training programs for principals, raise awareness of principals on time management, and employ assistant principals and other technical personnel where there is staff shortage.

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`Are You Going Home Already?'

Cited by 51 publications

References 6 publications

Family-Supportive Organizational Culture and Fathers' Experiences of Work-family Conflict in Sweden

Family-Supportive Organizational Culture and Fathers' Experiences of Work-family Conflict in Sweden

Measuring Wellness Through Interdisciplinary Community Development

School Principals’ Opinions on the Meaning and Sources of Workload

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