Changing Workplaces to Reduce Work-Family Conflict

Kelly, Erin; Moen, Phyllis; Tranby, Eric

doi:10.1177/0003122411400056

Cited by 422 publications

(160 citation statements)

References 70 publications

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“…Hence requirements (iii) and (iv) have been fulfilled. Therefore, we conclude there is moderately strong evidence that higher global WTC [ie, a general increase of WTC (32) or introduction of self-scheduling (46,48)] causes an improvement in work-non-work balance.…”

Section: Research Questionmentioning

confidence: 80%

“…Only longitudinal and intervention studies meet the second requirement, with the latter providing the strongest opportunity to assess causal associations. Within the current review, three intervention studies (32,46,48) focused on the association between global measures of WTC and worknon-work balance, of which two identified a significant positive association, thereby fulfilling requirements (i) and (ii). The significant associations found are consistent with the time-and recovery-regulation mechanisms, and the occupational health theories that were outlined in the introduction.…”

Section: Research Questionmentioning

confidence: 90%

“…Where multiple papers report on an overlapping dataset, these papers were grouped together and treated as single studies (ie, the 10-Town Study: papers [19][20][21][22][23][24] 32,33). In case multiple papers addressed the same study, the paper numbers are mentioned together, divided by a slash (eg, "19/20").…”

Section: Study Selectionmentioning

confidence: 99%

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Systematic review on the association between employee worktime control and work–non-work balance, health and well-being, and job-related outcomes

Nijp¹,

Beckers²,

Geurts³

et al. 2012

Scand J Work Environ Health

230

173

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Nijp HH, Beckers DGJ, Geurts SAE, Tucker P, Kompier MAJ. Systematic review on the association between employee worktime control and work-non-work balance, health and well-being, and job-related outcomes. Scand J Work Environ Health. 2012;38(4):299-313. doi:10.5271/sjweh.3307 Objectives The aim of this review was to assess systematically the empirical evidence for associations between employee worktime control (WTC) and work-non-work balance, health/well-being, and job-related outcomes (eg, job satisfaction, job performance).Method A systematic search of empirical studies published between 1995-2011 resulted in 63 relevant papers from 53 studies. Five different categories of WTC measurements were distinguished (global WTC, multidimensional WTC, flextime, leave control, and "other subdimensions of WTC"). For each WTC category, we examined the strength of evidence for an association with (i) work-non-work balance, (ii) health/well-being, and (iii) job-related outcomes. We distinguished between cross-sectional, longitudinal, and intervention studies. Evidence strength was assessed based on the number of studies and their convergence in terms of study findings.Results (Moderately) strong cross-sectional evidence was found for positive associations between global WTC and both work-non-work balance and job-related outcomes, whereas no consistent evidence was found regarding health/well-being. Intervention studies on global WTC found moderately strong evidence for a positive causal association with work-non-work balance and no or insufficient evidence for health/well-being and job-related outcomes. Limited to moderately strong cross-sectional evidence was found for positive associations between multidimensional WTC and our outcome categories. Moderately strong cross-sectional evidence was found for positive associations between flextime and all outcome categories. The lack of intervention or longitudinal studies restricts clear causal inferences. ConclusionsThis review has shown that there are theoretical and empirical reasons to view WTC as a promising tool for the maintenance of employees' work-non-work balance, health and well-being, and job-related outcomes. At the same time, however, the current state of evidence allows only very limited causal inferences to be made regarding the impact of enhanced WTC.Key terms job motivation; job performance; stress; work-family conflict; work scheduling; worktime flexibility.1 Behavioural Science Institute, Radboud University Nijmegen, The Netherlands. 2 Stress Research Institute, Stockholm University, Sweden. 3 Psychology Department, Swansea University, United Kingdom.Correspondence to: Hylco Nijp, Behavioural Science Institute, Radboud University Nijmegen, PO Box 9104, 6500 HE, Nijmegen, the Netherlands. [E-mail: h.nijp@psych.ru.nl] During the past decades, organizations increasingly emphasized work-related flexibility in their organizational practices (1). One type of flexibility that has become more common is "temporal flexibility", ie, flexibility regarding working ti...

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Section: Research Questionmentioning

confidence: 80%

Section: Research Questionmentioning

confidence: 90%

See 1 more Smart Citation

Systematic review on the association between employee worktime control and work–non-work balance, health and well-being, and job-related outcomes

Nijp¹,

Beckers²,

Geurts³

et al. 2012

Scand J Work Environ Health

230

173

View full text Add to dashboard Cite

show abstract

“…Literature classifies flexible work practices as office-based practices and flexi-place practices (Grobler & De Bruyn 2011); as well as flexitime and flexi-place (Munsch, Ridgeway & Williams 2014). Kelly, Moen and Tranby (2011) refer to flexibility as schedule control, because flexible work options can include contingent work, contract work and just-in-time staffing. The extent to what employees experience as flexible working hours requires supportive organisational culture (Galea, Houkes & De Rijk 2014), and it is important that management within organisations acknowledges the fact that employees go through different phases during careers and specific requirements can change (Fransman 2015).…”

Section: Flexible Workmentioning

confidence: 99%

Flexi work, financial well-being, work–life balance and their effects on subjective experiences of productivity and job satisfaction of females in an institution of higher learning

Jackson

Fransman

2018

SAJEMS

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Background: Expressions such as ‘there are not enough hours in the day’ and ‘the 25 h workday’ or cliché statements such as ‘working 24/7’ have become common overtones in the way employees feel about time at work. Because of this ‘lack of time’ feeling, alternative work arrangements such as flexitime, telecommuting and practices such as work–life balance have emerged as popular topics for researchers, employees, organisations and the like in the past few decades. Setting: Women are still the main caregivers of family members and households, and compared to men, they are less likely to be granted flexitime by their employers. It therefore seems realistic to imagine that women would suffer more from work–life conflict. Women still earn, on average, less than men and are more likely to have part-time jobs. This has an impact on the financial well-being of women. These issues have yet to be investigated in an institution of higher learning in South Africa. Aim: This study was aimed at determining: (1) the relationship between flexi work, financial well-being and work–life balance, productivity and job satisfaction, (2) the role of flexible work, financial well-being and work–life balance in productivity and job satisfaction, and (3) the mediating effect of productivity (job satisfaction in the alternative model) in the relationship between flexible work, financial well-being and work–life balance and job satisfaction (productivity in the alternative model). Methods: A cross-sectional survey was used with a convenience sample (n = 252) of female support employees, employed in a higher education institution in the North West province of South Africa. Results: Findings of the study indicated a statistically significant relationship between the variables. Results indicated that financial well-being, work–life balance and productivity were statistically significant predictors of job satisfaction, and in addition, subjective experiences of productivity serve as partial mediators in the relationship between financial well-being and work–life balance on the one hand, and job satisfaction on the other hand. Conclusion: It seems like financial well-being and work–life balance play a more important role in job satisfaction and that financial well-being and work–life balance are more important for job satisfaction through subjective experiences of productivity. It would therefore make sense to increase experiences of financial well-being and work–life balance to address experiences of low levels of job satisfaction and subjective experiences of productivity.

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“…In their analysis of a work place initiative to improve schedule control, Kelly, Moen, and Tranby (2011) found that the Results Only Work Environment (ROWE) initiative significantly reduced work-family conflict and that this effect was fully mediated by employee perceptions of schedule control. Taken together, the literature suggests that more control over work and scheduling has many positive effects on employees' individual health and work-family management.…”

Section: Autonomymentioning

confidence: 99%

Bad Jobs, Bad Parents? How Job Characteristics Relate to Time With Children and Self-Evaluations of Parents

Speights

Grubbs

Rubin

2017

IJCYFS

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Using a data set of employed parents in the United States, the 2008 National Study of the Changing Workforce, this paper examines work characteristics, the amount of time parents spend with their children, and how parents evaluate themselves in their parenting role (their "self-evaluations as parents"). The results indicate that although work hours correlate with time spent with children, they do not correlate with parents' self-evaluations. Autonomy is critical to both parenting outcomes, even after controlling for time spent with children. Family structure is also correlated with time spent with children, but not with self-evaluations. These findings indicate that for working parents, some of the characteristics of their work influence both the amount of time spent with children and the degree to which they feel they are good parents.

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Changing Workplaces to Reduce Work-Family Conflict

Cited by 422 publications

References 70 publications

Systematic review on the association between employee worktime control and work–non-work balance, health and well-being, and job-related outcomes

Systematic review on the association between employee worktime control and work–non-work balance, health and well-being, and job-related outcomes

Flexi work, financial well-being, work–life balance and their effects on subjective experiences of productivity and job satisfaction of females in an institution of higher learning

Bad Jobs, Bad Parents? How Job Characteristics Relate to Time With Children and Self-Evaluations of Parents

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