Congruence in Preferences and Expectations of Work-Family Role Management: Operationalization and the Relation with Work-Family Balance and Spousal Support

Junker, Nina M.; Dick, Rolf van

doi:10.1007/s11199-019-01085-1

Cited by 9 publications

(8 citation statements)

References 60 publications

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“…Individuals differ in roles or life values held, either work (greater work orientation over nonwork), non-work (greater family orientation overwork), or dual centric (both work and non-work orientation) (Junker & van Dick, 2019;Robertson et al, 2019). Besides, preferences on work-family boundary management (i.e., work-family life segmentation or integration) are also found varies between individuals (Kreiner et al, 2009;Rothbard et al, 2005).…”

Section: Work-family Boundary Preference Environment-person Fit and Work-family Conflictmentioning

confidence: 99%

“…The destructive influence of long work hours on the work-family balance satisfaction could be mitigated when worker needs are congruence with the available flexible work options (McNamara et al, 2013). Work and family life management is more satisfied when ones' preferences and their spouses' expectations on the combination of work and family roles are matched which draw researchers' concern on the importance of communicating the expectations and initiating negotiation for better understanding (Junker & van Dick, 2019). Thus, negotiation has been taken place to close the aforementioned discrepancies.…”

Section: Work-family Boundary Preference Environment-person Fit and Work-family Conflictmentioning

confidence: 99%

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Family-Friendly Policy and Work-Family Conflict Mitigation: The Role of Work-Family Boundary Negotiation

Khor

Effendi

2021

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Family-friendly policy is impossible to fit all working individuals. The circumstance has been revealed in work-family literature which relationship between the policy use and the work-family conflict mitigation has been found inconsistent. Little focus is given in the past studies to ensure the human resource policy is truly useful in meeting individuals’ needs. Work, family or both work and family life could be important to individuals. The distinctive life centrality requires individuals to negotiate with the significant others who have influence on their work and family life arrangements to access and use the preferred and needed family-friendly policy. Boundary management practices seem to be useful for working individuals to reduce work-family conflict. This conceptual paper aims to propose work-family boundary negotiation to buffer the relationship of family-friendly policy use and work-family conflict. Boundary theory is the underlying theory embedded to explain the phenomena. Boundary negotiation style that could be employed for accessing the policy and managing work-family boundary effectively is identified. Future directions and implications for research on negotiation in dealing with work-family issue are discussed.

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Section: Work-family Boundary Preference Environment-person Fit and Work-family Conflictmentioning

confidence: 99%

Section: Work-family Boundary Preference Environment-person Fit and Work-family Conflictmentioning

confidence: 99%

Family-Friendly Policy and Work-Family Conflict Mitigation: The Role of Work-Family Boundary Negotiation

Khor

Effendi

2021

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“…Applying the “balance” metaphor directly, Greenhaus et al (2003) emphasized “equality” in the amount of time given to work and family. Still, others emphasized individuals’ appraisals of their work and family reality relative to a preference (Greenhaus & Allen, 2011) or level of satisfaction (Junker & van Dick, 2020; Valcour, 2007; Wayne et al, 2020). As part of their meta-analysis, Casper et al (2018) conceptualized work-family balance as an individual’s appraisal of their involvement and effectiveness in their work and family roles in terms of the individual’s valued ideal.…”

Section: Weird Perspectives On Work-family Balancementioning

confidence: 99%

A Conceptual Model of Work-Family Balance Among Qatari Adults

Hong

Abdelmoneium²,

Badahdah

et al. 2021

Journal of Cross-Cultural Psychology

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Work-family balance is shrouded in conceptual ambiguity and WEIRD (western, educated, industrialized, rich, and democratic) understanding, which impedes scientific advancement and subsequent practical solutions. This qualitative study constructs a conceptual model of work-family balance among Qatari adults. Based on grounded theory methods, in-depth interview data from 20 Qatari adults (10 women and 10 men) indicated that work-family balance means meeting both work and family expectations. “Work” is driven primarily by family financial needs and therefore it must be undertaken for the sake of the family. However, work-family balance is an idealized goal; the demands of work, rising needs of the family, and insufficient supports make work-family balance impossible. Nevertheless, working adults actively pursue work-family balance through negotiation of expectations with role-related partners and adaptation to varying circumstances in work and family domains. Overall, the findings suggest that work-family balance is viewed by Qataris as a socially and relationally constructed concept.

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“…These couples juggle work demands and family responsibilities on a daily basis. As this family model has become more prevalent, researchers have become increasingly interested in how satisfied employed parents are with their work-family balance and in the factors that increase or reduce their satisfaction (Voydanoff 2005a;Valcour 2007;Beham and Drobnič 2010;Abendroth and den Dulk 2011;Goñi-Legaz and Ollo-López 2016;Vieira et al 2018;Moazami-Goodarzi et al 2019;Junker and van Dick 2020).…”

Section: Introductionmentioning

confidence: 99%

“…Our contribution to the literature is threefold. First, we integrate the literatures on work-family balance satisfaction (Voydanoff 2005a;Valcour 2007;Beham and Drobnič 2010;Vieira et al 2018;Junker and van Dick 2020), crossover (Westman 2001;Bakker et al 2009;Brough et al 2018), and the impacts of unsupportive workfamily cultures on employed parents (Allen 2001;Voydanoff 2005b;Allard et al 2011; Within the global-construct approaches of balance, most conceptions today agree that assessments of work-family balance should be framed in subjective terms. 2 As subjective evaluations of balance require internal reflection and judgment, they have also been described as psychological constructs of balance (Valcour 2007).…”

Section: Introductionmentioning

confidence: 99%

The Long Arm of an Unsupportive Work-Family Culture in Work Organizations: Crossover to the Partner’s Work-Family Balance Satisfaction in Dual-Earner Couples

Bernhardt

Bünning

2021

Applied Research Quality Life

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This study analyzes how an unsupportive organizational work-family culture experienced by one employed parent at work can cross over to their partner and reduce the latter’s satisfaction with work-family balance (WFBS). Workplace cultures that are structured around the “ideal worker” norm have enormous and often detrimental impacts on parents’ abilities to manage work and family roles. Drawing on crossover theory, we argue that these kinds of unsupportive work-family cultures have adverse consequences, not only for working parents but also for their partners. We hypothesize that if one partner experiences an unsupportive work-family culture, they can provide less instrumental and emotional support to the other partner, which reduces the other partner’s WFBS. We use a unique dataset of 556 dual-earner couples with young children surveyed in Germany in 2015 and perform multivariate regression analysis and structural equation modelling. We find robust evidence that mothers were less satisfied with work-family balance if fathers reported an unsupportive work-family culture in their organization. There was only weak evidence, however, for crossover between an unsupportive work-family culture at the mother’s workplace and the father’s WFBS. Mediation analysis suggests that these associations were transmitted in part through reduced emotional support, whereas instrumental support did not appear to play a role. The findings lend support to the argument that an unsupportive work-family culture in one parent’s workplace reduces the emotional support they provide to their partner, which reduces the partner’s WFBS.

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Congruence in Preferences and Expectations of Work-Family Role Management: Operationalization and the Relation with Work-Family Balance and Spousal Support

Cited by 9 publications

References 60 publications

Family-Friendly Policy and Work-Family Conflict Mitigation: The Role of Work-Family Boundary Negotiation

Family-Friendly Policy and Work-Family Conflict Mitigation: The Role of Work-Family Boundary Negotiation

A Conceptual Model of Work-Family Balance Among Qatari Adults

The Long Arm of an Unsupportive Work-Family Culture in Work Organizations: Crossover to the Partner’s Work-Family Balance Satisfaction in Dual-Earner Couples

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