Considering the role of personality in the work–family experience: Relationships of the big five to work–family conflict and facilitation

Wayne, Julie Holliday; Musisca, Nicholas; Fleeson, William

doi:10.1016/s0001-8791(03)00035-6

Cited by 639 publications

(759 citation statements)

References 44 publications

Supporting

Mentioning

641

Contrasting

Unclassified

Order By: Relevance

“…As in other studies using these data (Grzywacz & Marks, 2000;Wayne et al, 2004), a higher level of neuroticism was related to more WFC (see Table 3). However, higher levels of extraversion and being older were related to lower levels of WFC.…”

Section: Resultssupporting

confidence: 83%

“…First, as others have argued (Wayne et al, 2004), the development and validation of a theoretically based measure of workfamily facilitation is essential. Second, despite the strengths of the approach taken in this study, it remains unclear which specific resources offered by different job characteristics are operative for W3 FF.…”

Section: Limitations and Future Researchmentioning

confidence: 99%

“…Evidence suggests, for example, that family structure and processes are the primary antecedents of family-to-work facilitation, whereas job attributes are the primary antecedents of W3 FF (Grzywacz & Marks, 2000). Additionally, given that W3 FF is more strongly related to job effort and satisfaction than family-to-work facilitation (Wayne et al, 2004) and that it buffers the effect of work-to-family conflict (WFC) on mental health (Grzywacz & Bass, 2003), it seems likely that W3 FF is a more compelling target for intervention for organizations. Thus, not only is a specific analysis of W3 FF theoretically necessary, but the results could also guide organizational professionals toward important targets for change for addressing the workfamily needs of employees.…”

mentioning

confidence: 99%

See 2 more Smart Citations

The Impact of Job Characteristics on Work-to-Family Facilitation: Testing a Theory and Distinguishing a Construct.

Grzywacz

Butler

2005

Journal of Occupational Health Psychology

283

229

View full text Add to dashboard Cite

This study used objective measures of job characteristics appended to the National Survey of Midlife Development in the United States (MIDUS), self-reported job characteristics, and an individual resource characteristic (orientation toward personal growth) to test a theory of workfamily facilitation. Results indicated that resource-rich jobs enable work-to-family facilitation. A higher level of work-to-family facilitation was reported by individuals in jobs with more autonomy and variety and whose jobs required greater substantive complexity and social skill. There was no support for the hypotheses that these effects would be more pronounced for individuals with higher levels of personal growth. The authors found significant differences in the strength of the associations of job characteristics with work-to-family facilitation and work-tofamily conflict, suggesting they are different constructs with distinct antecedents.

show abstract

Section: Resultssupporting

confidence: 83%

Section: Limitations and Future Researchmentioning

confidence: 99%

mentioning

confidence: 99%

See 1 more Smart Citation

The Impact of Job Characteristics on Work-to-Family Facilitation: Testing a Theory and Distinguishing a Construct.

Grzywacz

Butler

2005

Journal of Occupational Health Psychology

283

229

View full text Add to dashboard Cite

show abstract

“…Work-life conflict was measured using a scale developed by Wayne and colleagues (Wayne, Musisca, & Fleeson, 2004b). The scale includes 4-items (e.g., "Your job reduces the effort you can give to activities at home").…”

Section: Methodsmentioning

confidence: 99%

“…Internal consistency for the scale in the current study was α = .69. For further evidience on the construct validity of the work-life conflict measure see Wayne et al, (2004b).…”

Section: Methodsmentioning

confidence: 99%

An examination of gender differences in the impact of individual and organisational factors on work hours, work-life conflict and psychological strain in academics

Hogan¹,

Hogan²,

Hodgins³

et al. 2014

The Irish Journal of Psychology

View full text Add to dashboard Cite

The current study used multi-group structural equation modeling (SEM) to test a fully-and partially-mediated Extended Rational Model of Work-Life Conflict and examined the impact of job involvement, workaholism, work intensity, organisational expectations and support, and having children on work hours, worklife conflict and psychological strain in male and female academics. In total, 410 academics from three Irish universities completed an electronic questionnaire survey.Results indicated both commonalities and differences in the factors that influence work hours, work-life conflict and levels of psychological strain in men and women.Lower organisation expectations predicted longer working hours in both men and women; additional unique predictors of longer working hours in men were higher work intensity and having children; conversely, higher work enjoyment predicted longer working hours in women, but not men. Higher work intensity predicted higher work-life conflict in men and women. In the final best fitting model, longer work hours predicted higher levels of work-life conflict in women only. Findings are discussed in light of research and theory on work-life balance and the challenge of facilitating productivity and well-being in academia.

show abstract

Work–Family Positive Spillover

Zimmerman

Hammer

2010

Contemporary Occupational Health Psychology

View full text Add to dashboard Cite

Considering the role of personality in the work–family experience: Relationships of the big five to work–family conflict and facilitation

Cited by 639 publications

References 44 publications

The Impact of Job Characteristics on Work-to-Family Facilitation: Testing a Theory and Distinguishing a Construct.

The Impact of Job Characteristics on Work-to-Family Facilitation: Testing a Theory and Distinguishing a Construct.

An examination of gender differences in the impact of individual and organisational factors on work hours, work-life conflict and psychological strain in academics

Work–Family Positive Spillover

Contact Info

Product

Resources

About