Extending the demands‐control model: A daily diary study of job characteristics, work‐family conflict and work‐family facilitation

Butler, Adam; Grzywacz, Joseph G.; Bass, Brenda L.; Linney, Kirsten D.

doi:10.1348/096317905x40097

Cited by 250 publications

(237 citation statements)

References 44 publications

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“…Previous studies have indicated that high job demands 10,[14][15][16] and low job control 14,16,17) are positively associated with WFC, which are individual job characteristics in the job-demand-control model 18) . Work-family culture has been found to be negatively associated with WFC 19,20) .…”

Section: Relationship Between Work-related Factors and Wfcmentioning

confidence: 99%

“…Several longitudinal studies have consistently reported health consequences of work-family conflict, including depression 26,27) as a mental health indicator and fatigue 14,15,27) as a physical health indicator. Although family-related variables generally have been used as outcomes of work-family conflict 28) , to our knowledge, there have been no studies that have explicitly addressed the issue of what role family togetherness plays in the path between WFC and health.…”

Section: Relationship Between Wfc and Health And Familymentioning

confidence: 99%

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An Examination of Factors Related to Work‐to‐family Conflict among Employed Men and Women in Japan

Kato

Yamazaki

2009

Journal of Occupational Health

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The aims of this study of Japanese married employees were: 1) to examine the relationship between work-related factors and work-to-family conflict (WFC); 2) to examine the relationship between WFC and fatigue and depression; and 3) to explore the role of family togetherness in a path between WFC and health. Methods: A crosssectional survey was conducted among employees belonging to a labor union federation of the chemical industry. All analyses were conducted by subgroup according to gender and parental status. Results: Data was collected from 12 companies located in the Tokyo metropolitan area from September to October 2005. The data of 961 married employees were analyzed. The main findings by regression analyses were: 1) high job demands, low job control, and unsupportive work-family culture were associated with high level of WFC; 2) WFC was positively associated with fatigue and depression regardless of gender and parental status; and 3) maintaining family togetherness was slightly, yet significantly associated with fatigue in the father group. Conclusions: WFC was unfavorably related to fatigue and depression in both genders regardless of parental status, and plays a role linking unfavorable work situations and health. As possible work-related factors of WFC, the data indicate not only individual workplace variables but also an organizational support. Additionally, maintaining family togetherness appears to benefit fathers by preventing fatigue. Strategies for reduction of WFC are therefore necessary to promote health among married workers of both genders. (J Occup Health 2009; 51: 303-313)

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Section: Relationship Between Work-related Factors and Wfcmentioning

confidence: 99%

Section: Relationship Between Wfc and Health And Familymentioning

confidence: 99%

An Examination of Factors Related to Work‐to‐family Conflict among Employed Men and Women in Japan

Kato

Yamazaki

2009

Journal of Occupational Health

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“…Short term variations in job characteristics have also been associated with fluctuations in employee outcomes including work engagement, work-family facilitation and work-family conflict (Butler, Grzywacz, Bass & Linney, 2005;Petrou et al, 2012). Despite this, previous studies addressing the well-being implications of lean manufacturing for employees (including Study 2 in this thesis) have exclusively focused on relationships at the between-person level, where job characteristics and employee outcomes are considered to be relatively stable (e.g.…”

Section: Theory Expansionmentioning

confidence: 99%

Job design under lean manufacturing and the quality of working life: a job demands and resources perspective

Cullinane

Bosak

Flood

et al. 2014

The International Journal of Human Resource Management

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ii Declaration I hereby certify that this material, which I now submit for assessment on the programme of study leading to the award of Doctor of Philosophy is entirely my own work, and that I have exercised reasonable care to ensure that the work is original, and does not to the best of my knowledge breach any law of copyright, and has not been taken from the work of others save and to the extent that such work has been cited and acknowledged within the text of my work. Flood. Patrick has provided great support and guidance during the past four years. He was also very influential in my decision to undertake the PhD during my time as a teaching assistant in DCU, and I will always be grateful for that push in the right direction. Over the past four years Janine has become both a wonderful mentor and a great friend. She has acted as my personal coach during this time and continued to build my confidence in my writing, presenting, and analytical skills, particularly when I was feeling insecure. Janine has also been a great advocate of my career and helped me to broaden my skills during my time as a PhD student in terms of teaching, writing and networking. The activities we were involved in together kept me sane and allowed me to maintain balance and perspective on my research. Both supervisors shared their wide international network of colleagues with me during my research which allowed me to meet and work with a number of very influential and interesting people over the years. It was a pleasure to work with you both.I would also like to thank Professor Eva Demerouti (Eindhoven University of Technology) with whom I collaborated with throughout this research. Eva was extremely accommodating when I approached her as an inexperienced and nervous first year student wanting to draw on her time and expertise in the area of engagement and burnout. I am very grateful for all the time, advice and encouragement she provided at our meetings in Utrecht, Eindhoven and during conferences. I also wish to acknowledge the time and effort spent by Eva in reading my work and assisting me with my statistical analysis, which is greatly appreciated. AbstractStudies to date which examine the quality of working life under lean manufacturing have yielded contradictory findings, whereby positive, negative and contingent effects on employee well-being have been demonstrated. A large contributor to these inconsistencies is the absence of an applicable model of job design which captures the complex socio-technical nature of this context. This research proposes and tests a model of job design under lean manufacturing using the Job Demands-Resources framework in order to capture the distinct motivational and health-impairing potential of this context. Cross-sectional data was collected from 200 employees working in a multi-national pharmaceutical manufacturing organisation with extensive lean usage. The findings supported hypotheses relating to the direct and interactive effects of lean-specific resources and demands in the prediction of ...

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“…The higher the family participation was, the worse they performed at university (Meeuwisse, et al, 2011) the more conflict they experienced between their family lives and their lives as students, because time spent on family activities cannot be devoted to studying (Meeuwisse, et al, 2011;Greenhaus & Beutell, 1985). As time with family or work hours were determined as an antecedent of conflict (Butler, et al, 2005;Ford, et al, 2007), and multiple roles may compete for a person's time (Greenhaus & Beutell, 1985). For example, household duties such as housework and childcare-related obligations are factors that can create time-based pressure from the family realm (Baltes & Heydens-Gahir, 2003;Frone, et al, 1992).…”

Section: Familymentioning

confidence: 99%

Towards an Understanding of Predictors of Academic Performance

Nkhoma¹,

Nkhoma²,

Quy³

et al. 2017

IJISE

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Extending the demands‐control model: A daily diary study of job characteristics, work‐family conflict and work‐family facilitation

Cited by 250 publications

References 44 publications

An Examination of Factors Related to Work‐to‐family Conflict among Employed Men and Women in Japan

An Examination of Factors Related to Work‐to‐family Conflict among Employed Men and Women in Japan

Job design under lean manufacturing and the quality of working life: a job demands and resources perspective

Towards an Understanding of Predictors of Academic Performance

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