Family Satisfaction and Job Performance: Implications for Career Development

Schultz, Jerelyn B.; Henderson, Chinella

doi:10.1177/089484538501200105

Cited by 18 publications

(11 citation statements)

References 11 publications

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“…For example, Googins and Burden (1987) found that strain between work and family roles decreases well-being, health, and energy, and increases depression and absenteeism. Schultz and Henderson (1985) found that family issues affect job productivity, absenteeism, tardiness, turnover, and level of career commitment. This research helps convince organizations of the high costs involved in neglecting work/family issues and of the need to make policy changes to help the dual career couple.…”

Section: Organizational Implicationsmentioning

confidence: 99%

The Dual Career Couple: Concerns, Benefits, and Counseling Implications

Wilcox-Matthew

Minor

1989

Jour of Counseling & Develop

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Section: Organizational Implicationsmentioning

confidence: 99%

The Dual Career Couple: Concerns, Benefits, and Counseling Implications

Wilcox-Matthew

Minor

1989

Jour of Counseling & Develop

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“…Studies to date have suggested that companies offering FWAs benefit from substantial reductions in absenteeism (Dalton and Mesch, ; Baltes et al ., ). Organizations may choose to offer FWAs as an employee's inability to deal with the demands of work and non‐work responsibilities may manifest itself in the form of increased absenteeism (Fernandez, ; Perlow and Kelly, ; Schultz and Henderson, ; Van den Broeck et al ., ). In theory, a greater ability to vary or delay start times of the working day, as allowed by bundle 4, should discourage absenteeism and tardiness (Golden, ; Munsch et al ., ).…”

Section: Discussionmentioning

confidence: 99%

On the Uptake of Flexible Working Arrangements and the Association with Human Resource and Organizational Performance Outcomes

Berkery

Morley

Tiernan

et al. 2017

European Management Review

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The aim of this study was to identify bundles of flexible working arrangements (FWAs) from data provided by 1,064 organizations in seven EU countries, and to relate bundle membership to demographic variables and human resource (HR) and organizational performance outcomes. Using Ward's hierarchical clustering algorithm we identified four distinct bundles of FWAs based on the uptake of twelve individual FWAs across the sample of organizations. Bundle 1 represents organizations engaging in a high level of annual hours contracts; bundle 2 represents more traditional work practices; bundle 3 represents organizations mainly offering shift‐work and bundle 4 represents organizations with a high uptake of flexi‐time. The demographic profile of organizations recorded across each of the four bundles was significantly different. Finally, significant associations were found between the bundle membership and employee turnover (p < 0.001), absenteeism (p < 0.001) and productivity (p < 0.015). The implications of these results are discussed and directions for future research are proposed.

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“…The ~rork-famify interaction is central to public-school home economics content and teacher preparation. As Schultz and Henderson (1985) have pointed out, individuals who must combine work and family roles need help in developing time, money, and energy management skills so that quality time is available for family activities. Since the number of people who combine work and family roles is growing daily, the need for programs that address the development of these skills is increasing.…”

Section: Discussionmentioning

confidence: 99%

The Reciprocal Relationship Between Work and Home Satisfaction for Home Economics Teachers

Burge

Culver

1989

Home Economics Research Journal

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The primary purpose of this study was to test a structural equation model of the reciprocal relationship between work satisfaction and home satisfaction. To test the model, a random sample (n = 132) of home economics teachers in Virginia was surveyed to examine dimensions of work and home satisfaction. The allfemale sample was mostly white, married, and of relatively high income levels.From responses to the survey, four home satisfaction factors and four work satisfaction factors were identified. These factors were hypothesized as the manifest indicators of their respective latent satisfactions. Using Linear Structural Relationship (LISREL) analysis, resulting maximum likelihood estimates suggest that the model was appropriate for the data, that the relationship between home satisfaction and work satisfaction was significant, and that home satisfaction had a greater effect on work satisfaction than the reverse. Implications for teacher education and further research are discussed.

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Family Satisfaction and Job Performance: Implications for Career Development

Cited by 18 publications

References 11 publications

The Dual Career Couple: Concerns, Benefits, and Counseling Implications

The Dual Career Couple: Concerns, Benefits, and Counseling Implications

On the Uptake of Flexible Working Arrangements and the Association with Human Resource and Organizational Performance Outcomes

The Reciprocal Relationship Between Work and Home Satisfaction for Home Economics Teachers

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