Is Small Beautiful? Work-Family Tension, Work Conditions, and Organizational Size

Examining the Relationship between Work Life Conflict, Stress and Turnover Intentions among Marketing Executives in Pakistan

“…"Stress refers to workers not being able to adapt to work and, therefore, involves some biological and psychological reaction" (Hsieh, Huang & Su 2004).Several studies on various occupations regarding stress have been conducted (Rusli, Edimansyah & Naing, 2006). "Stress on family life may arise from both the schedule and the content of work" (MacDermid et al, 1994) while White, Wilson & Pfoutz, (2006) consider it unavoidable. It affects negatively the individual and organization both.…”

Job Stress, Depression and Work-to-Family Conflict

“…Despite recognition of the dynamic interaction between various life domains, most researchers studying job stress limit their attention to what takes place in the work domain and neglect how work experiences can affect other areas, such as the family domain (Cooper, Dewe and O'Driscoll, 2001;Thoits, 1995). Throughout the literature on workto-family conflict, however, it has been well established that long work hours, working evenings and weekends and inflexible schedules exacerbate work-family tensions (MacDermid et al, 1994). The first objective of this paper then is to determine whether the models applied to depression in the stress literature also apply to work-to-family conflict.…”

Exigences professionnelles et familiales, conflits interrôles et détresse psychologique des mères d'enfants ayant une déficience intellectuelle /

“…La majorité des études recensées évaluant les caractéristiques professionnelles, qui sont propices à agir comme stresseurs sur la vie familiale, ont examiné de multiples façons le niveau d'exigences reliées au travail (Bedeian, Burke, & Mofett, 1988;Eagle et al, 1997;Greenhaus & Beutell, 1985;MacDermid, Williams, Marks & Heilbrun, 1994;Voydanoff, 2002). Même si les conflits travail-famille et travail-famille seraient associés à plusieurs exigences du travail, le nombre d'heures consacrées au travail rémunéré par semaine, l'inflexibilité de l'horaire de travail et les sources de pression vécues au travail sont les variables qui corrèlent le plus souvent avec ces conflits dans les études (Aryee, 1992;Frone et al, 1992a;Fu & Shaffer, 2001;Greenhaus & Beutell, 1985;Hammer, Allen, & Grigsby, 1997;Jansen et al, 2003;Mesmer-Magnus & Viswesvaran, sous presse;Parasuraman et al, 1996;Parasuraman, Greenhaus, Rabinowitz, Bedeian, & Mossholder, 1989;Stephens et al, 1997;Voydanoff, 1988).…”