Longitudinal latent profiles of work–family balance: Examination of antecedents and outcomes.

Abstract

Work-family balance is often defined as the extent to which individuals are satisfied and functioning well, both in work and family domains, with the lowest level of role conflict (Clark, 2000). In the present study, we sought to identify longitudinal profiles of work-family balance and examine their mediating roles in the relationship between job control and core self-evaluations and turnover intentions. Data were gathered from 789 Finnish employees through an online survey across 3 time points covering a period of 2 years (2008 -2010). The results of the latent profile analysis identified 4 distinct longitudinal work-family balance profiles: active balance (31.71%), passive balance (20.84%), beneficial balance (27.71%), and harmful balance (19.72%). The results also showed that the higher the perception of job control and the greater the core self-evaluations reported by employees, the more likely they were to be in the beneficial profile than in other profiles. Furthermore, turnover intentions were significantly higher in the harmful balance profile group, compared with other profile groups. Moreover, work-family balance profiles mediated the relationship between core self-evaluations and turnover intentions. Our study broadens the previous literature by longitudinally examining work-family balance profiles and by testing the linkages between profiles and their antecedents and outcomes.

Examining the Relationships Among Work–Life Constructs: A Review

“…Despite long hours of reaseacrh, recent studies on work–life research use different terms and adopt different conceptualizations of the constructs. (e.g., Casper et al, 2018; Choi et al, 2018; Moazami-Goodarzi, Nurmi, Mauno, Aunola, & Rantanen, 2018; Vieira, Matias, Lopez, & Matos, 2018)” Researchers have for many years urged the need to offer clearer conceptualization of key constructs of work–life research. This article reviews the conceptual studies on work–life interface and gives the details of different terminologies used by various researchers.…”

On the Dynamics of the Psychosocial Work Environment and Employee Well-Being: A Latent Transition Approach

“…Despite a steep increase in longitudinal investigations over the recent years, they often have their primary focus on the dynamics of selected outcome measures rather than job characteristics as such. For instance, some studies have examined the development of employee well-being related processes over time [ 24 , 25 , 26 ], unravelling their changes in the light of various job demands or resources. On the flipside, the dynamic nature of the work environment per se and the lasting impact it may have on the individual still needs to be better understood.…”

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

“…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).…”

“…Employees who perceive that work interferes with their family lives show less organizational commitment and lower work performance than those who are able to balance work and family satisfactorily. They also have higher rates of absenteeism and higher turnover intentions (Moazami-Goodarzi et al 2019).…”