Perceptions of Nonwork-to-Work Spillover: Challenging the Common View of Conflict-Ridden Domain Relationships

Kirchmeyer, Catherine

doi:10.1207/s15324834basp1302_7

Cited by 193 publications

(223 citation statements)

References 20 publications

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“…This is in contrast with previous findings, where no differences were found based on gender (Burke, 1988;Demerouti et al, 2004;Eagle et al, 1997;Frone, 2002;Kinnunen & Mauno, 1998;Kirchmeyer, 1992). However, the ratio of male to female participants should be noted (males 79.9 per cent and females 20.1 per cent).…”

Section: Discussioncontrasting

confidence: 99%

“…Several studies revealed that there are hardly any differences between males and females in their experience of negative or positive interaction between work and home, in both directions (Burke, 1988;Demerouti, Geurts, Bakker & Euwema, 2004;Eagle, Miles & Icenogle, 1997;Frone, 2002;Kinnunen & Mauno, 1998;Kirchmeyer, 1992). Therefore, no differences were expected between males and females.…”

Section: Work-home Interaction and Socio-demographic Differencesmentioning

confidence: 99%

“…This implies that positive work-home interaction and the idea of role enhancement (which proposes, for example, that fulfilling multiple roles may produce resources such as energy mobilisation, skill acquisition and greater self-esteem, which facilitate functioning in both life spheres) have been under-researched. Secondly, many instruments are available to measure negative work-home interaction, as opposed to only a few instruments exclusively developed for measuring positive interactionthe instruments developed by Carlson, Kacmar, Wayne and Grzywacz (2006) and Kirchmeyer (1992) are among the few that look at positive interactions. Instruments developed for the measurement of both negative and positive interaction are even more rare.…”

Section: Introductionmentioning

confidence: 99%

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Work-home interaction of employees in the mining industry

Mostert

Oldfield

2011

SAJEMS

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This study aimed to test the construct validity, factorial invariance and reliability of the Survey Work-Home Interaction-NijmeGen (SWING) and to explore whether and how the work-home interaction of various socio-demographic groups differ. Random samples (n = 320) were taken of employees in the mining industry. The confirmatory factor analysis results supported the proposed four-factor structure measuring negative/positive work-home interference and negative/positive home-work interference. The multi-group invariance analyses' results for two language and ethnic groups also supported the factorial invariance of the SWING. All the scales were found to be reliable. Statistically significant differences in work-home interaction were found, based on age, ethnicity, gender, education, marital status, parental status, language, flexibility at work and individuals who had a partner with a paid job. JEL J24, J28

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Section: Discussioncontrasting

confidence: 99%

Section: Work-home Interaction and Socio-demographic Differencesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Work-home interaction of employees in the mining industry

Mostert

Oldfield

2011

SAJEMS

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“…Only a few instruments have been exclusively developed for measuring positive work-family interaction (Carlson, Kacmar, & Williams, 2000;Kirchmeyer, 1992) or for measuring both negative and positive interaction (Grzywacz &Marks"s MIDUS scale, 2000 andGeurts et al, SWING scale, 2005), due to a lacking adequate theoretical framework (Frone, 2003).…”

Section: Introductionmentioning

confidence: 99%

Adaptación y validación de la versión española de la “Survey Work-Home Interaction – NijmeGen” (SWING) en países hispanohablantes

et al. 2014

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Título: Adaptación y validación de la versión española de la "Survey WorkHome Interaction -NijmeGen" (SWING) en países hispanohablantes. Resumen: El propósito de este estudio es adaptar y validar la "Survey Work-Home Interaction -NijmeGen" (SWING), desarrollada por Geurts y colaboradores, a países de habla hispana (SWING-SSC). Con el fin de analizar las propiedades psicométricas del cuestionario, se llevó a cabo un análisis factorial confirmatorio (AFC) con una muestra de 203 empleados de diferentes países de habla hispana. La validez de criterio se puso a prueba mediante el examen de las correlaciones entre el SWING-SSC y otras variables teóricas relevantes: salud, conflicto de rol, claridad de rol y apoyo del supervisor. Finalmente, se puso a prueba la fiabilidad analizando la consistencia interna de las escalas. Los análisis realizados indican que el SWING-SSC tiene buenas propiedades psicométricas. Además, los resultados apoyan la relación del constructo con la salud, el conflicto de rol, la claridad de rol, y el apoyo del supervisor. Este estudio ofrece evidencia de una medida del equilibrio entre trabajo y vida que contribuye al fomento de las condiciones adecuadas en el lugar de trabajo, para reducir el conflicto entre las dos esferas de la vida profesional y personal, y para fomentar las relaciones positivas. Palabras clave: Survey Work-Home Interaction SWING; equilibrio vidatrabajo; análisis factorial confirmatorio; salud; características del puesto. Abstract:The purpose of this study is the adaptation and validation of the "Survey Work-Home Interaction -NijmeGen" (SWING) developed by Geurts and colleagues to Spanish speaking countries (SWING-SSC). In order to analyze the questionnaire"s psychometric properties, confirmatory factor analysis (CFA) was carried out with a sample of 203 employees from various Spanish-speaking countries. Criterion related validity was tested by examining correlations between the SWING-SSC, and the theoretically relevant variables: health, role conflict, role clarity and supervisor support. Finally, reliability was tested analyzing the internal consistency of the scales. The analyses carried out indicate that SWING-SSC has good psychometric properties. In addition, the present results support the relation of the construct with health, role conflict, role clarity, and supervisor support. This study offers evidence for a sound work-life balance measure that contributes to encourage adequate conditions in the workplace, to reduce the conflict between the two spheres of professional and personal life, and to enhance positive relationships.

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“…For example, research has focused on the constructs of work-family facilitation (Grzywacz, Almeida, & McDonald, 2002;Grzywacz, Carlson, Kacmar, & Wayne, 2007) and work-family enrichment Carlson, Kacmar, Wayne, & Grzywacz, 2006), in addition to work-family positive spillover (Crouter, 1984;Edwards & Rothbard, 2000;Kirchmeyer, 1992b). Other closely related terms that have been proposed include workfamily compatibility (Barnett & Baruch, 1985;Barnett & Hyde, 2001), work-family enhancement (Greenhaus & Parasuraman, 1999), and work-family synergy (Beutell & Wittig-Berman, 2008).…”

Section: Positive Spillovermentioning

confidence: 99%

The Crossover Effects of Supervisor Work-Family Positive Spillover on Employee Sleep Deficiency: Moderating Effects of Family Supportive Supervisor Behaviors (FSSB)

Crain¹

2000

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The majority of literature on the work-family interface has focused on, and provided evidence of, the conflict associated with engagement in both work and family roles (Eby, Casper, Lockwood, Bordeaux, & Brinley, 2005). Research examining the positive aspects of work and family participation remains limited. The current study investigated how work-family positive spillover is transferred between members of the supervisoremployee dyad and subsequently how this affects employee sleep outcomes. It was hypothesized that work-to-family affective positive spillover experienced by supervisors would crossover to employees and increase their experiences of work-to-family affective positive spillover. In turn, this would allow for better employee sleep. It was also proposed that these relationships would depend on the level of employee perceptions of family-supportive supervisor behaviors (FSSB), such that higher levels of FSSB would result in higher levels of employee positive spillover and better employee sleep. As part of a larger study, survey data were collected in a sample of 696 workers supervised by 180 managers in the information technology sector. Contrary to expectations, results indicated that supervisor positive spillover was negatively related to employee positive spillover. Furthermore, FSSB moderated the association between supervisor positive spillover and employee sleep duration, such that the relationship between supervisor positive spillover and employee sleep duration was positive under high levels of FSSB, but negative under low levels of FSSB. Again, this finding was contrary to expectations.Alternative explanations are discussed. POSITIVE SPILLOVER AND SLEEPii Acknowledgements

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Perceptions of Nonwork-to-Work Spillover: Challenging the Common View of Conflict-Ridden Domain Relationships

Cited by 193 publications

References 20 publications

Work-home interaction of employees in the mining industry

Work-home interaction of employees in the mining industry

Adaptación y validación de la versión española de la “Survey Work-Home Interaction – NijmeGen” (SWING) en países hispanohablantes

The Crossover Effects of Supervisor Work-Family Positive Spillover on Employee Sleep Deficiency: Moderating Effects of Family Supportive Supervisor Behaviors (FSSB)

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