Relationship between similarity in work-family centrality and marital satisfaction among dual-earner couples

Xie, Jiushu; Shi, Yanwei; Ma, Hongyu

doi:10.1016/j.paid.2017.03.021

Cited by 25 publications

(24 citation statements)

References 27 publications

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“…The centrality of work and family is associated with a value judgment about the relative importance of the role work versus the role family (Carr, Boyar, & Gregory, 2008). People tend to invest more time and energy in roles on which they are more focused, since these roles have significant implications for their well-being and selfesteem (Simon, 1992;Xie, Shi, & Ma, 2017). In this way, people highly focused on work believe that it is the central activity of their lives, and invest more effort, time and energy in it than in the family.…”

Section: Work-family Centralitymentioning

confidence: 99%

“…In this way, people highly focused on work believe that it is the central activity of their lives, and invest more effort, time and energy in it than in the family. Conversely, those who are more family-centred prioritize all activities related to the family, since the family role is much more significant in their lives (Xie et al, 2017). To Greenhaus, Peng, and Allen (2012) men and women construct their identities differently.…”

Section: Work-family Centralitymentioning

confidence: 99%

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Work-oriented men and women: Similar levels of work-family conflict and guilt yet different coping strategies

Sousa¹,

Kuschel²,

Brito³

et al. 2018

Psychol. Thought

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b] Universidad Tecnológica Metropolitana, Santiago, Chile. AbstractBalancing family and professional roles has become one of the challenges of the twenty-first century. This exploratory study aims to analyse the guilt, losses, aspirations and difficulties associated with work-family interaction and the career centrality of men and women, as well as their strategies to cope with work-family conflict. Using questionnaire and interview data of 73 Portuguese participants (41 men and 32 women), we showed that the women experienced the most guilt and loss and greater difficulties in balancing family and professional life. Yet contrary to the literature, the women in this sample assigned great importance to their career (even higher than men), but they felt that their potential for success at work was constrained due to the family demands. Prioritizing family over work gives work-centered women a sense of sacrifice, loss and guilt.

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Section: Work-family Centralitymentioning

confidence: 99%

Section: Work-family Centralitymentioning

confidence: 99%

Work-oriented men and women: Similar levels of work-family conflict and guilt yet different coping strategies

Sousa¹,

Kuschel²,

Brito³

et al. 2018

Psychol. Thought

View full text Add to dashboard Cite

show abstract

“…Understand how individuals react and deal with the tension between work and family has impacts for themselves and for the organizations where they work (Carlson & Kacmar, 2000;Esson, 2004;Friedman & Greenhaus, 2000;Karkoulian, Srour, & Sinan, 2016;Nohe, Meier, Sonntag, & Michel, 2015;Xie, Shi, & Ma, 2017). At the individual level, the reconciliation difficulties are identified as a source of mental and physical stress, with negative consequences on health, disruptions in the performance of parental roles, anxiety, depression and dissatisfaction.…”

Section: Introductionmentioning

confidence: 99%

“…At the individual level, the reconciliation difficulties are identified as a source of mental and physical stress, with negative consequences on health, disruptions in the performance of parental roles, anxiety, depression and dissatisfaction. In relational terms it can lead to increased interpersonal conflicts, for example (Xie et al, 2017). At the organizational level, they are associated with decreased productivity, absenteeism, higher turnover, low morale, reduced job satisfaction, stress and burnout and therefore, loss of talents.…”

Section: Introductionmentioning

confidence: 99%

The Influence of Organizational Reconciliation Policies and Culture on Workers Stress Perceptions

Monteiro

Pereira

Daniel

et al. 2017

BAR, Braz. Adm. Rev.

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Work-family reconciliation plays a crucial role in the well-being of employees, having impacts at the individual, social and organizational level. Studies concluded that poor work-life balance as one of the ten predictors of psychosocial risks at work. A family-friendly culture relates to how an organization values and allows the articulation of the various spheres of its workers' life. We intended to determine the effect of different variables like the existence of services, the organizational culture and the managers and colleagues support, on the stress experienced. A sample of 156 employees, from five organizations in the same region of Portugal, responded to a survey contributing to the empirical results of the study. We have conducted a structural equation model to test whether the factor solution of the perception of the reconciliation capability -STRESS model demonstrated a goodness of fit to the population studied. We've concluded that more important than the existence of reconciliation services, the perception of a supportive organizational culture, namely by colleagues and supervisors has great influence in reconciliation capability and by that way on work stress feelings. This might explain why workers do not use all the spectrum of resources provided by organizations and states to work-life reconciliation.

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“…Connecting communication across work and personal spheres, I also draw from previous research demonstrating that individuals' close interpersonal relationships may influence both sexist attitudes and workplace behaviors (e.g., Lenton & Webber, 2006;Helms, Walls, Crouter, & McHale, 2010;Kapoor, Pfost, House, & Pierson, 2010;Brands & Kilduff, 2014;Kim & Dew, 2016;Carnes, 2017;Huffman, Matthews, & Irving, 2017;Umukoro & Oboh, 2017;Xie, Shi, & Ma, 2017;Yucel, 2017;Pepli, Godlewska-Werner, Po, & Lewandowska-Walter, 2018). I assume that this effect will persist in terms of intolerance for and reporting of harassing behaviors at work.…”

Section: Introductionmentioning

confidence: 99%

Interpersonal Influences on Interpretation of Workplace Sexual Harassment

Purtell¹

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Interpersonal Influences on Interpretation of Workplace Sexual Harassment Rachael E. Purtell The purpose of this thesis is to investigate how women interpret and respond to incidents of sexual harassment at work, in the context of both their romantic relationships and workplace cultures. Incorporating Ambivalent Sexism Theory (Fiske & Glick, 1995) to measure sexist attitudes, I presumed that their own, their partners' and their presumed workplace's sexism scores for both subsets would be linked to the women's perceptions and behavioral intentions in response to being sexually harassed at work. Participants were 145 heterosexual adult women, employed full-time and in self-defined committed heterosexual relationships. Each completed a survey that included the Ambivalent Sexism Inventory (ASI) (Fiske & Glick, 1995), the Sexual Harassment Reporting Attitudes Scale (SHRAS) (Cesario, Parks-Stamm, & Turgut, 2018), likelihood of reporting scenarios of sexual harassment (SH), and number of special peers in the workplace. There was additional demographic data about the participants and their workplaces, most of which was incorporated as covariates. Results supported several of the asserted relationships. Although the predicted relationships between participants' and their perceived partners' and workplace sexist attitudes with reporting SH did not emerge, there were many significant findings regarding these variables and their associations with intolerance for SH. The majority of this study's findings emerged as significant, even when testing alongside covariates of education, organization size, organization type, and number of special peers in the workplace with the exception of perceived partner HS and intolerance for SH that were non-significant. Future research should explore disclosures exchanged regarding such incidents at work in the context of both romantic relationships and other social relationships in and out of work.

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Relationship between similarity in work-family centrality and marital satisfaction among dual-earner couples

Cited by 25 publications

References 27 publications

Work-oriented men and women: Similar levels of work-family conflict and guilt yet different coping strategies

Work-oriented men and women: Similar levels of work-family conflict and guilt yet different coping strategies

The Influence of Organizational Reconciliation Policies and Culture on Workers Stress Perceptions

Interpersonal Influences on Interpretation of Workplace Sexual Harassment

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