Sources of Work-Family Conflict: A SINO-U.S. Comparison of the Effects of Work and Family Demands.

Yang, Nini; Chen, Chao C.; Choi, Jaepil; Zou, Yimin

doi:10.2307/1556390

Cited by 432 publications

(471 citation statements)

References 29 publications

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“…As time pressure at work grows stronger, role conflict is inevitable (Yang et al 2000), because the more time individuals devote to work roles, the less time they will have for other roles (Marks 1977;Yang et al 2000). A high level of time pressure may stimulate frequent role conflict, which may cause stress, physical and psychological disorders (Goode 1960;Nordenmark 2004;Sieber 1974).…”

Section: Perceived Time Pressure and Creativitymentioning

confidence: 99%

Interactive effects of perceived time pressure, satisfaction with work-family balance (SWFB), and leader-member exchange (LMX) on creativity

Aleksić

Mihelič

Černe

et al. 2017

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Purpose Drawing on role theory, the purpose of this paper is to investigate a curvilinear relationship between employee’s perceived overall time pressure and creativity. Apart from this, it explores a three-way interaction of perceived time pressure, satisfaction with work-family balance (SWFB), and leader-member exchange (LMX) on creativity. Design/methodology/approach The paper reports a quantitative study of 251 employees from a European company. An online survey was used to collect data. The proposed hypotheses were tested using moderated hierarchical regression analysis. Findings Results demonstrate a U-shaped curvilinear relationship between perceived time pressure and creativity. Results further confirm the proposed three-way interaction of perceived time pressure, SWFB, and LMX as joint predictors of creativity. Research limitations/implications The cross-sectional research design limits the ability to demonstrate causality. Moreover, the data were collected from a single source causing concern for common method bias. Nonetheless, recent research suggests that common method bias cannot create an artificial interaction effect. Originality/value This study is one of the rare attempts to examine a curvilinear relationship between perceived time pressure and creativity. Moreover, it contributes to the work-family literature by providing the first empirical examination of the linkage between SWFB and creativity. Furthermore, the authors find a three-way interaction between time pressure, SWFB and LMX, and creativity. These findings broaden our understanding of how personal and contextual factors interact to foster creativity.

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Section: Perceived Time Pressure and Creativitymentioning

confidence: 99%

Interactive effects of perceived time pressure, satisfaction with work-family balance (SWFB), and leader-member exchange (LMX) on creativity

Aleksić

Mihelič

Černe

et al. 2017

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“…ex., Parasuraman et al 1989), que les pressions des rôles au travail semblent être la première source de conflit « travail → famille ». Comme les études menées auprès d'échantillons d'employés amé-ricains (Yang et al 2000), les employés interrogés dans cette étude expriment ressentir plus de conflit « travail→famille » que de conflit « famille→travail ». Toutefois, un résultat particulier à cette étude consiste à confirmer que les pressions du travail sont aussi la première source d'insatisfaction comme seul le conflit « travail → famille » (et non le conflit « famille → emploi ») a un effet significatif sur la satisfaction envers la vie en général.…”

Section: Résultats Discussion Et Implicationsunclassified

“…: irrégularité, Johnson, 2000 ;Katz et Piotrkwoski, 1983 ;Kinnunen inflexibilité, temps partiel, et Mauno, 1998 ;Thomas et Ganster, 1995 ;Voydanoff, quart de travail) 1988 Catégories d'emploi Chenevier, 1996 ;Duxbury, Higgins et Lee, 1993 ;Greenhaus et Kopelman, 1981 ;Holohan et Gilbert, 1979b Famille Chenevier, 1996 ;Greenhaus et Kopelman, 1981 ;Katz et Piotrkwoski, 1983 ;Kelly et Voydanoff, 1985 ;Kinnunen et Mauno, 1998 ;Voydanoff, 1988Nature de l'emploi du Aryee, 1992Chenevier, 1996 ;Duxbury, Higgins et (de la) conjoint (e) Lee, 1993 ;Greenhaus et Kopelman, 1981 ;Keith et Schafer, 1980 ;Kinnunen et Mauno, 1998Nombre d'enfants Chenevier, 1996Katz et Piotrkwoski, 1983 ;Keith et Schafer, 1980 ;Kinnunen et Mauno, 1998 ;Voydanoff, 1988 ;Yang et al, 2000Engagement ou Aryee, 1992Aryee, Field et Luk, 1999 ;Carlson et implication dans Kacmar, 2000 ;Chenevier, 1996 ;Duxbury et Higgins, la famille 1991 ;Frone, Russell et Cooper, 1992 Allen, 2001 ;Campbell, 2001 ;Carlson et Perrewé, (ex. : appui du supérieur 1999 ;Deneault, 1996 ;Frone, Yardley et Markel, ou des collègues, valeurs, 19...…”

Section: Liste D'études Ayant Analysé Les Déterminants Et Les Effets unclassified

Vérification d’un modèle structurel à l’égard du conflit travail-famille

St‐Onge

Renaud

Guérin

et al. 2003

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Cette étude propose et teste un modèle structurel des déterminants et des effets du conflit travail-famille mesuré de manière bidirectionnelle. Les données ont été collectées par questionnaire auprès de 1 356 employés ayant des responsabilités parentales. En général, les résultats confirment la qualité de l’ajustement du modèle proposé. Des recommandations sont exprimées pour favoriser un meilleur équilibre emploi-famille parmi le personnel et pour minimiser les conséquences négatives du conflit travail-famille tant pour les employés que pour les employeurs.The purpose of this article is twofold: (1) to analyze the bi-directional work-family conflict, i.e., the influence of work characteristics on an employee’s family life (work→family conflict) and the influence of family characteristics on an employee’s professional life (family→work conflict) and, (2) to assess the validity of a structural model that encompasses both the determinants and the implications of both types of work↔family conflicts. To the best of our knowledge, the proposed structural model is the most exhaustive ever proposed for the investigation of work-family conflicts. Moreover, the study innovates by investigating a sample of Canadian organizations.The research model investigates the determinants of both the work→family and family→work conflicts as well as the implications of each conflict on an individual’s life, either at work or at home (family). The implications of both conflicts on an individual’s overall life satisfaction are also measured. According to the model proposed in the paper, work characteristics such as organizational support, work involvement and professional roles should influence the work→family conflict while family characteristics such as family commitment, the number of children and spouse support should influence the family→work conflict. In addition, we argue that both the implications from the work→family conflict that are related to an individual’s professional life (satisfaction and job performance) and the implications from the family→work conflict that are related to an individual’s family life (satisfaction toward family life and spousal relations) influence a person’s overall life satisfaction.Analyses rely on data drawn from a questionnaire that was developed by the authors. The study was made possible by the support of the Confederation of National Trade Unions (CNTU), a major Quebec labour movement, through its Women’s Office. Initially, the research team called executive members from each the seven labour federations comprising the CNTU to enquire if they would be willing to participate in the study and, if so, how many questionnaires should be sent to them by the Office. The only pre-requisite condition to respond to the questionnaire was for an employee’s to be supporting at least one child. Respondents put the completed questionnaire in a pre-addressed envelope to be received by one member of the research team. Respondents could either send the envelope directly to the research team or to a member of the...

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“…Children at home (e.g., Carlson, 1999;Grzywacz and Marks, 2000), family support and number of dependents (e.g., Carlson and Perrewe, 1999;Grzywacz and Marks, 2000), family disagreements (e.g., Williams and Alliger, 1994;Carlson and Perrewe, 1999;Grzywacz and Marks, 2000), childcare (e.g., Fox and Dwyer, 1999), higher involvement in family (e.g., Carlson and Perrewe, 1999), and greater time demands on family (e.g., Carlson and Perrewe, 1999;Yang et al, 2000) were found to be predictors of work family conflict.…”

Section: Family Related Predictorsmentioning

confidence: 91%

“…Moreover, work family conflict was found to be predicted by greater work demands (e.g., Yang et al, 2000), a greater time commitment to work (e.g., Parasurman and Simmers, 2001), rotating shifts (e.g., Shamir, 1983), higher organisational loyalty (e.g., Tenbrunsel et al, 1995), greater autonomy at work (e.g., Parasurman and Simmers, 2001), inequity rewards at work (e.g., Greenhaus et al, 1987), and working weekends (e.g., Shamir, 1983). …”

Section: Work Related Predictorsmentioning

confidence: 99%

The nature of work family conflict: A review and agenda for future research

Kengatharan

2015

ijhrs

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The main purpose of this research was to identify gaps in the existing literature on work family conflict from the past 30 years, and develop a viable research plan for further research. Research papers from peer-reviewed journals were collected from multiple databases including Proquest, Business Source Premier (EBSCOhost), Expanded Academic (Gale), Emerald, ISI Web Science, the Sloan Work and Family Research Network at Boston College, and Google Scholar. Full text papers published in English in the last three decades were included in this study. The collected papers were then classified and analysed using thematic content analysis. Factors influencing work family conflict, their consequences and the relevant constructs were systematically identified and summarised. The gaps in the extant literature from the past 30 years were identified and these were subsumed under a regional gap-theoretical cultural perspective, a measurement gap, cross cultural studies, organisational responsiveness, environmental factors and gender role theory. The present study serves as a springboard for future studies and theory building on the interaction between the work and family domains. This research is original in its nature as it has identified major strands of the extant literature on work family conflict and ipso facto it can guide research scholars towards the unknown terrain of the work family sphere. This research urges policy makers, practitioners and members of organisations to digest this knowledge and it aims to make them aware of the overarching area of work and family in the contemporary world. The major limitation of this study is the Tower of Babel Bias, to wit, research studies not published in English were excluded from this study.

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Sources of Work-Family Conflict: A SINO-U.S. Comparison of the Effects of Work and Family Demands.

Cited by 432 publications

References 29 publications

Interactive effects of perceived time pressure, satisfaction with work-family balance (SWFB), and leader-member exchange (LMX) on creativity

Interactive effects of perceived time pressure, satisfaction with work-family balance (SWFB), and leader-member exchange (LMX) on creativity

Vérification d’un modèle structurel à l’égard du conflit travail-famille

The nature of work family conflict: A review and agenda for future research

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