The association between job demands/control and health in employed parents: The mediating role of work-to-family interference and enhancement.

Magee, Christopher A.; Stefanic, Natalie; Caputi, Peter; Iverson, Donald C

doi:10.1037/a0027050

Cited by 28 publications

(32 citation statements)

References 55 publications

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“…With a large survey of Canadian workers (n ¼ 24,277), Wang et al (2008) claimed that imbalance between work and family life was in fact a stronger risk factor than work stress to induce mental disorders. The studies by Carlson et al (2011) andMagee, Stefanic, Caputi, andIverson (2012) confirmed that work -family conflict robustly predicted poor physical and mental health, leading to employee stress. While stress is a part of everyday life, for the current study it is purposely positioned and described as excessive amounts of stress induced by imbalance between work and family life that are linked to impaired functioning of individual employees (Casey & Mathews, 2011).…”

Section: Introductionsupporting

confidence: 67%

Impact of individual coping strategies and organisational work–life balance programmes on Australian employee well-being

Zheng

Kashi

Fan

et al. 2015

The International Journal of Human Resource Management

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This paper examines several individual coping strategies and employees' perception of organisational provision of work -life balance (WLB) programmes with a sample of 700 Australian employees. The combined effects of individual coping strategies and organisational provision of WLB programmes on employee affective well-being are examined, using structural equation modelling. Results indicate that individuals with positive attitudes and life coping strategies were more capable of achieving overall well-being. Both monetary-and non-monetary-based organisational WLB provision had no direct association with employee well-being, but had indirect effects via individual coping strategies to help employees achieve better well-being. Employee well-being was found to have a stronger association with individual effort than organisational deliberation in providing WLB programmes. Theoretical and practical implications of these study outcomes are discussed.

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Section: Introductionsupporting

confidence: 67%

Impact of individual coping strategies and organisational work–life balance programmes on Australian employee well-being

Zheng

Kashi

Fan

et al. 2015

The International Journal of Human Resource Management

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“…As the “Overcommitment” scale contains items like “Overwhelmed by pressure” and “Trouble sleeping at night” [23], the association with “Burnout” seems logical. Similarly, being torn apart between work and home environment can lead to feeling burnout [24,25]. “Overcommitment” has been referred to as an individual’s exhaustive coping style and also in earlier studies it has been found to predict adverse health effects [26,27].…”

Section: Discussionmentioning

confidence: 99%

The Gutenberg Health Study: measuring psychosocial factors at work and predicting health and work-related outcomes with the ERI and the COPSOQ questionnaire

et al. 2013

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BackgroundSeveral instruments have been developed to assess psychosocial workload. We compared two of these instruments, the Effort-Reward Imbalance (ERI) model and the Copenhagen Psychosocial Questionnaire (COPSOQ) with regard to congruent validity and internal validity.MethodsThis analysis is based on a population-based sample of the baseline examination of 2,783 employees from the Gutenberg Health Study (GHS). About half of the participants completed the ERI questionnaire (n = 1,342), the other half completed the COPSOQ (n = 1,441). First, the two samples were compared and descriptive analyses were carried out calculating mean values for both instruments in general, then separately for age, gender and main occupational groups. Second, we analyzed the relationship between ERI and COPSOQ scales on the workplace situation and on the workplace outcomes: job satisfaction, general health, burnout, satisfaction with life, by applying stepwise logistic regression analysis.Results and discussionFor the majority of occupations, high effort as reflected by the ERI corresponded with high demands as reflected by the COPSOQ. Comparably, high reward (according to ERI) yielded a good agreement with high “influence and development” (according to COPSOQ). However, we could also find differences between ERI and COPSOQ concerning the intensity of psychosocial workload in some occupations (e.g., physicians/pharmacists or warehouse managers/warehousemen/transport workers). These differences point to differing theoretical concepts of ERI and COPSOQ. When the ability of ERI and COPSOQ was examined to determine the associations with health and work outcomes, burnout could be better predicted by the COPSOQ; this might be due to the fact that COPSOQ comprises the constructs “work-privacy conflict” and “emotional demand”, which are closely related to burnout. However, methodological differences between these instruments limit their direct comparability.ConclusionsThe ERI and COPSOQ instrument yielded similar results for most occupational groups. The slightly stronger association between psychosocial workload as assessed by COPSOQ and burnout might be explained by its broader approach. The ability of the ERI and COPSOQ instrument to reflect relevant risk factors for clinically manifest disorders (e.g., coronary heart disease) will be derived from subsequent prospective analyses of the GHS with the follow-up data.

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“…WFC is linked to adverse outcomes, including lower job productivity and satisfaction, poorer mental and physical health, and higher burnout (Allen et al, 2000;Magee et al, 2012). The Conservation of Resources (COR) theory (Hobfoll, 2001) has been applied in numerous studies to understand the causes and consequences of WFC (Grandey and Cropanzano, 1999).…”

Section: Work-family Conflict and Enrichmentmentioning

confidence: 99%

Work-to-family profiles, family structure and burnout in mothers

Robinson

Magee

Caputi

2016

JMP

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Purpose The purpose of this paper is to identify work-to-family profiles in working mothers, test whether profiles differ between sole and partnered mothers, and examine whether the work-to-family profiles are associated with burnout. Design/methodology/approach Data on work-to-family conflict (WFC), work-tofamily enrichment (WFE), burnout, and relevant socio-demographic covariates were collected via a selfreport online survey. Latent profile analysis on WFC and WFE items was used to identify profiles in 179-sole and 857-partnered mothers in paid employment. Regression analyses were performed to examine whether profiles were associated with burnout. Findings Five distinct work-to-family profiles were identified: Harmful, Negative Active, Active, Beneficial, and Fulfilled. Profile membership differed significantly between sole and partnered mothers, with sole mothers more likely to be in the harmful profile. The five profiles had differing implications for burnout. Practical implications WFC and WFE can co-occur, and have differing implications for health and well-being. It is important to consider both WFC and WFE when addressing employee burnout. Furthermore, sole mothers may need greater assistance in reducing WFC and increasing WFE in order to minimize burnout. Originality/value This study contributes to existing research by demonstrating differences in work-to-family profiles between sole and partnered mothers, and highlights the need for future research on diverse family types. Originality/value: This study contributes to existing research by demonstrating differences in work-to-family profiles between sole and 2 partnered mothers, and highlights the need for future research on diverse family types.

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The association between job demands/control and health in employed parents: The mediating role of work-to-family interference and enhancement.

Cited by 28 publications

References 55 publications

Impact of individual coping strategies and organisational work–life balance programmes on Australian employee well-being

Impact of individual coping strategies and organisational work–life balance programmes on Australian employee well-being

The Gutenberg Health Study: measuring psychosocial factors at work and predicting health and work-related outcomes with the ERI and the COPSOQ questionnaire

Work-to-family profiles, family structure and burnout in mothers

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