The Impact of Job Characteristics on Work-to-Family Facilitation: Testing a Theory and Distinguishing a Construct.

Structured AbstractPurpose: The purpose of the study is to examine the ways in which leaders influence follower's work-life management. Specifically, we propose that personal (positive affect), social (managerial support for work-family balance), and job (autonomy) resources mediate the relationships between transformational leadership and work-family conflict and enrichment.Design/methodology/approach: The sample included 411 managers in 37 hotel properties across the United States. Findings:The relationship between TL and WFC was mediated by autonomy, positive affect and managerial support for work-family balance, whereas the relationship between TL and WFE was mediated by managerial support for work-family balance and positive affect. Research limitations/implications:This study constructs a foundation for future integration of leadership and work and family literatures. It also provides preliminary support for workfamily enrichment theory (Greenhaus and Powell, 2006) as well as the value of examining leadership through resource-based perspective. Practical implications:Interventions designed to enhance leadership may be effective not only in the workplace, but also for reducing work-family conflict and promoting enrichment. Originality/value:This study is the first to directly examine the effect of transformational leadership and both work-family conflict and enrichment. Further, it specifies mediating variables that underlie these relationships.

show abstract

“…Empirical research has indicated a positive relationship between autonomy and WFE (Grzywacz and Butler, 2005).…”

Section: Hypothesis 1a: Autonomy Mediates the Relationship Between Tlmentioning

confidence: 99%

Mediators of transformational leadership and the work-family relationship

Hammond

Cleveland

O’Neill

et al. 2015

Journal of Managerial Psychology

View full text Add to dashboard Cite

show abstract

“…Previous studies have indicated that high job demands 10,[14][15][16] and low job control 14,16,17) are positively associated with WFC, which are individual job characteristics in the job-demand-control model 18) . Work-family culture has been found to be negatively associated with WFC 19,20) .…”

Section: Relationship Between Work-related Factors and Wfcmentioning

confidence: 99%

An Examination of Factors Related to Work‐to‐family Conflict among Employed Men and Women in Japan

Kato

Yamazaki

2009

Journal of Occupational Health

View full text Add to dashboard Cite

The aims of this study of Japanese married employees were: 1) to examine the relationship between work-related factors and work-to-family conflict (WFC); 2) to examine the relationship between WFC and fatigue and depression; and 3) to explore the role of family togetherness in a path between WFC and health. Methods: A crosssectional survey was conducted among employees belonging to a labor union federation of the chemical industry. All analyses were conducted by subgroup according to gender and parental status. Results: Data was collected from 12 companies located in the Tokyo metropolitan area from September to October 2005. The data of 961 married employees were analyzed. The main findings by regression analyses were: 1) high job demands, low job control, and unsupportive work-family culture were associated with high level of WFC; 2) WFC was positively associated with fatigue and depression regardless of gender and parental status; and 3) maintaining family togetherness was slightly, yet significantly associated with fatigue in the father group. Conclusions: WFC was unfavorably related to fatigue and depression in both genders regardless of parental status, and plays a role linking unfavorable work situations and health. As possible work-related factors of WFC, the data indicate not only individual workplace variables but also an organizational support. Additionally, maintaining family togetherness appears to benefit fathers by preventing fatigue. Strategies for reduction of WFC are therefore necessary to promote health among married workers of both genders. (J Occup Health 2009; 51: 303-313)

show abstract

“…Sin embargo, recientemente se ha incorporado una perspectiva que reconociendo que el conflicto existe, propone investigar la interdependencia positiva de los dominios (Greenhaus et al, 2003;Grzywarck, 2002;Frone, 2003). Conceptos tales como enriquecimiento (Kirchmeyer, 1992;Edwards & Rothbard, 2000) y facilitación (Frone, 2003;Grzywacz & Butler, 2005) son algunos ejemplos de planteamientos teóricos que van en la perspectiva de analizar el fenómeno desde un punto de vista propio de la psicología positiva (Seligman, 2002). Así, emerge el concepto de Equilibrio Trabajo-Familia, cuya definición presenta elementos comunes, derivados principalmente de la noción de equilibrio o no equilibrio entre las experiencias en el rol laboral y en el rol familiar (Greenhaus, Collins & Shaw, 2003;Greenhaus & Powell, 2006;Marks & MacDermid, 1996;Kirchmeyer, 2000;Clark, 2000).…”

Section: Concepto De Satisfacción Familiar Y Equilibrio Trabajo-familiaunclassified

“…Frone (2003) y Greenhaus & Powell, (2006) definen el enriquecimiento como una situación donde las experiencias, habilidades y oportunidades desplegadas en un dominio (familiar o laboral), mejoran o afectan la calidad de vida en el otro. La facilitación trabajo-familia presenta interesantes líneas de investigación en relación a cómo las organizaciones promueven la relación trabajofamilia y si el equilibrio trabajo y familia es igualmente importante para hombres que para mujeres (Grzywacz & Butler, 2005). Por ejemplo, componentes de facilitación trabajo-familia, medidas por las facilidades percibidas en el lugar de trabajo para ocuparse de asuntos personales y familiares, o las posibilidades de transferir las habilidades usadas en el ámbito laboral al ámbito familiar, han sido correlacionados con bienestar físico y mental (Grzywacz & Bass, 2003), así como mayores niveles de satisfacción organizacional y familiar (Wayne, Musisca & Fleeson, 2004).…”

Section: Concepto De Satisfacción Familiar Y Equilibrio Trabajo-familiaunclassified

Factores Laborales De Equilibrio Entre Trabajo Y Familia: Medios Para Mejorar La Calidad De Vida

Figueroa¹,

Dı́az

2008

Universum

View full text Add to dashboard Cite

RESUMENChile ostenta récord horario de permanencia de los trabajadores en el trabajo, equivalente a más de 100 días al año, respecto del de países desarrollados. Hay creciente incorporación femenina al trabajo, mecanismos socializadores infantiles debilitados, incremento del divorcio, disminución del tamaño de las familias, aumento de mujeres jefas de hogar y familias monoparentales, de depresión, de estrés laboral y de suicidio, y todo ello aumenta las posibilidades de conflicto entre familia y trabajo. Como contribución a su prevención y solución, se revisa aquí la literatura psicológica pertinente, la que es mayoritariamente extranjera. Aplicar medidas de política organizacional tales como flexibilidad horaria, permisos, asistencia en labores domésticas y cuidar formas de supervisión, aumentan el bienestar y satisfacción laboral -menor nivel de estrés, más control personal del trabajo y de tiempo familiar-, trayendo simultáneamente beneficios organizacionales al reducir el ausentismo e incrementar la productividad. Culturas organizacionales con alto grado de formalidad y jerarquía, y menor autodeterminación e intimidad, muestran menos bienestar y mayor dificultad para integrar trabajo-familia. Revisar las políticas públicas a la luz de estos resultados, aplicar las medidas referidas, e investigar nuevas medidas apropiadas a Chile son medios para mejorar la calidad de vida en el país.Palabras claves: Calidad de vida -Equilibrio trabajo-familia -Políticas y medidas organizacionales. ABSTRACTChile holds the record for employees' working time, equivalent to more than 100 days per year above the developed countries. The possibilities of conflict between family and work are intensified by several factors such as women in the workforce, weakened socialization processes for children, rise in divorce rates, reduction of family size, rise on single-parent homes with women as head of their families, higher depression rates, higher indexes of work stress and suicide. As a tool for prevention and possible solution, the present work reviews the relevant psychological literature, which is mainly foreign. The implementation of organizational policies such as, schedule flexibility, days off, house chores assistance and better supervision practices, improve employee's well-being and work satisfaction. This improvement, expressed in lower levels of stress and more self-control over the work and family time assignation, also implies organizational benefits by reducing absenteeism and improving productivity levels. Organizational cultures with higher levels of formality and attention to hierarchy show less well-being and more difficulty to integrate work and family. Based on this evidence, reviewing public policies, applying the referred measures and researching appropriate solutions to the Chilean context constitute plausible options to improve the quality of live in the country.

show abstract

The Impact of Job Characteristics on Work-to-Family Facilitation: Testing a Theory and Distinguishing a Construct.

Cited by 283 publications

References 49 publications

Mediators of transformational leadership and the work-family relationship

Mediators of transformational leadership and the work-family relationship

An Examination of Factors Related to Work‐to‐family Conflict among Employed Men and Women in Japan

Factores Laborales De Equilibrio Entre Trabajo Y Familia: Medios Para Mejorar La Calidad De Vida

Contact Info

Product

Resources

About