The source, nature, and direction of work and family conflict: A longitudinal investigation.

Kelloway, E. Kevin; Gottlieb, Benjamin H.; Barham, Lisa J.

doi:10.1037//1076-8998.4.4.337

Cited by 133 publications

(2 citation statements)

References 22 publications

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“…5) and this study on respondents (employees of the service sector), research scope (New Zealand), and sample size (only 120). In addition, the TI variable in the comparative study was measured with a 4-item scale developed in 1999 [ 48 ]. While this study was measured with a 5-item scale developed in 2019 [ 7 ] while considering the same context of the increasing development of AI technology.…”

Section: Discussionmentioning

confidence: 99%

Relationship between perceived threat of artificial intelligence and turnover intention in luxury hotels

Li¹

2023

Heliyon

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Section: Discussionmentioning

confidence: 99%

Relationship between perceived threat of artificial intelligence and turnover intention in luxury hotels

Li¹

2023

Heliyon

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“…Using the same procedure and questionnaire as the T1-assessment, the follow-up data (T2) was collected six months later. The time-lag was based on previous prospective studies documenting longitudinal associations between work stressors and turnover intentions with similar time-lags (Kelloway et al 1999 ; Nohe and Sonntag 2014 ). This period seems long enough to measure possible changes in individual scores, and not too long regarding non-response.…”

Section: Methodsmentioning

confidence: 99%

Leaders as the targets of workplace bullying - prevalence and outcomes

Nielsen,

Evensen,

Parveen

et al. 2024

Int Arch Occup Environ Health

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Purpose Bullying of leaders is an underexplored topic in organizational research. To fill this knowledge gap, the aims of this study were to determine the prevalence of bullying of leaders and to examine whether holding a formal leadership position influences the relationships between exposure to bullying and the outcomes job satisfaction and depression. Methods Data from two separate surveys were employed: (1) A cross-sectional occupation specific sample comprising 678 Norwegian child welfare social workers; (2) A nationally representative probability sample of 1,608 Norwegian employees with two time-points (6 months’ time-lag). Results Analyzing multiple indicators of workplace bullying, holding a formal leadership position had no impact on the initial risk of being bullied. Analyses of prospective data showed that leaders report a somewhat stronger increase in levels of bullying over time compared to non-leaders, although the effect size was small. With exception of a small buffering effect on the cross-sectional association between exposure to bullying behaviors and job satisfaction in the second sample, holding a leadership position had no effect on the strength of the association between bullying and outcomes. Conclusion The findings show that leaders have the same risk of being bullied and are influenced by bullying in roughly the same manner as non-leaders. Organizational measures and interventions against bullying should therefore consider leaders as a risk group in line with other employees.

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Flexible Working Arrangements: Implementation, Outcomes, and Management

Lewis

2003

International Review of Industrial and Organizational Psychology 2003

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The source, nature, and direction of work and family conflict: A longitudinal investigation.

Cited by 133 publications

References 22 publications

Relationship between perceived threat of artificial intelligence and turnover intention in luxury hotels

Relationship between perceived threat of artificial intelligence and turnover intention in luxury hotels

Leaders as the targets of workplace bullying - prevalence and outcomes

Flexible Working Arrangements: Implementation, Outcomes, and Management

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