What's not fair about work keeps me up: Perceived unfairness about work impairs sleep through negative work-to-family spillover

Lee, Soomi; Mogle, Jacqueline; Jackson, Chandra L.; Buxton, Orfeu M.

doi:10.1016/j.ssresearch.2019.03.002

Cited by 15 publications

(11 citation statements)

References 62 publications

(92 reference statements)

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“…Drawing on Karasek's (2004) work on job socialization, we provided arguments for a spillover effect of SMC at work on prosocial behavior outside the work context and found initial evidence for such an effect. This study complements prior research indicating that the characteristics of work have long-term effects on personal attitudes (Weston et al, 2021), family life (Lee et al, 2019b), and leisure behavior (Staines, 1980). With respect to prosocial behavioral orientations, the results of our study support and extend previous findings on spillover effects of SMC (Weber et al, 2009;Pircher Verdorfer et al, 2013) by providing evidence for perceived social impact as an underlying mechanism.…”

Section: Theoretical Implicationssupporting

confidence: 87%

The Spillover of Socio-Moral Climate in Organizations Onto Employees’ Socially Responsible Purchase Intention: The Mediating Role of Perceived Social Impact

et al. 2021

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Due to the pressing environmental and social issues facing the global economic system, the role of organizations in promoting socially responsible behavior among employees warrants attention in research and practice. It has been suggested that the concept of socio-moral climate (SMC) might be particularly useful for understanding how participative organizational structures and processes shape employees’ prosocial behaviors. While SMC has been shown to be positively related to employees’ prosocial behaviors within the work context, little is known about the potential spillover effects of SMC (i.e., associations between SMC and employees’ prosocial behaviors outside the work context). The present study aims to address this gap by investigating how and why SMC is related to employees’ socially responsible purchase intention. Drawing on the relational job design framework, we argue that employees’ perceptions of their social impact may explain why SMC is positively related to responsible purchase intentions. We collected data from 492 employees working in various industries at two measurement points with a time lag of 12 months. Hypotheses were tested using path analysis, in which we controlled for the temporal stability of the study variables. The results showed that SMC was positively related to perceived social impact and socially responsible purchase intention and that perceived social impact was positively related to socially responsible purchase intention. In addition, we found a significant indirect relationship between SMC and socially responsible purchase intention through perceived social impact. The findings provide initial support for the spillover of employees’ work-related experiences onto their responsible purchase intentions within the nonwork domain. This study contributes to the literature by extending the traditional focus of SMC research on the development of moral reasoning skills to suggest that perceived social impact is an important mechanism underlying the relationship between SMC and prosocial behaviors. In terms of practical implications, this study suggests that organizational interventions designed to increase SMC may enhance employees’ perceptions of their social impact.

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Section: Theoretical Implicationssupporting

confidence: 87%

The Spillover of Socio-Moral Climate in Organizations Onto Employees’ Socially Responsible Purchase Intention: The Mediating Role of Perceived Social Impact

et al. 2021

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“…Positive spillover refers to participation in an environment that benefits or promotes another area, creates satisfaction and enjoyment rather than stress (Rothbard, 2001;Hammer et al, 2005;Lee et al, 2021), and improves the quality of life in another area (Greenhaus and Powell, 2006). Conversely, negative spillover occurs when participation in one area makes it more difficult to participate in another (Greenhaus and Beutell, 1985;Leea et al, 2019;Lee et al, 2021). Specifically, meeting the needs of an individual in one area leads to greater stress in meeting the needs of the other area (Hammer et al, 1998).…”

Section: Work-family and Family-work Conflictsmentioning

confidence: 99%

Playing Roles in Work and Family: Effects of Work/Family Conflicts on Job and Life Satisfaction Among Junior High School Teachers

Lin

Zhang

et al. 2021

Front. Psychol.

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Junior high school teachers play an essential role in education. How to relieve the worries of teachers, that is, the pressure they face in the fields of work and family, has increasingly become an urgent problem. Based on the COR theory, this study aims to investigate the effects of two types of work/family conflicts (i.e., work-family conflict and family-work conflict) on teachers’ job and life satisfaction. We adopted a handy sample method and collected a total of 560 junior high school teachers data. The results confirmed that both work-family and family-work conflicts are not significantly related to junior high school teachers’ job satisfaction and life satisfaction directly. However, both work-family and family-work conflicts have significantly negatively influence on junior high school teachers’ job satisfaction and life satisfaction via psychological capital and emotional exhaustion. Our findings provide new suggestions on how to alleviate the conflicts between work and family faced by teachers and further improve their satisfaction about work and family.

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“…It is conceivable that the double burden of family and work obligations leads to physical exhaustion and mental stress among garment workers, which both in turn may have a negative effect on health. Several international studies from, e.g., the US.A, Taiwan, Switzerland, and Norway have shed light on the association between WFC and poor overall employee health (Tsukerman et al 2020 ; Pien et al 2020 ; Hämmig and Bauer 2014 ), burnout (Pien et al 2020 ), shorter sleep duration (Berkman et al 2015 ), insomnia (Lee et al 2019 ; Vedaa et al 2016 ), musculoskeletal disorders (Hämmig and Bauer 2014 ), and metabolic syndrome indicators (Versey and Tan 2020 ). In their study among employees in Switzerland Hämmig and Bauer ( 2014 ) report that work–life conflict was the psychosocial working condition that was strongest linked to adverse health (compared to, e.g., low social support, low job autonomy).…”

Section: Discussionmentioning

confidence: 99%

Work–family conflict, financial issues and their association with self-reported health complaints among ready-made garment workers in Bangladesh: a cross-sectional study

Dreher

Yusuf

Ashraf

et al. 2022

Int Arch Occup Environ Health

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Objectives This study aims to quantify the degree of work–family conflict (WFC) and financial issues among ready-made garment (RMG) workers in Bangladesh and to investigate their potential associations with self-reported health outcomes. Methods We conducted a cross-sectional survey among 1118 RMG workers in labor colonies in Dhaka, Bangladesh, in February and March 2021. Descriptive analyses were performed to characterize WFC (i.e., family life disturbing the job or facing problems in family due to the job) and financial issues (i.e., savings, debt, financial obligations, financial support). We ran multivariable Poisson regression models to examine possible associations between WFC and financial issues and workers’ health (self-reported general health and 10 specific health complaints). Results We found low levels of WFC, low levels of savings, moderate levels of debt, and high levels of financial obligations: virtually all workers agreed they had to keep their job to financially support their spouse, children or other relatives. Only about a third of workers expected they would be able to receive financial support in case of a job loss. Work–family conflict was positively associated with poor health but not consistently with specific symptoms. Financial support was negatively associated, whereas being indebted was weakly positively associated with poor health. Conclusions Our findings suggest low levels of WFC among RMG workers but high levels of financial obligations. Work–family conflict was positively associated with poor health, but not consistently with specific symptoms. Being indebted was weakly positively associated with poor health. Future prospective studies are needed to confirm these findings.

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What's not fair about work keeps me up: Perceived unfairness about work impairs sleep through negative work-to-family spillover

Cited by 15 publications

References 62 publications

The Spillover of Socio-Moral Climate in Organizations Onto Employees’ Socially Responsible Purchase Intention: The Mediating Role of Perceived Social Impact

The Spillover of Socio-Moral Climate in Organizations Onto Employees’ Socially Responsible Purchase Intention: The Mediating Role of Perceived Social Impact

Playing Roles in Work and Family: Effects of Work/Family Conflicts on Job and Life Satisfaction Among Junior High School Teachers

Work–family conflict, financial issues and their association with self-reported health complaints among ready-made garment workers in Bangladesh: a cross-sectional study

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