Work–family interpersonal capitalization: Sharing positive work events at home

Ilies, Remus; Keeney, Jessica; Scott, Brent A.

doi:10.1016/j.obhdp.2010.10.008

Cited by 111 publications

(133 citation statements)

References 42 publications

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“…The idea that two roles can be co-activated is consistent with research on interpersonal capitalization (Ilies, Keeney, & Scott, 2011). Work-family interpersonal capitalization involves sharing good news about the workday with one's spouse or partner at home (Ilies et al, 2011).…”

Section: Theoretical and Practical Implicationsmentioning

confidence: 59%

“…Work-family interpersonal capitalization involves sharing good news about the workday with one's spouse or partner at home (Ilies et al, 2011). Thus, an individual is activating the work role (remembering and articulating the positive work experience) while still actively engaged in the home role (having a conversation with one's spouse at home).…”

Section: Theoretical and Practical Implicationsmentioning

confidence: 99%

See 1 more Smart Citation

Role identity salience and boundary permeability preferences: An examination of enactment and protection effects

Capitano

DiRenzo

Aten

et al. 2017

Journal of Vocational Behavior

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Section: Theoretical and Practical Implicationsmentioning

confidence: 59%

Section: Theoretical and Practical Implicationsmentioning

confidence: 99%

Role identity salience and boundary permeability preferences: An examination of enactment and protection effects

Capitano

DiRenzo

Aten

et al. 2017

Journal of Vocational Behavior

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“…The positive relationship found between positive affect and well-being is empirically supported by Sonnentag et al' research (2010a, b), which stated positive affect as a proximal predictor of employees' well-being. Likewise, Ilies et al (2011) showed that positive daily events influenced wellbeing through positive affect. The positive link between work engagement and certain behaviours, such as performance, is shown in diverse studies (e.g., Alfes et al 2013;Xanthopoulou et al 2009).…”

Section: Discussionmentioning

confidence: 99%

Daily Uplifts, Well-Being and Performance in Organizational Settings: The Differential Mediating Roles of Affect and Work Engagement

2016

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Affective events theory suggests that affective events at work arouse emotional reactions that influence employees' attitudes and behaviour in the workplace. In the present study, we apply this theoretical framework to clarify the interplay of variables that explain well-being and performance. We analysed the mediating role of positive affect and work engagement between daily uplifts and well-being, and between daily uplifts and performance. Results from a sample of 293 employees revealed that daily uplifts were positively associated with well-being and performance. While the effects of daily uplifts on wellbeing were fully mediated by positive affect and work engagement, the effects of daily uplifts on performance were only partially mediated by positive affect and work engagement. In both cases, the effect of positive affect was bigger than that of work engagement. The relations explored provide new theoretical elements for models that explain which variables influence well-being and performance in organizational contexts. The implications for employee health and organizational success are discussed.

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“…Being a spouse in a DCC can be a challenging role, which entails time and devotion (Greenhaus & Powell, 2006;IIies, Keeney & Scott, 2011). Hall (2002) defined a career as a lifetime development of employment-related engagements and deeds that embrace both objective and independent elements.…”

Section: Background To the Studymentioning

confidence: 99%

Maternity and paternity leave and career progression of black African women in dual-career couples

Motaung

Bussin

Joseph

2017

SA j. hum. resour. manag.

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Orientation: The study focused on examining the perceptions of dual-career couples at a stateowned company about the influence of taking maternity and paternity leave on the career progression of black African women in middle management and leadership occupations.Research purpose: The primary purpose of the study was to identify core barriers in relation to maternity and paternity leave that contribute negatively in the career progression of black African women in dual-career couples.Motivation for the study: To obtain insight into the underrepresentation and progression of black African women within dual-career couples, in middle management and leadership occupations.Research design, approach and method: This study was qualitative, comprising a sample of 10 black African women and 10 black African men, with data collected through in-depth semistructured interviews. Thematic analysis was utilised to analyse the interview dialogues.Main findings: The findings established that taking maternity leave has a negative influence on the career progression of black African women in dual-career couples at the state-owned company. The participants further confirmed that involuntary time off work and productiveness were principal influencing barriers of taking maternity leave, leading to other undesirable consequences, such as unproductiveness and reliability.Practical and managerial implications: The state-owned company should review its current talent management and recruitment and selection policies, in order to positively contribute to increasing the representation and facilitating career progression of black African women within dual-career couples, in middle management and leadership occupations.Contributions or value-add: Insights were provided on the influences of taking maternity and paternity leave in the underrepresentation and progression of black African women within dual-career couples, in middle management and leadership occupations.

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Work–family interpersonal capitalization: Sharing positive work events at home

Cited by 111 publications

References 42 publications

Role identity salience and boundary permeability preferences: An examination of enactment and protection effects

Role identity salience and boundary permeability preferences: An examination of enactment and protection effects

Daily Uplifts, Well-Being and Performance in Organizational Settings: The Differential Mediating Roles of Affect and Work Engagement

Maternity and paternity leave and career progression of black African women in dual-career couples

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