Work-supportive family, family-supportive supervision, use of organizational benefits, and problem-focused coping: Implications for work-family conflict and employee well-being.

Abstract

Employees (n = 230) from multiple organizations and industries were involved in a study assessing how work-family conflict avoidance methods stemming from the family domain (emotional sustenance and instrumental assistance from the family), the work domain (family-supportive supervision, use of telework and flextime), and the individual (use of problem-focused coping) independently relate to different dimensions of work-family conflict and to employees' affective and physical well-being. Results suggest that support from one's family and one's supervisor and the use of problem-focused coping seem most promising in terms of avoiding work-family conflict and/or decreased well-being. Benefits associated with the use of flextime, however, are relatively less evident, and using telework may potentially increase the extent to which family time demands interfere with work responsibilities.

Effective work‐life balance support for various household structures

“…To facilitate the work-family balance among employees, organizations are increasingly introducing work-life policies. These policies include options designed to give workers greater flexibility in scheduling (flextime and telecommuting), to assist them with their parenting duties (child care facilities), and to offer emotional support (supportive leadership and organizational culture) (Anderson, Coffey, & Byerly, 2002;Lapierre & Allen, 2006). Work-life policies evaluated in detail in previous studies tend to agree on the beneficial effects on work outcomes of flexi-ble work arrangements, child care facilities, and social support (for overviews see Bailey & Kurland, 2002;Baltes, Briggs, Huff, Wright, & Neuman, 1999;Gajendran & Harrison, 2007;Glass & Finley, 2002).…”

Examining Occupational Stress, Sources of Stress and Stress Management Strategies through the Eyes of Management Consultants: A Multiple Correspondence Analysis for Latent Constructs

“…Previous studies focused both on organizational stress management and on personal stress management (Armstrong-Stassen, 2004;Ben-Zur, 2009;Cicero & Pierro, 2007;Ivancevich et al, 1990;Keita & Sauter, 1992;Lapierre & Allen, 2006;Quick et al, 1992). Additionally, literature suggested that primary interventions are the least popular, (e.g.…”

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

“…Medidas como la flexibilidad de horarios, servicios de asistencia en labores domésticas, permisos laborales y, en general, beneficios organizacionales, han mostrado un incremento en los niveles de bienestar y satisfacción en los trabajadores (Hall, 1990;Greenhaus & Parasuraman,1999;Frye & Breaugh, 2004;Lapierre & Allen, 2006). Dallimore & Mickel (2006) señalan que existe evidencia suficiente para que se creen e implementen políticas organizacionales integradoras de la vida personal y profesional, ya que ello produce beneficios tanto para el trabajador -menor nivel de estrés y presión, más control en el trabajo, mayor tiempo para la familia-como para la empresareduciendo ausentismo, incrementando la productividad-, etcétera.…”

“…Clark & Farmer (1998) relacionan el impacto de la cultura organizacional sobre la interacción trabajo-familia en 150 trabajadores con responsabilidades laborales y familiares, reportando que una cultura organizacional caracterizada por un alto grado de formalidad y jerarquía, menor autodeterminación e intimidad, presenta una relación negativa con el bienestar en general y una mayor dificultad para integrar la relación familia-trabajo (Clarck, 2000). Congruentemente con esto, se ha observado que individuos con trabajos caracterizados por la autonomía y habilidad para tomar decisiones, han manifestado mayor satisfacción y un mejor grado de ajuste en el trabajo y en el hogar (Repetti, 1987;Grzywacz & Buttler, 2005;Lapierre & Allen, 2006). Esto nos lleva a que las organizaciones tienen efectivamente la capacidad de proveer entornos saludables e incrementar el equilibrio entre trabajo y familia mediante políticas flexibles, participación y un alto nivel de comunicación.…”