Workplace Policy and Environment, Family Role Quality, and Positive Family-to-Work Spillover

Pedersen, Daphne E.; Minnotte, Krista Lynn; Kiger, Gary; Mannon, Susan E.

doi:10.1007/s10834-008-9140-9

Cited by 52 publications

(38 citation statements)

References 47 publications

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“…Women show weaker job satisfaction when they perceive that their job is interfering with their family responsibilities, but men do not follow the same pattern (Grandey et al, 2005). Pedersen et al (2009) found that when the female partner works more, there is a negative relationship with family role quality, but when she uses time flexibly, there is a positive relationship with family role quality. A more positive organizational culture, family role quality, and the increased flexibility of the male partner to care for children have a significant positive impact on family-to-work spillover for women.…”

Section: Dual-earner Couples and Work-life/work-family Balance In Thementioning

confidence: 99%

Work–Life Balance

Munn

Chaudhuri

2015

Advances in Developing Human Resources

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The Problem. Today's global workforce is rife with dual-earner couples. For dual-earner couples, finding a suitable balance between work and living is often difficult, creating a need for organizations globally to be aware of the similarities and dissimilarities that exist for dual-earner couples around the world. This article identifies the work-life issues of dual-earner couples and organizational practices in both the United States and India in an effort to help organizations effectively manage work-life policies affecting the gender role dynamics of today's multicultural organizations. The Solution. This article identifies themes within the work-life literature for dual-earner couples in India and the United States in an effort to inform human resource development (HRD) scholars and practitioners about the current state and work-life needs of dual-earner couples in both countries. It would be beneficial for HRD professionals to understand and appreciate better workplace demographics in terms of social, cultural, and legal requirements in the two countries to encourage the creation and implementation of work-life friendly policies and environments. The Stakeholders. This research benefits HRD practitioners and scholars, employers, public policy officials, and dual-earner couples employed in the United States and India. It opens the door to a better understanding of the transferability of current research to practice.

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Section: Dual-earner Couples and Work-life/work-family Balance In Thementioning

confidence: 99%

Work–Life Balance

Munn

Chaudhuri

2015

Advances in Developing Human Resources

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“…Positive spillover enhances employees' role performance (Edwards and Rothbard, 2000;Pedersen et al, 2009). Employees who experience positive spill-over will always want to keep their job (Haar and Bardoel, 2008).…”

Section: Conceptual Backgroundmentioning

confidence: 99%

Understanding the causes and consequences of work-family conflict

2016

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st century employee is a desire for work and family balance which is devoid of conflict. Drawing on detailed empirical research, this article examines the multi-faceted causes and consequences of work-family conflict in a non-western context (Nigeria).Methodology -The paper uses qualitative data gleaned from the semi-structured interviews of 88 employees (44 university lecturers and 44 medical doctors) in cities in the six geo-political zones of Nigeria.Findings -The findings showed that work pressure, heavy familial duties, poor infrastructural facilities, and a lack of suitable and practicable work-family balance policies are the main causes of work-family conflict in Nigeria. Juvenile delinquencies, broken marriages/families, and an unhappy workforce are among the grave consequences of work-family conflict among Nigerian employees.Originality/value -This article suggests that the availability of basic infrastructural facilities, more governmental support, practicable work-family policies, inter alia, will reduce the level of work-family conflict for Nigerian employees and will also results in positive spill-over from the work domain to the family domain and vice-versa.Keywords: work-family balance, work-family conflict, spill-over, Nigerian employees. IntroductionAn understanding of the causes and consequences of work-family conflict (WFC) is of practical importance for both employees and employers. It will help employees work towards solving the problem of WFC by achieving a balance between their work demands and familial obligations (Burke et al., 2011). Employers will be able to offer help to employees in terms of ameliorating any WFC and will eventually have a healthy, happy, and productive workforce, thereby fostering societal harmony (Ransome, 2007;Kelly, Phyllis and Eric, 2011). This is, perhaps, whyHarrington and Ladge (2009, p. 148) described work-family balance (WFB) as one of the "most significant business issues of the 21 st century". It can be argued that WFC is an issue of global concern, with a great deal of research having been conducted about western countries (Brough and Kalliath, 2009;O'Driscoll, Brough and Kalliath, 2006). However, fewer studies have been undertaken about Sub-Saharan Africa (SSA) (specifically Nigeria) (Ajiboye, 2008;Akintoya, 2010). This article provides an empirical insight into the causes and consequences of WFC by using Nigeria as the empirical focus. The social, cultural, and economic contexts differ from those of the West. This article aims to provide a Sub-Saharan African context for WFC.WFC has been discussed extensively in management literature and has dominated public discourse on work-family interface in the past four decades (Runte and Mills, 2006). The strong interest in this subject may well be connected with the fact that WFC negatively affects families, workers, and employers/organisations (Grover and Crooker, 1995;Konrad and Mangel, 2000).According to Runte (2009, p. 19 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 ...

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“…Bu durumda yüksek lisans ve doktora düzeyinde eğitimi ve akademisyenliği kadınla-rın erkeklerden daha fazla hedefledikleri söylenebilir. (Karimi & Nour, 2009;Pedersen, Minnotte, Kiger, & Mannon, 2009;Seven & Engin, 2007).…”

Section: Discussionunclassified

Perceptions of undergraduate university students about working conditions of women academic staff

Yalçın¹,

Demirekin²

2013

HIG

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ÖzÜlkemizdeki akademisyenlerin yaklaşık %41'ini kadınlar oluşturmaktadır. Kadın öğretim elemanlarının tüm öğretim elemanlarının içindeki payı çevre üniversitelerinden merkez üniversitelere doğru gidildikçe artmaktadır. Bu çalışma lisans eğitimi alan öğrencilerin, kadın akademisyenlerin çalışma yaşamındaki durumlarına yönelik algılarını ortaya çıkarmayı hedeflemektedir. Sahip olunan süre ve olanaklar dâhilinde bir üniversitenin araştırma evreni olarak alındığı çalışmada, öğrencilerin kadın akademisyenlerin durumlarıyla ilgili bireysel algılarının ortaya konulması amaçlandığından, araştırma kapsamındaki üniversitenin akademik birimlerinin hangisi olacağı değil, öğrencilerin lisans düzeyinde öğrenim görmeleri ön planda tutulmuştur. Araştırma kapsamına alınan üniversitede fakültelerde ve yüksekokullarda 1. sınıf haricindeki lisans öğrenimi gören 157 kız öğrenciye ve 104 erkek öğrenciye (N=261) veri formu uygulanmıştır. Verilerin değerlendirilmesinde tanımlayıcı testler kullanılmıştır. Öğrencilerin cinsiyetlerine göre ulaşmayı hedefledikleri eğitim derecesi ve akademisyen olma isteklerine ilişkin bulgular x² testi ile değerlendirilmiştir. Araştırma kapsamındaki öğrencilerin %54'ü kadın akademisyenlerden "kısmen" memnun olduğunu belirtmişlerdir. "Kadınlar akademisyen olarak çalışmalı mıdır?" sorusunda öğrencilerin %74,3'ü çalışması gerektiği yönünde fikir belirtirken, sadece %2,2'i kadınların akademisyen olarak çalışmaması gerektiğini belirtmiştir. %47,8'i akademik hayatta kısmen kadın-erkek ayırımının olduğunu düşünmektedir. %47,1'i ise akademisyen olmanın iyi bir anne ya da iyi bir eş olmaya kısmen engel olduğunu belirtmiştir ve %69,7'i akademisyenliğin kadın için zor olduğunu düşünmektedir. Öğrencilerin %23,7'i akademisyen olmanın kadına en fazla kişisel gelişim açısından yararlı olduğunu düşünmektedir. %79,6'ı kadın akademisyenlerin en büyük zorluğunun anne ve eş olarak iş yaşamını sürdürmek olduğunu belirtmektedir. Kadın akademisyen olmanın en önemli avantajının eşi, ailesi ve çevresinin gözünde saygınlığının artması olduğunu ifade etmişlerdir. Araştırmada elde edilen bulgular sonucunda, öğrencilerin, genel anlamda kadın akademisyenlerin çalışma yaşamındaki sorunlarından haberdar oldukları, bu konuda belirli düzeyde duyarlılık geliştirdikleri sonucuna varılabilir. Anahtar Sözcükler: Kadın akademisyen, Lisans, Öğrenci, Algılama ABSTRACTWomen constitute nearly 41%of academic staff in our country. Among all academic staff, the ratio of female academicians is increasing as it is approached to rural areas from suburbs. This study aims to reveal the perceptions of undergraduate education students about female academicians' working life conditions. Considering available time and facilities, the universe of research was limited within a university; as it was primarily intended to reveal students' individual perceptions on the conditions of women academics, the students' being at the undergraduate level was at the fore front of study rather than the academic departments of the university. The survey data form were applied...

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Workplace Policy and Environment, Family Role Quality, and Positive Family-to-Work Spillover

Abstract: Dual-earner couples, Family-friendly, Spillover, Work-family, Workplace benefits,

Cited by 52 publications

References 47 publications

Work–Life Balance

Work–Life Balance

Understanding the causes and consequences of work-family conflict

Perceptions of undergraduate university students about working conditions of women academic staff

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