Negative Work-family Spillover Research Articles

조직우선주의, 일-가정 양립제도, 성별의 상호작용과 유자녀관리자의 직장-가정 전이

조직우선주의, 일-가정 양립제도, 성별의 상호작용과 유자녀관리자의 직장-가정 전이

The Effect of Remote Work on Family and Work Dynamics Within the Sport Industry

The purpose of this study was to investigate the effect of required remote work on work–family spillover within U.S. college sport. In particular, we examined the changes in work–family spillover (positive and negative), job commitment, and workaholism as employee’s work environment changed from traditional work expectations to work from home, and if these changes were, at least partially, due to parental responsibilities. Data were collected from full-time, National Collegiate Athletic Association (NCAA) athletic department employees (n = 1,139) in November 2019 and again in May 2020 following the onset of the COVID-19 pandemic and after the transition to remote work. Results showed that sport employees found a number of benefits associated with working remotely, including a significant decrease in negative work–family spillover. However, employees with children at home reported higher levels of negative family–work spillover after going to remote work. Workaholism was also higher after the move to remote work. Both theoretical and practical implications are discussed.

Investigating Configurations of Internal Corporate Social Responsibility for Work–Family Spillover: An Asymmetrical Approach in the Airline Industry

Corporate social responsibility (CSR) and work–family interface have attracted considerable scientific interest; however, their relationship has not been considered yet. Drawing on the conservation of resources (COR) theory, this study fills this gap by examining the relationship between internal CSR and work to family spillover. While most previous CSR studies widely examined the net effect of a single CSR dimension, this study discovers configurations of five different internal CSR dimensions (internal dissemination, compensation, occupational health and safety, training, and legal employment) in explaining positive and negative work to family spillover. Using fuzzy-set qualitative comparative analysis (fsQCA), this study examines a primary database of 136 flight attendants working for Asian airline companies; results reveal that the combination of internal dissemination and compensation creates the most driving power in leading to positive spillover. The absence of internal dissemination, occupational health and safety, and legal employment leads to high negative spillover regardless of the presence of compensation. This study broadens the literature by linking internal CSR to employees’ perceptions of work–family spillover. FsQCA findings also make a methodological contribution to prior CSR research by indicating three configurations that explain positive and negative work–family spillover. Findings provide airline companies with practical guidelines that are useful to enhance positive spillover and reduce negative spillover from work to family domains among their flight attendants.

A bubble of protection: examining dispositional optimism as a psychological buffer of the deleterious association between negative work-family spillover and psychological health

ABSTRACT Demands and stressors from work increasingly encroach upon people’s family lives in modern settings, resulting in poorer familial relationships and impaired psychological health. The current study proposed and examined dispositional optimism as a potential psychological buffer of the deleterious impact of negative work-to-family spillover (WFS) on psychological health. Based on a sample of employed midlife adults in the United States (N = 1,252) drawn from a large and nationally representative dataset, MIDUS 3, we found that dispositional optimism significantly moderated the relationship between negative WFS and subjective well-being, even after controlling for a variety of potential confounds. However, this moderation effect was not consistently observed for the relationship between negative WFS and depressive symptoms, suggesting that the buffering utility of dispositional optimism may be limited to day-to-day subjective well-being and may not extend to the domain of mental health issues. Nonetheless, our findings indicate the potential importance of considering psychological resources in our efforts to mitigate strains on psychological health arising from negative WFS – to which future studies are encouraged to explore further.

Work-family spillover stress predicts health outcomes across two decades.

Work is a common source of stress for many adults, arising from situations that occur at work (e.g., job demands) as well as the worries and responsibilities that people take home with them (negative work-family spillover). Over time, work-related stress may impact physical health. The current study prospectively examined the effects of job demands and negative work-family spillover (NWFS) on three self-reported physical health measures. Participants in the Midlife in the United States (MIDUS) survey (N=4200) reported their job demands and negative work-family spillover at wave 1. They also reported on their health across three waves of data collection. Higher levels of NWFS at baseline were related to a higher number of self-reported chronic illnesses, greater functional limitation, and poorer self-rated health approximately 10 and 20 years later. In contrast, job demands were unrelated to any health indices at baseline or at the approximately 10- and 20-year follow-ups. Findings suggest that NWFS is a unique form of stress with long-lasting and detrimental effects on physical health.

Work–Family Spillover and Subjective Well-Being: The Moderating Role of Coping Strategies

The main focus of this study is to examine the moderating role of coping strategies in relation to work–family spillover and subjective well-being. We hypothesized that work–family spillover has a predictive effect on work and family domain satisfaction, which in turn are positively predictive of subjective well-being. We also hypothesized that the effect of negative work–family spillover on life domain satisfaction is mitigated with problem-focused coping strategies more so than emotion-focused coping strategies. Data were collected through a survey of a representative sample of American adults who are fully employed (N = 827). Hypotheses were tested using SEM and regression. The results indicate that work–family spillover has predicted subjective well-being, as hypothesized. We also found that the strength of the negative association between negative work–family spillover and life domain satisfaction is significantly reduced when individuals use problem-focused coping strategies, as hypothesized. This effect was not found when individuals use emotion-coping strategies. Theoretical and managerial implications are discussed.

Integrating Work and Family Responsibilities: Experiences of Fathers of Children with Special Health Care Needs

Fathers face increasing demands to engage with family responsibilities without changes to workplace expectations. Research about these changes at home and in the workplace for employed fathers of children with special health care needs (SHCN) is limited, leaving fathers without necessary workplace, family, and community resources to better integrate work and family. An online survey collected data from 122 fathers who lived at least part-time with a child with SHCN under the age of 18 and were employed at least part-time. This study investigated the effects of workplace, family, and community resources on positive and negative work family and family work spillover. Linear regression analyses revealed that access to workplace flexibility was positively correlated with negative work family spillover, and that use of workplace flexibility was positively correlated with negative family work spillover. Support from friends/neighbors was a significant predictor of negative family work and work family, and positive family work spillover. The study’s findings illustrate that fathers of children with SHCN struggle to integrate work and family. Resources in the three micro systems of workplace, family, and community, are utilized by fathers to meet work and family demands. The study also highlights the positive spillover effects related to employment and family care for fathers of children with SHCN.

Daily affect and detachment as pathways to positive and negative work-family spillover and crossover

In this study, we examined how work-related positive and negative affect spill over to the family domain and cross over between partners, in that way affecting both partners’ work-family enrichment and conflict. We examined two potential underlying spillover mechanisms: (1) positive and negative affect at home and (2) psychological detachment. Moreover, we examined mutual crossover of these mediating variables among partners. We surveyed 57 dual-earner couples twice a day over a period of one workweek. The three-level path analysis, using the actor–partner interdependence model, supported the indirect effect of positive affect at work to work-family enrichment via positive affect at home and the indirect effect of negative affect at work to work-family conflict via both negative affect at home and lowered psychological detachment. In addition, psychological detachment related directly and positively to work-family enrichment. Moreover, we found support for the crossover of individuals’ positive affect at home that related positively with their partner’s psychological detachment, and vice versa. In addition, the more individuals experience negative affect at home, the more negative affect their partner will experience and the less their partner will psychologically detach.

‘Negative work-family spillover: The relationship between perceived subordinates’ negative workplace gossip and supervisor family satisfaction: The role of workhome segmentation preferences’

This study considers experienced immediate employees' negative workplace gossip as a social stressor and examines its spillover effect on the supervisor's family satisfaction. Based on the integration of work-family interface model and boundary theory, our study investigates the influence of perceived subordinates’ negative workplace gossip on supervisor’s family satisfaction through the mediation of supervisor's Work-Family Conflict (WFC) and moderation of Work-Home Segmentation Preferences (WHSP). The result from three waves (N = 326) reveal that immediate employees negative workplace gossip is negatively related to supervisor family satisfaction, and this relationship is mediated by supervisor's WFC. Additionally, the WHSP mitigate the mediating effect of WFC between subordinates’ negative workplace gossip and supervisor family satisfaction. The data hold while controlling the family role conflict, family role ambiguous, and general job stress. The theoretical, and managerial implications of these findings and future research are discussed.

Work-family spillover and metabolic syndrome indicators: Findings from a national sample.

This study examines the link between negative work-family spillover and metabolic risk factors over a 9-year period. Data from two waves of the Midlife in the United States Survey were used to explore relationships between negative work-family spillover and four indicators of metabolic syndrome-blood pressure, triglycerides, body mass index, and glucose levels. In a sample of full-time working men and women (N = 630), increased negative spillover at baseline significantly predicted higher body mass index nearly a decade later, with a marginally significant effect for triglyceride levels. Increases in spillover also body mass index and glucose levels at follow-up. This study extends research tying work-life spillover to health and suggests that further investigation is needed to fully understand the long-term effects of work stress.

Investigating the effects of work-family spillovers, gender, and formal mentoring on career goal of managers

PurposeThe purpose of this paper is to identify whether work-family spillovers significantly affect company managers’ determination of career goals by examining the importance of gender and formal mentoring to these managers.Design/methodology/approachThe study sample consisted of 4,222 Korean managers compiled from a large-scale data set (Korean Women Manager Panel) that was collected by the Korea Women Development Institution in two waves (2009 and 2011).FindingsPositive work-family spillover is positively related to managers’ career goals, whereas negative work-family spillover is negatively related to such goals. In the presence of positive work-family spillover, formal mentoring is more effective in helping male managers establish and develop career goals.Research limitations/implicationsThe mentoring programs company managers are willing to engage in should be consistent with the gender role. Mentoring programs for female managers are moderately related to the importance of positive work experiences in establishing and developing their career goals. Therefore, to promote the career success of female managers, companies and societies must take actions to change the female managers’ perceptions of their management potentials.Originality/valueGender and formal mentoring programs influence the salience of company managers’ work and family roles, which determines the relationship between positive and negative work-family spillovers and career goals.

Domain Satisfaction as a Mediator of the Relationship Between Work–Family Spillover and Subjective Well-Being: A Longitudinal Study

Despite greater recognition that public and workplace policies are needed to facilitate work–family integration, scarce evidence exists on whether and how work–family spillover relates to future subjective well-being (SWB). Guided by conservation of resources theory and bottom-up theories of SWB (i.e., domain-specific satisfaction serves as a source of overall SWB), we investigated the relationship between work–family spillover and future life satisfaction and the potential mechanisms of the relationship (job and marital satisfaction). The relative contribution of positive and negative work–family spillover to SWB was also examined. Lagged analyses were conducted on self-reported data from a representative U.S. sample over a 9-year interval (N = 2588). Individuals who experienced negative work-to-family spillover were less satisfied with their life at a 9-year follow-up, whereas those who experienced positive family-to-work spillover reported higher life satisfaction at the follow-up. These prospective associations remained significant when considering other established predictors of life satisfaction (baseline life satisfaction, health, gender, income, and personality) and were mediated by job satisfaction and marital satisfaction. This study provides empirical evidence for ongoing advocacy for working families, suggesting that policies that facilitate positive family-to-work spillover and minimize negative work-to-family spillover should be regarded as essential to enhance SWB of individuals in our society in the long run. This study expands our understanding of the causal relationship between work–family spillover and life satisfaction by considering both positive and negative spillover and demonstrating the mechanisms by which work–family spillover relates to future life satisfaction, even beyond personality, health, and income.

기혼 취업여성의 종사상 지위에 따른 일·가족 전이 : 자영업자, 무급가족종사자, 임금근로자의 비교

The purpose of this study was to investigate how work-family spillover differed by employment status of married women and to identify factors related to the differences. This study drew a sample of 332 self-employers, 181 unpaid family workers, and 1,053 wage workers from the 2014 Korean Longitudinal Survey of Women and Families. It was found that negative work-family spillover did not differ by employment status of married women. However, positive work-family spillover was found the lowest in family workers. The regression analysis showed that the difference remained after controlling socio-demographic characteristics, average working hours, and the number of days off per week. The factors related to negative spillover were age, the presence of young children, working hours, and the number of days off. Findings from this study suggest that family workers are most disadvantaged in terms of work-family spillover. Yet there is no policy developed for them. Family policy needs to take them into account in planning and implementing services.

Leisure-Time Physical Activity Moderates the Longitudinal Associations between Work-Family Spillover and Physical Health

Previous research has documented associations between negative and positive work-family spillover and physical health. Using an effort-recovery model, the study tested the hypothesis that engagement in greater leisure-time physical activity would facilitate recovery processes that buffer the negative health effects of increasing work-family spillover. Employed adults (N = 1,354) completed two waves of the National Survey of Midlife Development in the United States (MI-DUS). Results indicated that an increase in negative work-family spillover across nine years was associated with decreased physical health and increased number of chronic conditions at Time 2. Moreover, more time spent on moderate leisure-time physical activity buffered many of the associations between increasing negative spillover and declining health. Implications of the findings are discussed.

The moderating effects of mentoring functions on negative work-family spillover and turnover intentions

The moderating effects of mentoring functions on negative work-family spillover and turnover intentions

Organizational Support Factors and Work–Family Outcomes: Exploring Gender Differences

The present study examines the relationship between a variety of organizational support factors and work–family outcomes, as well as gender differences in these relationships. A random sample of 229 working adults completed phone surveys, and multiple regression analysis was used to test the proposed relationships. Results showed that certain types of support may differentially benefit women and men, highlighting the value of having a supervisor and organization supportive of work–family balance. For example, having a supportive work–family supervisor was related to lower negative work–family spillover and intent to quit for women, and higher job satisfaction for men. Telecommuting use, on the other hand, was more beneficial for men than women in our sample. Given these findings, organizations should be aware that certain forms of support—particularly supervisor work–family support—may benefit men and women through different mechanisms.

The impact of leader-member exchange (LMX) on work-family interference and work-family facilitation

Purpose– The purpose of this paper is to analyze the effects of leadership on work-family spillovers. Specifically, we analyze the relationships between leadership (leader-member exchange (LMX) with one negative work-family spillover effect (work-family interference) and one positive work-family spillover effect (work-family facilitation). The authors hypothesize that LMX influences work-family spillover via different mediators, rather than one all-encompassing mediator, such as empowerment.Design/methodology/approach– The authors hypothesize that a good relationship with your supervisor (high LMX) diminishes work pressure, which in turn reduces work-family interference. Furthermore, the authors expect that a good relationship with your supervisor positively relates to the meaningfulness of work, as you could get more interesting work and more understanding of your role within the organization. In turn, this will increase work-family facilitation. These hypotheses are tested using a nation-wide survey among Dutch healthcare professionals.Findings– Findings of structural equation modeling (SEM) indeed indicate that high-quality LMX is negatively related to work-family interference, and that this is mediated by work pressure (53 percent explained variance). Furthermore, the authors found that a good relationship with your supervisor is positively related to meaningfulness of work, which in turn positively correlates to work-family facilitation (16 percent explained variance).Originality/value– The added value of the paper lies in introducing two mediators – work pressure and meaningful work – which worked adequately both theoretically and empirically, instead of the sometimes problematic mediators empowerment and stress; a focus on healthcare professionals; and using sophisticated techniques to test the model (SEM with bootstrapping).

Nonstandard maternal work schedules: Implications for African American children's early language outcomes

In this study, observed maternal positive engagement and perception of work–family spillover were examined as mediators of the association between maternal nonstandard work schedules and children's expressive language outcomes in 231 African American families living in rural households. Mothers reported their work schedules when their child was 24 months of age and children's expressive language development was assessed during a picture book task at 24 months and with a standardized assessment at 36 months. After controlling for family demographics, child, and maternal characteristics, maternal employment in nonstandard schedules at the 24-month timepoint was associated with lower expressive language ability among African American children concurrently and at 36 months of age. Importantly, the negative association between nonstandard schedules and children's expressive language ability at 24 months of age was mediated by maternal positive engagement and negative work–family spillover, while at 36 months of age, the association was mediated only by negative work–family spillover. These findings suggest complex links between mothers’ work environments and African American children's developmental outcomes.

Understanding work-family spillover in hotel managers

The present study examined the experience of work-family spillover among 586 hotel managers (HMs) working in 50 full-service hotels throughout the U.S. Work-family spillover occurs when behaviors, moods, stresses, and emotions from work spill over into family. We first investigated which hotel managers were more likely to experience spillover and stressful work conditions based on their life circumstances (gender, parental status, age, decision-making latitude at work). Second, we investigated which work conditions (hours worked per week, organizational time expectations, emotional labor, and permeable boundaries) predicted more work-family spillover. Women, employees without children at home, and younger adults experienced the highest levels of negative work-family spillover. Work conditions, particularly organizational time expectations, put HMs at risk for experiencing more negative and less positive work-family spillover. The results provide evidence that modifying certain work conditions in the hotel industry may be helpful in improving the quality of HMs’ jobs and retention.

Family Roles as Moderators of the Relationship Between Schedule Flexibility and Stress

Employer initiatives that address the spillover of work strain onto family life include flexible work schedules. This study explored the mediating role of negative work–family spillover in the relationship between schedule flexibility and employee stress and the moderating roles of gender, family workload, and single‐parent status. Data were drawn from the 2008 National Study of the Changing Workforce, a nationally representative sample of working adults (N = 2,769). The results indicated that schedule flexibility was associated with less employee stress and that these associations were mediated by perceptions of negative work–family spillover. This study found the moderating relationships of gender, family workload, and single parenting in the relationships between schedule flexibility and negative work–family spillover and stress. Schedule flexibility had stronger relationships in reducing negative work–family spillover and stress among women, single parents, and employees with heavier family workloads. The findings provide empirical support for intervention efforts involving schedule flexibility to reduce workplace stress among employees with family responsibilities.