Work-family Spillover Research Articles

Understanding marital stability through work–family experiences in proximal and distal contexts: Comparing United States and Japan

AbstractObjectiveGuided by Gottman's framework of marital stability and the ecological theories, the present study aims to understand the relationships between work–family spillover and marital stability within two levels of context—the relational and social cultural contexts.BackgroundThe relational context of marriage is manifested by spousal relationships—spousal support and strain, which would moderate the relationship between work–family spillover and marital stability. Identified relationships also unfold within sociocultural contexts.MethodThis study uses data from the Midlife in the United States 2 (MIDUS 2) and Midlife in Japan (MIDJA) projects to explore these dynamics. The current study involved 500 Japanese and 1,800 American participants who were married and employed at the time of data collection.ResultsResults from multigroup path models revealed cultural differences. The relational context—spousal support and strain—played moderating roles in the associations between work–family spillover and marital stability in both countries. However, distinct sociocultural patterns emerged as spousal strain showed a stronger association among Japanese participants, whereas spousal support was more prominent among Americans in relation to marital stability.ConclusionThe results support Gottman's contention that positive and negative features of marriage are related to marital stability directly and indirectly by shaping the impacts of work–family spillover and sociocultural expectations of work and family.ImplicationsPractitioners and organizations should recognize the role of spouses in addressing the negative effects of work–family spillover in marriage, as well as incorporating clients' or employees' cultural backgrounds when addressing marital concerns.

Why I am trapped in the spiral of abuse? A nexus of low core self-evaluations and job dependency

PurposeThe present research aims to empirically test the “Barriers to abusive supervision model” to find how employee-related (core self-evaluations) and situational factors (perceived job dependency) make an employee trapped in the spiral of supervisory abuse. In addition, the work–family spillover lens is used to explain how employees' retaliation is targeted at their families in response to abuse from their bosses.Design/methodology/approachThe current study has employed a three-wave longitudinal moderated mediation design and analysed data from 265 employees working in the hospitality industry of Pakistan.FindingsThe results of this study have shown that low core-self evaluations put employees in a spiral of supervisory abuse and they instil aggression towards their families. This association is further strengthened when employees are dependent on their job.Originality/valueThis study is one of the first to use the “Barriers to Abusive supervision” model to answer who and in which conditions tend to trap in the spiral of abuse and integrate the work-to-family interface model for elaborating the outcomes to the family domain.

Turning the tide: an impact of leader empowering behavior on employees' work–family conflict, spillover and turnover intention in tourism

PurposeThe aim of this study is to look into the associations, both direct and indirect, between a leader empowering behavior and employee turnover intention. Additionally, this study examines the mediating effects of work–family conflict (WFC) and work–family spillover (WFS) in the association between a leader empowering behavior and employee turnover intention. This study also explored how perceived peer support (PPS) may have a moderating effect on these associations.Design/methodology/approachA time-lag approach was used in this study to collect data from the 228 participants that made up the sample. Both front-desk employees and their immediate supervisors were included in this sample, which came from diverse tourism enterprises in central China. The research design included two independent time waves that were separated by two months, making it easier to examine the way the variables of interest changed throughout that time.FindingsThe results showed that there is a significant impact of leadership behaviors on WFS, WFC and employee turnover intention. This study showed a significant mediating effect of WFS, however, the influence of WFC as a mediator was not statistically significant. Furthermore, the results suggested that PPS significantly moderated the association between leader empowering behavior and WFS. The findings revealed that the mediating effect of WFS in the association between leader empowering behavior and employee turnover intention.Originality/valueThis study advances knowledge of the impacts of leadership empowering behavior on employee turnover intention through the use of a moderated mediation analysis. Based on the leader member exchange, it offers a distinctive perspective on leadership empowering behaviors to maintain a work–family balance in tourism.

유자녀 직장여성의 일-가정 전이에 따른 잠재계층 탐색과 계층 간 전이에 대한 영향요인 검증

This study aimed to identify the latent classes of work-family spillover among working mothers, and to explore the pattern of transition across latent classes over time. In addition, we examined factors influencing the latent transition. The data were from the 7th and 8th years of the Korean Longitudinal Survey of Women and Families(KLSWF) using latent transition analysis. As a result of the analysis, 4 latent classes were derived in the 7th year, and depression, happiness, overall leisure satisfaction, number of minor children, working hours, and work satisfaction were identified as significant factors. In the 8th year, 3 latent classes were derived, and depression, overall leisure satisfaction, working hours, work satisfaction, increased housework hours, and increased subjective happiness were identified as significant factors. Happiness, overall leisure satisfaction, and work satisfaction were found to be factors affecting the transition between latent classes. These findings would be useful to enhance work-family balance for working mothers.

Examining the Impact of Flexible Work Arrangements on Work-Family Spillover: Actual Usage and Perceived Usability

Examining the Impact of Flexible Work Arrangements on Work-Family Spillover: Actual Usage and Perceived Usability

The work–family spillover and crossover effects of negative workplace gossip

The work–family spillover and crossover effects of negative workplace gossip

Turning the tide on turnover: The impact of empowering leadership on the work-family spillover of managers.

The aim of this study is to examine the direct and indirect relationships between empowering leadership (EL), work-family spillover and manager turnover intentions, and to explore the moderating impact of perceived organizational support (POS) on these relationships. The study collected data from 220 participants-middle-level managers and their immediate subordinates working in hotels and tourism-related enterprises in central China. The results highlighted a significant relationship between EL and work-family positive spillover (WFPS) and manager turnover intentions, whereas the mediating effect of work-family negative spillover (WFNS) was found to be insignificant. The results further indicated that POS exerted a significant moderating impact on the association between EL and manager turnover intentions, and a significant mediating impact on WFPS. The study also determined that neither the mediating impact of WFNS nor the relationship between EL and WFNS was affected by POS. The study provides a unique perspective on empowering leadership based on the Conservation of Resources theory, and contributes to the understanding of its effects on manager turnover intentions.

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.

All’s not fair in love and work: financial distress, work-family spillover, and relationship satisfaction in newly-married couples

ABSTRACT Using Social Exchange Theory (SET) and an actor-partner interdependence model (APIM), we examine direct and indirect associations among financial distress, work-family spillover, and relationship satisfaction. Data come from wave 3 of the Couple Relationships and Transition Experiences (CREATE) study: a dyadic, nationally-representative sample of U.S. newlyweds (N = 1,044 opposite-sex, dual-earner couples). We found wives’ and husbands’ financial distress were negatively associated with both their own relationship satisfaction, while only wives’ financial distress was associated with their spouse’s relationship satisfaction. Wives’ and husbands’ work-family spillover were both negatively associated with their own relationship satisfaction. Wives’ work-family spillover was negatively associated with their husbands’ relationship satisfaction, while husbands’ work-family spillover was not significantly associated with their wives’ relationship satisfaction. Wives’ work-family spillover partially mediated the negative associations between their own financial distress and relationship satisfaction as well as their husbands’ relationship satisfaction. In addition, husbands’ work-family spillover partially mediated the negative association between husbands’ financial distress and their own relationship satisfaction, but not the association between husbands’ financial distress and wives’ relationship satisfaction. This study highlights the importance of considering the work-family interface and using dyadic data to understand the nuanced connection between financial distress and relationship satisfaction.

Work-family spillover of daily positive affect onto performance: The moderating role of domain identity salience

IntroductionA number of linking mechanisms between work and family domains have been studied, but one key mechanism has received little attention: the cross-domain influence of positive affect on performance. ObjectiveThis study examines the work-family spillover of positive affect at work onto performance in the family and, inversely, of positive affect in the family onto performance at work. Drawing upon the work-family enrichment theory (Greenhaus & Powell, 2006), we hypothesized that work and family identity salience moderate the work-to-family and family-to-work relationships between originating domain positive affect and receiving domain performance. MethodA sample of 124 Canadian workers completed a pre-diary survey and daily surveys during 10 consecutive days. ResultsMultilevel analyses showed an effect of daily positive affect in the family on daily performance at work, but no significant effect of daily positive affect at work on daily performance in the family. Furthermore, family identity salience facilitated the work-to-family and family-to-work spillover, whereas work identity salience had no significant moderating effect. ConclusionThe results extend the happy-productive worker thesis to the work-family interface by highlighting that positive affect contextualized in the family is related to performance at work.

Relationships and resilience at work and at home: Impact of relational coordination on clinician work-life balance and well-being in times of crisis.

The COVID-19 pandemic has been an unusually comprehensive crisis that has taken a toll on people in their roles both at work and at home, giving rise to a new normal. Relational coordination theory shows how communicating and relating for the purpose of task integration drives positive outcomes for workers, their clients, and their employers. The ecological theory of work-family spillover shows how relational dynamics from work spillover into family life, and vice versa. We build upon these two theories to understand how relationships at work impact work-life balance and worker well-being, especially in times of crisis. This study was based on surveys of clinicians affiliated with a large California health system during the COVID-19 pandemic. Mediation and multilevel logistic regression models were used to assess how relational coordination among colleagues impacts well-being (job satisfaction and lack of burnout) through its effects on work-life balance (schedule control and personal time). A 1-point increase in relational coordination tripled clinician odds of having schedule control ( OR = 3.33, p < .001) and nearly doubled the odds of having adequate personal time ( OR = 1.83, p < .001). A 1-point increase in relational coordination nearly quadrupled odds of being satisfied with their job ( OR = 3.92, p < .001) and decreased odds of burnout by 64% ( OR = 0.36, p < .001). The impact of relational coordination on worker well-being was mediated by greater schedule control and personal time. Relational coordination among colleagues impacts worker well-being by enabling greater control over one's schedule and more personal time, thus creating a positive spillover from work to home in times of crisis. In times of crisis, leaders should prioritize relational coordination among colleagues in order to support their resilience both at work and at home.

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.

Employees' Perception of HRM Practices and Organizational Citizenship Behaviour: The Mediating Role of the Work-Family Interface.

The aim of the study was to explore if and to what extent a positive perception of Human Resource Management Practices could be related to Organizational Citizenship Behaviors and if the Work–Family Interface could act as a mediator of such relationship. A group of 406 employees of an Italian sector of the Public Administration filled in a self-report questionnaire encompassing socio-professional information and the following psycho-social measures: Perception of Human Resource Management Scale, Work–Family Interface, and Organizational Citizenship Behaviors Scale. The results confirmed the importance of Human Resource Management Practices perceptions for positive Organizational Behaviors underlining the crucial role played by positive work-to-family and family-to-work spillover as mediators. The study reflected on the work–family relationships demonstrating the mediating role of positive work–family spillover in the relationships between perceived HR practices and organizational citizenship behaviors. The main limitations were related to the cross-sectional nature of the study and to the self-report measures used that raised concerns about possible common method bias. The findings showed implications for HR practices to plan actions and interventions aimed at supporting employees’ work–family balance and at encouraging organizational citizenship behaviors.

Balancing work and family: A theoretical explanation and longitudinal examination of its relation to spillover and role functioning.

We take a temporally dynamic perspective to present a model that explains the relations among work-family spillover (conflict and enrichment), work-family balance, and role satisfaction and performance over time. We posit that these relationships differ for two primary conceptualizations, balance satisfaction and effectiveness. We collect data using two samples, each with three time points. In Study 1 (N = 681), we test our hypotheses for balance satisfaction. Cross-lagged analyses indicated that bidirectional enrichment predicted subsequent job and family satisfaction, and in turn, balance satisfaction. Thus, enrichment appears to primarily initiate the balance satisfaction process as it unfolds over time. Contrary to common theoretical and practical assumptions, role satisfaction seems to drive balance satisfaction rather than the other way around. In Study 2 (N = 493), we test our hypotheses for balance satisfaction and balance effectiveness. Cross-lagged analyses indicated that conflict primarily initiated the balance effectiveness process where role performance and balance effectiveness operated in feedback cycles of mutual influence over time. Posthoc model tests are consistent with Study 1 in that work-to-family enrichment predicted job satisfaction and in turn, balance satisfaction. Collectively, these studies suggest that the processes involving balance satisfaction versus balance effectiveness have different primary originating factors (enrichment or conflict, respectfully) and different temporal sequencing with role satisfaction and performance (unidirectional vs. reciprocal, respectively), warranting distinct theoretical explanations. This program of research represents a comprehensive, theoretical explanation and temporal examination of work-family balance, setting the stage for a new phase of research. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Work-Family Spillover and Burnout across Psycho-Demographic Variables in a few Selected Banks

The main objectives of this paper were to study work family spillover and burnout of employees in a few selected public and private sector banks, to find the correlation between workfamily spillover and burnout and to see the association of workfamily spillover and burnout vis-a-vis psycho-demographic factors. The scope of the study was public and private sector banks in and around Chandigarh. The sample comprised 120 respondents drawn from four public and private sector banks. The results revealed a very significant positive correlation between workfamily spillover and burnout. Almost all null hypotheses concerning work-family spillover and burnout across psycho-demographic variables vis-a-vis failed to be rejected.

How social stressors at work influence marital behaviors at home: An interpersonal model of work-family spillover.

Drawing on conservation of resources and related theories, this study develops and tests an interpersonal model of work-family spillover. Our model specifies how social stressors at work (i.e., workplace incivility, abusive supervision, interpersonal conflict) result in the experience of a social-based form of work-family conflict, ultimately influencing marital behaviors at home, on a daily basis. The mediating role of burnout and the moderating role of trust were also examined. A 2-week experience-sampling study with daily employee surveys at work and at home and with spousal ratings for employees' marital behaviors in the evening provided general support for the proposed relationships. Within individuals, social stressors at work were associated with burnout symptoms, which mediated the effect of workplace social stressors on social-based work-family conflict. In line with congruence response models, we found that those who are more trusting were more negatively affected by social stressors at work. Finally, on evenings when employees experienced social-based work-family conflict, their spouses reported more withdrawn and angry behaviors and less supportive behaviors shown toward them. Overall, the present research explicates a specific form of work-family conflict, one in which social stressors in one domain result in negative behaviors in the other domain via burnout experiences. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Work-Family Conflict, Enrichment, and Adolescent Academic Adjustment in Dual-Earner Family.

There is ample evidence that work-family conflict (WFC) and work-family enrichment (WFE), respectively, have detrimental and beneficial impacts on the functioning of couples, families, and children. In this study, cross-sectional data from 2,136 dual-earner families in China, including parents and their children (51.2% girls, ages: 11.6–19.3 years), were used together with Actor-Partner Interdependence Model-Structural Equation Modeling (APIM-SEM) to test the hypothesis that work-family spillover can impact academic adjustment in adolescents through parental educational expectations and perceived educational expectations. The results of this analysis suggested that academic adjustment among adolescents is primarily influenced by maternal work-family experiences, such that maternal but not paternal WFC can impact academic adjustment in adolescents through parental educational expectations and perceived educational expectations. Maternal WFE was found to be indirectly associated with the academic adjustment in adolescents as a result of actual and perceived educational expectations. Additionally, we observed a significant effect of maternal WFC on the educational expectations of fathers within couple-relationship dyads. These results underscore the importance of the work-family interface as a factor that shapes the overall family health and associated outcomes, especially the importance of maternal work-family experiences in this context. Interventions that aim to promote more positive maternal work environments are thus likely to yield greater benefits for their children and families. Overall, these data indicate that work-family spillover is a core determinant of adolescent development, which warrants further study.

The Effects of CEO Original Family Harmony on Firm Product Innovation Performance

In this study, we integrate work-family enrichment theory and upper echelons theory to examine how and when chief executive officers’ (CEOs’) original family has impacts on their firm performance. We argue that CEO original family harmony has an indirect effect on firm product innovation performance through CEO family supportive supervisor behaviors (FSSB) and top management team (TMT) behavioral integration, which operate in sequence. Additionally, we propose that CEO founder status strengthens the effects of CEO original family harmony. Results of data from 125 CEOs and 568 TMT members in various high-technology industries in China indicated that the positive relationship between CEO original family harmony and firm product innovation performance is serially mediated by CEO FSSB and TMT behavioral integration. Moreover, CEO founder status exacerbates the direct effect of CEO original family harmony on CEO FSSB and its indirect effect on firm product innovation performance. The findings provide insightful theoretical contributions, practical implications, and new research directions for understanding CEO family-work spillover and CEO-TMT interface.

유자녀 취업여성의 일-가족 전이 유형과 유형별 특성 및 심리적 복지감 비교: 잠재프로파일분석

The purpose of this study was to identify the types of work-family spillover for employed women with children. We analyzed factors that affect the typology of work-family spillover and compared the differences in the psychological well-being of women based on the types. The data used in the study were from wave seven of the Korean Longitudinal Survey of Women and Families (KLoWF). The subsample included 1,950 employed women who lived with their husbands and had more than one child. Using latent profile analysis, three types of work-family spillover were classified including high conflict-high enrichment, middle conflict-high enrichment, and low conflict-high enrichment type. Logistic regression analysis showed that the women’s attitudes toward their family roles, children’s age, satisfaction with the division of housework, job satisfaction, and working hours were related to the type of work-family spillover. Regarding the psychological well-being of the women, women in the low conflict-high enrichment type were the happiest and had the lowest depression compared to the high conflict-high enrichment type. The present study suggests that changing working women’s attitudes about their family roles, increasing the husband’s support, and support for childcare are important factors in order to reduce working women’s work-family conflict.