Based on work-family border theory and work-home resource theory, this paper examines the impact of border keeper’s support on work-family enrichment and whether or how work-family boundary flexibility mediates the relationship between border keeper’s support and work-family enrichment. A sample of 504 preschool teachers in Guangdong province, China completed questionnaires. The research results show a two-way process of work-family enrichment for preschool teachers in China. Organizational support was directly and significantly correlated with work-to-family enrichment, and family (...) support was significantly and directly correlated with family-to-work enrichment. Organizational support had no significant positive predictive effect on work boundary flexibility which has a significant positive predictive effect on WFE. Family support had a significant positive predictive effect on family boundary flexibility which had a significant positive predictive effect on the FWE. In addition, the study found that family boundary flexibility mediates the relationships between family support and FWE whereas work boundary flexibility did not mediate the relationships between organizational support and WFE. The above research results are partly consistent with the existing research, and partly inconsistent, which is related to the profound influence of traditional culture in Chinese society and the current situation of preschool teachers in China. Such findings have important implications for improving the work-family enrichment of preschool teachers. (shrink)

In an unprecedented fashion, COVID-19 has impacted the work-family interface since March 2020. As one of the COVID-19 pandemic consequences, remote work became widely adopted. Furthermore, it is expected that other pandemics will occur in the future. Hence, this context represents a chance to gain deeper insight into telecommuters’ work and family spheres. Following PRISMA guidelines, the present narrative review aims to synthesise the COVID-19 impact on the work-family interface. Out of 121 screened references, 32 articles that measure at least (...) one of the following variables–work-family conflict, work-family enrichment, work-family balance, and boundary management were included. A thematic analysis using NVIVO12 was conducted, from which eight topics emerged: “paid workload, unpaid workload, and gender”; “well-being and gender”; “job resources, job demands, and gender”; “couples and gender”; “parenting and gender”; “occurrence of work-family enrichment with work-family conflict and gender”; “enforced blurred boundaries, its management, and gender”; “boundary management impact on work-family conflict, work-family enrichment, and work-family balance.” Overall, studies point out that COVID-19 had a complex effect on both work-family conflict and work-family balance, making it difficult to state whether these variables were mitigated or augmented. Findings demonstrated that COVID-19 produced little changes in work-family enrichment. As for the COVID-19 impact on work-family boundary management, individuals had to create new tactics to manage them due to the absence of boundaries between both systems. Besides, due to traditional gendered roles, the COVID-19 health crisis seems to have brought additional hurdles to couples and women.Systematic Review Registration[https://www.crd.york.ac.uk/prospero/display_record.php?ID=CRD42021278254], identifier [CRD42021278254]. (shrink)

This study investigates the association between work-family conflict and organizational citizenship behavior and examines the mediated role of subjective happiness between and the moderated part of family support. A moderated mediation model is established based on the Conservation of Resources theory. We collected data from 386 employees of nine companies in China. This study shows that the work-family conflict of female professional employees is negatively correlated with organizational citizenship behavior, and that the relationship is mediated by subjective well-being. Furthermore, female (...) professional employees’ family support moderates the effects of work-family conflict on subjective happiness and organizational citizenship behavior, with the relationship weaker when family support is higher. This study enriches the literature on work-family conflict by using family support as a mediating mechanism for work-family conflict. It enhanced our understanding of the influencing mechanisms of organizational citizenship behavior by constructing a more detailed model. (shrink)

Models of the work-to-family and family-to-work interface were tested in two heterogeneous samples of workers, one from North America (N = 408) and one from China (N = 442), using the same measures translated from English to Chinese using back translation. Consistent with proposed differences in the centrality of work and family, tolerance of work demands, and the availability of family support, work-to-family spillover effects tended to be stronger in the North American sample, whereas family-to-work spillover effects tended to be (...) stronger in the Chinese sample. However, some inconsistencies across cultures did not conform to this generalization. Results point to asymmetric differences between North America and China in the work–family interface. Theoretical implications for resource scarcity and expansionist perspectives are discussed, as well as those for the applicability of work–family interventions across North America and China. (shrink)

Although work–family conflict is highly relevant for both families and businesses, scarce attention has received from business ethics perspective. This article focuses on the latter, presenting a set of relevant insights from Catholic Social Teaching (CST). After reviewing the foundations and principles presented by CST regarding work–family relationships, a set of normative propositions are presented to develop work–family policies and for a correct personal work–family balance. It is argued that business responsibility with employees’ family should be (...) considered as a part of Corporate Social Responsibility. In addition, the applications of these principles and propositions can lead to a mutual enrichment of both business and family. (shrink)

In mammalian cells, a complex network of signaling pathways tightly regulates a variety of cellular processes, such as proliferation and differentiation. New insights from one of the most‐important signaling cascades involved in oncogenesis, the Ras–Raf–MAPK pathway, suggest that the subcellular localisation and assembly of signaling modules of this pathway is crucial to control the biological response. This commonly requires membrane targeting events that are mediated by adaptor/scaffold proteins. Of particular interest is the translocation and complex formation of GTPase‐activating proteins (GAPs), (...) such as p120GAP, at the plasma membrane to inactivate Ras. Recent studies indicate that one member of the annexin family, annexin A6 acts as a targeting protein for p120GAP. This review discusses how annexin A6 modulates the involvement of negative regulators of the Ras–Raf–MAPK pathway contributing to Ras inactivation. BioEssays 28: 1211–1220, 2006. © 2006 Wiley Periodicals, Inc. (shrink)

As more organizations adopt telecommuting or working from home, the work-connected behavior of their employees during non-working hours increases, weakening the boundary between work and family. However, no study has clearly identified whether and how work connectivity behavior after-hours affects employees’ work and family status. Therefore, using role theory, we explored the mechanisms by which WCBA affects employees’ thriving at work and family through work–family enrichment and work–family conflict, and compared the impact of different levels of support (...) for family members on work–family enrichment and conflict, using the Johnson–Neyman method. Our analysis of two-wave data from 257 employees led to the following findings. WCBA had a positive impact on thriving at work, but not on family. There is a ‘double-edged sword’ effect on the impact of WCBA on thriving at work, meaning that work–family enrichment can positively influence thriving at work and negatively influence work–family conflict. There is a double-edged sword effect on the impact of WCBA on thriving at family, meaning that work–family enrichment can positively influence thriving at family and negatively influence work–family conflict. The support of family members moderates the double-edged sword effect between WCBA and thriving at work, in that it can strengthen the positive effects of work–family enrichment and weaken the negative effects of work–family conflicts. Support from family members reinforces the positive impact of work–family enrichment on thriving at family. Thus our study reveals the mechanisms by which WCBA affects the thriving at work and family of employees, and identifies potential methods for managing different levels of work–family enrichment and work–family conflict from the perspective of family member support. (shrink)

Drawing on the work–family enrichment theory, the present study investigates the cross-domain effects of ethical leadership on employees’ family and life satisfaction. Moreover, it focuses on the mediating role of work–family enrichment and the moderated mediation process of family-supportive supervisor behaviors underlying the relationship between ethical leadership and employees’ family and life satisfaction. Using a sample of 371 employees and their immediate supervisors in China, we found that WFE mediated the relationship between ethical leadership and employee-rated (...) and supervisor-rated family and life satisfaction. Moreover, FSSB positively moderated the relationship between ethical leadership and WFE, such that the relationship was strengthened when FSSB were higher. Furthermore, the mediations of WFE between ethical leadership and employee-rated and supervisor-rated family and life satisfaction were also positively moderated by FSSB, such that the indirect effects were stronger when FSSB were higher. The theoretical and managerial implications of our findings are further discussed. (shrink)

Passion plays a crucial role in entrepreneurial activity, while its positive spillover to the family and community domains is scant. We proposed an integrated enrichment framework of “work-family-community” based on the literature in the field. Drawing upon the matching samples of entrepreneurs' individuals, families, and communities in the China Labor-force Dynamics Survey database, we identified a significant positive spillover effect into the family and community domains and explored the moderating role of the entrepreneur's perceived personal control. The empirical results (...) indicate that entrepreneurs with higher passion experience higher subjective wellbeing related to family members and have a higher likelihood of engagement in prosocial behaviors. Perceived personal control positively moderates the spillover of passion to life and economic satisfaction. The spread of an entrepreneurial role model's peer effect and the contagion of entrepreneurial passion have a significant positive impact on entrepreneurial behavior in a cluster. Synthesizing our findings, we contribute to the literature concerning work-family enrichment, entrepreneurial passion, and the spillover-crossover model and offer important implications for entrepreneurs' role transition tension. (shrink)

Based on the challenge-hindrance stressor model, this study explored the mechanism of how challenge/hindrance demands affect cognitive wellbeing on a daily basis. Specifically, we examined the mediating effect of work–family enrichment on the relationship between challenge/hindrance demands and cognitive wellbeing. In addition, we tested the moderating effect of overqualification on the relationship between challenge/hindrance demands and work–family enrichment on a daily basis. Finally, we examined the moderated mediation effect of perceived overqualification in a multilevel model. To (...) capture changes in work–family enrichment and cognitive wellbeing that individuals perceived daily, the experience sampling method was adopted to test our theoretical models. A total of 99 participants from China were involved in this investigation. The results showed that daily challenge demands had a significant positive effect on daily cognitive wellbeing, and daily hindrance demands had a significant negative effect on wellbeing. In addition, daily work–family enrichment mediated the positive relationship between daily challenge demands and daily cognitive wellbeing. Moreover, perceived overqualification moderated the relationship between daily challenge demands and daily cognitive wellbeing in the multilevel model. Finally, a significant moderated mediating effect of this overqualification on the indirect effect of daily work–family enrichment on the relationship between daily challenge demands and daily cognitive wellbeing was observed. (shrink)

In chapter two of The School and Society, entitled "The School and the Life of the Child," the renowned American philosopher John Dewey demonstrates how the model of the "ideal home" can impart lessons about a model of the "ideal school." It is argued that education should give direction to the student's natural impulses, just as the concerned parent guides the growth of the child. There are at least two ways in which to interpret this argument. One is that home (...) schooling is the ideal form of early education. The other is that school life should emulate family life. Though advocates of home schooling would prefer the former account, the case is difficult to make, for Dewey rarely recommended specific institutions or practices and the interpretation does not align with the book's other thesis that the classroom should be a microcosm for the best that the community has to offer. So, consistent with the overall theme of the work, it is the latter reading, viz., that school life should resemble family life, I contend, that proves more persuasive. School teachers have an ethical responsibility to care for their students' interests and, ideally, to provide a quality of mentorship approaching, if not on par with, that delivered by concerned parents. However, unlike student-centered education, in which educators curry favor with students by appealing to their native interests, what I call Dewey's model of "education as family life" imposes discipline on the student's natural desires, directing them in ways that are intended to enrich their future adult lives. (shrink)

The complete surviving works of Epictetus, the most influential Stoic philosopher from antiquity. “Some things are up to us and some are not.” Epictetus was born into slavery around the year 50 CE, and, upon being granted his freedom, he set himself up as a philosophy teacher. After being expelled from Rome, he spent the rest of his life living and teaching in Greece. He is now considered the most important exponent of Stoicism, and his surviving work comprises a series (...) of impassioned discourses, delivered live and recorded by his student Arrian, and the Handbook, Arrian’s own take on the heart of Epictetus’s teaching. In Discourses, Epictetus argues that happiness depends on knowing what is in our power to affect and what is not. Our internal states and our responses to events are up to us, but the events themselves are assigned to us by the benevolent deity, and we should treat them—along with our bodies, possessions, and families—as matters of indifference, simply making the best use of them we can. Together, the Discourses and Handbook constitute a practical guide to moral self-improvement, as Epictetus explains the work and exercises aspirants need to do to enrich and deepen their lives. Edited and translated by renowned scholar Robin Waterfield, this book collects the complete works of Epictetus, bringing to modern readers his insights on how to cope with death, exile, the people around us, the whims of the emperor, fear, illness, and much more. (shrink)

In recent years, interest in family-to-work interference and its consequences has increased dramatically. Drawing on conservation of resources theory, we propose and test a dual spillover spiraling model which examines the indirect effects of family incivility on workplace interpersonal deviance through increasing family-to-work conflict (resource loss spiral) and decreasing family-to-work enrichment (resource gain spiral). We also examine the moderating effects of family-supportive supervisor behaviors on these indirect effects. The findings from a three-wave survey, with 455 employees and their coworkers (...) in 60 teams, reveal that experienced family incivility (Time 1) induces more interpersonal deviance at work (Time 3) through facilitating family-to-work conflict (Time 2) and inhibiting family-to-work enrichment (Time 2). Such indirect deviation amplifying effects are mitigated by higher supervisor-level family-supportive supervisor behaviors (Time 1). Theoretical and practical implications are discussed. (shrink)

This study examined the relationship between workplace sexual harassment as perceived by female employees and the family satisfaction of their husbands. It also considered the mediating roles of employees’ job tension and work-to-family conflict and the moderating role of employees’ work–home segmentation preference in this relationship. The results, based on data from 210 Chinese employee–spouse dyads collected at four time points, indicated that employees’ perceptions of sexual harassment were positively related to their job tension, which in turn increased WFC. Moreover, (...) WFC was negatively related to spouse family satisfaction. The negative relationship between sexual harassment and spouse family satisfaction was mediated by employees’ job tension and WFC. Finally, work–home segmentation preference attenuated the relationship between job tension and WFC. Our results provided insightful theoretical contributions and managerial implications for the sexual harassment and work–family literatures. (shrink)

The present study seeks to expand on research concerning the benefits of organizational citizenship behaviors (OCB) to work-family facilitation (WFF) by integrating the theoretical framework of the attachment personality perspective (Bowlby, 1982). We hypothesized that OCB would enhance WFF for employees having lower levels of avoidance and anxious orientations but reduce WFF for employees with higher levels of avoidance and anxiety orientations. Two studies were conducted to test these hypotheses. Study 1 adopted a cross-sectional design, and Study 2 implemented a (...) diary procedure. In Study 1, employees from a pharmaceutical company completed attachment orientations and WFF questionnaires, whereas their direct supervisors assessed the participants’ OCB. In Study 2, attachment orientations of 108 participants were assessed, with OCB and WFF measures collected over 10 days. Findings from both studies supported our hypotheses relating to avoidance orientations. Performing OCB can enhance WFF, with the effect stronger for employees having lower avoidance orientations. However, findings regarding anxiety orientations were non-significant. A better understanding of the role that attachment orientations play in the OCB - WFF association may facilitate implementing possible interventions that could benefit both the organization and the family. (shrink)

Work—family policy strategies reflect gendered assumptions about the roles of men and women within families and therefore may lead to significantly different outcomes, particularly for families headed by single mothers. The authors argue that welfare states have adopted strategies based on different assumptions about women's and men's roles in society, which then affect women's chances of living in poverty cross-nationally. The authors examine how various strategies are associated with poverty rates across groups of women and also examine more directly the (...) effects of specific work—family policies on poverty rates. They find that while family benefits and child care for young children unequivocally lower poverty rates, particularly for families headed by a single mother, long parental leaves have more ambivalent effects. The findings suggest that it is critical to examine the gendered assumptions underlying work—family policies rather than viewing all work—family policies as the same. (shrink)

This paper aims to verify the effects of work–family conflict and work–family facilitation on employee innovation in the digital era. Based on resource conservation theory, this study regards the work–family relationship as a conditional resource. Employees who are in a state of lack of resources caused by work–family conflict will maintain existing resources by avoiding the consumption of further resources to perform innovation activities; employees who are in a state of sufficient resources are more willing to (...) invest existing resources to obtain more resources. In this study, 405 employees from enterprises in the Chinese provinces of Jiangsu, Anhui, Sichuan, and Guangdong, and in the municipality of Tianjin were selected as the research object. These enterprises are knowledge-based companies, and their employees frequently transfer knowledge at work. We collected questionnaires from the frontline employees of these companies. The results show that negative and positive emotions mediate the effect of work–family conflict and work–family facilitation on employee innovation. Moreover, work flexibility has a significant moderating effect on the mediating role of emotions between work–family facilitation and employee innovation behavior. In the digital era, when facing different work–family situations, employees need to pay attention to and dredge their negative emotions to avoid reducing their innovative behaviors due to self-abandonment; in parallel, they need to guide their positive emotions toward innovation, so as to promote their innovative consciousness and behavior. This paper expands the research perspective of employee innovation behavior. (shrink)

The question of work–family practices commonly arises in both theory and daily practice as a matter of responsibility in today’s organisations. More information is needed about them for socially responsible human resource management. In this article our interest is in how work–family practices, serve as an important element of SR-HRM, constructed as helpful for employees’ work–family integration, are realised in organisational life. We investigate the discursive ways in which members of two different organisations working at different organisational (...) levels construct the issue in the Finnish context. Three discourses were interpreted: a discourse of compliance with external pressure, a discourse of negotiation and a discourse of individual flexibility. Discursive constructions of work–family practices make visible the complex interconnectedness of individuals and organisations with the environment in which they operate. Many organisational efforts to create positive work–family practices can, in fact, lead to failure to make these practices either available or usable, and they may result in the unjust treatment of organisation members. Creating sustainable work–family practices is a complex challenge for which SR-HRM must work out a solution. (shrink)

This study adds to a small but growing literature that situates sleep within gendered work— family responsibilities. We conducted interviews with 25 heterosexual dual-earner working-class couples with children, most of whom had one partner who worked at night. A few men suffered disrupted sleep because of their commitment to being a coparent to their children, but for most their provider status gave them rights to longer and more continuous sleep. By contrast, as they were the primary caregiver during sentient hours, (...) women’s sleep was curtailed and interrupted by responding to the needs of family members at night and at the beginning of each day, and this was true for women who worked nights as well as days. Furthermore, in struggling to meet their daily employment and familial obligations while tired and sleepy, women further stressed their bodies in ways that can cause cumulative sleep debt. This article demonstrates that sleep deficits are another manifestation of gender inequality, with important implications for long-term health and well-being. (shrink)

This study examined how servant leadership influences employees in terms of work-to-family conflict and work-to-family positive spillover. These effects were explored through a focus on the mediating roles of emotional exhaustion and personal learning. The results, which were based on time-lagged data collection in China, indicated that employee perceptions of servant leadership related negatively to WFC and positively to WFPS. Moreover, reduced emotional exhaustion and enhanced personal learning mediated the relationship between servant leadership and WFPS. Furthermore, reduced emotional exhaustion mediated (...) the relationship between servant leadership and WFC. Our study’s results provide insightful theoretical and managerial implications and offer new directions for research on leadership and work–family relations. (shrink)

The COVID-19 pandemic has altered workers' possibilities to combine work and private life. Work and private life could either interfere with each other, that is, when conflicting demands arise, or enrich, that is, when the two roles are beneficial to one another. Analyzing data from the Swedish Longitudinal Occupational Survey of Health through individual growth models, we investigated time trends of interference and enrichment between work and private life from 2016 through March to September 2020, which is during the (...) first wave of the pandemic. The sample included workers who had remained in the same workplace throughout the study period and worked at least 30% of full time, reaching 5,465 individuals. In addition, we examined trends in level of interference and enrichment across gender and industries. Results showed that Life-to-work interference increased over time in the Swedish working population, but neither did work-to-life interference nor enrichment. We observed only marginal differences across gender. Also, in the industries of fine manufacturing and real-estate activities, a decrease in interference, work-to-life interference, and life-to-work interference, respectively, was observed. In the human health and social care industry, an increase in interference and life-to-work interference was seen. Our conclusion is that overall changes to the possibilities to balance work and private life have occurred for workers in Sweden during the first period of the pandemic. Further studies are needed to study development time trends throughout the pandemic and across different occupations. (shrink)

This study examined the relationship between ethical leadership as perceived by employees and the family satisfaction of the employees’ spouses. It also considered the mediating role of the employees’ ethical leadership in the family domain as perceived by their spouses, and the moderating role of the employees’ identification with leader. The results, which were based on a sample of 193 employee–spouse dyads in China, indicated that employees’ perceptions of ethical leadership in the workplace positively influenced their spouses’ family satisfaction. Moreover, (...) employees’ ethical leadership in the family domain mediated this relationship. Furthermore, whereas identification with leader strengthened the relationship between the employees’ perceptions of ethical leadership in the workplace and their ethical leadership demonstrations in the family domain, it weakened the relationship between their ethical leadership demonstrations in the family domain and their spouses’ family satisfaction. The theoretical and managerial implications of these findings are discussed. (shrink)

Work-family conflict has been examined quite often in human resources management and industrial/organizational psychology literature. Numerous statistics show that the magnitude of this employment issue will continue to grow. As employees attempt to balance work demands and family responsibilities, organizations will have to decide to what extent they will go to minimize this conflict. Research has identified numerous negative consequences of work-family stressors for organizations, for employees and for employees' families. There are however many options to reduce this strain, each (...) with advantages and disadvantages. An ethical analysis, from a virtue ethics perspective, is applied to this timely issue to present an alternative view in addressing this critical business decision. In addition, a strong connection between the virtue ethics analysis and a well-known management theory is given to provide a foundation for managerial implications for resolving work-family conflict. (shrink)

With the development of positive psychology, work engagement has received widespread attention from researchers in the fields of positive organizational behavior and occupational health. Some studies have shown that work-family conflict has an important influence on individual behaviors and attitudes, but little research has studied the influence of work-family conflict on work engagement. The present study examined whether the relationship between work-family conflict and work engagement was mediated by job satisfaction, and whether the mediating role was moderated by affective commitment. (...) We surveyed 358 Chinese primary and secondary school principals using the Work-Family Conflict Scale, Job Satisfaction Scale, Affective Commitment Scale, and Work Engagement Scale. The results revealed that there is a significant negative correlation between work-family conflict and primary and secondary school principals’ work engagement, and this relationship was partially mediated by job satisfaction. Moreover, affective commitment played a moderating role in the relationship between job satisfaction and work engagement. Specifically, the relationship between job satisfaction and work engagement was significant for primary and secondary school principals with high and low affective commitment. The current study contributes to a better understanding of the relationship between work-family conflict and work engagement. (shrink)

The concept of work–family balance was introduced in the 1970s in the United Kingdom based on a work–leisure dichotomy, which was invented in the mid-1800s. It is usually related to the act of balancing of inter-role pressures between the work and family domains that leads to role conflict. The conflict is driven by the organizations’ views of the “ideal worker” as well as gender disparities and stereotypes that ignore or discount the time spent in the unpaid work of family (...) and community. Solutions for balance include legislation, flexible workplace arrangements, and the market care services. (shrink)

This study aims to investigate the spillover impact of work-family/family–work conflict and stress on five major industrial sectors, during the first wave of Covid-19. The purpose of this cross-sectional study is twofold; firstly, to test a hypothesized model where work-family/family-work conflicts are related to stress and where stress could exert a mediating role in such relationships. Secondly, we seek to explore the presence of these conflicts and stress in each of the five major industrial sectors and evaluate if there are (...) significant differences between them, identifying the sociodemographic characteristics associated. Two questionnaires were applied to 748 employees from the selected industries. According to our results, stress predicts both types of conflict and also exerts a mediator role. It was primarily found that the five sectors are significantly different regarding the work-family/family-work conflicts and stress. Findings and implications are discussed. (shrink)

Unethical pro-family behavior is prevalent in organizations and has adverse effects on organizations, but very few studies have examined the factors that lead to UPFB. We use a cognitive appraisal theoretical framework to argue that employees’ unethical pro-family behavior results from work and family conflicts are mediated by threat appraisal and moderated family collectivism orientation. Based on the questionnaire data of 496 full-time employees from two-time points, we found that WFC/FWC was positively correlated with UPFB where threat appraisal played a (...) mediating role in this relationship; Family collectivism orientation strengthens the threat appraisal-UPFB relationship and the mediation relationship between WFC/FWC and UPFB via threat appraisal. These findings offer an understanding of the theoretical and practical implications which could help organizations reduce UPFB. Finally, we discuss possible directions for future research. (shrink)

American leaders in four realms were studied to assess their views on the helpfulness to workers with family obligations of employers' policies and services. The realms were corporate management, labor unions, the pro-family movement, and the feminist movement. The data were analyzed by leadership realm and gender in relation to policies of two types: scheduling and work arrangements and services and benefits. Gender accounted for the respondents' views better than class or social movement did. Except for feminist men, the men (...) held similar views regardless of leadership realm. The pro-family women differed from the other women in failing to view most services and benefits as particularly helpful to employees. Union and corporate women's favorable views on services and benefits suggest that fundamental change in workplace supports for workers' family obligations could develop if more women became leaders in unions and corporations. (shrink)

Many scholars think that women are sentenced more leniently than men because judges are paternalistic toward women. In this article, I suggest that paternalism is a multilayered concept and that it is important to distinguish between judicial concerns for protecting women and those for protecting children and families. To learn what factors judges consider in sentencing and whether these differ for men and women defendants, I interviewed 20 men and 3 women judges in two state criminal courts. I learned that (...) the primary objects of judicial protection were not women, but children, and men's and women's economic support or care for families. However, there was a labor hierarchy in the judges' minds in that they believed that care giving was more important than wage earning for the maintenance of families. Interactive influences among the defendant's gender, familial status, race or ethnicity, and the nature of the offense charged are discussed. (shrink)

This study provides a cross-lagged examination of the relationships between proactive vitality management, work–home enrichment, and entrepreneurial performance. Specifically, based on the Job Demands-Resources and Conservation of Resources theories, we postulate a mediation model where proactive vitality management leads to entrepreneurs transferring resources developed in their work role to thrive in their home role, resulting in augmented entrepreneurial performance. The hypotheses were tested with data collected at two time points, 1 onth apart—T1 and T2, from Romanian entrepreneurs. We analyzed (...) autoregressive, causal, reversed, and reciprocal models to test the mediation model. In the linkage between predictor and outcome variable, the reversed model is the best-fitting model, showing that proactive vitality management is only a distal precursor of performance. However, the best-fitting models for the relationship between predictor and mediator and between mediator and outcome were the reciprocal models. Thus, proactive vitality management and work–home enrichment have reciprocal effects on each other over time, as was the case between work–home enrichment and entrepreneurial performance. These results are in line with the resource gain cycle perspective of the Conservation of Resources theory. Employing proactive behaviors to optimize functioning at work enables the transfer of resources to the home role. Potentiating one role through aspects of another will thus generate additional resources reflecting on entrepreneurial performance. Hence, this study provides insights into precursors and mechanisms that can shape entrepreneurial performance. (shrink)

In today’s competitive world, the pressures of work have been escalating and there is a growing feeling among employees that the demands of work begin to dominate life and a sense of work life imbalance is felt. Thus, finding a balance between work and life in today’s swift world presents a major challenge to both the employer and employee. This article seeks to explore the variation among men and women academicians with regards to overall job satisfaction, job stressors and work (...) family conflict that influence overall balance among the academicians. Data were collected via questionnaire. T-test and Analysis of Variance were used to find out the important component to persist balance. The result indicates that women faculty members as compared to the male faculty members exhibit a high degree of dissatisfaction with regards to career, family responsibilities and work life integration issues while balancing the work life domain. (shrink)

In the management and organization studies literature, a key question to explore and explain is that of the family as an organizational stakeholder, particularly when working-from-home became the “new normal”. Departing from meta-analytic studies on the work-family relation and connecting with scholarly conversation on work-family boundary dynamics, we identify three main narratives. In the _separation narrative,_ work and family belong to different realms, and including the family in the domain of organizational responsibility is seen as pointless. The _interdependence narrative_ stresses (...) that organizations and families are overlapping domains in which it is important to acknowledge that the policies and practices of the former might have an impact on family life, and vice-versa. The _embeddedness narrative_, brought to the fore by the COVID-19 pandemic, sees employment and family as progressively convergent and hybrid work domains. The evolution of employment relations towards increased hybridity of the work situation being embedded in the familial/household context increasingly calls for consideration of the family/household as an integral rather than a peripheral stakeholder. (shrink)

As a special group of police officer, prison police have to endure more work stress and have significant work-family conflict, which may lead to more physical and mental health problems and need to be noticed by the society. The Work-Family Conflict Scale is a brief self-report scale that measures the conflict that an individual experiences between their work and family roles and the extent they interfere with one another. However, there is limited data on the scale’s psychometric properties. The aim (...) of this study was to examine the dimensionality and reliability of the Chinese version of the WFCS. The study sample was made up of a total of 717 Chinese prison police. The Rasch Rating Scale Model was used to determine the latent structure and estimate the quality of items and reliability of scale. The principle component analysis showed that the assumption of unidimensionality was fulfilled. The infit and outfit mean square statistics were of a reasonable range, and point-measure correlations indicted good model fit of each item. The item-person separation and reliability indices both met psychometric standards, illustrating good reliability. The person-item map indicated acceptable fit of items and persons, suggesting an alignment between persons and items. In addition, no evidence emerged of differential item functioning across different gender groups. Overall, the WFCS has good reliability and validity, and can be used to accurately evaluate the level of work-family conflict in Chinese prison police. (shrink)

This study analyses for the first time whether and when moral distress may be related to work-family conflict and burnout. Additionally, this study examines whether resilience and positive refocusing might protect healthcare professionals from the negative effects of moral distress. A total of 153 Italian healthcare professionals completed self-report questionnaires. Simple and moderated mediation models revealed that moral distress was positively related to burnout, directly and indirectly, as mediated by work-family conflict. Highly resilient professionals experienced low work-family conflict, regardless of (...) moral distress levels. Moreover, professionals who frequently used positive refocusing were less vulnerable to burnout following moral distress. (shrink)

Can work-family policies promote greater gender equity in family roles? Using interviews with couples from upstate New York, we examine the role of work-family policies in the decisions dual-earner married couples make about paid work during the transition to parenthood. During the period immediately around a birth, differences in mothers’ and fathers’ access to paid time off from work interacted with their parenting role ideologies to influence gender differences in paid work arrangements. After the initial transition, employed women used and (...) created more flexibility in their work arrangements than their husbands, often reducing their husbands’ need to use available work-family policies. (shrink)

The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners). Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners’ job performance. The present study bridges this research gap by applying the job demands–resources (JD−R) model and using work–family conflict (WFC) as an intervening variable to study relationships between work characteristics (workload and supervisor support), emotional exhaustion, and job satisfaction in (...) 1,127 screeners at a European airport. Results of structural equation modeling revealed that (a) supervisor support as a major job resource predicted job satisfaction among screeners; (b) workload as a major job demand predicted their emotional exhaustion; and (c) WFC proved to be a promising extension to the JD–R model that partially mediated the impact of supervisor support and workload on job satisfaction and emotional exhaustion. Theoretical and practical implications are discussed. (shrink)