51 research outputs found
Enriching or Depleting? The Dynamics of Engagement in Work and Family Roles
No full textThis study develops a model of engagement in the multiple roles of work and family. I examine two competing arguments about the effects of engaging in multiple roles, depletion and enrichment, and integrate them by identifying the type of emotional response to a role, negative or positive, as a critical contrasting assumption held by these two perspectives. Moreover, I represent depletion and enrichment as complex multistep processes that include multiple constructs, such as engagement and emotion. This study jointly examines both the depleting and enriching processes that link engagement in one role to engagement in another, using structural equation modeling. Findings from a survey of 790 employees reveal evidence for both depletion and enrichment as well as gender differences. Specifically, depletion existed only for women and only in the work-to-family direction. Men experienced enrichment from work to family, while women experienced enrichment from family to work. Overall, more linkages were found between work and family for women than for men
Mechanisms linking work and family: Clarifying the relationship between work and family constructs.
No full textWork-family research emphasizes the importance of mechanisms that link work and family. However, these mechanisms typically are described in metaphoric terms poorly suited to rigorous research. In this article we translate work-family linking mechanisms into causal relationships between work and family constructs. For each relationship we explain its sign and causal structure and how it is influenced by personal intent. We show how these respecified linking mechanisms constitute theoretical building blocks for developing comprehensive models of the work-family interface
Promote Equal Opportunity by Recognizing Gender Differences in the Experience of Work and Family
No full textMechanisms Linking Work and Family: Clarifying the Relationship Between Work and Family Constructs
No full textWaking Up on the Right or Wrong Side of the Bed: Start-of-Workday Mood, Work Events, Employee Affect, and Performance
No full textThe Difference Between Working Long Hours and Workaholism: Response to Commentary on “Beyond Nine to Five”
No full textDoes Power Protect Female Moral Objectors? How and When Moral Objectors’ Gender, Power, and Use of Organizational Frames Influence Perceived Self-Control and Experienced Retaliation
No full textOrganizational scholars have called upon higher-power individuals to serve as moral objectors to combat unethical behavior at work because it is assumed they will face less retaliation. However, research has painted an unclear picture of whether power protects women in the same way as it does men. In this paper, we draw on two distinct role theories (i.e., power role theories and gender role theories) as well as expectancy violation theory, theorizing and finding that female moral objectors benefit less from power than male moral objectors because they are viewed as lower in self-control. We further investigate an alternative remedy, or organizational frame, that may mitigate retaliation against higher-powered female moral objectors, finding that using this frame increases perceptions of self-control and reduces retaliation. We test and find support for our theory across four studies, including an archival study (n 5 33,715), a critical incident technique experiment, and two preregistered experiments testing our intervention
Is Love All You Need? The Effects of Emotional Culture, Suppression, and Work–family Conflict on Firefighter Risk-Taking and Health
No full textBeing There: Work Engagement and Positive Organizational Scholarship
No full textIn this chapter, we examine the psychological state of employee work engagement. Our objective is to provide an overview of the engagement construct, clarify its definition, and discuss its behavioral outcomes. We discuss the development of the work engagement construct, which has led to many inconsistencies among scholars about its definition. We clarify that engagement captures employees’ strong focus of attention, intense absorption, and high energy toward their work-related tasks. Work engagement is important to the positive organizational scholarship (POS) field because engagement can lead to a number of positive outcomes, such as in-role and extra-role performance, client satisfaction, proactivity, adaptivity, and creativity. Managers, however, must ensure that employees have adequate resources and sufficient breaks, so that engagement does not lead to burnout or depletion. We encourage scholars interested in studying engagement in the future to investigate the contextual moderators that affect the relationship between engagement and employee behavior and examine the differential effects of the components of engagement—attention, absorption, and energy
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