Employees around the world have experienced sudden, significant changes in their work and family roles due to the COVID-19 pandemic. However, applied psychologists have limited understanding of how ...employee experiences of work-family conflict and enrichment have been affected by this event and what organizations can do to ensure better employee functioning during such societal crises. Adopting a person-centered approach, we examine transitions in employees' work-family interfaces from before COVID-19 to after its onset. First, in Study 1, using latent profile analysis (N = 379; nonpandemic data), we identify profiles of bidirectional conflict and enrichment, including beneficial (low conflict and high enrichment), active (medium conflict and enrichment), and passive (low conflict and enrichment). In Study 2, with data collected before and during the COVID-19 pandemic, we replicate Study 1 profiles and explore whether employees transition between work-family profiles during the pandemic. Results suggest that although many remain in prepandemic profiles, positive (from active/passive to beneficial) and negative (from beneficial to active/passive) transitions occurred for a meaningful proportion of respondents. People were more likely to go through negative transitions if they had high segmentation preferences, engaged in emotion-focused coping, experienced higher technostress, and had less compassionate supervisors. In turn, negative transitions were associated with negative employee consequences during the pandemic (e.g., lower job satisfaction and job performance, and higher turnover intent). We discuss implications for future research and for managing during societal crises, both present and future.
We review research on work-nonwork balance to examine the presence of the jingle fallacy-attributing different meanings to a single construct label-and the jangle fallacy-using different labels for a ...single construct. In 290 papers, we found 233 conceptual definitions that clustered into 5 distinct, interpretable types, suggesting evidence of the jingle fallacy. We calculated Euclidean distances to quantify the extent of the jingle fallacy and found high divergence in definitions across time and publication outlet. One exception was more agreement recently in better journals to conceptualize balance as unidimensional, psychological, and distinct from conflict and enrichment. Yet, over time many authors have committed the jangle fallacy by labeling measures of conflict and/or enrichment as balance, and disagreement persists even in better journals about the meanings attributed to balance (e.g., effectiveness, satisfaction). To examine the empirical implications of the jingle and jangle fallacies, we conducted meta-analyses of distinct operational definitions of balance with job, life, and family satisfaction. Effect sizes for conflict and enrichment measures were typically smaller than effects for balance measures, providing evidence of a unique balance construct that is not interchangeable with conflict and enrichment. To begin to remedy concerns raised by our review, we propose a definition of work-nonwork balance drawing from theory, empirical evidence from our review, and normative information about how balance should be defined. We conclude with a theory-based agenda for future research.
Based on Casper et al.'s (2018) definitions of global balance and involvement, affective, and effectiveness dimensions of work-nonwork balance, we developed and validated a measure, with a total of ...20 items – 5 items for global balance and 5 items for each dimension. Using 3 studies, we established the content adequacy, factor structure, reliability, and gender and parental status invariance of the measure. Moreover, we show that our measure converges with prior measures of balance (Carlson et al., 2009; Valcour, 2007) and is distinct from role-specific measures of involvement, satisfaction, and performance, as well as life satisfaction. Finally, we demonstrate that global balance and its dimensions uniquely predict employee engagement, citizenship behaviors, organizational commitment, turnover intentions, emotional exhaustion, and/or health, above and beyond existing measures of balance. Thus, our research provides a comprehensive, validated, multidimensional measure of work-nonwork balance and offers unique explanation of valued attitudes and behaviors. Future theoretical, research and practical implications are discussed.
•Develops 5 items each for global, affective, involvement, and effectiveness balance•Establishes content adequacy, convergent, discriminant and predictive validity of the 20-item measure•Global balance and affective balance predict engagement, commitment, turnover intent, burnout, & health.•This measure explains 5–13% of variance in outcomes above and beyond two established balance measures.•Provides the first comprehensive and well-developed measure of work-nonwork balance
Despite a growing number of studies demonstrating the importance of fit between interests and major/career, an increasing discordant rhetoric can be heard emphasizing either STEM or the humanities in ...education and work. We propose that perception of interest fit is more important than the domain itself per se. Analysis of a national data set of college graduates (N = 8,151) shows that interest fit accounted for more variance in well-being outcomes (work satisfaction, life satisfaction, and financial satisfaction) as compared to STEM or humanities education, and an equivalent amount of variance was found in personal income. Similar trends were found in a second data set of recent college graduates from a Midwest public university (N = 636). Even controlling for ability-related variables and personality, interest fit accounted for more variance in work satisfaction and life satisfaction, an equivalent amount of variance in financial satisfaction, and less variance in personal income. These results reveal that it is important to achieve a balanced approach to education and career guidance where individuals can be directed to careers that capture their interest.
In recent years, there has been heightened interest in the active role of employees in shaping activities and experiences in their pursuit of optimal functioning (i.e., feeling and performing well), ...referred to as job-, leisure-, home-, and work-life balance crafting. Various perspectives have emphasized distinct dimensions within the crafting process (i.e., motives, behaviors, life domains, and outcomes), yielding a rich but fragmented theoretical account. With psychological needs satisfaction as the underlying process, we propose an integrative model to account for past conceptualizations of crafting motives and efforts across a person's various role identities. This integration highlights the importance of recognizing unfulfilled needs, matching needs and crafting efforts, within- and between-level temporal dynamics of the crafting process, and possibilities for spillover and compensation processes across identity domains. Accordingly, the Integrative Needs Model of Crafting explains (1) why and how people craft, (2) when and why crafting efforts may (not) be effective in achieving optimal functioning, (3) the sequential process of crafting over time, and (4) how crafting processes unfold across different identity domains.
Abstract Although women make up nearly half of the U.S. workforce, gender role stereotypes persist, and gender roles may relate to how men and women manage work–home boundaries. In this study, we ...explore gender differences in how employee values (tradition, achievement) translate into role identity salience, and in turn, boundary management preferences and behaviour. With data collected in two waves from 200 employees, we examined how the personal values of tradition and achievement relate differently by gender to role identity salience and in turn, boundary management. We found that men who more strongly value tradition have higher levels of work identity salience and both prefer and create an impermeable boundary around work to prevent intrusion from home. Men who valued tradition more also preferred and crafted a permeable home boundary to allow work intrusion. In contrast, women with higher tradition values reported higher home identity salience, which was associated with preferring segmentation in both work‐to‐home and home‐to‐work directions, and to behaviorally protecting home from work. Contrary to expectations, achievement values did not relate to a boundary management process via role identity salience for either gender. We discuss implications for a more nuanced, values‐driven, and gendered perspective on boundary management.
While some organizations are thriving during the COVID-19 pandemic, many are experiencing a crisis-a threat to organizational longevity, time pressure, and inadequate resources. Building on prior ...work examining emotions during times of crisis and changes that people undergo during major life transitions, as well as media accounts suggesting that employees have had positive and negative emotions tied to aspects of working during COVID-19, we adopt a person-centric view to examine profiles of monthly emotions regarding organizational reopening. Additionally, we consider how employees transition from one profile of emotions to another across months. In so doing, we consider whether feelings of hope, gratitude, fear, and resentment co-occur for employees; how employees transition across profiles from one month to the next as a function of perceptions of organizational leaders' trustworthiness and their handling of the COVID-19 crisis; and how changes in profile membership relate to employee well-being, work outcomes, and prevention behaviors to avoid contracting COVID-19. Using 1,422 total measurements from August 2020 to November 2020 from employees at a single university during two monthly transitions with significant crisis-related events (i.e., return to in-person teaching, students living on campus, announcement of pay cuts and furloughs, and the subsequent announcement that some of those conditions would change), we identified four profiles of monthly emotions, with perceived leader trustworthiness and handling of the pandemic being critical features of why employees belonged to different profiles between August-September and October-November. Further, we found implications of monthly transitions for work and COVID-related outcomes.
Cultural values and definitions of career success Benson, George S.; McIntosh, Cheryl K.; Salazar, Maritza ...
Human resource management journal,
July 2020, 2020-07-00, 20200701, Letnik:
30, Številka:
3
Journal Article
Recenzirano
This paper examines how national culture relates to the ways that individuals define career success. Data are drawn from interviews with 269 professional services employees in 15 countries. ...Interviews are content coded and linked with country‐level Global Leadership and Organizational Behavior Effectiveness measures of cultural values. We test our hypotheses using a multilevel multinomial logit model. The results demonstrate that the ways in which employees define career success vary across countries, due in part to differences in cultural values after controlling for gender, occupation, job level, and national economic development. We find that employees from countries high in future orientation, uncertainty avoidance, and performance orientation are more likely to define career success in terms of interpersonal outcomes, and those from countries high in collectivism (institutional and in‐group), humane orientation, and gender egalitarianism are more likely to prefer intrapersonal outcomes. We find that employees from countries that are high in assertiveness, uncertainty avoidance, and performance orientation are more likely to define career success in terms of achievement‐oriented outcomes. Finally, we find that employees from countries high in power distance report career success definitions in terms of safety and security outcomes. We discuss the implications of these findings for theories of cultural differences in careers across countries.
Summary
We conducted a meta‐analysis examining antecedents of work–family balance, including personal characteristics, work demands, and work resources, as well as bidirectional conflict and ...enrichment. Bivariate results across 130 independent samples (N = 223 055) revealed that personal characteristics linked to more negative affect (i.e., neuroticism) and work demands (i.e., work hours, work overload, and job insecurity) were negatively associated with balance, whereas personal characteristics linked to more positive affect (i.e., extraversion and psychological capital) and work resources (i.e., job autonomy, schedule control, and workplace support) were positively related to balance. Family‐to‐work enrichment (FWE) was more strongly related to balance than was family‐to‐work conflict (FWC), and work‐to‐family conflict (WFC) was more strongly related to balance than was FWC. Finally, integrating tenets of job demands‐resources (JD‐R) theory, we examine two pathways (i.e., strain and motivation) through which antecedents relate to balance using meta‐analytic structural equations modeling (MASEM). In the strain pathway, neuroticism and job overload were negatively related to balance indirectly through higher WFC. In the motivation pathway, extraversion and job autonomy were positively related to balance indirectly through higher WFE. Work social support related positively to balance through higher WFE as well as lower WFC. We discuss theoretical and practical implications.
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