Relevant bibliographies by topics / Work and the family

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Work and the family'

Author: Grafiati
Published: 4 June 2021
Last updated: 13 February 2022

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Journal articles on the topic "Work and the family"

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Kim Yoo-Kyung and Koo,Hye-Ryoung. "Conceptualization of Work-Family Balance: Is Work-Family Balance More than Work-Family Conflict and Enhancement?" Family and Culture 28, no. 3 (2016): 1–31. http://dx.doi.org/10.21478/family.28.3.201609.001.

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Srivastava, Dr Shamini, and Dr Urmila R. Srivastava. "Work, Family and Personality: An Examination of Work-Family Conflict among Indian IT Employees." International Academic Journal of Business Management 06, no. 01 (2019): 159–72. http://dx.doi.org/10.9756/iajbm/v6i1/1910018.

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Mannon, Susan E., Krista Lynn Minnotte, and Christine Brower. "Work-Family Identities and Work-Family Conflicts." Marriage & Family Review 42, no. 1 (2007): 65–80. http://dx.doi.org/10.1300/j002v42n01_05.

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Putri, Hilda Elsa, and Arum Etikariena. "THE ROLE OF THE WORK-FAMILY CONFLICT IN THE RELATIONSHIP BETWEEN WORK-FAMILY CULTURE AND EMPLOYEE WELL-BEING." Jurnal Psikologi 19, no. 3 (2020): 257–68. http://dx.doi.org/10.14710/jp.19.3.257-268.

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This study aims to determine whether the work-family conflict plays a role as a mediator in the relationship between work-family culture and employee well-being. Data were gathered from three automotive company branches in Lampung, Indonesia using purposive sampling, with N = 165 (80% male; average age 25 years, SD = 7.90). The analysis method for this study was a simple mediation test with Hayes’ (2013) PROCESS macro. The result of the study showed that there were no significant positive effects of work-family culture on employee well-being, t(162) = .29, p = .76. On the other hand, work-family culture had significant effects on work-family conflict (a = .58) and work-family conflict had significant effects on employee well-being (b = .61). In line with the research hypothesis, there was an indirect relationship between work-family culture and employee well-being through work-family conflict as a mediator (ab = .35). We used the perceived organizational support (POS) theory as a framework and spillover theory to interpret the results. The findings of this study provide insights that it pays off to invest in a work-family culture because such culture is expected to give optimum advantages on well-being at work.
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THOMPSON, LINDA. "Family Work." Journal of Family Issues 12, no. 2 (1991): 181–96. http://dx.doi.org/10.1177/019251391012002003.

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The purpose of this article is to use a distributive justice approach to understand women's sense of fairness about family work. Previous research on family work is reviewed and organized around three factors that contribute to sense of fairness: Outcome values, comparison referents, and justifications. Women sense an injustice if they lack some outcome they desire, have a high standard for comparison, and believe there is no acceptable justification for being deprived of desired outcomes. To understand women's sense of fairness, researchers need to consider (a) valued outcomes other than time and tasks, (b) between-and within-gender comparison referents, and (c) gender-specific justifications for men's small contribution to family work.
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STRATHERN, MARILYN. "Family Work." Gender & History 8, no. 1 (1996): 143–47. http://dx.doi.org/10.1111/j.1468-0424.1996.tb00229.x.

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Glavin, Paul, and Scott Schieman. "Work–Family Role Blurring and Work–Family Conflict." Work and Occupations 39, no. 1 (2011): 71–98. http://dx.doi.org/10.1177/0730888411406295.

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Rothausen, Teresa J. "Management Work—Family Research and Work—Family Fit." Family Business Review 22, no. 3 (2009): 220–34. http://dx.doi.org/10.1177/0894486509337409.

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In this article, 25 years of organization science research on work—family is summarized, and its implications for building the human, social, and economic elements of family capital in family business are developed. The impact of work—family conflict; sex and gender roles; role enrichment; work—family benefits, programs, and policies; and work, job, and organization redesign are emphasized. A social systems model of environment—environment fit—work—family fit—is developed. Implications for future research and for investing in family capital are discussed.
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Voydanoff, Patricia. "Work Demands and Work-to-Family and Family-to-Work Conflict." Journal of Family Issues 26, no. 6 (2005): 707–26. http://dx.doi.org/10.1177/0192513x05277516.

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This article uses a demands-and-resources approach to examine relationships between three types of work demands and work-to-family and family-to-work conflict: time-based demands, strain-based demands, and boundary-spanning demands. The analysis is based on data from 2,155 employed adults living with a family member who were interviewed for the 1997 National Study of the Changing Workforce (NSCW). The results indicate consistent positive relationships between the three types of demands and work-to-family conflict. Strain-based demands show the strongest relationships with family-to-work conflict. In addition, work-to-family conflict partially mediates relationships between several demands and family-to-work conflict. Thus, work demands reveal direct and indirect relationships with family-to-work conflict.
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Peeters, Maria, Cobi Wattez, Evangelia Demerouti, and Wietske de Regt. "Work‐family culture, work‐family interference and well‐being at work." Career Development International 14, no. 7 (2009): 700–713. http://dx.doi.org/10.1108/13620430911005726.

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Dissertations / Theses on the topic "Work and the family"

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Robbins, Ann. "Work Family Conflict." Thesis, Boston College, 2004. http://hdl.handle.net/2345/448.

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Thesis advisor: Maureen E. Kenny<br>Work can be a very satisfying experience; for many people, work defines a large piece of their identity. Yet work sometimes intrudes into other aspects of our lives in ways that are problematic. Work-family conflict results when the needs of the family and the needs of the workplace cannot both be met, because the time and effort required by one of these roles makes it difficult to fulfill the other. When it is present in people's lives, work-family conflict can have negative effects on physical and psychological health and the overall quality of life. Certain personality characteristics and learned skills can mediate or exacerbate the effects of work-family conflict. A family systems perspective aids in understanding the many ways in which work-family conflict can affect and can be affected by different subsystems and family members. Finally, the employer has a role in mediating work-family conflict by creating formal programs and fostering an organizational culture that help people to reduce or eliminate work-family conflict in their lives<br>Thesis (BA) — Boston College, 2004<br>Submitted to: Boston College. College of Arts and Sciences<br>Discipline: Education, Lynch School of<br>Discipline: College Honors Program
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Johansson, Emma, and Elisa Baker. "The management of family firms: supportive work-family culture and work-family conflict in Sweden." Thesis, Internationella Handelshögskolan, Jönköping University, IHH, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48547.

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The management of work-family conflict is an important aspect within the context of family firms. Managing work and family domains successfully are often known to be an issue for members of family firms and may result in negative outcomes affecting both individuals and organisations. Organisational cultures supporting individuals in managing work and family domains is believed to reduce the level of work-family conflict and constitutes the focus of this study. Historically, most of the scholarly contributions within the field of work-family conflict and organisational culture are within a non-family firm context. This thesis contributed to current literature with in-depth insights on the family business concepts by relating it with work-family conflicts. Family firms possess unique characteristics that are different from non-family firms, making the management of work-family conflict more difficult. The study shows that the relationships between the components of supportive work-family culture and work-family conflict are factors that impede individuals’ ability to manage multiple roles satisfactorily. The findings of this study could be used to contribute understanding  in future research within the field of family firms and in connection to the management of work-family conflicts.
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Langenbrunner, Mary R. "Balancing Work and Family." Digital Commons @ East Tennessee State University, 1993. https://dc.etsu.edu/etsu-works/3513.

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Campos, García Angela Ximena. "The Effect of Family Supportive Supervisor Behaviors and Work-family Culture on Turnover Intention and Work-family Conflict." Doctoral thesis, Pontificia Universidad Católica del Perú, 2021. http://hdl.handle.net/20.500.12404/19776.

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Research on the work-family interface coming from different countries has certainly grown in the last years. Although still scarce, data from Latin American countries on workfamily issues is now available (Idrgovo Carlier et al., 2012; Idrovo & Bosch, 2019; Las Heras et al., 2015; Pecino et al., 2018). However, research from those countries, has focused on the work-family interface in firms and organizations mainly from the private sector. The purpose of this research was to look into the work-life interface of professionals in a demanding and high-risk occupation in a public service organization in the security sector. Specifically, it focuses on the interaction between supervisor behaviors and culture with turnover intention and work-family conflict. The present study centers on data from a public security organization (3861) in a Latin American country. The validity of the measuring instruments was evaluated through Confirmatory Factor Analysis (CFA). Structural Equation Modeling (SEM) was then applied to evaluate the relationship between variables. Results show a statistically significant negative impact of the supervisor behaviors in organizational (turnover intention) and individual outcomes (work-to-family conflict). At the same time organizational culture negatively affects turnover intentions and work-to-family conflict. While confirming results coming from the private sector in other countries, the importance of supervisor and culture proves implications for work and family practices in this type of organizations.<br>La investigación relacionada con la interacción trabajo-familia procedente de diferentes países sin duda ha aumentado en los últimos años. Aunque todavía son escasos, ya se dispone de datos de países latinoamericanos sobre temas de trabajo y familia (Idrovo Carlier et al., 2012; Idrovo & Bosch, 2019; Las Heras et al., 2015; Pecino et al., 2018). Sin embargo, las investigaciones realizadas en esos países se han centrado en la relación entre el trabajo y la familia en las empresas y organizaciones, principalmente del sector privado. El objetivo de este trabajo investigativo fue analizar la interfaz trabajo-vida de los profesionales que ejercen una profesión demandante en una organización de servicio público del sector de la seguridad. Específicamente, se centra en la interacción entre los comportamientos de los supervisores y la cultura con la intención de dejar el trabajo y el conflicto trabajo-familia. El presente estudio se realiza con datos de una agencia de seguridad pública (3861) de un país latinoamericano. La validez de los instrumentos de medición se evaluó mediante Análisis Factorial Confirmatorio (CFA). Posteriormente se aplicó el Modelado de Ecuaciones Estructurales (SEM) para evaluar la relación entre las variables. Los resultados muestran un impacto negativo estadísticamente significativo de los comportamientos de los supervisores en los resultados organizativos (intención de dejar el trabajo) e individuales (conflicto trabajo-familia). Al mismo tiempo, la cultura institucional afecta negativamente a la intención de dejar el trabajo y el conflicto entre el trabajo y la familia. Si bien se confirman los resultados obtenidos del sector privado en otros países, la importancia de la supervisión y la cultura demuestra implicaciones para las prácticas laborales y familiares en este tipo de organizaciones públicas y profesiones demandantes.
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McMullan, Alicia. "Understanding the Importance of Work-Family Supportive Coworkers in Navigating the Work-Family Interface." Thesis, Université d'Ottawa / University of Ottawa, 2017. http://hdl.handle.net/10393/36276.

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Coworkers can play an important role in helping each other overcome stressful circumstances (Beehr, Jex, Stacy, & Murray, 2000; LaRocco & Jones, 1978; Viswesvaran, Sanchez, & Fisher, 1999), yet work-family researchers have paid significantly less attention to coworker-provided support than they have to supervisor-provided support (Kossek, Pichler, Bodner, & Hammer, 2011). This thesis contributes to the occupational health literature by providing empirical evidence of the benefits of a novel construct termed work-family supportive coworker behavior (WFSCB) – defined as any supportive action that a coworker can take to contribute to the improved management of an individual’s work and family role demands. A phenomenological qualitative investigation revealed five categories of WFSCB that were tested using three quantitative samples to develop and validate a multidimensional measure. The findings indicated that four dimensions of behavior best reflect WFSCB including: 1) emotional support, 2) facilitating work adjustments, 3) sharing resources and knowledge, and 4) proactively developing solutions. In testing the criterion-related validity of the new measure, this research provides evidence of the positive relationship between these behaviors and various work-family outcomes, as higher levels of WFSCB were associated with lower levels of work-to-family conflict, and higher levels of work-family balance, work-family positive spillover, and overall life satisfaction. In addition, the utility of WFSCB as a source of informal workplace support was underscored based on evidence of its incremental validity in the prediction of these same outcome variables over and above a measure of general coworker support (i.e., emotional and instrumental support). Practically, these findings suggest that general measures of coworker support may fall short in assessing a broad spectrum of supportive coworker behaviors that can significantly contribute to improved work-family outcomes. Overall, the results of this research program will place scholars in a better position to provide prescriptive advice to organizations and employees on the behaviors that they can engage in towards one another to promote improved work-family integration for individuals and more broadly, to contribute to a work-family supportive organizational climate.
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McKindley, Angela M. "Family Stabilization: Does it Work?" CSUSB ScholarWorks, 2016. https://scholarworks.lib.csusb.edu/etd/317.

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ABSTRACT The purpose of this research study on family stabilization is to identify whether this program is working while CalWORKs participants are achieving their educational goals. Family stabilization is a county program that assists those who need supportive services in domestic violence, mental health, substance abuse, and homelessness. The first phase was to assess the participant’s knowledge and understanding of the family stabilization program. The second phase involved a focus group, who could express their questions or concerns regarding the family stabilization program. The final stage was to review and interpret the information provided, in hopes to clarify the participants understanding of the family stabilization program is and the services that are available. Results of this study could not answer the proposed research question, Family Stabilization: Does it Work? There was a lack of significance regrading knowledge of the family stabilization program from the CalWORKs participants. This study does show that communication between the participants and the county offices needs improvement; especially on the availability of programs. The weakness pertained to the sample size and duration of the research project. I do find the research as creditable due to the personal interviews pertaining to their understanding of family stabilization. To completely understand how this research project was conducted and analyzed, readers need a fairly refined knowledge of social science research methods.
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Smith, Tiffany N. "A New Perspective on the Work-Family Interface: Linking Achievement Motivation and Work-Family Balance." Scholar Commons, 2009. https://scholarcommons.usf.edu/etd/1777.

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The purpose of this study was to identify whether three achievement motivation variables (LGO, GNS, and AO) were positively related to work-family balance, and to investigate plausible interactions between these variables and work-family stressors on balance perceptions. Relationships of these variables to work-family conflict and facilitation outcomes were also analyzed in order to identify differential relationships. Data were collected from 428 individuals through a web-based survey. Results indicated that all three achievement motivation variables were clearly related favorably to work-family balance and facilitation, while only AO was negatively related to conflict. The relationships between schedule flexibility and all work-family outcomes were moderated by both LGO and GNS. The majority of proposed interactive effects between achievement motivation variables and work-family stressors on balance were not significant. However, several interactions were significant when conflict or facilitation served as the criterion measure. Overall, the results provide support for LGO, GNS, and AO as both direct and indirect contributors to work-family balance.
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Hughes, Kirsten. "Work-family conflict : its antecedents, outcomes and the moderating role of informal work accommodations to family /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18521.pdf.

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Friede, Alyssa Jill. "An intervention-based examination of work-family decision-making self-efficacy and anticipated work-family conflict." Diss., Connect to online resource - MSU authorized users, 2008.

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Perry, MacKenna Laine. "Supervisor-Specific Outcomes of a Work-Family Intervention: Evidence from the Work, Family, & Health Study." PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2509.

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Workplace interventions provide a practical and important means of providing support for employees' work-family needs. However, work-family interventions are rare and are generally not thoroughly evaluated. The current study seeks to better understand the impacts of STAR ("Support. Transform. Achieve. Results."), the large-scale work-family intervention developed and implemented by the Work, Family, & Health Network (see Bray et al., 2013). Drawing on Conservation of Resources theory (Hobfoll, 1989), this study examines supervisors' participation in STAR through assessment of three primary supervisor-specific outcomes: training-related views and behaviors, well-being, and the work-family interface. The sample, consisting of 184 supervisors from 30 extended-care facilities throughout the northeastern United States, comes from archival data that were collected by the Work, Family, & Health Network. Results show a lack of support for STAR intervention effects on supervisor-level outcomes. Despite the lack of statistically significant effects on supervisors, it is important to note the lack of iatrogenic effects, indicating that participation in the STAR intervention did not harm supervisor outcomes. Implications, future directions, and limitations of the study are discussed.
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Books on the topic "Work and the family"

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Work and family. Greenhaven Press, 2012.

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Shein, Jennifer, and Charles P. Chen. Work-Family Enrichment. SensePublishers, 2011. http://dx.doi.org/10.1007/978-94-6091-382-2.

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Work and family life. Sage Publications, 1987.

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Hansel, Tim. Family vacations that work. LifeJourney Books, 1991.

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Sherriff, Rona Levine. Balancing work and family. California Senate Office of Research, 2007.

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Service, Great Britain Work Research Unit Information. Work and the family. Work Research Unit, 1991.

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Durkin, Mary G. Making your family work. Thomas More Press, 1988.

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The work & family sourcebook. Panel Publishers, 1988.

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Tilly, Louise. Women, work, and family. Routledge, 1989.

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Moe, Karine S. Women, Family, and Work. John Wiley & Sons, Ltd., 2007.

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Book chapters on the topic "Work and the family"

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Selfe, Paul. "The Family." In Work Out Sociology. Macmillan Education UK, 1993. http://dx.doi.org/10.1007/978-1-349-13120-4_6.

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Morgan, David H. J. "Work/Family Articulation." In Rethinking Family Practices. Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230304680_9.

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Gassman-Pines, Anna, and Rachel Goldstein. "Work-Family Policies." In The Wiley Handbook of Early Childhood Development Programs, Practices, and Policies. John Wiley & Sons, Inc., 2017. http://dx.doi.org/10.1002/9781118937334.ch21.

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Frone, Michael R. "Work-family balance." In Handbook of occupational health psychology. American Psychological Association, 2003. http://dx.doi.org/10.1037/10474-007.

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Smith, Helen. "Work and Family." In Masculinity, Class and Same-Sex Desire in Industrial England, 1895–1957. Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137470997_4.

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McGinty, Anna Mansson. "Family, Work, Sisterhood." In Becoming Muslim. Palgrave Macmillan US, 2006. http://dx.doi.org/10.1057/9780312376215_8.

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Attwood, Lynne. "Work versus Family." In Creating the New Soviet Woman. Palgrave Macmillan UK, 1999. http://dx.doi.org/10.1057/9780333981825_2.

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Jones, Blake. "Work-Family Fit." In Encyclopedia of Quality of Life and Well-Being Research. Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_3266.

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Stephens, Rebecca, and Joseph G. Grzywacz. "Work-Family Facilitation." In Encyclopedia of Quality of Life and Well-Being Research. Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_3275.

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McNall, Laurel, and Jessica Nicklin. "Work-Family Enrichment." In Encyclopedia of Quality of Life and Well-Being Research. Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_4054.

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Conference papers on the topic "Work and the family"

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Ishak, Mohamad Sukiman. "The Effect Of Work Family Conflict Toward Work Family Enrichment." In IEBMC 2017 – 8th International Economics and Business Management Conference. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.07.02.100.

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Willever-Farr, Heather L., and Andrea Forte. "Family matters." In CSCW'14: Computer Supported Cooperative Work. ACM, 2014. http://dx.doi.org/10.1145/2531602.2531737.

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Ma, Hongyu, Hanying Tang, and Bin Wang. "A Study on Informal Organizational Work-Family Support, Work-Family Enrichment and Work-Family Conflict of Chinese Employees." In 2008 ISECS International Colloquium on Computing, Communication, Control, and Management. IEEE, 2008. http://dx.doi.org/10.1109/cccm.2008.392.

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Vines, John, Stephen Lindsay, Gary W. Pritchard, et al. "Making family care work." In UbiComp '13: The 2013 ACM International Joint Conference on Pervasive and Ubiquitous Computing. ACM, 2013. http://dx.doi.org/10.1145/2493432.2493469.

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Poole, Erika. "Session details: Family." In CSCW'14: Computer Supported Cooperative Work. ACM, 2014. http://dx.doi.org/10.1145/3255612.

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Yang, Shuyuan, and Kui Luo. "Family Friendly Work Practice and Job Satisfaction:The Mediating Role of Work-Family Facilitation." In International Conference on Education, Management, Computer and Society. Atlantis Press, 2016. http://dx.doi.org/10.2991/emcs-16.2016.111.

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Kineva, Todorka. "COLLISION „FAMILY-WORK” – MODERN PROJECTIONS." In 3rd International Scientific Conference on Economics and Management. Association of Economists and Managers of the Balkans, Belgrade; Faculty of Management Koper; Doba Business School - Maribor; Integrated Business Faculty - Skopje; Faculty of Management - Zajecar, 2019. http://dx.doi.org/10.31410/eman.2019.271.

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Pan, Rui, Azadeh Forghani, Carman Neustaedter, Nick Strauss, and Ashley Guindon. "The Family Board." In CSCW '15: Computer Supported Cooperative Work and Social Computing. ACM, 2015. http://dx.doi.org/10.1145/2685553.2699008.

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Huang, Chiung-En, and David W. S. Tai. "Family-Friendly Policies and Work-Family Balance: The Gender Perspective." In 2009 Fourth International Conference on Computer Sciences and Convergence Information Technology. IEEE, 2009. http://dx.doi.org/10.1109/iccit.2009.127.

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Anwar, Saiful, Rusmaini Rusmaini, and Lodya Sesriyani. "Work Family Conflict in Women Who Runs the Family Business." In Proceedings of the 1st International Conference on Economics Engineering and Social Science, InCEESS 2020, 17-18 July, Bekasi, Indonesia. EAI, 2021. http://dx.doi.org/10.4108/eai.17-7-2020.2302974.

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Reports on the topic "Work and the family"

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Blau, Francine, and Anne Winkler. Women, Work, and Family. National Bureau of Economic Research, 2017. http://dx.doi.org/10.3386/w23644.

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Frone, Michael R., and Robert W. Rice. Work-Family Conflict: The Effect of Job and Family Involvement. Defense Technical Information Center, 1986. http://dx.doi.org/10.21236/ada175392.

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Perry, MacKenna. Supervisor-Specific Outcomes of a Work-Family Intervention: Evidence from the Work, Family, & Health Study. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.2506.

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Monzon, Tracy. Social Support as a Buffer of the Relationship between Work and Family Involvement and Work-Family Conflict. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.7032.

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Allen, Elizabeth. An Examination of the Relationship between Work Involvement and Family Involvement and Work-family Conflict in Dual-career Families. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.6864.

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Sale, Brittany. Predictors of Family-Supportive Supervisor Behaviors: Supervisor Job Stress and Work-Family Climate. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.276.

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Guengerich, Terri. Support Family Caregivers Who Work in California: Infographic. AARP Research, 2019. http://dx.doi.org/10.26419/res.00259.076.

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Little, Laura. Organizational Work-Family Support, Life Stages and Flexibility. Purdue University, 2018. http://dx.doi.org/10.5703/1288284317220.

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Ciabattari, Teresa. Single Mothers, Social Capital, and Work-Family Conflict. W.E. Upjohn Institute, 2005. http://dx.doi.org/10.17848/wp05-118.

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Hoynes, Hilary Williamson. Work, Welfare, and Family Structure: What Have We Learned? National Bureau of Economic Research, 1996. http://dx.doi.org/10.3386/w5644.

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