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T6 (Allen (2013) (Negative Work-Family Linkage (PREDICTORS (SEX (small…

- - - - each direction of conflict has a unique set of predictors and antecedents
    - - time-based conflict
      - strain-based conflict
      - behavior-based conflict
    - - SEX (small effect)
        
        women = more FIW
        
        men = more WIF
      - PARENTHOOD
        
        Increases both FIW and WIF but for greater extent for woman than men
      - MARTIAL STATUS
        
        Single Parents = FIW and WIF
        
        Dual earning couples = more FIW relative to single-earning couples
      - ROLE STRESSORS (ambiguity, demands, overload)
        
        work -orginating stressors induce WIF and family-originating stressors increase FIW
    - - FIW and WIF both relate to
        
        both physical and psychological strains
        
        life satisfaction
        
        burnout
        
        life satisfaction
        
        job satisfaction
        
        martial satisfaction
      - Researched through Event-signal method (type of diary studies)
        
        if you have multiple measures over tie = you have to use muti-level analysis
      - WIF
        
        alcohol use and problems
        
        Obseity and lack of exercise (same for FIW)
  - - - Positive spill-over
        
        transfer of generated mood, skills, behaviors and values from work to family and vice versa
      - work-family facilitation
        
        engagement in one life domain provides gains that contribute to performance in other domain
      - work-family enrichment
        
        experiences in one role improve the quality of life in the other role through the transfer of resources form one role to another
        
        felxibility
        
        social capital resources
        
        skills and perspectives
        
        psychological and physical resources
        
        material resources
    - - women experience higher enrichment than men
      - main predictor = amount of resources
      - FWE (family-work enrichment) = involvement in the famioly, martial role commitment
      - WFE = job involvement, characteristics of the job
      - OUTCOMES
        
        opposite of the J-F conflict
  - - - ""Acomplishment of role-related expectations that are reported and shared by an individual and his/her role partners in the work and family domains""
      - ÖR ""Extent to which individual effectiveness and satisfaction in work and family roles are compatible with individuals life role priorities at a given point of time""
        
        Life role priority = relative emphasis placed on different life roles
      - PREDICTIONS AND OUTCOMES
        
        time spent on various activities
        
        more h at work = less balance
        
        more time with children = more balance
  - - - when family role was highly valued, work domain predictors were more highly associated with work-family conflict and satisfaction
      - Valuing power (+) FIW and WIF
      - benevolence (+) WIF
      - Hedonism (+) WIF
      - Materialism (+) FIW
      - Conservatism = not related to conflict at all
      - Integration/Separation of Work/Family Values
        
        integration = lurring the oundaries etween roles. separation = keeping it separate
        
        boundary management key factor in faccilitating performanc ein oth family and work domains
        
        Segmentation might e useful as a prevention for conflicts, UT it locks possile enrichments/facilitations
        
        Segmentation/Integration = possile moderators in W-F relationships
        
        The higher the integration, the higher the cross-over relationship.
        
        moderation of the extent,that work stressors cross over to FIw and that family stressors cros over to wIF
        
        Also explains why tere is o much diference in telecomuting = some people get too distracted at home, and some people are more productive at home than at office.
  - - - Dependent Care = elder care services, paid leaves etc.
        
        users (parents) = using onsite child care services report les child care problems and more positive work faamily attitudes. NO relation with performance tho
        
        use of dependent care (elder/childs) (+) WIF in dual career woman
        
        child care (+) commitment to organisation
        
        also moderated through integration and segmentation
      - Flexibility
        
        types
        
        when = flextime/scheduling flexibility
        
        Results Only Work environment (ROWE) = (-) with turnover, W-F conflict, (-) role stress (-) absenteeism
        
        (+) with productivity, jo satisfaction, work schedule satisfaction
        
        mobility seems not to be related to wF alance
        
        where = telecommuting/flexplace
        
        migth be a
        
        WF conflict may influence use of flexwork and flextime
        
        FLEXTIME = BETTER
      - Supervisor Support
        
        instrumental support
        
        role modeling ehavior
        
        emotional support
        
        creative work-family management
      - Informal Organisational Support
        
        face-time orientation
        
        familyy-supportive organisational perception
        
        work-family culture
        
        work-family climate
        
        ALL THESE CONSTRUCTS SHARE = recognition that norms and expectations in organisation influence feelings of comfort with use of policies like flextime or flexwork
      - Legislative Policy
        
        goverment imposed policies vatry across the world = and studies suggest they have little imact on every day life of people.
        
        High social support (+) FIW for Woman !!!!!(Swden vs netherlands research)
      - CROSS-NATIONAL WORK AND FAMILY RESEARCH
        
        USA, Australia, UK = reported the lowest conflcit
        
        Taiwan, HongKong, Portugese highest WF pressure
        
        Sweden>Netherlands>UK>Czech republic>Hungarian
        
        Values of Culture and Work life balance (absence of WF conflict)
        
        Countries scoring MEDIUM on gender equalityindex showed the greatest balance
        
        egalitarianism and humane orientation follow this trend (Medium>high>low)
        
        Collectivism (-) Balance, but (-) Conflict (the people spend more itme at work and are more cut-off form family and work
- - - - emotional demands (emotion regulation)
      - work role overload
      - jo demands
      - job characteristics