Family–work conflict and job performance: A diary study of boundary conditions and mechanisms

In this study, we used a within‐person daily research paradigm to examine the relationship between daily family–work conflict (FWC) and daily job performance. On the basis of theory on dynamic behavior, we hypothesized that concentration serves as a mechanism through which daily FWC impairs daily job performance. We further predicted that psychological detachment from work during time‐off (i.e., mentally switching off) buffers the negative relationship between daily FWC and daily job performance. Ninety‐five employees completed daily surveys over one workweek. Multilevel modeling results showed that daily FWC was negatively associated with daily job performance and that concentration mediated this relationship. Furthermore, general psychological detachment, but not daily psychological detachment, buffered the negative relationship between daily FWC and daily job performance. The current findings suggest that daily FWC has negative performance implications and that the general level rather than the daily level of psychological detachment from work helps alleviate the negative implications. Copyright © 2013 John Wiley & Sons, Ltd.     

Does daily proactivity affect well‐being? The moderating role of punitive supervision

Proactive behavior (self‐initiated and future‐oriented actions to bring about change) has largely positive consequences for organizationally oriented outcomes such as job performance. Yet the outcomes of proactivity from a well‐being perspective have not been clearly considered. Drawing on self‐determination theory and the stressor‐detachment model, we propose two distinct paths by which proactivity affects individuals' daily well‐being. The first path is an energy‐generating pathway in which daily proactive behavior enhances end‐of‐work‐day vitality via perceived competence. The second is a strain pathway in which daily proactive behavior generates anxiety at work, which undermines the process of detachment from work. We argue that these pathways are shaped by the extent to which supervisors are prone to blaming employees for their mistakes (punitive supervision). We tested this model using a sample of 94 employees who completed surveys three times a day for between 5 and 7 days. Our multilevel analyses provide support for the proposed dual‐pathway model and suggest differential well‐being outcomes of daily proactive work behavior. Overall, when an individual behaves proactively at work, they are more likely to experience higher levels of daily perceived competence and vitality. However, these positive effects can exist in parallel with daily negative effects on end‐of‐workday anxiety, and hence bedtime detachment, but only when the supervisor is perceived to be punitive about mistakes.     

Recovery from work‐related effort: A meta‐analysis

This meta‐analytic study examines the antecedents and outcomes of four recovery experiences: psychological detachment, relaxation, mastery, and control. Using 299 effect sizes from 54 independent samples (N = 26,592), we extend theory by integrating recovery experiences into the challenge–hindrance framework, creating a more comprehensive understanding of how both after‐work recovery and work characteristics collectively relate to well‐being. The results of meta‐analytic path estimates indicate that challenge demands have stronger negative relationships with psychological detachment, relaxation, and control recovery experiences than hindrance demands, and job resources have positive relationships with relaxation, mastery, and control recovery experiences. Psychological detachment after work has a stronger negative relationship with fatigue than relaxation or control experiences, whereas control experiences after work have a stronger positive relationship with vigor than detachment or relaxation experiences. Additionally, a temporally driven model with recovery experiences as a partial mediator explains up to 62% more variance in outcomes (ΔR² = .12) beyond work characteristics models, implying that both work characteristics and after‐work recovery play an important role in determining employee well‐being.     

The role of hindrance stressors in the job demand–control–support model of occupational stress: A proposed theory revision

Previous research on the job demand–control–support (JDCS) model of occupational stress has generally been inconsistent at best regarding a key issue: the interaction of demands, control, and support in predicting employee health and well‐being. However, the model continues to be tested in a variety of studies and academic journals owing to its intuitive appeal. By incorporating conservation of resources theory with knowledge from the challenge–hindrance stressor framework, we proposed that hindrance stressors, not the challenge stressors commonly assessed when testing JDCS theory, will provide validation for the model. A two‐wave panel study of 228 employees in a variety of occupations provided support for three‐way interactions between hindrance demands, control, and support predicting job‐related anxiety and physical symptoms. Three‐way interactions using a challenge demand (forms of workload) were not significant, consistent with our propositions. In summary, this study supports the buffering effect of control and support on the relationship between job demands and strain only when job demands reflect hindrance stressors, thereby proposing to alter the JDCS model by specifying that it applies primarily to hindrance stressors in a job hindrance–control–support model. Copyright © 2015 John Wiley & Sons, Ltd.     

Cross‐national job stress: a quantitative and qualitative study

Using both quantitative and qualitative methods, this study contrasted employees' job stress perceptions and their relationships to strains in China and the United States. Significant job stressor–strain correlations were found in both countries. However, hierarchical regression analyses revealed significant interactions of country by job stressors in predicting job strains, indicating the unique patterns of stressor–strain relationships in China and the United States. In the qualitative analyses, American employees reported significantly more incidents of lack of job control, direct interpersonal conflict, lack of team coordination, anger, frustration, feeling overwhelmed, and stomach problems than the Chinese. Chinese employees reported significantly more incidents of job evaluations, work mistakes, indirect conflict, employment conditions, lack of training, anxiety, helplessness, sleep problems, and feeling hot than the Americans. The qualitative approach contributed above and beyond the quantitative results in that it revealed culture‐specific job stressors of job evaluations, work mistakes, and indirect conflict that had been overlooked in western‐based stress research. Copyright © 2007 John Wiley & Sons, Ltd.     

Job stress,incivility, and counterproductive work behavior (CWB): the moderating role of negative affectivity

The current study was designed to replicate findings from previous research regarding the relationships between job stressors, negative affectivity, and counterproductive work behavior (CWB) using peer‐reported data and to assess the effects of workplace incivility on employee satisfaction and CWB. Results indicate that incivility, organizational constraints, and interpersonal conflict were negatively related to job satisfaction and positively related to CWB. Support was also found for the role of negative affectivity as a moderator of the relationship between job stressors and CWB, although only one significant moderator was found using peer‐reported CWB. In general, the relationships between job stressors and CWB were stronger for individuals high in negative affectivity than for individuals low in negative affectivity. Copyright © 2005 John Wiley & Sons, Ltd.     

The impact of a large‐scale traumatic event on individual and organizational outcomes: exploring employee and company reactions to September 11, 2001

Much of the literature on stress and organizational outcomes has focused on organizational factors and has ignored extraorganizational stressors that lead to perceived stress. However, research in other fields and recent studies in management suggests that acute‐extraorganizational stressors, such as traumatic events, may have potentially negative and costly implications for organizations. This study tests a theoretical model of traumatic stress and considers the relationship between strain from an acute‐extraorganizational stressor, the terrorist attack on September 11, 2001, and absenteeism. Using a sample of 108 MBA and MPA students, this study suggests that strain caused by an acute‐extraorganizational stressor can have important consequences for organizations. Namely, employees who report more strain from a traumatic life event are more likely to be absent from work in the weeks following the event. Copyright © 2002 John Wiley & Sons, Ltd.     

A double‐edged sword: The moderating role of conscientiousness in the relationships between work stressors,psychological strain,and job performance

Although conscientiousness was commonly viewed as a type of personal resource to help individuals reduce strain or mitigate the impacts of stressors, empirical research demonstrated mixed results. Based on the personal resource allocation perspective, we posited that rather than functioning as personal resource per se, conscientiousness may act as a key factor influencing how individuals allocate their personal resources. The current study examined the moderating roles of conscientiousness in the relationships that work stressors (i.e., challenge stressors and hindrance stressors) have with employee psychological strain and job performance by using multi‐source, time‐lagged data collected from 250 employees working at two companies. The results showed that both challenge stressors and hindrance stressors were positively related to psychological strain. Conscientiousness moderated the relationships between both stressors and psychological strain, such that the positive relationships were stronger for individuals with high conscientiousness. Conscientiousness also moderated the relationship between challenge stressors and performance, such that the relationship was positive for individuals with high conscientiousness but negative for those with low conscientiousness. Altogether, the findings suggest that conscientiousness acts as a double‐edged sword that both promotes performance and exacerbates the stress reaction of employees when they are confronted with stressful situations. Copyright © 2014 John Wiley & Sons, Ltd.     

Modeling negative affectivity and job stress: a contingency‐based approach

Understanding the role of negative affectivity (NA) in relations between job stressors and resultant strains has been a major source of research interest in the organizational literature for almost two decades. In this study, we propose a contingency approach, whereby the role of NA depends on the nature of the strain construct under investigation. Specifically, we predicted that perceived job stressors would fully mediate the relationship between NA and turnover intentions, while job stressors would only partially mediate the relationship between NA and job and life satisfaction, and job stressors would be unrelated to depression once NA was taken into account. The relative fit of these four models is tested utilizing data from two divergent samples (sales representatives and managers) employing both self‐ and informant reports of strain measures where feasible. Hypotheses regarding the specified nature of the NA → stressor → strain relationship generally were supported and replicated across samples. In addition, an alternate model specifying that NA moderates the relationship between stressors and strains was not supported for any strain variable. Copyright © 2004 John Wiley & Sons, Ltd.     

The effects of job stressors on marital satisfaction in Finnish dual‐earner couples

The focus on the present study was to test a mediational model appropriate for explaining the effects of psychosocial job stressors, i.e., job insecurity, job autonomy, time pressures at work, leadership relations and work–family conflict, on marital satisfaction via job exhaustion and psychosomatic health. The study was carried out among 215 married or cohabiting dual‐earner couples. The proposed model was tested through structural equation analysis (LISREL). The results indicated that the job stressors, except for job autonomy, spilled over into marital satisfaction via job exhaustion and psychosomatic health for both men and women. However, no empirical support was found for the crossover of job stressors between partners, signifying that job stressors experienced by one partner did not influence the marital well‐being of the other. Copyright © 1999 John Wiley & Sons, Ltd.     

Overqualification and counterproductive work behaviors: Examining a moderated mediation model

The current study examined the effect of employees' perceived overqualification on counterproductive work behaviors (CWBs). Building on person–job fit theory and prior research on such organizational phenomena, we conceptualized overqualification as a type of poor person–job fit. Drawing on the dual‐process model, we further suggested that in processing their person–job misfit, overqualified employees might cognitively appraise themselves as less worthy organizational members and experientially feel angry toward the employment situation. We also suggested that to the extent that overqualified people are sensitive to justice, they may react more or less strongly to being overqualified. We tested our predictions using time‐lagged data from a sample of 224 workers and their supervisors employed in a large manufacturing company in China. Consistent with our theoretical framework, we found that organization‐based self‐esteem (OBSE) and anger toward employment situation mediated the positive relationships between perceived overqualification and both self‐rated and supervisor‐rated CWBs. In addition, justice sensitivity moderated the relationship between perceived overqualification and the mediators (i.e., OBSE and anger) and the indirect relationship between perceived overqualification and CWB. The theoretical and practical implications of these findings as well as future research directions are discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

Work‐to‐nonwork conflict among married male and female lawyers

The primary objective of this study was to examine work‐related factors that were hypothesized to contribute to time‐ and strain‐based work‐to‐nonwork conflict among married male and female lawyers. The findings show that work overload was the only common determinant for both forms of work‐to‐nonwork conflict for both male and female lawyers. Work context was important in understanding female lawyers' feelings of time‐ and strain‐based conflict, where working in a law firm resulted in greater work‐to‐nonwork conflict. For male lawyers, working longer hours, working in a setting with more women and having a wife who held the breadwinner role contributed to their feelings of time‐based conflict. Contrary to what was expected, the actual number of hours worked was not important in influencing married lawyers' feelings of work‐to nonwork conflict. The results show that the domestic status variables were not important for female lawyers' feelings of time‐based conflict and that additional family roles reduces their feelings of strain‐based conflict. It was argued that female lawyers may successfully cope with their demanding careers because they can afford to pay for external sources of child care and domestic assistance, which should be investigated in future research. It was also suggested that working long hours does not automatically lead to work‐to‐nonwork conflict for lawyers because they typically exercise considerable control over the scheduling of their work time, which may allow them to deal with the potentially conflicting demands of their work and nonwork lives. Copyright © 1999 John Wiley & Sons, Ltd.     

Work environment and the well-being of clerical and VDT workers

This paper explores the relationships between extent of video display terminal usage, perceptions of the physical work environment, task characteristics, and workers' health and well-being among a group of 1032 female office clerical workers. Data are drawn from responses to a 30-minute questionnaire administered at four employment sites during 1981 and 1982. All-day terminal users reported significantly higher levels of job and physical environment stressors than part-day VDT users, typists and non machine-interactive clerical workers. Reports of musculo-skeletal strain and dissatisfaction were also highest among all day terminal users. Part-day VDT users, typists and clerks all reported relatively similar levels of job and physical working conditions, health symptoms and job satisfaction. No significant differences between any of the groups were observed for gastrointestinal, respiratory, psychological and other non-specific health complaints. Typists and clerical workers who also held supervisory positions reported fewer stressors and greater job satisfaction than workers with no supervisory tasks; however there were no such differences between supervisors and non-supervisors engaged in all-day VDT work. Implications of these findings for further research and for job redesign strategies to alleviate the potentially stressful aspects of office automation are discussed.     

Work stressors and coworker support as predictors of individual strain and job performance

This study examined job stressors and coworker social support in relation to both psychological strains and performance. One hundred and ninety‐eight door‐to‐door bookdealers, employed on a seasonal basis, completed self‐report measures of job stressors, psychological strains, coworker social support, and job performance. Performance data were also obtained from company records. Results indicated that stressors predicted both psychological strains and one of the two measures of performance. The strongest predictor was a job‐specific measure of chronic stressors. Social support predicted psychological strains, although it was only weakly related to performance. There was no evidence that social support moderated the effects of any of the stressors. Implications of these findings are discussed. Copyright © 2000 John Wiley & Sons, Ltd.     

Does job insecurity threaten who you are? Introducing a social identity perspective to explain well‐being and performance consequences of job insecurity

This paper introduces a social identity perspective to job insecurity research. Worrying about becoming jobless, we argue, is detrimental because it implies an anticipated membership of a negatively evaluated group—the group of unemployed people. Job insecurity hence threatens a person's social identity as an employed person. This in turn will affect well‐being and job performance. A three‐wave survey study amongst 377 British employees supports this perspective. Persons who felt higher levels of job insecurity were more likely to report a weaker social identity as an employed person. This effect was found to be stable over time and also held against a test of reverse causality. Furthermore, social identity as an employed person influenced well‐being and in‐role job performance and mediated the effect of job insecurity on these two variables over time. Different to the expectations, social identity as an employed person and organisational proactivity were not connected. The findings deliver interesting evidence for the role of social identity as an employed person in the relationships between job insecurity and its consequences. Theoretically, this perspective illustrates the individual and group‐related nature of job insecurity and offers a novel way of connecting work situations with individual well‐being, behaviour and attitudes. Copyright © 2017 John Wiley & Sons, Ltd.     

The effect of positive work reflection during leisure time on affective well‐being: Results from three diary studies

Previous research showed that psychological detachment from work during leisure time is beneficial and that reflecting on negative aspects of work is detrimental for employees' well‐being. However, little is known about the role of positive reflection about work during leisure time. In the present research, we examined the effects of positive work reflection on affective well‐being. Additionally, we tested the effectiveness of an intervention to increase positive work reflection and to improve well‐being with a randomized controlled field experiment. Findings from three diary studies showed that positive work reflection was related to an increase in affective well‐being with regard to both positive and negative moods. The results further indicated that the benefits of positive work reflection were incremental to that of psychological detachment and the absence of negative work reflection. Contrary to our expectation, no evidence was found for the effectiveness of the intervention. Theoretical implications of main findings as well as supplementary findings are further discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

A meta‐analysis of sleep and work performance: An examination of moderators and mediators

The present study utilizes meta‐analytic techniques to examine the literature on sleep and work performance. In line with previous meta‐analytic research, results indicate that sleep and work performance have a positive relationship. However, more importantly, results from moderator analyses reveal that the type of sleep measurement (sleep quantity and sleep quality), work performance measurement (task performance, organizational citizenship behavior, and counterproductive work behavior), analysis method (between‐person and within‐person), sleep report source (self‐report, other report, and objective), sleep recall window (day, week/month, and more than 1 month), and study setting (field and laboratory) differentially influence the strength of the sleep–work performance relationship. Furthermore, meta‐analytic SEM results indicate that certain mediators (affect, job attitudes, and cognitive resources) provide stronger explanations (i.e., stronger indirect effects) for the relationship between sleep and work performance, depending on the specific type of performance being examined. In general, results highlight the importance of construct operationalization and methodology decisions when conducting sleep–work performance research and provide greater insight into explanations for the relationship between sleep and work performance. Research implications, practical implications, potential limitations, and future directions are also discussed.     

Is being a leader a mixed blessing? A dual‐pathway model linking leadership role occupancy to well‐being

Recent leadership research has drawn greater attention to how the well‐being of leaders influences leadership behaviors, follower performance and well‐being, and overall leadership effectiveness. Yet little attention has been paid to the relationship between occupying leadership positions and job incumbents' well‐being. This research addresses this question by developing and testing a dual‐pathway model. Our model proposes that incumbency in leadership positions is positively related to high levels of both job demands and job control, whereas job demands and job control have offsetting effects on well‐being. Results based on a longitudinal sample revealed that employees who transitioned from nonleadership positions to leadership roles showed trajectories of increasing job demands and job control, whereas such trends were weaker among those who remained in nonleadership positions. Findings from three additional samples generally demonstrated that leadership role occupancy was indirectly related to various indices of psychological and physiological well‐being through job demands and job control. Because the signs of the indirect effects through job demands and job control differed in expected ways, the overall relationship between leadership role occupancy and the well‐being outcomes was generally small and nonsignificant. We discuss research and practical implications of our framework and findings for organizations, employees, and leaders.     

Antecedents of work–family conflict: A meta‐analytic review

This study provides and meta‐analytically examines an organizing framework and theoretical model of work–family conflict. Results, based on 1080 correlations from 178 samples, indicate that work role stressors (job stressors, role conflict, role ambiguity, role overload, time demands), work role involvement (job involvement, work interest/centrality), work social support (organizational support, supervisor support, coworker support), work characteristics (task variety, job autonomy, family friendly organization), and personality (internal locus of control, negative affect/neuroticism) are antecedents of work‐to‐family conflict (WFC); while family role stressors (family stressors, role conflict, role ambiguity, role overload, time demands, parental demands, number of children/dependents), family social support (family support, spousal support), family characteristics (family climate), and personality (internal locus of control, negative affect/neuroticism) are antecedents of family‐to‐work conflict (FWC). In addition to hypothesized results, a revised model based on study findings indicates that work role stressors (job stressors, role conflict, role ambiguity, role overload) and work social support (organizational support, supervisor support, coworker support) are predictors of FWC; while family role stressors (family stressors, role conflict, role ambiguity, role overload), family involvement (family interest/centrality), family social support (family support, spousal support), and family characteristics (family climate) are predictors of WFC. Copyright © 2010 John Wiley & Sons, Ltd.     

Work and non-work correlates of illness and behaviour in male and female Swedish white collar workers

Four broad classes of dependent variables (psychological strain, physical illness symptoms, health-related behaviour and social participation) were associated with eleven categories of stressors and stress moderators from work and family life, using multiple logistic regression analysis for a random sample of 8700 full-time male and female members of T.C.O., a major Swedish white-collar labour federation (covering 25 per cent of the Swedish labour force). Our goal was to find broad patterns of associations by comparing relative magnitudes of effects for (a) stressors and stress moderators; (b) work and family activities, and (c) males and females. Fifty per cent of the associations between environmental factors and dependent variables were significant in the predicted direction at the 5 per cent level. However, only 5 per cent of the associations are as strong, for example, as average smoking/heart disease associations. Our primary conclusion is that job factors are the next strongest set of predictors of health and behaviour after age. Job factors are stronger than family factors for both men and women; proportionally increasing the explained variance by over 60 per cent versus roughly 20 per cent for family factors (over the 25 per cent of explanation due to demographic factors). The overall pattern of stressor/outcome associations is quite similar for men and women, although both job/outcome and family burden/outcome associations are stronger for women than for men. We failed to find a clear linkage between particular stressors and particular physical illnesses. Among the job factors, control and work load have the strongest associations; with the former predicting behaviour patterns and job satisfaction (along with social support), and the latter predicting mental strain symptoms. Family problems are associated with increased health risks (stronger for men) and family responsibilities and constraints affect health behaviour (stronger for women). Job satisfaction is the most successfully predicted outcome in the study, and is similarly affected for men and women.