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The work-family paradigm is investigated in order to facilitate an individual's engagement in the social system with regards to work and family. Work-family facilitation is a multi-level process which involves an individualEs engagement in one domain, works which impacts or creates catalysts for change in another domain, family.

Summary: Using a sample of 297 working mothers across three time periods (their last trimester of pregnancy, while on maternity leave, and after returning to the workplace), we examined the role of vicarious abusive supervision, beyond their own experience of abusive supervision, on turnover intentions through experiences of maternal mental health. Utilizing the unfolding model of turnover and Conservation of Resources theory, we found that experiencing the shock event of vicarious abusive supervision contributed to job‐related negative emotions as well as postpartum depressive symptoms in working new moms. Further, this experience of vicarious abusive supervision contributed to job‐related emotional exhaustion and turnover intentions, even after controlling for the mother's own experience of being targeted with abusive supervision behaviors. Finally, we examined the moderating role of financial dependence on this process and found that when working mothers' families were financially dependent on her job, the mothers were less likely to have turnover intentions. Implications for research and practice are provided. [ABSTRACT FROM AUTHOR]

Nearly 3 decades have passed since Hofstede (1980) collected the data used to classify countries by their underlying work-related value structures. The present study, in which recent data from 9 countries in 4 continents was collected, is a reexamination of his country classifications. The results suggest that many shifts have occurred since Hofstede's study in 1980. These shifts are related to some of the major environmental changes that have occurred., Hofstede's (1980) study is one of the most frequently cited research efforts regarding the relationship between national culture and work-related values (Bhagat & McQuaid, 1982). His research has been instrumental [...]

I have found it to be a craft to arrange truths so that people will like you. Like making flower arrangements of the facts, placing them so that the wilted [...]

Does family really matter when it comes to work? To answer this question, we tested the relationships between a job incumbent's family life and a co-worker's work life and found that one person's family may impact another person's work. We hypothesized that job incumbent family functioning influences workplace outcomes through work–family balance (WFB) to shape a co-worker's job attitudes and experiences. Further, we proposed that task interdependence moderates the mediated effects of WFB on the relationship between family functioning and these outcomes. Our sample was 226 married job incumbents living in the United States who work full time, along with responses from both their spouses and co-workers. We found that WFB mediates family functioning's relationship with the co-worker's job satisfaction, job incumbent's incivility, and job incumbent's task-focused organizational citizenship behaviors. Task interdependence moderated family functioning's indirect effect on co-worker job satisfaction and the incumbent's incivility through WFB. There were no significant effects of job incumbent family functioning on co-worker organizational commitment. Thus, family does matter as positive family functioning not only allows the employee to reap the benefit of WFB, but also co-workers benefit through increased job satisfaction and the job incumbent performing more helpful and collegial behavior toward the co-worker. [ABSTRACT FROM AUTHOR]

This study examines the effects of technology-enacted abusive supervision, defined as subordinate perceptions of supervisor's use of information and communication technologies (ICTs) to engage in hostile communications. This research was designed to examine if technology-enacted abusive supervision has an impact on both the work and family domains. Based on conservation of resources theory, we theorize that technology-enacted abusive supervision enhances subordinate engagement in emotional labor surface acting, which contributes to emotional exhaustion, which in turn impacts both the work and family domains. Results demonstrate significant paths in both domains. Subordinate perceptions of technology-enacted abusive supervision are positively related to the engagement in technology-enacted incivility through the serial mediation of emotional labor surface acting and emotional exhaustion. Additionally, subordinate perceptions of technology-enacted abusive supervision are positively related to family undermining at home for the subordinate through the serial mediation of emotional labor surface acting, emotional exhaustion, and stress transmission. [ABSTRACT FROM AUTHOR]

Our study builds on recent trends to understand the work-family interface through daily experiences of boundary management. In particular, we investigated boundary violations, or events in which family life breaches the boundary of work and vice versa. Our purpose was to enlighten the process between violations and relevant outcomes, building on the foundations of affective events theory and boundary theory. Specifically, we aim to (1) tease apart boundary violations at work and at home from the established construct of work-family conflict, (2) explore the affective events theory process through which cognitive and affective reactions to boundary violation events contribute to work-family conflict and satisfaction, and (3) examine positive and negative reactions to boundary violations. Findings from a 2-week daily diary study of 121 employed participants partially supported our predictions. Boundary violations contributed to general perceptions of work-family conflict both directly and indirectly through cognitive appraisals of thwarted goals and, in the work domain, negative affective reactions. Violations were also related to satisfaction through goal appraisal. Finally, benefits in the form of positive affect were found from boundary violations due to facilitated goals in the interrupting domain. [ABSTRACT FROM AUTHOR]