Denise M. Rotondo

Coping with multiple dimensions of work‐family conflict

One way to reduce work‐family conflict is for individuals to have the ability to effectively cope with the stressful demands. The relationships between four styles of work and family coping (direct action, help‐seeking, positive thinking, and avoidance/resignation) and levels of work‐family conflict are considered. Two different forms of work‐family conflict (time‐based and strain‐based) were examined as well as the effect of direction (work interfering with family, family interfering with work) to examine the efficacy of different coping styles. Help‐seeking and direct action coping used at home were associated with lower family interfering with work conflict levels. Avoidance/resignation coping was associated with higher conflict levels of all types. The results suggest individuals may have greater control and opportunity for positive change within the family domain compared with the work environment.

Conflict, facilitation, and individual coping styles across the work and family domains

Purpose – The purpose of this paper is to explore the relationships between four general coping styles, work and family conflict, and work and family facilitation in a simultaneous equations frameworkDesign/methodology/approach – Data from the MIDUS study were analyzed using two‐staged least squares regression to incorporate the reciprocity between the work and family domains into the model. Hypotheses about direct action, advice seeking, positive thinking, and cognitive reappraisal as they affect work family (W‐F) and family‐work (F‐W) conflict were tested. The impact of the coping styles on work and family facilitation has not been studied before and was also included.Findings – The efficacy of individual coping styles on conflict and the relationships between coping and facilitation were not uniform and varied depending on the source domain. Positive thinking was associated with higher W‐F and F‐W facilitation. Direct‐action was associated with lower F‐W conflict and higher F‐W facilitation. Reappraisa...

The Moderating Effect of Work-Linked Couple Relationships and Work-Family Integration on the Spouse Instrumental Support-Emotional Exhaustion Relationship

Based on boundary theory and conservation of resources theory, we argue that employees with a spouse in the same occupation or workplace (referred to as work-linked couples) enhance the effectiveness of spousal instrumental support in reducing emotional exhaustion. In the first study of nurses (n = 103), we found that work-linked couples have more highly integrated work and family roles than participants whose spouses did not share an occupation or workplace. In a second study of working adults (n = 484), we found that work-linked couples have a stronger relationship between spouse instrumental support and the reduction of emotional exhaustion; this moderated relationship was mediated by their work-family integration. We discuss the implications of these findings for the study of work and family roles, social support, and emotional exhaustion, and provide suggestions for future research.

Individual-Difference Variables and Career-Related Coping

Because of the widespread use of downsizing and restructuring, employees in the United States are reaching their career plateaus earlier than before. This study examined the relationship between individual-difference variables and the use of commonly recognized coping strategies for plateaued employees. A sample of 120 plateaued U.S. employees was used to examine relationships between need for achievement, job involvement, negative affectivity, age, and tenure and 13 positive and negative career-plateau coping behaviors. Need for achievement and chronological age were most closely associated with choosing positive strategies. Negative affectivity was associated with the selection of negative strategies. Although job involvement and tenure had some significant associations, they did not co-vary in consistent directions with the coping strategies.

Developing Social Support in Employees: Human Resource Development Lessons From Same-Career Couples

The problem and the solution. In light of research suggesting significant links between social support and human resource outcomes, managers have become increasingly concerned with how to develop social support. One solution is to examine the experiences of a group of employees with extremely high work—life integration, same-career couples, to develop lessons for human resource development. Same-career couples are employees who work in the same workplace or in the same occupation as their partner. From their experiences and research concerning social support resources in organizations, the authors suggest mechanisms to develop social support with the intention of improving human resource outcomes.

A cross-cultural study of managerial skills and effectiveness

Purpose – The purpose of this study is to examine the relationship between managerial skills and effectiveness in a cross-cultural setting to determine their applicability. Design/methodology/approach – Data from 7,606 managers in 5 countries from a large multinational firm were analyzed using structural equation modeling to assess all relationships simultaneously and reduce error effects. Findings – The results support the cross-cultural validity of the model of managerial skills-effectiveness. Few cross-cultural differences were found. Interactive skills had greater positive impact on attitudes than initiating skills. Pressuring skills had a negative impact on attitudes. None of the skill sets were related to job performance. Research limitations/implications – Using a single firm and industry to control for other cultural levels may limit the generalizability of the results. Only three skill sets were assessed and one coarse-grained measure of culture was used. These factors may account for the few cul...