Janet L. Barnes-Farrell

Work-to-relationship conflict: crossover effects in dual-earner couples.

To better understand the outcomes for couples whose work interferes with their relationships, with an emphasis on the crossover effects that can occur in close relationships, we examined experienced work-to-relationship conflict and perceptions of partners work-to-relationship conflict for both members of 113 dual-earner couples. Outcomes of interests included relationship tension, health symptoms, and relationship satisfaction. Results indicate that personal work-to-relationship conflict and perceptions of partners work-to-family conflict were related to personal as well as partner outcomes; a variety of direct crossover effects were demonstrated. The actor-partner interdependence model was incorporated to account for issues of interdependent data that naturally occur in relationship dyads, a methodological issue not typically addressed and accounted for in the dyadic work-family interface literature.

A Short, Valid, Predictive Measure of Work-Family Conflict: Item Selection and Scale Validation

The purpose of this research is to develop an abbreviated version of Carlson, Kacmar, and Williamss (2000) multidimensional measure of work-family conflict. The abbreviated measure would have high utility in research situations in which a measure representative of the entire theoretical construct is desired, but the use of a long measure is precluded, as in diary and longitudinal designs. Two 3-item abbreviated measures based on Carlson et al.s multidimensional measures were developed, 1 to assess work-to-family conflict and 1 to assess family-to-work conflict. Two samples were used to provide concurrent and predictive validity evidence for the abbreviated measure. Results from Study 1 indicate that the abbreviated measure has the expected factor structure and exhibited concurrent and predictive validity that replicated results found with Carlson et al.s 18-item measure. Results from Study 2 provide additional psychometric and construct validity evidence for the abbreviated measure; the abbreviated measure was internally consistent, exhibited good test-retest reliability, and was systematically related to measures of role stressors, work-family balance, and well-being outcomes.

Development and initial evaluation of an enhanced measure of boundary flexibility for the work and family domains.

This manuscript reports the development of a measure of work and family domain boundary flexibility. Building on previous research, we propose an expanded definition of boundary flexibility that includes two components-flexibility-ability and flexibility-willingness-and we develop a measure designed to capture this more comprehensive definition of boundary flexibility. Flexibility-ability is conceptualized as an individuals perception of personal and situational constraints that affect boundary management, and flexibility-willingness is conceptualized as an individual difference variable that captures the motivation to engage in boundary flexing. An additional feature of domain boundaries, permeability, is also examined. Data are presented from two studies. Study 1 (N = 244) describes the development of a multiscale measure that extends current conceptual definitions of boundary flexibility. Study 2 (N = 225) describes the refinement and evaluation of this measure. Confirmatory factor analysis, reliability evidence, interscale correlations, and correlations with important work-family constructs (e.g., domain centrality, work-family conflict) provide initial construct validity evidence for the measure.

Accommodation in the workplace

Abstract With the passage of the Americans with Disabilities Act, employers are now required to provide reasonable accommodations for qualified individuals with disabilities. Although the practice of accommodating applicants or employees is not new, accommodation for disabled individuals has shifted the thinking about accommodation and our perceptions and reactions to such practices. In this article, four major factors that contribute to workplace reactions to accommodation are discussed: (1) rationale for the accommodation, (2) the nature of the accommodation, (3) whether the accommodation is organization, employee or jointly initiated, and (4) the characteristics of the target or person being accommodated. A general framework is presented depicting how these variables combine to influence workplace reactions to accommodation. Research from managerial, social psychological and rehabilitation literatures is reviewed and integrated.

Trait Judgments of Stay-At-Home and Employed Parents: A Function of Social Role and/or Shifting Standards?:

Primarily middle-class, White college students (n = 484) read a brief description of a stay-at-home or employed mother or father, estimated how often the target performed several parenting behaviors, and rated her/him on communion and parenting effectiveness. Results showed that respondents estimated more parenting behaviors for mothers than fathers in both roles, gave stay-at-home mothers and fathers similar trait ratings, and viewed employed mothers as lower in communion and parenting effectiveness than fathers. The behavioral findings indicate that social role does not override the effect of gender on trait judgments. It is likely that the observed null and counterstereotypical effects of gender are due to the operation of shifting standards of judgment that reflect within-gender expectations.

What aspects of shiftwork influence off-shift well-being of healthcare workers?

Characteristics of shiftwork schedules have implications for off-shift well-being. We examined the extent to which several shift characteristics (e.g., shift length, working sundays) are associated with three aspects of off-shift well-being: work-to-family conflict, physical well-being, and mental well-being. We also investigated whether these relationships differed in four nations. The Survey of Work and Time was completed by 906 healthcare professionals located in Australia, Brazil, Croatia, and the USA. Hierarchical multiple regression analyses supported the hypothesis that shiftwork characteristics account for significant unique variance in all three measures of well-being beyond that accounted for by work and family demands and personal characteristics. The patterns of regression weights indicated that particular shiftwork characteristics have differential relevance to indices of work-to-family conflict, physical well-being, and mental well-being. Our findings suggest that healthcare organizations should carefully consider the implications of shiftwork characteristics for off-shift well-being. Furthermore, although our findings did not indicate national differences in the nature of relationships between shift characteristics and well-being, shiftwork characteristics and demographics for healthcare professionals differ in systematic ways among nations; as such, effective solutions may be context-specific.

The impact of night work on subjective reports of well-being: an exploratory study of health care workers from five nations

OBJECTIVE To carry out a survey data collection from health care workers in Brazil, Croatia, Poland, Ukraine and the USA with two primary goals: (1) to provide information about which aspects of well-being are most likely to need attention when shiftwork management solutions are being developed, and (2) to explore whether nations are likely to differ with respect to the impacts of night work on the well-being of workers involved in health care work. METHODS The respondents from each nation were sorted into night worker and non-night worker groups. Worker perceptions of being physically tired, mentally tired, and tense at the end of the workday were examined. Subjective reports of perceived felt age were also studied. For each of these four dependent variables, an ANCOVA analysis was carried out. Hours worked per week, stability of weekly work schedule, and chronological age were the covariates for these analyses. RESULTS The results clearly support the general proposal that nations differ significantly in worker perceptions of well-being. In addition, perceptions of physical and mental tiredness at the end of the workday were higher for night workers. For the perception of being physically tired at the end of a workday, the manner and degree to which the night shift impacts the workers varies by nation. CONCLUSIONS Additional research is needed to determine if the nation and work schedule differences observed are related to differences in job tasks, work schedule structure, off-the-job variables, and/or other worker demographic variables.

Advancing workplace health protection and promotion for an aging workforce.

Objective: To explore issues related to the aging workforce, including barriers to integrating health protection and promotion programs, and provide recommendations for best practices to maximize contributions by aging workers. Methods: Workgroups reviewed literature and case studies to develop consensus statements and recommendations for a national approach to issues related to older workers. Results: Consensus statements and actions steps were identified for each of the Summit goals and call-to-action statements were developed. Conclusions: A national dialogue to build awareness of integrated health protection and promotion for the aging workforce is needed. Workers will benefit from improved health and performance; employers will realize a more engaged and productive workforce; and the nation will gain a vital, competitive workforce.

How Do Concepts of Age Relate to Work and Off-the-Job Stresses and Strains? A Field Study of Health Care Workers in Five Nations

Health care workers from five nations (Brazil, Croatia, Poland, Ukraine, U.S.A.) completed the Survey of Health Care Professionals, which includes measures of on-the-job and off-the-job conditions/concerns, as well as ratings of work-related strains, self-ratings of work performance and work ability, and measures of chronological and psychological age. Consistent with previous research, workers generally reported that they felt, looked, acted, and preferred to be younger than their chronological age. In addition, feeling old relative to ones chronological age was positively associated with several indicators of job-related strain for several nations, replicating findings reported earlier in a U.S. manufacturing sample. Significant differences were observed among nations on all of the psychological age variables measured in this study. Differences among nations were also observed for levels of concern with work conditions and off-the-job conditions. Furthermore, examination of relationships of age variables with work/off-the-job stressors and work strains/outcomes revealed different patterns of relationships among the five nations participating in the study. Findings point to the need for additional attention to psychological age variables in studies of work and aging, with particular emphasis on cultural and socioeconomic conditions that may influence their interplay.

Customer Service Behavior: The Interaction of Service Predisposition and Job Characteristics

The achievement of customer satisfaction in service operations depends to a great extent on employee customer service behavior (CSB). In this study, 123 service providers (77% response rate) responded to a survey assessing service predisposition and job characteristics. Employees also completed a behaviorally based CSB measure developed after interviewing and surveying customers (n=96). Analyses suggest that job characteristics, alone, accounted for a significant amount of CSB variance. Job characteristics did not moderate the relationship between service predisposition and CSB. In contrast to previous work, service predisposition and CSB were not correlated. A service provider typology is presented to explain these findings.