Merideth Ferguson

Health and Turnover of Working Mothers After Childbirth Via the Work-Family Interface: An Analysis Across Time

This study examined organizational levers that impact work-family experiences, participant health, and subsequent turnover. Using a sample of 179 women returning to full-time work 4 months after childbirth, we examined the associations of 3 job resources (job security, skill discretion, and schedule control) with work-to-family enrichment and the associations of 2 job demands (psychological requirements and nonstandard work schedules) with work-to-family conflict. Further, we considered subsequent impact of work-to-family conflict and enrichment on womens health (physical and mental health) 8 months after women returned to work and the impact of health on voluntary turnover 12 months after women returned to work. Having a nonstandard work schedule was directly and positively related to conflict, whereas schedule control buffered the effect of psychological requirements on conflict. Skill discretion and job security, both job resources, directly and positively related to enrichment. Work-to-family conflict was negatively related to both physical and mental health, but work-to-family enrichment positively predicted only physical health. Physical health and mental health both negatively influenced turnover. We discuss implications and opportunities for future research.

Pay It Forward: The Positive Crossover Effects of Supervisor Work–Family Enrichment

This research examines the crossover effect of supervisors’ work—family enrichment on subordinates’ work—family enrichment and job performance. Drawing on broaden and build theory and Westman’s crossover work, the authors posit that supervisors’ work—family enrichment leads to the creation of a family-friendly work environment, which in turn promotes subordinate work-to-family enrichment and subsequent performance. Subordinate perceptions of schedule control and family-supportive organization are used to operationalize a family-friendly work environment because immediate supervisors are frequently key gatekeepers in setting these organizational practices within a work unit. The authors test hypotheses based on this model using a sample of 161 subordinates and their immediate supervisors (N = 48) and find that work-to-family enrichment crosses over from the supervisor to the subordinate through the subordinate’s perceptions of greater schedule control. Crossover effects were not detected for family-to-work enrichment. Furthermore, this study substantiates the impact of the subordinate’s work-to-family enrichment on job performance as rated by the supervisor and the job incumbent.

Work-Family Enrichment and Job Performance: A Constructive Replication of Affective Events Theory

Based on affective events theory (AET), we hypothesize a four-step model of the mediating mechanisms of positive mood and job satisfaction in the relationship between work-family enrichment and job performance. We test this model for both directions of enrichment (work-to-family and family-to-work). We used two samples to test the model using structural equation modeling. Results from Study 1, which included 240 full-time employees, were replicated in Study 2, which included 189 matched subordinate-supervisor dyads. For the work-to-family direction, results from both samples support our conceptual model and indicate mediation of the enrichment-performance relationship for the work-to-family direction of enrichment. For the family-to-work direction, results from the first sample support our conceptual model but results from the second sample do not. Our findings help elucidate mixed findings in the enrichment and job performance literatures and contribute to an understanding of the mechanisms linking these concepts. We conclude with a discussion of the practical and theoretical implications of our findings.

Work–Family Enrichment and Satisfaction: Mediating Processes and Relative Impact of Originating and Receiving Domains

Previous research has been inconsistent in the prediction and empirical findings regarding work–family enrichment and satisfaction. The current research seeks to clarify this inconsistency by examining both directions of work–family enrichment (work-to-family enrichment and family-to-work enrichment) with both job satisfaction and family satisfaction to determine if their effects are similar or diverse. Building on the theoretical foundation of Fredrickson’s broaden-and-build theory, the authors explore the mediating roles of psychological distress and positive mood in this process. Using a sample of 310 working respondents, the authors found that psychological distress was a mediator to both job satisfaction and family satisfaction, while positive mood was a mediator to job satisfaction but not family satisfaction. Further, the authors found that the direct effect of work-to-family enrichment was on job satisfaction, the originating domain. In addition, the total effect of enrichment to satisfaction (through the mediation mechanisms of distress and mood) was again in the pattern of the originating domain such that work-to-family enrichment more strongly influenced job satisfaction. However, family-to-work enrichment did not directly impact family satisfaction, nor was it significantly stronger than work-to-family in its total effect on family satisfaction.

I know what you did: The effects of interpersonal deviance on bystanders.

Using social information processing theory, we explore how interpersonally directed deviance affects work group members who observe or are aware of these insidious behaviors. In a field study, we find that indirect knowledge of work group member interpersonal deviance leads to subsequent interpersonal deviance of a focal individual. We also find that when work group cohesion is high, direct observation of deviance is more likely to result in subsequent bystander deviance. These findings add concretely to theory and research on the bystander effects of workplace deviance.

Tethered to work: A family systems approach linking mobile device use to turnover intentions

We examined the use of a mobile device for work during family time (mWork) to determine the role that it plays in employee turnover intentions. Using a sample of 344 job incumbents and their spouses, we propose a family systems model of turnover and examine 2 paths through which we expect mWork to relate to turnover intentions: the job incumbent and the spouse. From the job incumbent, we found that the job incumbents mWork associated with greater work-to-family conflict and burnout, and lower organizational commitment. From the spouse, we found that incumbent mWork and greater work-to-family conflict associated with increased resentment by the spouse and lower spousal commitment to the job incumbents organization. Both of these paths played a role in predicting job incumbent turnover intentions. We discuss implications and opportunities for future research on mWork for integrating work and family into employee turnover intentions.

Is it better to receive than to give? Empathy in the conflict-distress relationship.

The moderating effect of partner empathy on the relationship between both directions of work-family conflict (work-to-family and family-to-work) and psychological distress of both the job incumbent and partner are examined in this study. Considering empathy as a specific dimension of emotional social support, we hypothesized that receiving empathy would buffer negative spillover to the job incumbent while giving empathy would exacerbate negative crossover to the partner. A study of 270 job incumbents and their partners revealed that receiving partner empathy fully moderated spillover effects due to family-to-work conflict but had no effects with work-to-family conflict. We also found it interesting that giving partner empathy moderated the crossover effects on family-to-work conflict but had no effects with work-to-family conflict. Implications of these findings and avenues for future research are discussed.

Mindfulness at work: resource accumulation, well-being, and attitudes

Purpose – Mindfulness is a well-studied phenomenon in many disciplines. Little is known about its impacts on employees at work. The purpose of this paper is to focus on mindfulness at work, defined as a psychological state in which employees intentionally pay full attention to the present moment while executing job tasks. The research model, grounded in conservation of resources theory, depicts how mindfulness at work may help employees develop resources (work-family balance and job engagement) which may be associated with greater well-being (less psychological distress and more job satisfaction) and organizational attitudes (intent to turnover and affective commitment). Design/methodology/approach – Using a sample of 503 full time employees, the authors test the model with structural equation modeling. Findings – Results supported the full research model, suggesting that mindfulness at work is an important antecedent to resource accrual, well-being, and organizational attitudes. Mindfulness at work exert...

The supportive spouse at work: Does being work-linked help?

Using a sample of 639 dual-career couples, we examined the role of work-related spousal support on work-family balance and subsequent outcomes for both the job incumbent as well as his or her spouse. We further investigated whether the resource of work-related spousal support contributed to greater balance for those couples who were work-linked (work in same organization, same occupation, or both) and those who were not. We found work-related spousal support contributed to work-family balance and subsequent improved family satisfaction and job satisfaction of the job incumbent. Furthermore, support crossed over to the spouse through increased work-family balance to decrease stress transmission to enhance family satisfaction and reduce relationship tension of the spouse. Implications for researchers and organizational leaders are discussed.