Nicholas J. Beutell

Work‐family conflict and work‐family synergy for generation X, baby boomers, and matures

Purpose – This paper aims to explore generational effects on work‐family conflict and synergyDesign/methodology/approach – The design is cross‐sectional and investigates large US national probability samples. Multiple regressions and ANOVAs were used in the analyses.Findings – Generational differences in work‐family conflict and synergy were found. Mental health and job pressure were the strongest predictors of work‐family conflict for each group. Matures were significantly more satisfied than baby boomers and generation Xers.Research limitations/implications – All measures were self‐reports collected at one point in time. Thus, common method variance may be an issue and causal inferences cannot be made. Life stage and family stage differed for the generational groups and this should be explored in subsequent research.Practical implications – Managers and human resource professionals need to consider generational differences in work‐family program design and monitor patterns of program usage for each grou...

PREDICTORS OF WORK-FAMILY CONFLICT AND SATISFACTION WITH FAMILY, JOB, CAREER, AND LIFE

Predictors of work family conflict and different types of satisfaction were investigated among 177 married, employed MBA and public administration students. Job involvement was signifitcantly related to work-to-family conflict but no support was found for paths to family-to-work conflict. Family involvement predicted family satisfaction whereas the number of children was negatively related to family satisfaction. Similarly, job involvement predicted job and career satisfaction. Salary predicted both job and career satisfaction as well. Sex was directly related to life satisfaction, with men reporting significantly higher satisfaction than women. Family, job, and career satisfaction each accounted for significant, unique variation in life satisfaction. Implications of these findings and suggestions for additional research were discussed.

Performance indicators in online distance learning courses: a study of management education

Examines student performance indicators in online distance learning courses offered on the Internet at a mid‐sized private college in the USA. A sample of 74 undergraduate and 147 graduate business students in ten courses were selected for statistical analysis of their grade performance and the relationship with various indicators. The research results include findings that gender and age are related differently for undergraduate and graduate students to performance in distance learning courses, and that undergraduate grades, age, work experience, and discussion board grades are significantly related to overall course performance. However, standardized test scores (SATs, GMATs) and organization position level are not related to the performance in distance learning courses. Makes recommendations for further qualitative and empirical research on distance learning student performance in online computer‐mediated courses and programs.

Work schedule, work schedule control and satisfaction in relation to work‐family conflict, work‐family synergy, and domain satisfaction

Purpose – The purpose of this paper is to examine the effect of work schedules on work‐family conflict and synergy using the job demands‐resources (JD‐R) and conservation of resources models. The impact of resources including supervisor support, work schedule control and satisfaction, as well as the moderating effects of work schedules on conflict (synergy) and domain satisfaction are examined.Design/methodology/approach – This quantitative study examined responses from organizationally‐employed respondents (n=2,810) from the 2002 National Study of the Changing Workforce using MANOVA and multiple regressions.Findings – Work schedules were significantly related to work‐interfering with family (WIF) and work‐family synergy (W‐FS) but not for family interfering with work (FIW). Perceived supervisory support was significantly related to employee work schedule control and work schedule satisfaction. Perceived control of work schedule and work schedule satisfaction were significantly related to work‐family conf...

Generational Differences in Work-Family Conflict and Synergy

This paper examines differences in work-family conflict and synergy among the four generational groups represented in the contemporary workforce: Generation Y Generation X, Baby Boomers, and Matures using data from the 2008 National Study of the Changing Workforce (n = 3,502). Significant generational differences were found for work-family conflict (work interfering with family and family interfering with work) but not for work-family synergy. Mental health and job pressure were the best predictors of work interfering with family conflict for each generational group. Work-family synergy presented a more complex picture. Work-family conflict and synergy were significantly related to job, marital, and life satisfaction. Implications and directions for future research are discussed.

Self-Employment, Work-Family Conflict and Work-Family Synergy: Antecedents and Consequences

Abstract This paper examines self-employment in relation to work-family conflict, work-family synergy, autonomy, work pressure, mental health, physical health, and satisfaction indices. The analysis uses data from a national probability sample (n = 708 self-employed), the 2002 National Study of the Changing Workforce. Significant relationships were found for all of the major variables while controlling for gender, age, and marital status. Mental health symptoms were the strongest predictor of work-family conflict overall while work pressure was the strongest predictor of work-interfering with family (WIF) conflict. Work-family conflict was negatively and significantly related to satisfaction outcomes (i.e., job, family, and life) controlling for age, gender, and marital status, while work-family synergy was positively related to these satisfaction outcomes. A post hoc analysis comparing self-employed participants to wage and salary participants indicated better overall adjustment for the self-employe Implications and directions for future research are discussed.

Health, supervisory support, and workplace culture in relation to work-family conflict and synergy.

This research examined health, supervisory support, and workplace culture as predictors of work interfering with family, family interfering with work, and work-family synergy. The analysis of data from 2,796 respondents from the 2002 National Study of the Changing Workforce yielded significant relations among measures of mental health, self-rated health, supervisory support, and work-family culture with a focus on career concerns. Support was found for a measure of work-family synergy. Implications and directions for research are discussed.

Work-family conflict and synergy among Hispanics

Purpose – Hispanics represent a growing segment of the US population and workforce, yet there is a lack of empirical research on Hispanics in relation to work-family conflict and synergy. Drawing on work-family and job demands-resources theories, the authors model predictors (autonomy, schedule flexibility, social support, work hours) and outcomes (health and satisfaction) of work-family variables among Hispanics and non-Hispanic whites. The paper aims to discuss these issues. Design/methodology/approach – This quantitative study examined responses from respondents (n=2,988) of the 2008 National Study of the Changing Workforce using descriptive statistics, t-tests, ANOVAs, and structural equation models (SEM). The paper focusses primarily on Hispanics and also examined gender differences for Hispanics and non-Hispanic whites. Findings – Hispanic women reported the highest work-family conflict (work interfering with family (WIF) and family interfering with work (FIW)) and synergy (work-family synergy (WFS)...

Work Schedule and Work Schedule Control Fit: Work-Family Conflict, Work-Family Synergy, Gender, and Satisfaction

This paper examines the effects of actual work schedules (e.g., shift, rotating, flexible) and work schedule control fit on work-family conflict and synergy using data (N=2822) from the 2008 National Study of the Changing Workforce. Gender and work schedules interacted to predict work interfering with family (WIF) and work-family synergy but not family interfering with work (FIW). Employee work schedule control-fit was related to both types of work-family conflict (WIF and FIW) and work-family synergy (controlling for employee gender and presence of a child six years of age or younger). Supervisor support was related to employee of work schedule control-fit. Work schedules moderated the relationship between conflict (synergy) and satisfaction outcomes. Implications and directions for future research were discussed.

Designing learning spaces for management education: a mixed methods research approach

Purpose This paper focuses on connecting recent conceptualizations of learning space design in management education by examining interior building and classroom design. Design/methodology/approach This study used mixed methods research: external benchmarking with same industry institutions (n=5) and two surveys of students (n=131) and faculty members (n=38). Findings The process helped to envision how a business school could improve by adapting design aspects from industry peers, understanding the needs of students and faculty, and incorporating new teaching methods and instructional technologies to inform learning space solutions. Research limitations/implications The small number of external benchmarking partners may make the findings more applicable to the institutional type examined. Yet the findings and the mixed methods research have implications for learning space design more broadly. Practical implications With the business school building boom, the external architecture of new buildings appears t...