Work and family domain stressors and support: Within‐ and cross‐domain influences on work–family conflict

By Dora M. Luk, M. Shaffer. 2005

169 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/099ac8683b6e29076115d0338f0b3ca0d7019c43

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In Gender Studies

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Citations in the corpus

Flexible Work Arrangements Availability and their Relationship with Work‐to‐Family Conflict, Job Satisfaction, and Turnover Intentions: A Comparison of Three Country Clusters (2012, background): “According to Luk and Shaffer (2005), “Chinese assign lower importance to sufficient time for personal and family life than do Westerners (Redding, 1993) because the most important function of the individual is in the maintenance and preservation of the household” (p. 490).”
CROSS-NATIONAL DIFFERENCES IN RELATIONSHIPS OF WORK DEMANDS, JOB SATISFACTION, AND TURNOVER INTENTIONS WITH WORK-FAMILY CONFLICT (2007, background): “In fact, the use of such domestic help has been linked to a reduction in family demands, although not in WIF itself in a Hong Kong study ( Luk & Shaffer, 2005 ).”
How Does Supervisory Family Support Influence Employees’ Attitudes and Behaviors? A Social Exchange Perspective (2014, background): “…or behaviors (support serves as a direct resource; e.g., Aryee, 1992; Carlson & Perrewé, 1999) or as a moderator on the relationship between stressors and employee outcomes (support enhances individuals’ abilities to cope; e.g., Luk & Shaffer, 2005; Md-Sidin et al., 2010; Paden & Buehler, 1995).”
The Contemporary Career: A Work–Home Perspective (2014, background): “Studies might build on Adler’s (2002) seminal work countering the myth that women are less interested in expatriate assignments and global careers than men because of dual-career and home-related demands that make them reluctant to become the primary spouse in a global career family.”
Development of short questionnaire to measure an extended set of role expectation conflict, coworker support and work-life balance: The new job stress scale (2016, background): “Further, some researchers (Luk & Shaffer, 2005; Poelmans et al., 2003) have found that there is a shortcoming of existing research with reference to different countries, as well as, very little work has been carried out in the Asia-pacific region.”
Spillover and Crossover Effects of Work-Family Conflict among Married and Cohabiting Couples (2018, background): “Numerous empirical studies have tested the efficacy of the cross-domain and matching hypotheses (see e.g., Li, Lu, and Zhang 2013; Luk and Shaffer 2005; Nohe et al. 2015; Shockley and Singla 2011) in predicting work-family conflict itself as well as various work-, family-, and domain-unspecific…”
The Relationship between Work-Family Conflict and Job Satisfaction: A Structural Equation Modeling (SEM) Approach (2011, unknown): “…in various fields mainly in North America and Western European countries (Anderson, Mikuliç, Vermeylen, Yrjanainen, & Zigante, 2009; Trachtenberg et al., 2009; Powell, Francesco, & Ling, 2009; Mortazavi, Pedhiwala, Shafiro, & Hammer, 2009; Çetin, Urfalıoglu, & Uysal, 2009; Luk & Shaffer, 2005).”
An investigation of the moderating effects of organizational commitment on the relationships between work–family conflict and job satisfaction among hospitality employees in India (2007, background): “Further, researchers (Luk & Shaffer, 2005; Poelmans et al., 2003) point out that a shortcoming of existing research is that much of it has been done in the US and other western countries; very little work has been carried out in other regions of the world.”