Inter‐domain work‐family, family‐work conflict and police work satisfaction
By W. G. Howard, Heather Howard Donofrio, J. Boles. 2004
170 citations recorded by the source corpus.
Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science
View Paper: https://www.semanticscholar.org/paper/09e4727f6bab384e22ca6d345ff32a942a7b6104
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Organizational Behavior and Human Resource Management
- N. Hogan
- E. Lambert
- G. Hall
- Janko Seljak
- Aleksander Aristovnik
- Maureen Dollard
- A. Winefield
- Richard R. Johnson
In Sociology and Political Science
- N. Hogan
- E. Lambert
- Maureen Dollard
- James Frank
- Janko Seljak
- Aleksander Aristovnik
- A. Winefield
- Richard R. Johnson
Citations in the corpus
- Police Officer Job Satisfaction (2012, background): “Finally, Howard, Donofrio, and Boles (2004) investigated the influence of having a family on officer job satisfaction, finding that officers who experienced work–family conflict had lower levels of job satisfaction.”
- The relationship of work-family conflict with job stress among Indian police officers: a research note (2017, background): “Gary Howard et al. (2004) reported a composite work–family conflict measure had a negative effect on job satisfaction among officers from a southeastern US city.”
- Job demands, work‐family conflict, and emotional exhaustion in police officers: A longitudinal test of competing theories (2010, background): “Specifically, for police, more work needs to be done to prevent spillover from job demands, emotional exhaustion and WFC within the work–family interface in order to stem the high rates of marital discord and divorce (Howard et al., 2004).”
- Factors influencing employee satisfaction in the police service: the case of Slovenia (2014, background): “Other studies have proven that higher satisfaction (or work experiences and their antecedents – Meyer and Allen, 1991) contributes to a stronger commitment to the organization (Brunetto and Farr-Wharton, 2003) and less fluctuation and absenteeism (Howard et al., 2004).”