Work and family research in IO/OB: Content analysis and review of the literature (1980–2002)

By L. Eby, W. Casper, Angie Lockwood, Christopher R. Bordeaux, Andi Brinley. 2005

2,021 citations recorded by the source corpus.

Subfields: Demography, Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/1bfba13481b5f47b3175ebb35ecc857e9b5107ad

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Citations in the corpus

Partner Reactions to Work-to-Family Conflict: Cognitive Appraisal and Indirect Crossover in Couples (2011, methodology): “A much smaller body of research suggests that work-to-family conflict also may affect career attitudes (Allen et al., 2000; Eby et al., 2005).”
Recovery opportunities, work – home interference, and well-being among managers (2006, background): “…good fit between their work schedule, their own needs and those of their partners, children, and other dependants (schedule fit, cf. Barnett, 1998; Eby et al., 2005; Gareis & Barnett, 2002), workers taking on a particular (part- or full-time) appointment will have good reasons for doing so: The…”
Work-family enrichment as a mediator between organizational interventions for work-life balance and job outcomes (2010, background): “, the need for a balance between work and personal life has become an integral element of employee expectations from employersWork-life balance has implications for employee attitudes, behaviours, wellbeing as well as organizational effectiveness ( Eby et al. , 2005”
Motives for flexible work arrangement use (2012, background): “Clearly gender is a complicated variable and further research into processes and more phenomenologically rich constructs, such as identity, would be useful to better understand these patterns of relationships (Eby et al., 2005).”
Organizational interventions for balancing work and home demands: An overview (2010, background): “…has both organizational benefits (e.g., staff attraction and retention, increased organizational commitment, and performance; Brough et al., 2009a; Eby et al., 2005) and individual employee benefits (e.g., improved psychological and physical health outcomes, increased perceptions of support and…”