Rhythms of life: antecedents and outcomes of work-family balance in employed parents.

By S. Aryee, E. S. Srinivas, H. Tan. Journal of Applied Psychology, 2005

831 citations recorded by the source corpus.

This study examined antecedents and outcomes of a fourfold taxonomy of work-family balance in terms of the direction of influence (work-family vs. family-work) and type of effect (conflict vs. facilitation). Respondents were full-time employed parents in India. Confirmatory factor analysis results provided evidence for the discriminant validity of M. R. Frone's (2003) fourfold taxonomy of work-family balance. Results of moderated regression analysis revealed that different processes underlie the conflict and facilitation components. Furthermore, gender had only a limited moderating influence on the relationships between the antecedents and the components of work-family balance. Last, work-family facilitation was related to the work outcomes of job satisfaction and organizational commitment.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/24f9749aac157bee2b4a25b5ef1bc9d22c60cb0a

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Citations in the corpus

In Search of Balance: A Conceptual and Empirical Integration of Multiple Meanings of Work–Family Balance (2017, positive): “As an example of this approach, Aryee, Srinivas, and Tan (2005) examined the antecedents and outcomes of balance (operationalized as unique effects of conflict and enrichment) and found that all four conflict and enrichment measures had distinct antecedents but only higher work-to-family enrichment…”
A study of work–family enrichment among Chinese employees: The mediating role between work support and job satisfaction. (2014, background): “This could be explained by social exchange theory in that when employees perceive that their organisations are helping them to integrate their work and family roles, they perceive those organisations to be more supportive and feel more obligated to reciprocate by feeling more satisfied with their jo”
Does home life interfere with or facilitate job performance? (2010, background): “Several studies reveal a relationship between demanding aspects of family life, such as providing childcare at home (Grzywacz & Marks, 2000 ), parental work overload (Aryee, Srinivas, & Tan, 2005 ), emotional tension or distress with the family or spouse (Grzywacz & Marks, 2000 ), and high time d”
Covid-19 created a gender gap in perceived work productivity and job satisfaction: implications for dual-career parents working from home (2020, background): “However, the research has documented little to no gender differences in work outcomes such as work productivity and job satisfaction (Aryee et al., 2005; Banerjee and Perrucci, 2010; Bönte and Krabel, 2014; Robb andWatson, 2012; Roth et al., 2012; Westover, 2012).”
Social support (family and supervisor), work–family conflict, and burnout: Sex differences (2012, background): “Second, it behaves as a mediator when an antecedent variable transmits its effect to the outcome through either WIF or FIW (Allen et al., 2000; Aryee et al., 2005; Edwards and Robthbard, 2000; Frone et al., 1992a, 1997; MesmerMagnus and Viswesvaran, 2005).”
Family supportive organization perceptions and employee outcomes: the mediating effects of life satisfaction (2010, background): “For example, dual career families, simultaneous child and elder-parent care, increased participation of women in the workforce and the prevalence of single parent families has escalated demands on individuals' time (Kinnunen, Geurts and Mauno 2004 ; Aryee, Srinivas and Tan 2005 ).”
Antecedents and outcomes of work–family facilitation and family–work facilitation among frontline hotel employees (2008, background): “The scarcity perspective assumes that individuals have limited physiological and psychological resources to carry out their role obligations, and participation in multiple roles drains their scarce resources and undermines their performance (Aryee et al., 2005).”
Introducing Theoretical Approaches to Work-Life Balance and Testing a New Typology Among Professionals (2011, positive): “Work-to-nonwork enhancement, in turn, is associated with high job satisfaction, low job exhaustion and low psychological distress, while nonwork-to-work enhancement has shown a positive association with family satisfaction (Aryee et al., 2005; Kinnunen et al., 2006; Wayne et al., 2004).”
CROSS-NATIONAL DIFFERENCES IN RELATIONSHIPS OF WORK DEMANDS, JOB SATISFACTION, AND TURNOVER INTENTIONS WITH WORK-FAMILY CONFLICT (2007, background): “For example, Asian studies have found a relationship between work demands and WIF in India (Aryee, Srinivas, & Tan, 2005) and Hong Kong (Aryee, Luk, Leung, & Lo, 1999), but not in Japan (Matsui, Ohsawa, & Onglatco, 1995).”