Work-Family Conflict and Work-Related Withdrawal Behaviors

By Leslie B. Hammer, T. Bauer, Alicia A. Grandey. 2003

315 citations recorded by the source corpus.

Subfields: Gender Studies, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/317108850a4c6298c776eb1c57efc825d85e0444

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Citations in the corpus

Work-Family Conflict in Coaching I: A Top-Down Perspective (2007, background): “organizational and occupational turnover, high stress, lower overall health, and lower overall family well-being (Anderson et al., 2002; Boles et al., 2001; Carlson & Kacmar, 2000; Cutler & Jackson, 2002; Dixon & Sagas, in press; Greenhaus et al., 1989; Hammer et al., 2003; Wilson, 2003).”
Work–Family Conflict: The Importance of Family-Friendly Employment Practices and Family-Supportive Supervisors (2008, background): “Given work‐family conflict has been found to be negatively related to such outcomes as employee attendance, performance, and health (Eby et al. 2005; Hammer et al. 2003 ), ways to reduce work‐family conflict are of considerable interest to employers (Brough et al. 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): “However, Hammer, Bauer, and Grandey (2003) argue that although WFC depends to a great degree on interactions with supervisors and others in the immediate environment of an individual (whether at work or at home), existing research fails to consider this larger context and its effects on WFC.”
Work-Family Conflict, Enrichment, and Balance under “Levels” and “Episodes” Approaches (2011, background): “Hecht and Allen (2009: 840-841) defined permeability as “the extent to which an individual might be psychologically and/or behaviorally engaged in one domain, while physically located in another, or at times that are traditionally devoted to the other.” In a qualitative study, Pratt and Rosa (2003) ”