A meta-analytic review of work–family conflict and its antecedents ☆

By Kris Byron. 2005

2,341 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/408106cc418733cf764fb04ab55498ccb30459f9

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In Organizational Behavior and Human Resource Management

In Social Psychology

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Citations in the corpus

The Parity Penalty in Life Course Perspective (2014, background): “Occupational adjustments toward less demanding work are apt to occur around the time of a birth, when the challenges of integrating work and family life peak (Byron 2005).”
Work Family Relations: Antecedents and Outcomes (2010, background): “Results of Byron’s (2005) meta-analysis of WFC and its antecedents lend further support to the notion that WFC decreases as support from the work and family domains increases. These findings highlight the value of examining support from work and family sources as part of one’s experience of blending”
It’s All about Control (2012, background): “Based on meta-analytic research, Byron (2005) concludes that schedule flexibility is negatively related to WFC, but another meta-analysis found no relationship between flexibility and WFC (Mesmer-Magnus and Viswesvaran 2005).”
Education and Work-Family Conflict: Explanations, Contingencies and Mental Health Consequences (2011, background): “1 A substantial body of research has established that work-family conflict represents a prominent and pervasive stressor that has deleterious health consequences (Bellavia and Frone 2005; Byron 2005; Kelloway, Gottlieb and Barham 1999; Mullen, Kelley and Kelloway 2008).”
A meta-analysis of work-family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations. (2011, background): “Typically, measures of overload are better predictors of WIF than are the mere number of hours (Byron, 2005; Greenhaus & Parasuraman, 1999; Jacobshagen et al., 2005).”
The relationship of schedule flexibility and outcomes via the work‐family interface (2010, methodology): “, 2005) and gender moderates the relationship between the experience of work such as involvement and flexibility and the experience of work-family conflict (Byron, 2005; Schieman and Glavin, 2008).”
CROSS-NATIONAL DIFFERENCES IN RELATIONSHIPS OF WORK DEMANDS, JOB SATISFACTION, AND TURNOVER INTENTIONS WITH WORK-FAMILY CONFLICT (2007, background): “Findings and theories from predominantly Western countries have suggested a clear link between work demands and WFC (Bruck, Allen, & Spector, 2002; Byron, 2005; Frone, Yardley, & Markel, 1997; Hammer, Neal, Newsom, Brockwood, & Colton, 2005).”
Social support (family and supervisor), work–family conflict, and burnout: Sex differences (2012, background): “The meta-analyses by Byron (2005), and Ford et al. (2007) found work and family support as robust antecedents of WFC, reporting significant correlations for work support with WIF, and for family support with FIW.”
Gender, age and tenure as moderators of work-related stressors' relationships with job performance: A meta-analysis (2008, background): “For example, different combinations of age, gender, and tenure have been investigated as moderators of the following relationships: work–family conflict with performance indicators such as withdrawal behaviors commitment and attachment (Byron, 2005); stable individual differences as predictors of ob”
Work–family enrichment and satisfaction: the mediating role of self-efficacy and work–life balance (2016, background): “Given that WFE and FWE are considered to be separate constructs, it follows that each will require its own unique intervention (Byron, 2005).”
Work-Life Balance: an Integrative Review (2017, background): “( 20 09 ); H ob fo ll (1 98 9) much of the research in work-life balance based on the work-family conflict tradition include the Kossek and Ozeki (1998), Allen et al. (2000), Eby et al. (2005), Byron (2005), and Casper et al. (2007).”
Partner Reactions to Work-to-Family Conflict: Cognitive Appraisal and Indirect Crossover in Couples (2011, methodology): “With work-to-family conflict, the employee’s work interferes with the family (Byron, 2005) and such interference is associated with a number of negative consequences, including negative associations with employees’ work attitudes and turnover intentions (Allen et al., 2000; Frone, 2003; Hammer,…”