Work–family balance: A review and extension of the literature.

By Jeffrey H. Greenhaus, Tammy D. Allen. 2011

692 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/41d1d477f899a6745a2380725d4b468a73f9df3c

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Citations in the corpus

Boundary Management and Work‐Nonwork Balance While Working from Home (2021, background): “Work-nonwork balance reflects an overall appraisal of one’s effectiveness and satisfaction with work and nonwork roles (Greenhaus & Allen, 2011).”
Work–family conflict/family–work conflict, job stress, burnout and intention to leave in the hotel industry in Quebec (Canada): moderating role of need for family friendly practices as “resource passageways” (2018, background): “Family friendly policies such as flextime, telecommuting, and work arrangements allow employees to cope with their workloads, without impacting on their family life (Greenhaus & Allen, 2011; Kossek et al., 2006; Russell et al., 2009).”
Work antecedents and consequences of work-life balance: A two sample study within New Zealand (2020, background): “While the WLB research field is still growing, there have been calls for more development (Greenhaus & Allen, 2011) and the present study suggests there are opportunities around the role of mediating relationships.”
Outcomes of work–life balance on job satisfaction, life satisfaction and mental health: a study across seven cultures (2014, methodology): “However, despite its popularity, WLB remains one of the least studied concepts in work–life research (Greenhaus & Allen, 2011).”
Work–life balance: a longitudinal evaluation of a new measure across Australia and New Zealand workers (2014, background): “Recently identified methodological concerns focusing on work–life balance include appropriate construct definition and measurement (Brough and O’Driscoll 2010; Greenhaus and Allen 2011).”
Workplace and family support and work–life balance: Implications for individual psychological availability and energy at work (2016, background): “Second, people who live harmonic life tend experience a higher degree of internal consistency because they believe to live life that aligns with their system of values and their aspirations (Greenhaus & Allen, 2011), thus making them more resourceful to engage in particular roles.”
Work-Life Balance: an Integrative Review (2017, background): “The second definition involves role enrichment with no role conflict (e.g., Frone 2003; Greenhaus and Allen 2011; Greenhaus and Powell 2006).”
Job level, demands, and resources as antecedents of work-family conflict (2011, background): “For example, it would be helpful to examine the impact of job level on a broader array of work–family outcomes such as work–family enrichment or facilitation, fit, and balance (Greenhaus & Allen, 2011).”
In Search of Balance: A Conceptual and Empirical Integration of Multiple Meanings of Work–Family Balance (2017, methodology): “of work-family balance (e.g., Greenhaus & Allen, 2011; Grzywacz & Carlson, 2007; Valcour, 2007).”
Assessment of relationships between work stress, work-family conflict, burnout and firefighter safety behavior outcomes (2018, background): “Evidence from multiple studies, including meta-analyses and reviews show work stress as an antecedent and strong predictor of work-family conflict (Byron, 2005; Greenhaus and Allen, 2011; Michel et al., 2011).”
Work–family enrichment and satisfaction: the mediating role of self-efficacy and work–life balance (2016, background): “Work–life balance, in turn, leads to both job and family satisfaction because an employee who has achieved work–life balance is most probably experiencing good functioning at work and at home with minimum interrole conflict (Greenhaus & Allen, 2011).”
Work-Life Boundaries and Well-Being: Does Work-to-Life Integration Impair Well-Being through Lack of Recovery? (2018, background): “In recent years though, researchers have begun to view work-life balance as a unique construct and studies have shown that it is indeed distinct from other work-life constructs such as work-life conflict and enrichment (Allen, 2013; Carlson, Grzywacz, & Zivnuska, 2009; Greenhaus & Allen, 2011).”