Work-family balance.

By M. Frone. 2003

867 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/4d8466a0096ac6197d26cbad520352106ef07126

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Citations in the corpus

The Work-Family Interface and Burnout (2004, background): “Moreover, these two types of conflict are viewed as being interrelated (see Frone, Russell, & Cooper, 1992). Bruck, Allen, and Spector (2002) and Frone (2003), among others, indicated that past results underscore the importance of considering both forms of conflict.”
Work–Family Conflict and Flexible Work Arrangements: Deconstructing Flexibility (2013, background): “The domain specificity hypothesis suggests that the predictors of WIF primarily reside in the work domain whereas the predictors of FIW primarily reside in the family domain (Frone, 2003).”
Is managing the work-family interface worthwhile? Benefits for employee health and performance. (2009, background): “…consensus seems to emerge about the value of addressing facilitation as well as conflict experiences to understand the work–family interface (e.g., Frone, 2003; Voydanoff, 2004), to our knowledge, this is the first study that examines the causal link between facilitation experiences and…”
Introducing Theoretical Approaches to Work-Life Balance and Testing a New Typology Among Professionals (2011, methodology): “These findings are in line with expectations and confirm the most common view on work-life balance, which is that work-life balance consists of minimum conflict and high enhancement between work and nonwork life spheres (e.g., Clark, 2000; Frone, 2003).”
Good Job, Good Life? Working Conditions and Quality of Life in Europe (2010, background): “Work-family balance is a term frequently used in popular as well as academic writings, although explicit definitions of the construct can hardly be found in the scholarly discourse (Frone 2003).”
Organizational Strategies for Promoting Work-Life Balance and Wellbeing (2013, background): “Building on these perspectives, we define work–life balance as satisfaction and perceptions of success in meeting work and nonwork role demands, low levels of conflict among roles, and opportunity for inter-role enrichment, meaning that experiences in one role can improve performance and satisfactio”
Work–life balance: A review of the meaning of the balance construct (2008, background): “Thus work–life balance has been defined as an absence of conflict and a presence of facilitation: ‘low levels of inter-role conflict and high levels of inter-role facilitation represent work–family balance’ (Frone 2003: 145).”