Considering the role of personality in the work–family experience: Relationships of the big five to work–family conflict and facilitation

By J. H. Wayne, Nicholas J Musisca, William Fleeson. 2004

867 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/6ba6a748c41ab5cd4402fd2b9aedaffb01705cdb

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In Gender Studies

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Work‐family conflict in East vs Western countries (2010, background): “With regard to family satisfaction, some found only WIF (Carlson and Kacmar, 2000; Wayne et al. , 2004”
Work Family Relations: Antecedents and Outcomes (2010, background): “…well being, (Grzywacz & Bass, 2003; Grzywacz & Marks, 2000; Hammer, Cullen, Neal, Sinclair, & Shafiro, 2005), greater organizational satisfaction and effort (Wayne et al., 2004), increased affective commitment to work, and fewer intentions to leave the organization (Wayne, Randel, & Stevens, 2006).”
Work-Life Balance and Employees' Performance: The Mediating Role of Affective Commitment (2014, background): “In work domains, the absence of work-life balance causes poor performance and more absenteeism of employees (Frone et al., 1997), but balanced work and family life is associated with increased job satisfaction and organizational commitment (CegarraLeiva et al., 2012; Wayne et al., 2004).”
Work-family facilitation: A theoretical explanation and model of primary antecedents and consequences (2007, background): “Extraversion, a personality characteristic characterized by high levels of positive affectivity, has been associated with individuals' appraisals of work benefiting family and family benefiting work (Grzywacz &Marks, 2000; Wayne et al., 2004) In addition to experiencing greater affect, individuals h”
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).”