Home-to-Job and Job-to-Home Spillover: The Impact of Company Policies and Workplace Culture

By Sue Falter Mennino, Beth A. Rubin, April A. Brayfield. 2005

266 citations recorded by the source corpus.

Subfields: Demography, Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/6bb3b4f372c4486c908f0adf9f24f28a1f77a5b6

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Demography

1. Paul Glavin
2. Rhokeun Park
3. J. Hill
4. J. Jacob
5. Scott Schieman
6. Melissa A. Milkie
7. S. Jang
8. A. Zippay

In Gender Studies

1. S. Jang
2. Scott Schieman
3. Rhokeun Park
4. A. Zippay
5. J. Hill
6. Giuseppe Martinengo
7. Paul Glavin
8. J. Jacob

In Sociology and Political Science

1. Scott Schieman
2. S. Jang
3. Paul Glavin
4. K. Cattell
5. P. Edwards
6. P. Bowen
7. R. Govender
8. Rhokeun Park

Citations in the corpus

• Education and Work-Family Conflict: Explanations, Contingencies and Mental Health Consequences (2011, unknown): “By extension, individuals in higher status occupations are exposed to more frequent work-family conflict than their peers in lower status jobs (Bellavia and Frone 2005; Grzywacz et al. 2002; Mennino et al. 2005; Schieman et al. 2006).”
• Work-related contact, work–family conflict, psychological distress and sleep problems experienced by construction professionals: an integrated explanatory model (2018, background): “Similarly, Mennino et al. (2005) also found the presence of children to be associated with higher levels on interference, whereas Reynolds and Renzulli (2005) reported no such effect.”
• When Work Interferes with Life: Work-Nonwork Interference and the Influence of Work-Related Demands and Resources (2009, background): “…that individuals in high status occupation categories (i.e., executives, professionals, and managers) tend to report higher levels of work-nonwork interference than do their peers in lower status occupations (Bellavia and Frone 2005; Grzywacz et al. 2002; Mennino et al. 2005; Schieman et al. 2006).”
• The interaction effects of scheduling control and work–life balance programs on job satisfaction and mental health (2011, methodology): “In a study of 196 working mothers from the Midwestern United States, Estes (2004) found that family-friendly workplace arrangements, including schedule flexibility, reduced hours, and perceived social support from supervisors, were associated with positive parenting, including warmth and responsiven”
• Work–Family Role Blurring and Work–Family Conflict (2012, unknown): “Similarly, age is found to be associated negatively (and linearly) with work–family conflict in some studies (Mennino, Rubin, & Brayfield, 2005), whereas other studies document that middle-aged workers report the highest levels of work–family conflict (Bellavia & Frone, 2005; Grzywacz, Almeida, &…”
• The Relationships of Flexible Work Schedules, Workplace Support, Supervisory Support, Work-Life Balance, and the Well-Being of Working Parents (2009, methodology): “This measure was chosen because it had been used previously to assess supervisory support (Behson, 2005; Mennino et al., 2005; Prottas, 2005) (scale alpha of .86).”
• Gender and the Work-Family Interface: Exploring Differences Across the Family Life Course (2010, background): “Studies that have explored gender differences across life stages have generally focused on differences in one life stage, or differences between workers with and without children (Dilworth, 2004; McElwain, Korabik, & Rosin, 2005; Mennino et al., 2005).”