WORK–FAMILY CONFLICT AND EMOTIONS: EFFECTS AT WORK AND AT HOME

By T. Judge, R. Ilies, Brent A. Scott. 2006

404 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/75b933ff11ebe26c67f90b4e4202beafa93f5b84

How researchers see this paper

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

In Organizational Behavior and Human Resource Management

1. N. Bowling
2. Jesse S. Michel
3. Amy E. Colbert
4. T. Judge
5. Merideth Ferguson
6. Dawn S. Carlson
7. Dwayne Whitten
8. J. Carr

In Sociology and Political Science

1. Jesse S. Michel
2. N. Bowling
3. J. Carr
4. T. Judge
5. Dawn S. Carlson
6. Scott L. Boyar
7. Merideth Ferguson
8. M. Butts

Citations in the corpus

• Quality of Work Life as a Mediator Between Emotional Labor and Work Family Interference (2009, background): “Evans and Bartolome 1984; Goldsmith 1996; Judge et al. 2006; Ulrich and Dunne 1986).”
• IS EMOTIONAL LABOR MORE DIFFICULT FOR SOME THAN FOR OTHERS? A MULTILEVEL, EXPERIENCE-SAMPLING STUDY (2009, background): “Though these percentages are, in some cases, lower than what has been found in past research (e.g., Ilies et al., 2006, 2007; Judge et al., 2006), they are only slightly lower.”
• Hot Buttons and Time Sinks: The Effects of Electronic Communication During Nonwork Time on Emotions and Work-Nonwork Conflict (2015, background): “Previous work by Judge, Ilies, and Scott (2006) suggests that due to the valence congruency principle (Ajzen & Fishbein, 1977), negative emotions are more relevant to negative phenomena, such as work-to-nonwork conflict, than positive phenomena.”
• Abusive supervision, intentions to quit, and employees' workplace deviance: A power/dependence analysis (2009, methodology): “Recent organization research has demonstrated the efficacy of using the StudyResponse service as a reliable means of collecting data (e.g., Judge et al., 2006, Piccolo and Colquitt, 2006).”
• The Fallout From Abusive Supervision: An Examination of Subordinates and Their Partners (2011, background): “work-to-family conflict positively relates to guilt and hostility at home (Judge et al., 2006), which may undermine interactions with family members.”
• My Family Made Me Do It: A Cross-Domain, Self-Regulatory Perspective on Antecedents to Abusive Supervision (2016, background): “…one could argue that family demands on a given day induce feelings of hostility at home, which then spill over into the work domain such that supervisors are “cranky” at work and lash out at subordinates as a form of negative emotionfocused coping (Judge et al., 2006; Rothbard & Wilk, 2011).”
• The Impact of Emotional Labor on Work-Family Outcomes. (2010, background): “This responds directly to Judge and colleagues question, ‘‘. . .do individuals perceive such display rules at work and at home, and how do these rules relate to emotions. . .” (Judge et al., 2006, p. 805, emphasis added).”