Work‐life benefits and positive organizational behavior: is there a connection?

By Lori A. Muse, S. Harris, W. Giles, H. S. Feild. 2008

215 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/762dcfc465821cc835bb8e03d566538ed391cd64

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Using the kaleidoscope career model to examine generational differences in work attitudes (2009, background): “Also, because previous research has reported that implementation of employee initiatives (such as those to enhance balance) and use of supportive leadership have been shown to positively impact organizational outcomes (Luthans and Youssef, 2002; Muse et al., 2008; Ozcelik et al., 2008), we suggest t”
Work-Life Balance and Employees' Performance: The Mediating Role of Affective Commitment (2014, background): “In addition, work-life balance has a positive effect on employees’ affective commitment to their organizations (Casper et al., 2011; Muse et al., 2008).”
Family-Supportive Work Environment and Employee Work Behaviors (2013, background): “…with the prevalence of a long-hours work culture and job insecurity have collectively created a situation in which a significant number of employees have difficulties integrating their work and family responsibilities (Cappelli, 1999; Moen & Roehling, 2005; Watanabe, Takahashi, & Minami, 1997).”
FACTORS AFFECTING QUALITY OF WORK LIFE: Empirical Evidence From Indian Organizations (2012, background): “The enrichment approach, expected to be most effective for employees with the fewest family resources, is less applicable in this case, because singles do not need this particular resource (Muse et al., 2008).”
Reflections: our Journey in Organizational Change Research and Practice (2009, background): “, 1997), and work-life benefit programs (Muse et al., 2008).”