How family-friendly work environments affect work/family conflict: A meta-analytic examination

By Jessica Mesmer-Magnus, C. Viswesvaran. 2006

273 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/8f5309fa62e973dcf4ca0b6d4f9ffc9233e79cb4

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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 and Flexible Work Arrangements: Deconstructing Flexibility (2013, background): “However, the other three meta-analyses do not explicitly state whether the primary studies included are based on use, availability, or a combination thereof (Byron, 2005; Mesmer-Magnus & Viswesvaran, 2006; Michel et al., 2011).”
Work-related contact, work–family conflict, psychological distress and sleep problems experienced by construction professionals: an integrated explanatory model (2018, background): “Such conflict has a damaging effect on job satisfaction, organizational commitment and productivity, and leads to higher turnover intent (Karatepe and Kilic 2007, Ferguson et al. 2016) and absenteeism (Mesmer-Magnus and Viswesvaran 2006).”
Job level, demands, and resources as antecedents of work-family conflict (2011, background): “Family-supportive organizational cultures (Mesmer-Magnus & Viswesvaran, 2006; Thompson, Beauvais, & Lyness, 1999) and family-supportive supervision (O'Driscoll et al., 2003; Thomas & Ganster, 1995) have been shown to be negatively related to work–family conflict, presumably because they reduce the…”
Work–family conflict/family–work conflict, job stress, burnout and intention to leave in the hotel industry in Quebec (Canada): moderating role of need for family friendly practices as “resource passageways” (2018, methodology): “Likewise, ‘employed parents are likely to experience WFC in greater frequency and intensity if child care is unavailable or unsatisfactory’ (Mesmer-Magnus & Viswesvaran, 2006, p. 557).”
Workload, generic and work–family specific social supports and job stress: Mediating role of work–family and family–work conflict (2016, methodology): “Indeed, employee perceptions of a family-friendly culture are related to the use of work/family programs (Flye et al., 2003), meaning that these programs are not necessarily the main factor in work–family interface (Mesmer-Magnus and Viswesvaran, 2006).”
The relationship of schedule flexibility and outcomes via the work‐family interface (2010, background): “However, other research has found no association between schedule flexibility and work-family conflict (Hammer et al., 2005; Lapierre and Allen, 2006; Mesmer-Magnus and Viswesvaran, 2006).”