Consequences associated with work-to-family conflict: a review and agenda for future research.

By Tammy D. Allen, David E. L. Herst, Carly S. Bruck, M. Sutton. Journal of Occupational Health Psychology, 2000

2,815 citations recorded by the source corpus.

Subfields: Gender Studies, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/95fbfff2b795b57ca51ae950cc1231e829eb7285

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Citations in the corpus

Gender Differences in the Importance of Work and Family Roles: Implications for Work–Family Conflict (2002, background): “Striking changes in the nature of families and the workforce, such as rising numbers of dual career couples and working mothers with young children, have increased the likelihood that both male and female employees have substantial household obligations as well as major work responsibilities ( Allen”
Assessment of relationships between work stress, work-family conflict, burnout and firefighter safety behavior outcomes (2018, background): “evidence denoting work-family conflict as an antecedent and predictor of burnout within various occupations (Allen et al., 2000; Amstad et al., 2011).”
The relationship of chronic regulatory focus to work–family conflict and job satisfaction (2012, background): “For example, Allen et al. (2000) reported the mean sample weighted correlation coefficient between WFC and job satisfaction was significantly negative (r = −.24).”
Boundary Management Preferences, Boundary Control, and Work-Life Balance among Full-Time Employed Professionals in Knowledge-Intensive, Flexible Work (2015, background): “Previous studies on WFC, FWC, WHC, and WHI have focused on the possible consequences for stress, health, wellbeing, and performance (Allen, 2001; Allen et al., 2000; Netemayer et al., 1996), as well as on factors that can modify the conflict between work and personal life or create synergy and balan”
The interface of work and family life. (2006, background): “Similarly, differences in the work–family interface that are associated with socioeconomic status also have been overlooked (Allen et al., 2000).”
The Costs of Exhibiting Organizational Citizenship Behavior (2017, background): “Our study shows that a possible over-fulfilment of organizational contributions can lead to emotional exhaustion and work-family conflict (Allen et al., 2000).”
Work Life Balance: A Conceptual Review (2018, background): “Better work-life balance and minimal work-life conflict can also be related to non-work related outcomes namely, life satisfaction, family satisfaction, marital and leisure satisfaction and family performance [3].”