Work-family facilitation: A theoretical explanation and model of primary antecedents and consequences

By J. H. Wayne, J. Grzywacz, Dawn S. Carlson, K. Kacmar. 2007

579 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/96982e58286ac4d0a113df93d2ef8c6b0ab61bcd

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Citations in the corpus

Antecedents and consequences of work-family enrichment among Indian managers (2009, background): “Positive organizational scholarship is concerned with the positive processes and outcomes of organizations and the individuals within them (cited in Wayne et al. 2007 ).”
Introducing Theoretical Approaches to Work-Life Balance and Testing a New Typology Among Professionals (2011, unknown): “, 1964), role enhancement theories (Barnett and Hyde, 2001; Marks, 1977; Sieber, 1974; Wayne et al., 2007) and the demands-resources approach (Bakker and Geurts, 2004; Voydanoff, 2005), the term beneficial balance refers to the proposition that the simultaneous experience of work-nonwork enhancement”
A resource perspective on the work-home interface: the work-home resources model. (2012, methodology): “Changes in personal resources, either more volatile ones (e.g., time, physical energy, positive mood) or more structural ones (e.g., skills, perspectives), are identified as linking mechanisms between the two domains (Carlson et al., 2006; Wayne et al., 2007).”
A study of work–family enrichment among Chinese employees: The mediating role between work support and job satisfaction. (2014, background): “However, there are some empirical and theoretical reasons to suspect that this may not hold true in all situations, particularly in the case of affective consequences such as satisfaction (Amstad, Meier, Fasel, Elfering, & Semmer, 2011; Shockley & Singla, 2011; Wayne et al., 2007).”
Work engagement versus workaholism : a test of the spillover-crossover model (2013, unknown): “The second pathway is affective and occurs when experiences in one domain produce positive affect such as positive emotions and levels of energy within that domain, which, in turn, improves individual functioning in another domain (Wayne et al., 2007).”
Constructs of the Work/ Life Interface: A Synthesis of the Literature and Introduction of the Concept of Work/Life Harmony (2011, background): “As shown in Figure 1, harmony occurs when the resources gained through work/life enrichment (i.e., development, affect, efficiency, and capital gains; Carlson et al., 2006; Wayne et al., 2007) are successfully aligned with, and serve to, ameliorate, or alleviate the stressors (i.”
Work-Family Conflict, Enrichment, and Balance under “Levels” and “Episodes” Approaches (2011, background): “However, facilitation has been defined as a group-level construct to differentiate it (i.e., Wayne et al., 2007).”
Work–life balance: a longitudinal evaluation of a new measure across Australia and New Zealand workers (2014, background): “These authors also highlighted the positive pathway of balance, in response to evidence that multiple life roles may facilitate and/or enhance health and performance across domains (e.g. Hanson et al. 2006; Wayne et al. 2007).”
The Contemporary Career: A Work–Home Perspective (2014, methodology): “…caregiving responsibilities (Greenhaus & Ten Brummelhuis 2013) in conjunctionwith increasingly demanding jobs that are flexible in time and locationof work (Burke & Cooper 2008, Kossek & Distelberg 2009) has blurred the boundaries between work and home (Allen et al. 2014, Kossek & Lautsch 2012).”
Is managing the work-family interface worthwhile? Benefits for employee health and performance. (2009, background): “Along the lines of the resource-gain-development perspective (Wayne et al., 2007), we hypothesized that the extent to which employees experience their family roles to facilitate the work role would predict increased work performance.”