The relationship between big five personality traits, negative affectivity, type A behavior, and work–family conflict ☆

By Carly S. Bruck, Tammy D. Allen. 2003

302 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/b196a8aa05cb43103666d40c359f4663b1e72c7a

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

AFFECTIVITY, CONFLICTS IN THE WORK-FAMILY INTERFACE AND HOTEL EMPLOYEE OUTCOMES (2008, background): “For instance, Carlson (1999) demonstrated that NA increased time-, strain-, and behaviorbased work–family conflict as perceived by full-time workers.”
Confucian and Taoist Work Values: An Exploratory Study of the Chinese Transformational Leadership Behavior (2013, background): “…imaginative, resourceful, and insightful; agreeableness, a tendency to be sympathetic, cooperative, trusting, and gentle; and conscientiousness, the tendency to have a strong sense of direction and hard-working to achieve goals (Bono and Judge 2004; Bruck and Allen 2003; Costa and McCrae 1992).”
Effects of Resource Availability on Social Exchange Relationships: The Case of Employee Psychological Contract Obligations (2017, background): “Finally, although conscientiousness is a trait, characteristics of highly conscientious people can be inculcated in others (Bruck & Allen, 2003).”
Antecedents of Work-Family Conflict: Review and Prospect (2010, unknown): “Bruck and Allen made a systematical study on that. They declared (Bruck, C.S. & Allen, T.D., 2003) that conscientiousness is not significantly correlative with the three types of WFC. And the same time, they also found that conscientious people experience less FIW. Probably conscientiousness-related”
Big five traits and intrinsic success in the new career era: a 15 year longitudinal study on employability and work-family conflict (2013, background): “Specifically, Bruck and Allen (2003) hypothesised that Agreeableness may predispose individuals to be taken advantage of by the demands of others because of a strong concern to maintain harmony with others.”
Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family. (2009, result): “We also found relatively low correlations between negative affectivity and work interference with family compared to other studies (e.g., Bolino & Turnley, 2005; Bruck & Allen, 2003; Carlson, 1999).”