The Effects of Social Support on Work–Family Enhancement and Work–Family Conflict in the Public Sector

By L. Wadsworth, Bradley P. Owens. 2007

193 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/db618cdea157b741df7522d8eb50b912f94d3010

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Job, Family and Individual Factors as Predictors of Work-Family Conflict (2008, background): “…both depletion and enrichment processes operate simultaneously for employees who assume both roles (Ohlott, Graves, & Ruderman 2004; Ruderman et al. 2002; Wadsworth & Owens, 2007), work-family interference still must be managed because the existence of enhancement does not eliminate role con.flict.”
Examining the moderating influence of gender on the relationships between work‐family antecedents and work‐family enrichment (2011, background): “Co-workers may also help by taking out time to sympathize, understand and listen to a fellow employee's problems as well as providing advice and information whenever needed ( Wadsworth and Owen, 2007”
Antecedents and consequences of work-family enrichment among Indian managers (2009, background): “relationship between supervisor support and WFE (Aryee, Srinivas and Tan 2005; Beutell and Wittig-Berman 2008; Wadsworth and Owens 2007 ) and this provides background to further examine the following hypothesis:”
Authentic leadership extends beyond work: A multilevel model of work-family conflict and enrichment (2017, background): “Individuals may experience WFE and WFC at the same time (Wadsworth & Owens, 2007).”
Constructs of the Work/ Life Interface: A Synthesis of the Literature and Introduction of the Concept of Work/Life Harmony (2011, background): “Wadsworth and Owens (2007) suggest that because enhancement and conflict are distinct constructs, it is possible to experience high levels of each simultaneously.”
Leader-member exchange and affective organizational commitment: the contribution of supervisor's organizational embodiment. (2010, unknown): “…2002), organization-based self-esteem (Chen, Aryee, & Lee, 2005; Lee & Pecce, 2007), reduced stress (Rhoades & Eisenberger, 2002), work–family enhancement (Wadsworth & Owens, 2007), greater job involvement (Rhoades & Eisenberger, 2002), and work engagement (Kinnunen, Feldt, & Makikangas, 2008).”
Workload, generic and work–family specific social supports and job stress: Mediating role of work–family and family–work conflict (2016, background): “…conflict between social support and job stress Earlier research on family and work was mainly interested in the direct effects of social support (generic and specific) in decreasing WFC (Allen, 2001; Kossek et al., 2011; Michel et al., 2010; Anderson et al., 2002; Wadsworth and Owens, 2007).”