Is managing the work-family interface worthwhile? Benefits for employee health and performance.
By E. F. Steenbergen, N. Ellemers. 2009
207 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/de2e842f20fed62e7ddc17309b395f9ef2535b60
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In Organizational Behavior and Human Resource Management
In Social Psychology
In Sociology and Political Science
Citations in the corpus
- Work–Family Enrichment and Satisfaction (2014, unknown): “…(Carlson, Grzywacz, & Kacmar, 2010; Carlson, Kacmar, Wayne, & Grzywacz, 2006; McNall, Masuda, & Nicklin, 2010), performance (Bhargava & Baral, 2009; van Steenbergen & Ellemers, 2009), and health and well-being (Carlson et al., 2006; Stoddard & Madsen, 2007; van Steenbergen & Ellemers, 2009).”
- Gender Stereotypes. (2018, background): “However, when supervisors at work acknowledge both types of demands and facilitate the possibility of combining work and family roles, this benefits the work satisfaction, work performance, and indicators of physical health of men and women over time (Van Steenbergen & Ellemers 2009).”
- Work–family enrichment and satisfaction: the mediating role of self-efficacy and work–life balance (2016, unknown): “…2016 Vol. 27, No. 15, 1755–1776, http://dx.doi.org/10.1080/09585192.2015.1075574 performance (Carlson, Ferguson, Kacmar, Grzywacz, & Whitten, 2011; Van Steenbergen & Ellemers, 2009), and health and well-being (Allis & O’Driscoll, 2008; Carlson et al., 2006) have been well documented, little is…”