The Differential Salience of Family and Community Demands and Resources for Family-to-Work Conflict and Facilitation

By Patricia Voydanoff. 2005

134 citations recorded by the source corpus.

Subfields: Gender Studies, General Health Professions, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/df8d490bf127df9946f07026d3309e8f6c03a485

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In Gender Studies

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Citations in the corpus

Does home life interfere with or facilitate job performance? (2010, background): “Work characteristics are consistently associated with interference (or facilitation) initiating from work, whereas home characteristics are the major antecedents of interference (or facilitation) initiating from the home domain (e.g., Carlson & Kacmar, 2000; Frone, Russell, & Cooper, 1992; Frone, Ya”
Family Structure, Gender, and the Work–Family Interface: Work-to-Family Conflict Among Single and Partnered Parents (2012, background): “As such, scholars have generally viewed work-to-family conflict and family-towork conflict as separate concepts with largely different predictors (Byron 2005; Voydanoff 2005b ).”
A multi-level perspective on the synergies between work and family (2007, methodology): “Previous uses of ‘facilitation’ focused on positive individual changes in one domain as a function of participation in another (Aryee, Srinivas, & Tan, 2005; Frone, 2003; Grzywacz & Bass, 2003; Hill, 2005; Voydanoff, 2005; Wayne, Musisca, & Fleeson, 2004), a definition that is now redundant with ‘en”
Community embeddedness and work outcomes: The mediating role of organizational embeddedness (2014, background): “Indeed, the work of Voydanoff (2005) suggests that individuals often try to calibrate their level of organizational embeddedness to their level of community embeddedness to enhance the consistency of their attitudes about their life situations.”
Social Integration, Work‐Family Conflict and Facilitation, and Job and Marital Quality (2005, background): “Work-to-family conflict and work-tofamily facilitation are either uncorrelated or show weak negative relationships to each other (see Voydanoff, 2004b, 2005, for reviews).”
Work orientations in the job demands-resources model (2012, background): “Therefore, workload should be acceptable and job resources sufficient as such working conditions are related to better wellbeing, which can further contribute positively to society as a whole in the form of active participation of employees in their family and societal life (Voydanoff, 2005).”