BENEFITS OF MULTIPLE ROLES FOR MANAGERIAL WOMEN

By Marian N. Ruderman, P. Ohlott, K. Panzer, Sara King. 2002

671 citations recorded by the source corpus.

Subfields: Gender Studies, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/e4975956873739c44b1aa8f87a191f79f6d034c5

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Citations in the corpus

Being important matters: The impact of work and family centralities on the family-to-work conflict–satisfaction relationship (2012, background): “and skills (Greenhaus and Powell, 2006; Ruderman et al., 2002), it may also create conflict as individuals are torn between performing their job duties at work and meeting their responsibilities as a spouse or a parent at home (Greenhaus and Beutell, 1985).”
Positive spillover from the work—family interface: A study of Australian employees (2008, background): “A number of studies support the influence of skills and behaviours from one role into another, typically work into family roles (Crouter 1984; Kohn 1963; Pearlin and Kohn 1966; Ruderman et al. 2002).”
Work-life balance of UK construction workers: relationship with mental health (2020, background): “Lastly, as with the spill-over theory, experiences in one role can be transferred to the other roles to produce positive outcomes (e.g. being a mother trained her listening skills, which were useful as a manager; Ruderman et al. 2002).”
A multi-level perspective on the synergies between work and family (2007, background): “This understanding is transferred to the workplace and used to better interact with his patients’ parents (which is not unlike the transfer of skills or perspectives described by others in the work–family literature, see Crouter, 1984; Kirchmeyer, 1992a; Ruderman et al., 2002).”
Job, Family and Individual Factors as Predictors of Work-Family Conflict (2008, background): “…argue that 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…”
Rhythms of life: antecedents and outcomes of work-family balance in employed parents. (2005, background): “Although involvement in the family role may conflict with the work role, it may generate benefits, such as self-esteem and enriching experiences, that may benefit women’s performance in the work role, leading to family–work facilitation (Ruderman et al., 2002).”
The Contemporary Career: A Work–Home Perspective (2014, background): “That women and men have been found to experience equivalent levels of family-to-work enrichment (Wayne et al. 2006) suggests that both sexes can leverage their experiences at home to achieve more successful and satisfying careers.”
Is managing the work-family interface worthwhile? Benefits for employee health and performance. (2009, background): “…workers for instance report that their involvement in family roles provides them with new ideas, perspectives and energy on the job, improves their social and conflict resolution skills, or stimulates them to efficiently use the time at work (Ruderman et al., 2002; van Steenbergen et al., 2007).”