Sex, gender, and the work-to-family interface:exploring negative and positive interdependencies

By Gary N. Powell, Jeffrey H. Greenhaus. 2010

414 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/e8814b83d8c34b8984a4e777ef34ef42b669df8d

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Citations in the corpus

Work-to-Family Spillover Effects of Workplace Ostracism: The Role of Work-Home Segmentation Preferences (2013, neutral): “Thus, further studies on gen-der’s effects on WFC are needed using a fine-grained approach and including a series of deep-level values in terms of gender (Powell & Greenhaus, 2010).”
New Ways of Working: Impact on Working Conditions, Work–Family Balance, and Well-Being (2014, background): “Work conditions, family conditions, and personal characteristics (e.g., a boundary management strategy of segmentation or integration of roles; Perlow 1998; Powell and Greenhaus 2010) are all very likely to influence the extent to which NWW actually enhance work-life balance.”
A mindfulness intervention promoting work–life balance: How segmentation preference affects changes in detachment, well‐being, and work–life balance (2021, background): “While segmentation preferences have to be distinguished from segmentation behaviours (Foucreault et al., 2018), Powell and Greenhaus (2010) showed that high segmentation preferences are positively related to actual segmentation of life domains, and actual segmentation is negatively related toWFC.”
Work-Life Boundaries and Well-Being: Does Work-to-Life Integration Impair Well-Being through Lack of Recovery? (2018, methodology): “Moreover, there is evidence that integration strategies are positively associated with work-life enrichment/positive spillover (McNall, Scott, & Nicklin, 2015; Powell & Greenhaus, 2010) and enrichment/positive spillover in turn are predictive of wellbeing (Crain & Hammer, 2013).”
Toward Understanding Remote Workers’ Management of Work–Family Boundaries: The Complexity of Workplace Embeddedness (2017, methodology): “Furthermore, boundary theory suggests that too much integration can increase the WFC of both men and women (Powell & Greenhaus, 2010).”
Social support (family and supervisor), work–family conflict, and burnout: Sex differences (2012, background): “Constructs such as femininity, family role salience, or even gender, which designates the psychosocial implications of being either male or female, are important in WFC research and have been embedded in an operational model for future research (Powell and Greenhaus, 2010a, 2010b).”
Work–family enrichment and satisfaction: the mediating role of self-efficacy and work–life balance (2016, background): “Additionally, it has been suggested in a number of studies that spillover is both distinct from enrichment (Powell & Greenhaus, 2010) and an antecedent of enrichment (e.g. Masuda et al., 2012), which could possibly account for why WFE and FWE did not have any significant direct effects on family…”
Working from home during the corona pandemic: Investigating the role of authentic leadership, psychological capital, and gender on employee performance (2021, background): “Powell and Greenhaus (2010) argue that the influence of gender in work-family interference is determined by other confounding factors (e.g., number of children) rather than gender per se.”
Relationship between protean career orientation and work–life balance: A resource perspective (2015, methodology): “Then, in accord with prior research and following the conservative approach employed by Powell and Greenhaus (2010) we created a model that contained only paths from the control variables to the model variables.”