The ability of 'family friendly' organizational resources to predict work-family conflict and job and family satisfaction

By P. Brough, M. O’driscoll, Thomas J. Kalliath. 2005

224 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/f938df2695956bdc3562d16af4f49d028733b4fb

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Citations in the corpus

Workhours and worklife balance (2008, background): “Furthermore, combinations of schedule control and other family-friendly policies had positive effects in representative national (18) and mixed (38) samples and among female health professionals (67).”
Work‐family conflict in East vs Western countries (2010, methodology): “34 Western and Eastern cultures, WIF is more frequently experienced than FIW (Aryee et al., 1999; Boyar et al., 2005; Brough et al., 2005; Kinnunen et al., 2006, Ngo and Lau, 1998).”
Work–Family Conflict: The Importance of Family-Friendly Employment Practices and Family-Supportive Supervisors (2008, background): “Secondly, in a number of contexts, it has been shown that what appear to be small effects can have important consequences ( Breaugh 2003 ).”
Work–Family Enrichment and Satisfaction (2014, methodology): “This adaption has been successfully used in previous research (Brough et al., 2005; Carlson et al., 2009).”
The relationship of social support with well-being outcomes via work–family conflict: Moderating effects of gender, dependants and nationality (2017, background): “Conversely, supervisors who understand the pressures and responsibilities of family commitments can reduce the extent to which these pressures and responsibilities interfere with a person’s work (e.g. Brough et al., 2005; Timms et al., 2015).”
In Search of Balance: A Conceptual and Empirical Integration of Multiple Meanings of Work–Family Balance (2017, background): “(2006), the six-item organizational commitment scale (Meyer & Allen, 1991), the three-item family satisfaction scale (Brough et al., 2005), and”
Organizational interventions for balancing work and home demands: An overview (2010, background): “A number of reviews have ascertained that the provision of effective work-life balance policies has both organizational benefits (eg, staff attraction and retention, increased organizational commitment, and performance; Brough et al, 2009a ; Eby et al, 2005 ) and individual employee benefits (eg, ”