Formal Organizational Initiatives and Informal Workplace Practices: Links to Work-Family Conflict and Job-Related Outcomes

By Stella Anderson, B. Coffey, R. Byerly. 2002

1,074 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/fa4d7393d67a5d5ecedd88e4238b68c39f09e3b1

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Citations in the corpus

Attitudinal and behavioral consequences of work‐family conflict and family‐work conflict (2008, result): “This is a conclusion supported by more recent research ( Anderson et al. , 2002”
FACTORS AFFECTING QUALITY OF WORK LIFE: Empirical Evidence From Indian Organizations (2012, background): “Instead, it helps employees in general function better at work and find a work life fit (Anderson et al., 2002).”
Exploring work- and organization-based resources as moderators between work–family conflict, well-being, and job attitudes (2006, background): “Moreover, some studies have proposed that a family supportive working environment might be even more important than flexible policies which, alone, are often ineffective if the working climate does not support their take-up (eg, Allen, 2001 ; Anderson, Coffrey, & Byerly, 2002 ).”
Work‐family conflict and job satisfaction in stressful working environments (2011, background): “Most studies have found a negative relationship between these two variables ( Anderson et al. , 2002”
How Does Supervisory Family Support Influence Employees’ Attitudes and Behaviors? A Social Exchange Perspective (2014, background): “For example, in their study of 2,248 wage and salaried workers, Anderson, Coffey, and Byerly (2002) found that supervisory family support significantly impacted the levels of job satisfaction and turnover intentions.”
Promoting frontline employees' quality of life: Leisure benefit systems and work-to-leisure conflicts (2013, methodology): “Independent variable This study uses awork-to-leisure conflict (5 items) scale adapted from the work-family conflict research conducted by Anderson et al. (2002). Examples of items include: “I do not have enough time for leisure because of my job,” and “I have never been in as good of a mood as I mi”
Work-family conflict and job withdrawal intentions: The moderating effect of cultural differences (2004, methodology): “The results from our U.S. sample were consistent with the argument that WIF predicts higher levels of turnover intentions and behaviors (i.e., Anderson et al., 2002; Frone, 2003; Greenhaus, Parasuraman, & Collins, 2001).”