Toward a Conceptualization of Perceived Work‐Family Fit and Balance: A Demands and Resources Approach

By Patricia Voydanoff. 2005

632 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/ff61d42d2470008298162bc58125ac85358e7fae

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Citations in the corpus

Work Life Balance: What DO You Mean? The Ethical Ideology Underpinning Appropriate Application (2007, methodology): “The only other two measures identified in the literature but not discussed in this article were mentioned by Voydanoff (2005).”
When Family Supportive Supervisors Meet Employees’ Need for Caring: Implications for Work–Family Enrichment and Thriving (2018, background): “We contend that although all individuals value FSSB, as it is a helpful contextual resource (ten Brummelhuis & Bakker, 2012; Voydanoff, 2005), those who have a higher need for caring may respond more favorably, as FSSB contributes to fulfilling their actual needs of being cared for.”
Antecedents and consequences of work-family enrichment among Indian managers (2009, methodology): “with the resources and demands framework ( Voydanoff 2005 ), this study included antecedents from both family and work domains.”
Work-Life Balance: an Integrative Review (2017, background): “In other words, balanced individuals cannot be engaged in work life exclusively; they have to be equally engaged in nonwork life too (e.g., Voydanoff 2005).”
Satisfaction with work-family balance among German office workers. (2010, methodology): “Drawing on a resources-demands theoretical framework ( Voydanoff, 2005a”
Trouble at the Border?: Gender, Flexibility at Work, and the Work-Home Interface (2008, methodology): “Patricia Voydanoff (2005a) underscores the importance of these forms of role blurring, identifying them as “boundary-spanning demands” and documenting their positive association with work-to-home conflict.”
The relationship of perceived flexibility, supportive work–life policies, and use of formal flexible arrangements and occasional flexibility to employee engagement and expected retention (2008, background): “‘Boundary-spanning resources’ such as flexible work schedules ‘enhance workers’ perceived control over managing the work family boundary’ (Voydanoff, 2005, p. 831).”
Relationship between protean career orientation and work–life balance: A resource perspective (2015, background): “Based on a demands-resources fit perspective, Voydanoff (2005) has proposed that resources are essential to achieving balance because they enable employees to meet the demands of the work and family domains and participate effectively in both domains.”