Work-Supportive Family, Family-Supportive Supervision, Use of Organizational Benefits, and Problem-Focused Coping: Implications for Work-Family Conflict and Employee Well-Being
Adaptation, Psychological, Adult, Conflict (Psychology), Family Relations, Female, Humans, Male, Middle Aged, Ontario, Questionnaires, Work Schedule Tolerance
Digital Object Identifier (DOI)
Employees (n = 230) from multiple organizations and industries were involved in a study assessing how work-family conflict avoidance methods stemming from the family domain (emotional sustenance and instrumental assistance from the family), the work domain (family-supportive supervision, use of telework and flextime), and the individual (use of problem-focused coping) independently relate to different dimensions of work-family conflict and to employees' affective and physical well-being. Results suggest that support from one's family and one's supervisor and the use of problem-focused coping seem most promising in terms of avoiding work-family conflict and/or decreased well-being. Benefits associated with the use of flextime, however, are relatively less evident, and using telework may potentially increase the extent to which family time demands interfere with work responsibilities.
Was this content written or created while at USF?
Citation / Publisher Attribution
Journal of Occupational Health Psychology, v. 11, issue 2, p. 169-181
Scholar Commons Citation
Lapierre, Laurent M and Allen, Tammy D., "Work-Supportive Family, Family-Supportive Supervision, Use of Organizational Benefits, and Problem-Focused Coping: Implications for Work-Family Conflict and Employee Well-Being" (2006). Psychology Faculty Publications. 34.