Work-family facilitation : a positive psychological perspective on rol combination

This dissertation provides a balanced picture of the experiences that individuals can have in the combination of their work and family roles. Extending the common focus in previous literature on experiences of role conflict (and their detrimental consequences), the present research also addresses the positive side of role combination and reveals the different ways in which work and family roles can facilitate each other (energy-based, time-based, behavioral, and psychological facilitation). This research shows that experiencing work-family facilitation has beneficial consequences for employees__ well-being at work and at home (e.g., higher work satisfaction, higher life satisfaction), contributes to employees__ mental and physical health (e.g., lower depressive complaints, lower cholesterol level, healthier body weight), and results in concrete gains for the organization as well (e.g., enhanced objective job performance, lower absenteeism). Furthermore, this research indicates that facilitation can be stimulated by means of informational (appraisal) support and by providing support for family issues in the work environment (a family supportive work environment) as well as support for work issues at home (a work supportive home environment). Thus, this dissertation provides a positive perspective on the combination of work and family roles, which hopefully also find its way to a non-academic audience.LEI Universiteit LeidenINGSocial decision makin

Integrating norms, knowledge and social ties into the deterrence model of cartels: A survey study of business executives

We expand the rational choice theory of crime, as applied to cartels, with three psychological factors—personal norms, social norms and social ties—and knowledge of competition law. Through a survey of Dutch businesses, we find that adding psychological factors substantially increases the explanatory power of the model: All predict attitudes toward future cartel behavior, with personal norms as the strongest (negative) predictor. Better knowledge of competition law relates to stronger deterrence and norms against collusion. We conclude that psychological factors and knowledge of the law are likely necessary to understand and prevent potential cartel behavior

Positive psychological micro-interventions to improve the work-family interface: Use your resources and count your blessings

The present study is designed to test the effectiveness of two positive psychological micro-interventions (“use your resources” and “count your blessings”) aimed at improving the combination of work and family roles. Based on the Transactional Model of Stress (TMS), the Conservation of Resources (COR) Theory and the Work-Home Resources (WH-R) Model, it was expected that the interventions would result in a more positive cognitive appraisal of combining both roles as well as in less work-to-family and family-to-work conflict and more work-to-family and family-to-work enrichment. The hypotheses were tested in a field experiment with three conditions and three measurement waves. In total, 218 working mothers participated in the study. The “use your resources” intervention appeared effective in sorting positive effects on the work–family outcome variables. Participating in the “count your blessing” micro-intervention did not result in a better (appraisal of the) combination of work and family roles. Moreover, for generating positive effects it was important that the participants performed the exercises on a regular basis: the more days women performed the exercise, the stronger the effects. The implications of our findings for future interventions to improve work–family role combining are discussed

Klimaattransitie vraagt om maatschappelijk verantwoord leiderschap: Hoe stimuleer je dit vanuit extern toezicht?

De gevolgen van klimaatverandering worden steeds tastbaarder. De druk op bestuurders van organisaties om maatschappelijk verantwoord leiderschap te tonen, groeit. Hiermee bedoelen we dat van bestuurders wordt verwacht dat zij niet alleen zeggen dat zij de klimaattransitie belangrijk vinden, maar vervolgens ook die goede intenties kunnen omzetten in daadwerkelijk gedrag dat hieraan bijdraagt. Voor het stimuleren van maatschappelijk verantwoord leiderschap vanuit extern toezicht biedt de psychologische benadering verschillende mogelijkheden. Namelijk: creëren van een risicobewuste houding, benutten van de sociale norm en versterken van het geloof in eigen kunnen. Door te experimenteren met deze manieren van gedragsbeïnvloeding kunnen externe toezichthouders hun bijdrage aan de klimaattransitie vergroten

Juggling work and family responsibilities when involuntarily working more from home: A multiwave study of financial sales professionals

Using multiwave survey data collected among 251 financial sales professionals, we tested whether involuntarily working more from home (teleworking) was related to higher time-based and strain-based work-tofamily conflict (WFC). Employees’ boundary management strategy (integration vs. segmentation) and work–family balance self-efficacy were considered as moderators of these relationships. Data were collected one month before, three months after, and 12 months after the implementation of a new cost-saving policy that eliminated employees’ access to office space in a centralized work location. The policy resulted in employees being forced to work more from home. A voluntary telework program had been in effect before the new policy, implying that working more from home as a result of the new policy was involuntary in nature. Results revealed that involuntarily working more from home was associated with higher strain-based WFC but not higher time-based WFC. However, moderator analyses revealed that the positive association between involuntarily working more from home and both types of WFC was significantly stronger among employees with weaker self-efficacy in balancing work and family. Boundary management strategy had no detectable moderating effect

Juggling work and family responsibilities when involuntarily working more from home: A multiwave study of financial sales professionals

Using multiwave survey data collected among 251 financial sales professionals, we tested whether involuntarily working more from home (teleworking) was related to higher time-based and strain-based work-tofamily conflict (WFC). Employees’ boundary management strategy (integration vs. segmentation) and work–family balance self-efficacy were considered as moderators of these relationships. Data were collected one month before, three months after, and 12 months after the implementation of a new cost-saving policy that eliminated employees’ access to office space in a centralized work location. The policy resulted in employees being forced to work more from home. A voluntary telework program had been in effect before the new policy, implying that working more from home as a result of the new policy was involuntary in nature. Results revealed that involuntarily working more from home was associated with higher strain-based WFC but not higher time-based WFC. However, moderator analyses revealed that the positive association between involuntarily working more from home and both types of WFC was significantly stronger among employees with weaker self-efficacy in balancing work and family. Boundary management strategy had no detectable moderating effect

Transitioning towards new ways of working : Do job demands, job resources, burnout and engagement change?

Purpose The purpose of this study was to investigate the effects of a mandatory transition to New Ways of Working (NWW) on employees’ job demands (i.e., mental demands, workload, and task ambiguity), job resources (i.e., autonomy, supervisor support, coworker support, and possibilities for development), and their levels of burnout and work engagement. Additionally, it was investigated whether the effects of the transition depended on employees’ personal resources (Psychological Capital—PsyCap). Design/methodology/approach We investigated an organization in transition. In three waves (one before and two after the transition), data were collected via online surveys among 126 employees of a large Dutch provider of financial services. Findings NWW were beneficial in reducing mental demands and workload and did not harm the relationships with supervisor and coworkers. However, autonomy and possibilities for professional development decreased. Burnout and work engagement remained stable over time. The effects of the transition did not depend on employees’ PsyCap. Implications NWW have received a very positive popular press. Scientific evidence for its beneficial and/or adverse effects on worker well-being can help organizations making an informed decision when considering NWW. Moreover, this can help to develop targeted interventions that alleviate the negative consequences (e.g., paying extra attention to professional development). Originality/value This is one of the first longitudinal studies in which employees were followed who transitioned to NWW. Building on the Job Demands-Resources model, this study provides a comprehensive picture of the effects of NWW

How work spills over into the relationship: Self-control matters

Item does not contain fulltextThis research investigated how and for whom experiences of the workday spill over into relationship functioning at home. Two correlational studies and one experimental study were conducted among Dutch dual-earners with children. Moderated mediation analyses showed that work demands spill over into relationship behavior through the depletion of temporary self-regulatory resources and subsequently a decrease in psychological availability for the partner. Whether work demands spill over into relationship behavior was dependent on dispositional self-control in that evidence for negative spillover was only found for individuals low in dispositional self-control. The experimental study showed that the induction of gratitude for the partner after the workday helped individuals low in dispositional control to prevent negative spillover into the partner relationship.15 p