Relationships between Time Management, Control, Work–family Conflict, and Strain

This article incorporates recent research regarding time management into a model of work–family conflict. The authors hypothesized that 3 types of time management behavior would have both direct and indirect (through perceived control of time) relationships, with work interfering with family and family interfering with work. It was also hypothesized that both of these types of work-family conflict would be related to the strain outcomes of job dissatisfaction and health complaints. This model was tested with a sample of 522 workers. In general, the hypothesized relationships were supported

Recruiting Older Workers: Realities and Needs of the Future Workforce

This chapter examines literature pertaining to the recruitment of older workers. It begins by addressing the question of relevance and why older worker recruitment matters. It then examines what is known about older workers, including their attitudes, motivations, and behaviors. Next the chapter addresses what employers are looking for in older workers and, more specifically, discusses the continuum of employers’ practices from those that aggressively try to attract and retain older workers and apply a conservation model of older worker management to those that apply a depreciation model and focus primarily on retrenchment and downsizing older employees. Finally, it addresses how employers can recruit older workers through changes in organizational policies and practices

Aging, Retirement and Human Resources Management: A Strategic Approach

This chapter introduces the organizational view of retirement by exploring the relationship between organizational strategy and human resource management decisions regarding retirement. The authors begin with an overview of organizational strategy and discuss two methods used to plan for an aging and retiring workforce. Several key human resource decisions related to retirement are then addressed. In the pre-retirement phase, the role of HR In helping employees to prepare for retirement Is discussed, focusing primarily on financial planning and other retirement-related benefits. Next, human resource decisions pertaining to managing a retirement-ready workforce are discussed, addressing specifically the issues of knowledge transfer and motivating performance. Finally, interactions with individuals after retirement are discussed by looking at recruitment and bridge employment

Putting off Tomorrow to Do What You Want Today: Planning for Retirement

In this article we note that in the coming years, a larger number of people will be experiencing retirement for a longer period of time than ever before and that despite this fact, many will find themselves unprepared for this stage of their lives. We review the literature on retirement preparation, structuring our review around the key questions that need to be addressed when planning for retirement: (a) What will I do? (b) How will I afford it? (c) Where will I live? and (d) Who will I share it with? We make a number of suggestions for research and practice. We conclude that although psychology has begun to play a role in understanding and addressing retirement preparation, there are considerable opportunities for psychologists to engage with this issue in their research and applied work

Student Withdrawal: Test of an Integrated Model

This study examined a model of student withdrawal that integrated the major elements of Tinto\u27s (1975) Student Integration Model and Bean\u27s (1982, 1983) Industrial Model of Student Attrition. In a sample of 315 college freshman, the results of a path analysis indicated that both social and academic integration were related to satisfaction but only academic integration was related to commitment. Neither social nor academic integration had significant direct effects on intention to withdraw. Further, of the two attitudinal variables, satisfaction was related to intention to withdraw, however, commitment was not. These findings support the integrated model of student withdrawal

Relationships of Job and Family Involvement, Family Social Support, and Work–Family Conflict with Job and Life Satisfaction

A model of the relationship between work and family that incorporates variables from both the work-family conflict and social support literatures was developed and empirically tested. This model related bidirectional work-family conflict, family instrumental and emotional social support, and job and family involvement to job and life satisfaction. Data came from 163 workers who were living with at least 1 family member. Results suggested that relationships between work and family can have an important effect on job and life satisfaction and that the level of involvement the worker assigns to work and family roles is associated with this relationship. The results also suggested that the relationship between work and family can be simultaneously characterized by conflict and support. Higher levels of work interfering with family predicted lower levels of family emotional and instrumental support. Higher levels of family emotional and instrumental support were associated with lower levels of family interfering with work. (PsycINFO Database Record (c) 2013 APA, all rights reserved)

Families Facing the Demands of Military Life: New Research Directions

Military families, whether Active-duty, Reserve, or National Guard, face a multitude of demands in times of both peace and war, and these demands will shift throughout a Servicemember’s career. Our research at the Walter Reed Army Institute of Research (WRAIR), as well as research done at other institutions, has shown that the demands experienced by military families have both negative and positive effects in terms of health, marital satisfaction, and satisfaction with the Army. Appraisal of these demands and the ability to obtain the necessary resources to deal with them are important determinants of a variety of well-being–, family-, and Army-related outcomes. This chapter will focus on the findings of family studies conducted by researchers at WRAIR and examine the road ahead with studying military families based on the outcomes discussed

The Impact of Situational Constraints, Role Stressors, and Commitment on Employee Altruism

This study investigated relations between 3 work-related stressors (role ambiguity, role conflict, and organizational constraints) and altruistic behavior in the workplace. It was predicted that each stressor would be negatively related to altruism and that these relations would be moderated by affective commitment (AC). Data from 144 incumbent-supervisor dyads revealed that all 3 stressors; were weakly and negatively related to altruism. Two of these relationships were moderated by AC, although not as predicted. Organizational constraints were positively related to altruism among those reporting high levels of AC but negatively related among those reporting low levels of AC. The pattern was exactly opposite for role conflict. Implications of these findings are discussed