Shifting Perspectives: A Response to Donald Goellnicht

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Water separating system Patent

Development of liquid separating system using capillary device connected to flexible bladder storage chambe

Maximum likelihood method for fitting a sum of exponentials to experimental data

Maximum likelihood method for fitting sum of expotentials to experimental dat

Are organizations shooting themselves in the foot? Workplace contributors to family-to-work conflict

Purpose - To examine 1) the direct effects of work domain variables on family-to-work conflict (FWC), beyond their indirect effects via the mediating variable of work-to-family conflict (WFC), and 2) sex differences in the effects of work role expectations and supervisor support on FWC. Methodology/Approach - A survey was conducted among 208 UK public sector employees. Hierarchical multiple regression analysis tested main and moderating effects of work domain variables and sex on FWC. To test for mediation, the procedure recommended by Baron and Kenny (1986) was used. Findings - Work domain variables had a significant effect on FWC above and beyond the effects of family domain variables, and independent of WFC. The relationship between work role expectations and FWC was found to be significantly stronger for men than for women. Research limitations/implications - The cross-sectional design of the study does not permit firm conclusions regarding causality, and the results may be influenced by common method bias. Practical implications - In the face of evidence that organizations are causing the very phenomenon that hurts them, the responsibility to assist employees with reducing FWC is enhanced. Particularly for men, management of organizational expectations to work long hours and prioritize work over family is an area in which employers can and should play a key role if gender equity with regard to organizational work-family climate is to be established. Originality/Value - This study indicates that organizational work demands may have more influence over the degree to which employees’ family lives interfere with their work than has previously been assumed, especially for men

A Nonlinear Splitting Algorithm for Systems of Partial Differential Equations with self-Diffusion

Systems of reaction-diffusion equations are commonly used in biological models of food chains. The populations and their complicated interactions present numerous challenges in theory and in numerical approximation. In particular, self-diffusion is a nonlinear term that models overcrowding of a particular species. The nonlinearity complicates attempts to construct efficient and accurate numerical approximations of the underlying systems of equations. In this paper, a new nonlinear splitting algorithm is designed for a partial differential equation that incorporates self-diffusion. We present a general model that incorporates self-diffusion and develop a numerical approximation. The numerical analysis of the approximation provides criteria for stability and convergence. Numerical examples are used to illustrate the theoretical results

Direct and indirect links between organizational work-home culture and employee well-being

The extent to which an organization’s culture exhibits support for its employees’ efforts to balance work and personal responsibilities has been shown to influence a number of work- and home-related outcomes. This study tests a model with a mix of mediated and moderated relationships to investigate direct and indirect routes by which work-home culture may affect employee well-being. Sex differences in these relationships are also explored. Data collected from public sector employees in the UK indicate that a supportive work-home culture is significantly associated with lower levels of psychosomatic strain among employees. For women, this relationship is mediated by reduced levels of work-home interference. Different types of support demonstrate different effects for men and for women: managerial support has a more beneficial impact on women’s well-being, and organizational time demands have a more detrimental impact on men’s well-being. Recommendations for managers to boost employee well-being include shifting the focus away from presenteeism and toward work outputs in order to reduce gender stereotypes and improve attitudes toward those using flexible work practices and family-friendly initiatives, incorporating work-home supportiveness into the managerial performance appraisal process, and compensating or otherwise recognizing employees taking on absent colleagues’ workloads

Family influences on the career life cycle

This chapter examines the myriad ways in which one’s family and personal life can impact an individual’s career. A review of some of the key research literature reveals that career choice is influenced by an individual’s values, attitudes, and expectations concerning how work should be balanced with the rest of life. Individuals are also susceptible to influence from their families of origin with regard to occupational choice and prioritizing work over family, or vice versa. Career opportunities, in the form of prospects for advancement within an organization or more generally in one’s chosen field, are impacted by family commitments and the use of flexible working practices designed to assist employees balance their work and home responsibilities. The desire for a balanced lifestyle between work and family also affects decisions to change jobs or accept a geographical transfer, and can help to shape employees’ intentions to depart an organization or an entire career. The chapter will conclude by identifying some of the major implications of employees’ determination to combine career with a meaningful life outside of work, for both organizations and individuals