Retreating or repairing? Examining the alternate linkages between daily partner-instigated incivility at home and helping at work.

Although research has recognized the straining effects of incivility at work, it is less clear how incivility experiences at home affect employees' daily states and behaviors at work. We argue that partner-instigated incivility-ambiguous aggressions from an employee's partner prior to work may affect helping behavior at work in multiple ways. Building on prior research, which has identified different mechanisms (i.e., resource drain, reactive compensation) linking family and work domains, we argue that whereas partner-instigated incivility may be cognitively depleting, thus limiting employees' capacity to help others, it may also induce negative mood, which may drive employees to compensate for this unpleasant experience by engaging in more person- and task-focused helping behaviors at work. Furthermore, we consider perspective taking as an individual difference with the potential to buffer the effects of partner-instigated incivility on cognitive depletion and negative mood. Results from a critical incident study (Study 1) supported our assertion that partner-instigated incivility is cognitively depleting and inducing of negative mood. In an experience sampling study (Study 2), which included daily reports from employees and their partners who instigated incivility, we replicated the initial effects and found support for a compensation linkage between partner-instigated incivility and both forms of helping at work via negative mood and partial support for the moderating role of perspective taking. Results also indicated that person-focused helping lessened employees' negative mood in the evening, suggesting that mood repair benefits are associated with this behavior. Implications of these findings for family incivility occurrences and self-regulation are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Managing my shame: Examining the effects of parental identity threat and emotional stability on work productivity and investment in parenting.

We identify parental identity threat as a blended work-family experience (i.e., when the family domain becomes a salient aspect of the work domain) that prompts working parents to attend to their parenting identities while at work. By integrating theoretical arguments related to role identities, self-conscious emotions, and identity maintenance, we propose that parental identity threat provokes working parents' shame, which then results in disparate cross-domain outcomes in the form of reduced work productivity and enhanced investment in parenting. We further explain that emotional stability serves as a first-stage moderator of the proposed mediated relationships. Specifically, working parents with higher (vs. lower) emotional stability respond to parental identity threat with weaker shame reactions that then lessen the effects onto work productivity and investment in parenting. We tested our predictions across three studies: an experiment, a multisource field study involving working parent-spouse dyads, and a time-lagged experience sampling study across 15 days also using working parent-spouse dyads. Altogether, our findings generally support our predictions. Theoretical and practical implications and future direction are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Work-leisure blending: An integrative conceptual review and framework to guide future research.

Since the industrial revolution, work and leisure have largely been considered opposing domains. A growing number of organizations, however, enable and/or promote blending leisure activities into the workplace. Similarly, several conceptualizations across different disciplines examine how work and leisure can coexist. These different conceptualizations have yielded a rich but fragmented theoretical account of work-leisure blending. To address this problem, we provide a comprehensive theoretical integration of multiple literature streams where research has explored work-leisure blending. Further, we develop a tripartite dimensional framework designed to elucidate the central dimensions of work-leisure blending (i.e., segmentation-integration, unstructured-structured, and independent-interactive) undergirding this phenomenon. Using this framework as a theoretical foundation, we then discuss important contextual considerations and future research directions related to work-leisure blending. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Further understanding incivility in the workplace: The effects of gender, agency, and communion.

Research conducted on workplace incivility-a low intensity form of deviant behavior-has generally shown that women report higher levels of incivility at work. However, to date, it is unclear as to whether women are primarily treated uncivilly by men (i.e., members of the socially dominant group/out-group) or other women (i.e., members of in-group) in organizations. In light of different theorizing surrounding gender and incivility, we examine whether women experience increased incivility from other women or men, and whether this effect is amplified for women who exhibit higher agency and less communion at work given that these traits and behaviors violate stereotypical gender norms. Across three complementary studies, results indicate that women report experiencing more incivility from other women than from men, with this effect being amplified for women who are more agentic at work. Further, agentic women who experience increased female-instigated incivility from their coworkers report lower well-being (job satisfaction, psychological vitality) and increased work withdrawal (turnover intentions). Theoretical implications tied to gender and incivility are discussed. (PsycINFO Database Record

Tethered to work: A family systems approach linking mobile device use to turnover intentions.

We examined the use of a mobile device for work during family time (mWork) to determine the role that it plays in employee turnover intentions. Using a sample of 344 job incumbents and their spouses, we propose a family systems model of turnover and examine 2 paths through which we expect mWork to relate to turnover intentions: the job incumbent and the spouse. From the job incumbent, we found that the job incumbent's mWork associated with greater work-to-family conflict and burnout, and lower organizational commitment. From the spouse, we found that incumbent mWork and greater work-to-family conflict associated with increased resentment by the spouse and lower spousal commitment to the job incumbent's organization. Both of these paths played a role in predicting job incumbent turnover intentions. We discuss implications and opportunities for future research on mWork for integrating work and family into employee turnover intentions.

Cross-lagged relations between mentoring received from supervisors and employee OCBs: Disentangling causal direction and identifying boundary conditions.

Although mentoring has documented relationships with employee attitudes and outcomes of interest to organizations, neither the causal direction nor boundary conditions of the relationship between mentoring and organizational citizenship behaviors (OCBs) has been fully explored. On the basis of Social Learning Theory (SLT; Bandura, 1977, 1986), we predicted that mentoring received by supervisors would causally precede OCBs, rather than employee OCBs resulting in the receipt of more mentoring from supervisors. Results from cross-lagged data collected at 2 points in time from 190 intact supervisor-employee dyads supported our predictions; however, only for OCBs directed at individuals (OCB-Is) and not for OCBs directed at the organization (OCB-Os). Further supporting our theoretical rationale for expecting mentoring to precede OCBs, we found that coworker support operates as a substitute for mentoring in predicting OCB-Is. By contrast, no moderating effects were found for perceived organizational support. The results are discussed in terms of theoretical implications for mentoring and OCB research, as well as practical suggestions for enhancing employee citizenship behaviors.

Supervisor Health and Safety Support: Scale Development and Validation.

Two studies were conducted to develop a psychometrically sound measure of supervisor health and safety support (SHSS). We identified three dimensions of supervisor support (physical health, psychological health, safety) and used Study 1 to develop items and establish content validity. Study 2 was used to establish the dimensionality of the new measure and provide criterion-related and discriminant validity evidence of the measure using supervisor and subordinate data. The measure had incremental validity in predicting employee performance and psychological strain outcomes above and beyond general work support variables. Implications of these findings and for workplace support theory and practice are discussed.

How important are work-family support policies? A meta-analytic investigation of their effects on employee outcomes.

This meta-analysis examines relationships between work-family support policies, which are policies that provide support for dependent care responsibilities, and employee outcomes by developing a conceptual model detailing the psychological mechanisms through which policy availability and use relate to work attitudes. Bivariate results indicated that availability and use of work-family support policies had modest positive relationships with job satisfaction, affective commitment, and intentions to stay. Further, tests of differences in effect sizes showed that policy availability was more strongly related to job satisfaction, affective commitment, and intentions to stay than was policy use. Subsequent meta-analytic structural equation modeling results indicated that policy availability and use had modest effects on work attitudes, which were partially mediated by family-supportive organization perceptions and work-to-family conflict, respectively. Additionally, number of policies and sample characteristics (percent women, percent married-cohabiting, percent with dependents) moderated the effects of policy availability and use on outcomes. Implications of these findings and directions for future research on work-family support policies are discussed.

The intersection of work and family life: the role of affect.

This review examines the role that trait-based and state-based affect plays in understanding the intersection of work and family life. We start with the definition of key terms and concepts. This is followed by a historical overview of the two bodies of scholarship that are the focus of this review, the work-family interface and affect. Next, we provide a review and synthesis of 79 empirical studies examining affect in relation to work-family interaction, organized around three perspectives: the dispositional perspective, the state-based specific affective reactions perspective, and the state-based global affective reactions perspective. A methodological critique of these studies follows, providing a springboard for the discussion of recommended methodologies and data analytic approaches, along with directions for future research.

Individual reactions to high involvement work processes: investigating the role of empowerment and perceived organizational support.

This study sought to understand how high involvement work processes (HIWP) are processed at the employee level. Using structural equation modeling techniques, the authors tested and supported a model in which psychological empowerment mediated the effects of HIWP on job satisfaction, organizational commitment, job performance, and job stress. Furthermore, perceived organizational support (POS) was hypothesized to moderate the relationships between empowerment and these outcomes. With exception for the empowerment-job satisfaction association, support was found for our predictions. Future directions for research and the practical implications of our findings for both employees and organizations are discussed.

Creating safer workplaces: assessing the determinants and role of safety climate.

PROBLEM: Although there has been considerable interest in safety climate, relatively little attention has been given to the factors that determine safety climate or to testing the hypothesized mediating role of safety climate with respect to safety-related outcomes. METHOD: Questionnaire responses were obtained from 2,208 employees of a large national retail chain in 21 different locations. RESULTS: After controlling for demographic variables, three factors: environmental conditions, safety-related policies and programs, and general organizational climate, accounted for 55% of the variance in perceived safety climate. Interestingly, organizational climate made a significant contribution to safety climate, even after controlling for the other more safety-relevant variables. Partial correlations showed that safety policies and programs had the largest observed correlation with safety climate, followed by two of the dimensions of organizational climate (communication and organizational support). Using Baron and Kenny's (J. Pers. Soc. Psychol. 51 (1986) 1173) procedures, the principal effects of the various work situation factors on perceived safety at work were found to be direct rather than mediated by safety climate. Safety climate influenced perceived safety at work, but its role as a mediator was limited. IMPACT ON INDUSTRY: These results are discussed in terms of other recent findings on safety climate and the growing interest in understanding management and organizational factors in the context of workplace safety.