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 TOPIC: WORK FAMILY CONFLICT

Presented by:

1. Muhammad Ali Baqir


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2. Muhammad Ali Asghar
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Is Love All You Need? The Effects of Emotional Culture,
Suppression, and Work–family Conflict on Firefighter Risk-Taking
and Health

Olivia Amanda O’Neill


George Mason University

Nancy P. Rothbard.
The University of Pennsylvania

Published Online: 30 Nov 2017.


Academy of Management Journal Vol. 60, No. 1
A qualitative study of fire stations in a major metropolitan area
revealed that the emotional cultures of firefighting units were
defined by two emotions: joviality and companionate love.

In addition, emotion suppression, work–family conflict, risk-taking,


and health problems emerged as central themes.
joviality and
companionate love

risk taking

work–family conflict
The relationship between work-family conflict, stress, and work
attitudes
Author(s):
Edna Rabenu, (School of Behavioral Science, Netanya Academic
College, Netanya, Israel).
The purpose of this paper is to put forward a wide theoretical
framework that encompasses the relationships between
organizational justice, organizational citizenship behavior
(OCB), job stress, and the work-family conflict. The authors
suggest an explanatory model that associates those
variables.
Publisher:
Emerald Publishing Limited
Received:
28 February 2014
Revised:
26 March 2015, 18 May 2015
Accepted:
18 July 2015
organizational justice was found to relate positively to OCB,
and stress was found to relate positively to the work-family
conflict. However, contrary to the hypotheses, OCB was found
to relate negatively to job stress and work-family conflict.
Namely, the higher the OCB, the lower the jobs stress.
When Job Performance is All Relative: How Family Motivation
Energizes Effort and Compensates for Intrinsic Motivation
WHU–Otto Beisheim School of Management
Jochen I. Menges
Danielle V. Tussing
Andreas Wihler
Adam M. Grant
Jochen I. Menges

University of Pennsylvania
Andreas Wihler
University of Bonn
Adam M. Grant
University of Pennsylvania
Danielle V. Tussing

Academy of Management Journal Vol. 60, No. 2

Published Online:30 Nov 2017


Drawing on theories of prosocial motivation and action
identification, it has been proposed that family motivation
increases job performance by enhancing energy and reducing
stress, and it is especially important when intrinsic motivation is
lacking.

Concluded that supporting a family provides a powerful source of


motivation that can boost performance in the workplace, offering
meaningful implications for research on motivation and the
dynamics of work and family engagement.
Work‐family conflict and job satisfaction in
stressful workingenvironments: The moderating roles of
perceived supervisor support and internal locus of control.

Author(s):
Yu Ru Hsu (Department of Business Administration, Chang Jung
Christian University, Tainan, Taiwan)

Purpose
– This study aims to examine the moderating effects of
perceived supervisor support (workenvironment variable) and
internal locus of control (personality variable) on the relationship
of work‐family conflict with job satisfaction.
Results show that work‐family conflict has a negative effect on job
satisfaction. Perceived supervisor support and internal locus of
control not only have direct effects on job satisfaction but also
significantly moderate the relationship
between work‐family conflict and job satisfaction.

Yu Ru Hsu, (2011) "Work‐family conflict and job satisfaction in stressful


working environments: The moderating roles of perceived supervisor
support and internal locus of control", International Journal of
Manpower, Vol. 32 Issue: 2, pp.233-
248, https://doi.org/10.1108/01437721111130224
Journal of Management & Organization

How work–family enrichment influence innovative work behavior:


Role of psychological capital and supervisory support.

Pavitra Mishra (a1), Jyotsna Bhatnagar (a2), Rajen Gupta (a3) and
Shelley MacDermid Wadsworth (a4)

This paper examines the relationship between bi-directional work–


family enrichment, psychological capital, and supervisor support in
promoting innovative work behavior.
This paper examines the relationship between bi-directional
work–family enrichment, psychological capital, and supervisor
support in promoting innovative work behavior.
Human Resource Systems, Employee Creativity, and Firm Innovation: The
Moderating Role of Firm Ownership

Academy of Management JournalVol. 60, No. 3


Dong Liu, Yaping Gong, Jing Zhou, and Jia-Chi Huang
Published Online:30 Oct 2017

Purpose
This inter-human resource (HR) systems research investigates whether,
how, and when different types of employee-experienced HR systems
jointly influence employee creativity.
The role of person–organization fit and perceived organizational
support in the relationship between workplace ostracism and
behavioral outcomes

Australian Journal of Management


Yang Woon Chung
First Published November 27, 2015 Research Article

Purpose
With the escalating influence of workplace environment on
organizational behavior, this study examined the relationships
between workplace ostracism, person–organization fit, perceived
organizational support, organizational citizenship behavior, and
deviant behavior.
This study investigated the mediating effects of person–organization
fit and the moderating effects of perceived organizational support
between person–organization fit with organizational citizenship
behavior and deviant behavior.
When More Is Not Enough
Executive Greed and Its Influence on Shareholder Wealth

Katalin Takacs Haynes, Joanna Tochman Campbell, Michael A.


Hitt
First Published June 4, 2014
Journal of Management

Purpose
The concept of greed is one of the oldest social constructs;
however, greed as a managerial attribute that affects firm
outcomes has yet to attract scholarly attention in management.
In this study, the relationship of CEO greed to shareholder wealth
has been examined.
Violating Work-Family Boundaries
Reactions to Interruptions at Work and Home

Emily M. Hunter, Malissa A. Clark, Dawn S. Carlson


First Published March 31, 2017

Journal of Management

This study builds on recent trends to understand the work-family


interface through daily experiences of boundary management.
In particular, investigated boundary violations, or events in which family
life breaches the boundary of work and vice versa.
Boundary violations contributed to general perceptions of work-
family conflict both directly and indirectly through cognitive
appraisals of thwarted goals and, in the work domain, negative
affective reactions.

Violations were also related to satisfaction through goal appraisal.


Specifically, main focus was to

(1) Tease apart boundary violations at work and at home from the
established construct of work-family conflict,

(2) Explore the affective events theory process through which


cognitive and affective reactions to boundary violation events
contribute to work-family conflict and satisfaction, and

(3) Examine positive and negative reactions to boundary violations.


When More Is Not Enough
Executive Greed and Its Influence on
Shareholder Wealth
Framework
After anchoring greed to familiar constructs in organizational
literature, we test our hypotheses on a sample of over 300 publicly
traded firms from multiple industries.

Implications
The contributions of this study, which include refining our
understanding of self-interest and opportunism, developing the greed
construct, and illustrating its impact on shareholder wealth, are
intended to open a new line of inquiry in the management literature.

Findings
As predicted, greed has a negative relationship with shareholder
return, but this relationship is moderated by the presence of a
powerful, independent board, managerial discretion, and CEO
tenure.