Work pressure, workplace social resources, and work–family conflict: The tale of two sectors.

Although research has extensively examined work–family issues in the private sector, little is known about sector-related differences. Here, we used data from the 2002 National Study of the Changing Workforce and multiple-group structural equation modeling to compare the levels and mechanisms through which work pressure and 3 workplace social resources (i.e., work–family culture, supervisor support, and coworker support) are related to work–family conflict in the public and private sectors. First, work–family culture affected work–family conflict directly in the private sector and indirectly, through reduced work pressure, in the public sector. Moreover, work–family culture had a much stronger impact on supervisor support in the private sector. Second, public sector employees perceived higher levels of supervisor and organizational support while experiencing higher levels of work pressure. The study illustrates the necessity of differentiating between the 2 sectors of employment when studying work–family relationships. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A meta-analysis of work–family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations.

A literature review of studies analyzing work–family conflict and its consequences was conducted, and 427 effect sizes were analyzed meta-analytically. Work–family conflict was analyzed bidirectionally in terms of work interference with family (WIF) and family interference with work (FIW). We assessed 3 categories of potential outcomes: work-related outcomes, family-related outcomes, and domain-unspecific outcomes. Results show that WIF and FIW are consistently related to all 3 types of outcomes. Both types of interrole conflict showed stronger relationships to same-domain outcomes than to cross-domain outcomes. Thus, WIF was more strongly associated with work-related than with family-related outcomes, and FIW was more strongly associated with family-related than with work-related outcomes. In moderator analyses, parenthood could not explain variability in effect sizes. However, time spent at work did moderate the relationships between WIF and family-related outcomes, as well as FIW and domain-unspecific outcomes. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

An investigation of the effects of time and involvement in the relationship between stressors and work–family conflict.

Previous researchers have proposed that the time and energy involved in family and paid work should affect the relationship between stressors and conflict in both the work and family domains. Using a sample of 113 registered nurses, the authors hypothesized that the amount of time and involvement in both domains would moderate the stressor–conflict relationships. Results supported many of the interactions in predicting conflict in each domain, and implications for the health of working women with family responsibilities were discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Do individual coping strategies help or harm in the work–family conflict situation? Examining coping as a moderator between work–family conflict and well-being.

In this study we examined the moderator role of coping (problem-, emotion-, and avoidance-focused coping strategies) between work-to-family and family-to-work conflict and well-being (work engagement, job satisfaction, and family satisfaction). The study was based on a sample of 527 Finnish workers. Hierarchical moderated regression analyses showed that emotion-focused coping buffered against job dissatisfaction in a high family-to-work conflict situation. On the other hand, emotion-focused coping was harmful for family satisfaction in the same stressful situation: Those who used more emotion-focused coping were less satisfied with their family life under the conditions of high family-to-work conflict. Furthermore, avoidance coping was beneficial in a high family-to-work conflict situation: Those who used more avoidance coping were more satisfied with their family life in this situation. No buffering effects were found for work engagement or for problem-focused coping. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Value attainment: An explanation for the negative effects of work–family conflict on job and life satisfaction.

Perceptions of work interfering with family life and family issues interfering with work are examined as 2 distinct constructs representing work–family conflict. Experienced work–family conflict is argued to reduce one's value attainment which, in turn, lowers both job and life satisfaction. This study examines value attainment as a mediating variable in the work–family conflict and satisfaction relationship. Responses from 270 hotel managers indicate that value attainment either partially or fully mediates the relationship between work interference with family and family interference with work and both job and life satisfaction. Value attainment is argued to be a meaningful explanatory variable for the negative relationship between work–family conflict and job–life satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work–family conflict and employee psychiatric disorders: The national comorbidity survey.

This study examined the relation between work–family conflict and several types of psychiatric disorders: mood, anxiety, substance dependence, and substance abuse. Survey data were obtained from a representative national sample of 2,700 employed adults who were either married or the parent of a child 18 years old or younger. Hierarchical logistic regression analyses revealed that both work-to-family and family-to-work conflict were positively related to having a mood, anxiety, and substance dependence disorder. Depending on the type of work–family conflict and type of disorder, employees who reported experiencing work–family conflict often were 1.99–29.66 times more likely than were employees who reported no work–family conflict to experience a clinically significant mental health problem. No support was found for gender differences. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

How do people with different attachment styles balance work and family? A personality perspective on work–family linkage.

This study explored whether different models of work–family relationship were possible for individuals with different attachment styles. A mail survey was conducted using employees (N?=?481) at a midwestern university in the United States. Results suggested that (a) individuals with a preoccupied attachment pattern were more likely to experience negative spillover from the family/home to the work domain than those with a secure or dismissing style, (b) securely attached individuals experienced positive spillover in both work and family domains more than those in the other groups, and (c) preoccupied individuals were much less likely to use a segmentation strategy than the other 3 attachment groups. However, when the conventional job satisfaction–life satisfaction relationship was examined, the data provided unique support for the spillover model. Implications of the findings for both attachment and work–family relationship literatures are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work–family conflict, spouse support, and nursing staff well-being during organizational restructuring.

This study examined work and family conflict, spouse support, and nursing staff well-being during a time of hospital restructuring and downsizing. Data were collected from 686 hospital-based nurses, the vast majority (97%) women. Nurses reported significantly greater work–family conflict than family–work conflict. Personal demographic but not downsizing and restructuring variables predicted family–work conflict; downsizing and restructuring variables but not personal demographics predicted work–family conflict. Spouse support had no effect on work–family conflict but reduced family–work conflict. Both work–family conflict and family–work conflict were associated with less work satisfaction and greater psychological distress. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Making sense of family conflict: Intimate partner violence and preschoolers’ externalizing problems.

This research examines relations among parental intimate partner violence (IPV), preschoolers’ narrative coherence about family conflict situations, and preschoolers’ externalizing problems. Participants were 57 mothers and their 4- to 5-year-old children. Mothers provided data on IPV and children’s externalizing problems. Narrative coherence was coded from children’s play narratives in response to story stems from the MacArthur Story Stem Battery. Results are consistent with theory suggesting that exposure to IPV may adversely affect preschoolers’ ability to understand family conflict situations in an organized manner, which in turn may contribute to their externalizing problems. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The work–family interface in the United States and Singapore: Conflict across cultures.

This article examines the work–family interface in a cross-cultural comparison between two nationally representative samples from the United States (n = 1,860) and Singapore (n = 1,035) with emphasis on work–family conflict. Family-to-work conflict was negatively related to marital satisfaction in both Singapore and the United States, although the effect was stronger in the United States. Similarly, family-to-work conflict was positively related to job satisfaction in the United States but was negatively related in Singapore. As expected, schedule flexibility was negatively related to depression in the United States, but in Singapore the relationship was positive. These findings suggest that theoretical relationships in the work–family interface developed in the more culturally individualistic West may need to be adapted when studying populations in the more collectivist East. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Health and turnover of working mothers after childbirth via the work–family interface: An analysis across time.

This study examined organizational levers that impact work–family experiences, participant health, and subsequent turnover. Using a sample of 179 women returning to full-time work 4 months after childbirth, we examined the associations of 3 job resources (job security, skill discretion, and schedule control) with work-to-family enrichment and the associations of 2 job demands (psychological requirements and nonstandard work schedules) with work-to-family conflict. Further, we considered subsequent impact of work-to-family conflict and enrichment on women's health (physical and mental health) 8 months after women returned to work and the impact of health on voluntary turnover 12 months after women returned to work. Having a nonstandard work schedule was directly and positively related to conflict, whereas schedule control buffered the effect of psychological requirements on conflict. Skill discretion and job security, both job resources, directly and positively related to enrichment. Work-to-family conflict was negatively related to both physical and mental health, but work-to-family enrichment positively predicted only physical health. Physical health and mental health both negatively influenced turnover. We discuss implications and opportunities for future research. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Power and conflict resolution in sibling, parent–child, and spousal negotiations.

This study used a within-family observational design to examine conflict strategies (planning, opposition) and resolutions (standoff, win-loss, compromise) across family subsystems, with an emphasis on power differences between parents and children during relatively symmetrical within-generation (spousal, sibling) and relatively asymmetrical between-generation (parent–child) dyadic interactions. Up to six dyads in 67 families (children's ages ranging from 3 to 12 years) discussed an unresolved conflict. Results revealed that within-generation discussions ended more in standoff, whereas between-generation discussions ended with more win-loss resolutions. Multilevel analyses indicated that parents engaged in more planning and opposition than children; however, they opposed more and planned less with their spouses than their children. In general, more planning and less opposition were associated with achieving resolutions rather than failing to resolve differences. Some effects were qualified by within-family differences between mothers versus fathers and older versus younger siblings, as well as between-family differences in younger siblings' age. Implications for theories of power and family relationship dynamics are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A prospective three generational study of fathers’ constructive parenting: Influences from family of origin, adolescent adjustment, and offspring temperament.

This prospective, intergenerational study considered multiple influences on 102 fathers’ constructive parenting of 181 children. Fathers in the 2nd generation (G2) were recruited as boys on the basis of neighborhood risk for delinquency and assessed through early adulthood. The fathers’ parents (G1) and the G2 mothers of G3 also participated. A multiagent, multimethod approach was used to measure G1 and G2 constructive parenting (monitoring, discipline, warmth, and involvement), G2 positive adolescent adjustment, and problem behavior in all 3 generations, including G3 difficult temperament and externalizing problems in early and middle childhood, respectively. Path modeling supported direct transmission of G1 constructive parenting of G2 in late childhood to G2 constructive parenting of G3 in middle childhood. Of note, G1 parenting indirectly influenced G2 parenting through G2 positive adjustment but not through G2 adolescent antisocial behavior. G1 parenting influenced G2 parenting in both early and middle childhood of G3. G2 parenting influenced G3 problem behavior but not vice versa. Intergenerational continuities in parenting persisted, even when additional influences were considered. Transmission pathways are not limited to life-course adversity. Rather, constructive parenting is maintained, in part, by engendering positive adjustment in offspring. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Cultural similarities and differences in group work: Pilot study of a U.S.–Chinese group comparison.

This pilot study representing collaborative cross-cultural research was conducted to compare cross-cultural similarities and differences between 2 comparable task groups by using the 8-step learning through discussion (LTD; W. F. Hill, 1969) method. One LTD group was conducted in the United States with U.S. members; the other LTD group was conducted in China with Chinese members. The same scholarly article on career needs of Chinese middle school students provided the discussion input (M. H. France, Y. Jin, K. Huang, F. Si, & W. Zhang, 1991). Videotapes of each group were made for comparative review by the researchers, providing for analysis of similarities and differences in verbal interaction, nonverbal interaction, leader role, and content themes. Implications of the results and suggestions for U.S. group leaders in working with Chinese task groups are provided. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Initial validation of a computer-administered Addiction Severity Index: The ASI–MV.

The Addiction Severity Index—Multimedia Version (ASI–MV) is a CD-ROM-based simulation of the interview-administered Addiction Severity Index (ASI). Clients in treatment (N ?=?202) self-administered the ASI–MV to examine the test–retest reliability, criterion validity, and convergent–discriminant validity of the ASI–MV. Excellent test–retest reliability was observed for composite scores and severity ratings. Criterion validity, tested against the interviewer-administered ASI, was good for the composite scores. For severity ratings, variable agreement was observed between the ASI–MV and each interviewer, suggesting poor interrater reliability among interviewers. This conclusion was bolstered by a finding of superior convergent–discriminant validity for both composite scores and severity ratings compared to the standard ASI. The ASI–MV is a viable alternative to the expensive and potentially unreliable interviewer-administered version. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A longitudinal study of the role of negative affectivity on the work stressor–strain process.

A significant proportion of previous research in the occupational stress area has tended to treat the personality variable negative affectivity (NA) as a nuisance variable. This perspective has led researchers to routinely control for the effects of NA. However, P. E. Spector, D. Zapf, P. Y. Chen, and M. Frese (2000) have proposed a number of different mechanisms by which NA could have substantive effects. The current research used a longitudinal framework to test several competing mechanisms proposed by Spector et al. (specifically, the perception, hyperresponsivity, and causality mechanisms) on the relationship between work stressors and psychological well-being. Customs workers and dentists constituted the longitudinal sample (N = 345). Results provided strong support for the perception mechanism, indicating that the effects of NA on psychological health were partially mediated by work stressors. The authors discuss the theoretical and practical relevance of the perception mechanism to occupational health. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Similarities and differences between practitioners of psychotherapy in Sweden: A comparison of attitudes between psychodynamic, cognitive, cognitive–behavioral, and integrative therapists.

[Correction Notice: An erratum for this article was reported in Vol 19(3) of Journal of Psychotherapy Integration (see record 2009-16521-006). The results of the post hoc tests were printed illegibly. In order to make it possible for the reader to understand which of the effect sizes belong to which of the comparisons, the tables are clarified in this erratum.] This study focuses on similarities and differences between Swedish psychotherapists of four orientations: psychodynamic, cognitive, cognitive–behavioral, and integrative therapy. The aim is to describe similarities and differences regarding (a) background factors, (b) focus in psychotherapy, (c) attitudes toward psychotherapy as art/craftsmanship, (d) scientific outlook, (e) what characterizes a good psychotherapist, and (f) how psychotherapy ought to be pursued. The therapists had very similar attitudes about the therapeutic relationship and rather similar attitudes about which effects psychotherapy ought to obtain. The greatest differences were related to psychotherapeutic techniques and science. The results are discussed with emphasis on the distance or proximity between the orientations. The conclusion is that there are differences between psychodynamic psychotherapy compared with cognitive and cognitive–behavioral therapies, which imply difficulties in integrating these orientations. However, the differences between the cognitive and cognitive–behavioral therapists are not of such a magnitude that they necessarily present an obstacle to integration. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

After "The Baltimore Affair": James Mark Baldwin's life and work, 1908–1934.

James Mark Baldwin was one of the earliest American practitioners of the "new psychology" and an influential figure in the emergence and establishment of psychology in the US. He left the US because of a scandal in Baltimore resulting from his arrest at a "colored" bordello. Baldwin returned only occasionally to North America following his forced resignation from Johns Hopkins University in 1909. Contrary to the few references to his life after leaving Baltimore, Baldwin appears to have initially settled in England. He made numerous extended trips to Mexico and continental Europe, especially France, which eventually became his adopted home. Baldwin's later life and work in Europe are examined in this article. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The crossover of daily work engagement: Test of an actor–partner interdependence model.

This study of 62 dyads of employees (N = 124) examined the crossover of work engagement—a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption. We hypothesized that work engagement crosses over from an employee (the actor) to his or her colleague (the partner) on a daily basis. The frequency of daily communication was expected to moderate the crossover of daily work engagement, which in turn would relate to colleagues’ daily performance. Participants first filled in a general questionnaire and then completed a diary study over 5 consecutive workdays. The hypotheses were tested with multilevel analyses, using an actor–partner interdependence model. Results confirmed the crossover of daily work engagement, but only on days when employees within a dyad interacted more frequently than usual. Moreover, we found that actor’s work engagement (particularly vigor), when frequently communicated, had a positive indirect relationship with partner’s performance through partner’s work engagement. Finally, results showed that actor’s vigor was negatively related to partner’s performance when communication was low. However, this negative effect was counteracted when mediated by the vigor of the partner. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Marital conflict and the quality of young children's peer play behavior: The mediating and moderating role of parent–child emotional reciprocity and attachment security.

Parent–child attachment security and dyadic measures of parent–child positive and negative emotional reciprocity were examined as possible mediators and moderators of the connection between marital conflict and children's peer play behavior. Eighty parents were observed in a laboratory play session with their 15- to 18-month-old child. Subsequently, at 36 months children were observed interacting with peers at their child care setting. Connections between marital conflict and children's positive peer interaction were mediated by mother–child attachment security, mother–child positive emotional reciprocity, and father–child negative emotional reciprocity. Connections between marital conflict and children's negative peer interaction were mediated by mother–child positive emotional reciprocity and father–child attachment security. Parent–child attachment security and negative emotional reciprocity emerged as important moderators of the connection between marital conflict and children's peer play behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)