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    Topic: Work Family Conflict: Presented By: 1. Muhammad Ali Baqir Cms 22912 2. Muhammad Ali Asghar Cms 22911

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    ali
    1. The document discusses several studies on the relationship between work-family conflict and other workplace factors such as emotional culture, risk-taking, health problems, stress, work attitudes, job performance, innovative work behavior, and boundary violations. 2. Key findings from the studies include work-family conflict being associated with increased stress, negative work attitudes, and boundary violations contributing to greater perceptions of work-family conflict. 3. Moderating factors discussed are perceived supervisor support, internal locus of control, psychological capital, and supervisor support, which can reduce the negative impact of work-family conflict.

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    Topic: Work Family Conflict: Presented By: 1. Muhammad Ali Baqir Cms 22912 2. Muhammad Ali Asghar Cms 22911

    Uploaded by

    ali
    33 views20 pages
    1. The document discusses several studies on the relationship between work-family conflict and other workplace factors such as emotional culture, risk-taking, health problems, stress, work attitudes, job performance, innovative work behavior, and boundary violations. 2. Key findings from the studies include work-family conflict being associated with increased stress, negative work attitudes, and boundary violations contributing to greater perceptions of work-family conflict. 3. Moderating factors discussed are perceived supervisor support, internal locus of control, psychological capital, and supervisor support, which can reduce the negative impact of work-family conflict.

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    work family psychology

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    Psychology Presentation

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    1. The document discusses several studies on the relationship between work-family conflict and other workplace factors such as emotional culture, risk-taking, health problems, stress, work attitudes, job performance, innovative work behavior, and boundary violations. 2. Key findings from the studies include work-family conflict being associated with increased stress, negative work attitudes, and boundary violations contributing to greater perceptions of work-family conflict. 3. Moderating factors discussed are perceived supervisor support, internal locus of control, psychological capital, and supervisor support, which can reduce the negative impact of work-family conflict.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    33 views20 pages

    Topic: Work Family Conflict: Presented By: 1. Muhammad Ali Baqir Cms 22912 2. Muhammad Ali Asghar Cms 22911

    Uploaded by

    ali
    1. The document discusses several studies on the relationship between work-family conflict and other workplace factors such as emotional culture, risk-taking, health problems, stress, work attitudes, job performance, innovative work behavior, and boundary violations. 2. Key findings from the studies include work-family conflict being associated with increased stress, negative work attitudes, and boundary violations contributing to greater perceptions of work-family conflict. 3. Moderating factors discussed are perceived supervisor support, internal locus of control, psychological capital, and supervisor support, which can reduce the negative impact of work-family conflict.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 20

     TOPIC: WORK FAMILY CONFLICT

    Presented by:

    1. Muhammad Ali Baqir


    cms 22912
    2. Muhammad Ali Asghar
    cms 22911
    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.

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