Hostname: page-component-8448b6f56d-tj2md Total loading time: 0 Render date: 2024-04-20T04:54:39.942Z Has data issue: false hasContentIssue false
  • English
  • Français

Applying Industrial–Organizational Psychology to Help Organizations and Individuals Balance Work and Family

Published online by Cambridge University Press:  07 January 2015

Debra A. Major  and
Valerie J. Morganson
Debra A. Major*
Affiliation:
Old Dominion University
Valerie J. Morganson
Affiliation:
Old Dominion University
*
E-mail: dmajor@odu.edu, Address: Department of Psychology, Old Dominion University, Norfolk, VA 23529
Get access Rights & Permissions [Opens in a new window]

Abstract

An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 4 , Issue 3 , September 2011 , pp. 398 - 401
Copyright
Copyright © Society for Industrial and Organizational Psychology 2011 

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Allen, T. D. (2001). Family-supportive work environments: The role of organizational perceptions. Journal of Vocational Behavior, 58, 414–435. Google Scholar
Baltes, B. B., Briggs, T. E., Huff, J. W., Wright, J. A., & Neuman, G. A. (1999). Flexible and compressed workweek schedules: A meta-analysis of their effects on work-related criteria. Journal of Applied Psychology, 84, 496–513. Google Scholar
Dierdorff, E. C., & Ellington, J. K. (2008). It's the nature of the work: Examining behavior-based sources of work-family conflict across occupations. Journal of Applied Psychology, 93, 883–892. Google Scholar
Eby, L. T., Casper, W. J., Lockwood, A., Bordeaux, C., & Brinley, A. (2005). Work and family research in IO/OB: Content analysis and review of the literature (1980–2002). Journal of Vocational Behavior, 66, 124–197. Google Scholar
Facteau, C. L., Facteau, J. D., Schoel, L. C., Russell, J. E. A., & Poteet, M. L. (1998). Reactions of leaders to 360-degree feedback from subordinates and peers. The Leadership Quarterly, 9, 427–448. Google Scholar
Galinsky, E., Bond, J. T., & Sakai, K. (2008). 2008 national study of employers. New York, NY: Families and Work Institute. Google Scholar
Hammer, L. B., Kossek, E. E., Anger, W. K., Bodner, T., & Zimmerman, K. L. (2011). Clarifying work–family intervention processes: The roles of work–family conflict and family-supportive supervisor behaviors. Journal of Applied Psychology, 96, 134–150. Google Scholar
Kossek, E. E., Baltes, B. B., & Matthews, R. A. (2011). How work–family research can finally have an impact in organizations. Industrial and Organizational Psychology: Perspectives on Science and Practice, 4, 352–369. Google Scholar
Lauzun, H. M., Morganson, V. J., Major, D. A., & Green, A. P. (2010). Seeking work–life balance: Employees' requests, supervisors' responses, and organizational barriers. The Psychologist-Manager Journal, 13, 184–205. Google Scholar
Lobel, S. A., & Kossek, E. E. (1996). Human resource strategies to support diversity in work and personal lifestyles: Beyond the “family-friendly” organization. In Kossek, E. E. & Lobel, S. A. (Eds.), Managing diversity: Human resource strategies for transforming the workplace (pp. 221–244). Oxford, UK: Blackwell. Google Scholar
Major, D. A., & Cleveland, J. N. (2007). Strategies for reducing work–family conflict: Applying research and best practices from industrial and organizational psychology. In Hodgkinson, G. P. & Ford, J. K. (Eds.), International review of industrial and organizational psychology 2007 (Vol. 22, pp. 111–140). New York, NY: Wiley. Google Scholar
Major, D. A., Fletcher, T. D., Davis, D. D., & Germano, L. M. (2008). The influence of work–family culture and workplace relationships on work interference with family: A multilevel model. Journal of Organizational Behavior, 29, 881–897. doi: 10.1002/job.502Google Scholar
Major, D. A., & Lauzun, H. M. (2010). Equipping managers to assist employees in addressing work-family conflict: Applying the research literature toward innovative practice. The Psychologist-Manager Journal, 13, 69–85. Google Scholar
Major, D. A., & Morganson, V. J. (2011). Coping with work–family conflict: A leader-member exchange perspective. Journal of Occupational Health Psychology, 16, 126–138. Google Scholar
Morganson, V. J., Major, D. A., & Bauer, K. N. (2010). Work–life job analysis: Applying a classic tool to address a contemporary issue. Psychologist-Manager Journal, 12, 252–274. Google Scholar
Smither, J. W., London, M., & Reilly, R. (2005). Does performance improve following multisource feedback? A theoretical model, meta-analysis, and review of empirical findings. Personnel Psychology, 58, 33–66. Google Scholar
Thompson, C. A., Beauvais, L. L., & Allen, T. D. (2006). Work and family from an industrial/organizational psychology perspective. In Pitt-Catsouphes, M., Kossek, E. E., & Sweet, S. (Eds.), The work and family handbook (pp. 283–307). Mahwah, NJ: Erlbaum. Google Scholar
Thompson, C. A., Beauvais, L. L., & Lyness, K. S. (1999). When work–family benefits are not enough: The influence of work–family culture on benefit utilization, organizational attachment, and work–family conflict. Journal of Vocational Behavior, 54, 392–415. Google Scholar
Thompson, C. A., Poelmans, S., Allen, T. D., & Andreassi, J. K. (2007). On the importance of coping: A model and new directions for research on work and family. In Perrewé, P. & Ganster, D. C. (Eds.), Exploring the work and non-work interface: Research in occupational stress and well being (Vol. 6, pp. 73–113). Oxford, UK: Elsevier. Google Scholar