A5077491278- Work-Family Balance Challenges
- Job Satisfaction and Organizational Behavior
- Workplace Health and Well-being
- Employment and Welfare Studies
- Workaholism, burnout, and well-being
- Resilience and Mental Health
- Occupational Health and Safety Research
- Healthcare professionals’ stress and burnout
- Retirement, Disability, and Employment
- Psychological Well-being and Life Satisfaction
- Emotional Intelligence and Performance
- Emotional Labor in Professions
- Workplace Violence and Bullying
- Stress and Burnout Research
- Gender Diversity and Inequality
- Perfectionism, Procrastination, Anxiety Studies
- Urban Green Space and Health
- Policing Practices and Perceptions
- Health, psychology, and well-being
- COVID-19 and Mental Health
- Psychological and Temporal Perspectives Research
- Health and Well-being Studies
- Attachment and Relationship Dynamics
- Gender, Labor, and Family Dynamics
- Cultural Differences and Values
Griffith University
2016-2025
The University of Queensland
2022
University of Tasmania
2020
University of East Anglia
2020
Reef Ecologic
2012
University of Waikato
2009
Washington University in St. Louis
2009
Hologic (Germany)
2008
Australian National University
2008
EAE Business School
2008
A study of work interference with family (WIF) among managers is described, contrasting four clusters countries, one which individualistic (Anglo) and three are collectivistic (Asia, East Europe, Latin America). Country cluster (Anglo vs. each the others) moderated relation demands strain‐based WIF, Anglo country having strongest relationships. some relationships WIF both job satisfaction turnover intentions, Anglos showing Cluster differences in domestic help were ruled out as possible...
The work–life balance literature has recently identified the need for construct refinement. In response to these discussions, this research describes development and validation of a concise measure balance, based on individuals' subjective perceptions between their work other aspects lives. structure, reliability validity unidimensional, four-item was confirmed in four independent heterogeneous samples workers employed Australia New Zealand (N = 6983). Work–life negatively associated with...
The present study explored the availability of flexible work arrangements (FWA) and their relationship with manager outcomes job satisfaction, turnover intentions, work‐to‐family conflict (WFC) across country clusters. We used individualism collectivism to explain differences in FWA Latin American, Anglo, Asian Managers from Anglo cluster were more likely report working organisations that offer compared managers other For managers, flextime was only had significant favorable relationships...
Flexible work arrangements ( FWAs ) are often written into company policies to demonstrate organisational sensitivity potentially difficult interfaces between employees' and non‐work domains. The current research investigated use of relationship engagement, with turnover intentions psychological strain also used as criterion variables for comparison purposes. A heterogeneous sample Australian employees (N = 823) responded two waves data collection separated by a 12‐month interval. It was...
A survey of employed workers was conducted at two time periods to assess relationships between work‐family conflict, well‐being, and job family satisfaction, along with the role social support from work colleagues members. Levels work‐to‐family interference (WFI) were found be uniformly higher than family‐to‐work (FWI). However, each period FWI showed more consistent negative well‐being indicating that may have a greater bearing on employees’ affective reactions. There few cross‐time...
Abstract The effectiveness of organizational interventions in reducing the adverse consequences work–family conflict has produced mixed findings. This paper examines relationship between use ‘family friendly’ resources (such as crèche facilities, flexible working hours, and job sharing), with levels conflict, family satisfaction over time. Using structural equation modelling, these associations were tested 398 employed men women who each completed a self‐report questionnaire administered on...
Occupational stress is an increasing health problem for the high-risk industries. The occupation of correctional officers has received relatively scant attention, contributing to a recent increase in formal occupational claims. This research evaluates ability Job Demand-Control-Support (JDCS) model predict strain 132 Australian officers. A specific measure job demands predicts psychological outcome (job satisfaction) greater extent than generic measure. supervisor support moderate...
Abstract The effective management of work and non-work demands can have a significant effect on workers' health performance. last decade especially has seen an explosion work-life balance research, resulting in substantial theoretical practical advances. However, the published literature organizational interventions to improve is extremely sparse. In this paper, we provide some prominent examples empirical research concerning note that these fall into three main groups: initiatives...
Although the direct effects of work–family enrichment on satisfaction are well-documented, previous theoretical predictions and empirical findings relationship have been inconsistent. Drawing social cognitive theory, current research examined how contributes to job family by exploring mediating mechanisms self-efficacy work–life balance. This study also empirically validated a new measure using interface nomological network. A heterogeneous sample Australian employees (N = 234) from four...
Abstract Sustained destructive leadership behaviours are associated with negative outcomes that produce serious workplace problems, yet there is scant research into how followers effectively cope toxic leader behaviours. Despite numerous attempts to develop typologies of coping behaviours, remains much learn, especially in relation this specific stressor. This mixed method investigates the strategies reported by 76 psychological, emotional and physical consequences their leader's adverse...
The impact of work–family conflict on well-being outcomes is well established, as the role social support in buffering perceptions conflict. What less understood how these relationships vary for different groups respondents. Using a two-wave longitudinal design with 12-month time lag and samples employees (total N = 2183) from Australia, New Zealand, China Hong Kong, present research investigated whether mediating between support, were moderated by gender, geographical region presence...
The Job Demands-Resources (JD-R) model proposes that employee health and performance are dependent upon direct interacting perceptions of job demands resources. JD-R has been tested primarily with small, cross-sectional, European samples. current research extends scholarly discussions by evaluating the full for prediction psychological strain work engagement, within a longitudinal design samples Australian Chinese employees ( N = 9404). resources (supervisor support colleague support)...
Summary This study advances the limited research on work alignment and engagement by investigating how perceived of job tasks organizational strategic priorities ( ) influences engagement. Measures control social support were also included to enable comparisons between other well‐established resources. A total 1011 employees an Australian state police service responded three electronic, self‐report surveys. reciprocal model was assessed over waves data, with varying time lags: 18 (Time 1...
Purpose The purpose of this paper is to investigate the mediating roles work and family demands work-life balance on relationship between self-efficacy (to regulate life) engagement. Specifically, it seeks explain how influences employees’ thought patterns emotional reactions, which in turn enable them cope with demands, ultimately achieve Design/methodology/approach Structural equation modelling (SEM) survey data obtained from a heterogeneous sample 1,010 Australian employees used test...
The Satisfaction With Life Scale (SWLS) is a commonly used life satisfaction scale. Cross-cultural researchers use SWLS to compare mean scores of across countries. Despite the wide in cross-cultural studies, measurement invariance has rarely been investigated, and previous studies showed inconsistent findings. Therefore, we examined with samples collected from 26 To test invariance, utilized three techniques: (a) multigroup confirmatory factor analysis (MG-CFA), (b) multilevel (ML-CFA), (c)...