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Work-to-family conflict, positive spillover, and boundary management: a person-environment fit approach

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Work-to-family conflict, positive spillover, and boundary management: a person-environment fit approach. / Chen, Zheng; Powell, Gary N.; Greenhaus, Jeffrey H.
In: Journal of Vocational Behavior, Vol. 74, No. 1, 02.2009, p. 82-93.

Research output: Contribution to Journal/Magazine › Journal article › peer-review

Harvard

Chen, Z, Powell, GN & Greenhaus, JH 2009, 'Work-to-family conflict, positive spillover, and boundary management: a person-environment fit approach', Journal of Vocational Behavior, vol. 74, no. 1, pp. 82-93. https://doi.org/10.1016/j.jvb.2008.10.009

APA

Chen, Z., Powell, G. N., & Greenhaus, J. H. (2009). Work-to-family conflict, positive spillover, and boundary management: a person-environment fit approach. Journal of Vocational Behavior, 74(1), 82-93. https://doi.org/10.1016/j.jvb.2008.10.009

Vancouver

Chen Z, Powell GN, Greenhaus JH. Work-to-family conflict, positive spillover, and boundary management: a person-environment fit approach. Journal of Vocational Behavior. 2009 Feb;74(1):82-93. doi: 10.1016/j.jvb.2008.10.009

Author

Chen, Zheng ; Powell, Gary N. ; Greenhaus, Jeffrey H. / Work-to-family conflict, positive spillover, and boundary management : a person-environment fit approach. In: Journal of Vocational Behavior. 2009 ; Vol. 74, No. 1. pp. 82-93.

Bibtex

@article{162d687522b141b5991ec98ff5714fde,
title = "Work-to-family conflict, positive spillover, and boundary management: a person-environment fit approach",
abstract = "This study adopted a person-environment fit approach to examine whether greater congruence between employees{\textquoteright} preferences for segmenting their work domain from their family domain (i.e., keeping work matters at work) and what their employers{\textquoteright} work environment allowed would be associated with lower work-to-family conflict and higher work-to-family positive spillover. Different facets of work-to-family conflict (time-based and strain-based) and positive spillover (affective and instrumental) were examined. According to latent congruence modeling of survey data from 528 management employees, congruence was negatively related to both time-based and strain-based work-to-family conflict and positively related to work-to-family instrumental positive spillover as expected. However, contrary to expectations, congruence was negatively related to work-to-family affective positive spillover. Implications for how boundary management processes may affect both positive and negative experiences of the work–family interface are discussed.",
keywords = "Work and family, Person-environment fit , Conflict , Positive spillover , Boundary management",
author = "Zheng Chen and Powell, {Gary N.} and Greenhaus, {Jeffrey H.}",
year = "2009",
month = feb,
doi = "10.1016/j.jvb.2008.10.009",
language = "English",
volume = "74",
pages = "82--93",
journal = "Journal of Vocational Behavior",
issn = "0001-8791",
publisher = "Academic Press Inc.",
number = "1",

}

RIS

TY - JOUR

T1 - Work-to-family conflict, positive spillover, and boundary management

T2 - a person-environment fit approach

AU - Chen, Zheng

AU - Powell, Gary N.

AU - Greenhaus, Jeffrey H.

PY - 2009/2

Y1 - 2009/2

N2 - This study adopted a person-environment fit approach to examine whether greater congruence between employees’ preferences for segmenting their work domain from their family domain (i.e., keeping work matters at work) and what their employers’ work environment allowed would be associated with lower work-to-family conflict and higher work-to-family positive spillover. Different facets of work-to-family conflict (time-based and strain-based) and positive spillover (affective and instrumental) were examined. According to latent congruence modeling of survey data from 528 management employees, congruence was negatively related to both time-based and strain-based work-to-family conflict and positively related to work-to-family instrumental positive spillover as expected. However, contrary to expectations, congruence was negatively related to work-to-family affective positive spillover. Implications for how boundary management processes may affect both positive and negative experiences of the work–family interface are discussed.

AB - This study adopted a person-environment fit approach to examine whether greater congruence between employees’ preferences for segmenting their work domain from their family domain (i.e., keeping work matters at work) and what their employers’ work environment allowed would be associated with lower work-to-family conflict and higher work-to-family positive spillover. Different facets of work-to-family conflict (time-based and strain-based) and positive spillover (affective and instrumental) were examined. According to latent congruence modeling of survey data from 528 management employees, congruence was negatively related to both time-based and strain-based work-to-family conflict and positively related to work-to-family instrumental positive spillover as expected. However, contrary to expectations, congruence was negatively related to work-to-family affective positive spillover. Implications for how boundary management processes may affect both positive and negative experiences of the work–family interface are discussed.

KW - Work and family

KW - Person-environment fit

KW - Conflict

KW - Positive spillover

KW - Boundary management

U2 - 10.1016/j.jvb.2008.10.009

DO - 10.1016/j.jvb.2008.10.009

M3 - Journal article

VL - 74

SP - 82

EP - 93

JO - Journal of Vocational Behavior

JF - Journal of Vocational Behavior

SN - 0001-8791

IS - 1

ER -