Most of the time, we assume that early morning individuals are perceived more positively than their late-rising counterparts due to being evaluated as more productive and responsible. A new study in the Journal of Applied Psychology specifically examines how employees’ start times relate to the perception of their work ethics and subsequent supervisor performance ratings.
With more and more women around the world entering the work force, the need for understanding the pressures of balancing work and family life has never been greater. “International Perspectives on Work and Family” reviews four papers on the subject, providing a greater understanding of how this balance varies from culture to culture.
Research shows that human resource management departments that allow employees more flexible options to support their work-family balance create an environment of superior job performance and lower turnover. So why are more and more employers turning away from family friendly policies? The article suggest that, in part, the fault lies with the type of research being done.
Work Life balance doesn’t have to mean juggling job responsibilities and responsibilities to a wife and kids. In the modern era, families and social ties take all different forms. Yet, the discussion of balanced work and personal life has largely excluded non-families- unmarried employees and employees without children. This is a mistake.
In the present study, the authors examined how partners and children effect employees’ ability to stop thinking about work. They hypothesized that a romantic partner’s work-home balance plays a large role an employee’s ability to detach from their work during leisure time. However, the presence of kids may weaken the strength of this relationship.
The present study builds theory regarding flexible work practices (FWPs). Integrating theory on signaling and attributions, the authors propose that managers interpret employees’ use of FWPs as a signal of organizational commitment, depending on whether managers make productivity or personal life attributions for employees’ FWP use.
The rapid advancement of communication technologies (CTs) in recent years is widely believed to be one of the main drivers behind changes in work. The ease and availability of CTs allows employees unprecedented access to information, people, and most importantly
Topic: Work-life Balance Publication: Personnel Psychology (WINTER 2012) Article: Borrowing from sleep to pay work and family: Expanding time-based conflict to the broader nonwork domain Authors: Barnes, C. M., Wagner, D. T., & Ghumman, S. Reviewed by: Alexandra Rechlin Pretend for a minute that you have a lot you want
Topic: Work-Life Balance, Engagement Publication: Human Relations (SEP 2012) Article: Work Engagement and Work-Family Facilitation: Making Homes Happier Through Positive Affective Spillover Authors: Satoris Culbertson, Maura Mills, & Clive Fullager Reviewed By: Thaddeus Rada For many years, researchers in IO psychology have focused on the negative outcomes, such as stress
Topic: Counter-Productive Work Behavior, Work-Life Balance, Stress Publication: Journal of Organizational Behavior (MAY 2012) Article: You cannot leave it at the office: Spillover and crossover of coworker incivility Authors: M. Ferguson Reviewed by: Alexandra Rechlin Do you have a coworker who is rude to you? Ignores you? Is condescending to