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• 1. [Article] Finding Time Over Time: Longitudinal Links Between Employed Mothers' Work-Family Conflict and Time Profiles

  Drawing upon the Work–Home Resources model (ten Brummelhuis & Bakker, 2012), this study examined the links between work–family conflict and employed mothers’ profiles of time resources for work and parenting ...

  Citation × Citation Citation Abstract Copy Title: Finding Time Over Time: Longitudinal Links Between Employed Mothers' Work-Family Conflict and Time Profiles Author: Lee, Soomi, McHale, Susan M., Crouter, Ann C., Hammer, Leslie B., Almeida, David M. Year: 2017 Drawing upon the Work–Home Resources model (ten Brummelhuis & Bakker, 2012), this study examined the links between work–family conflict and employed mothers’ profiles of time resources for work and parenting roles. Using a person-centered latent profile approach, we identified 3 profiles of time use and perceived time adequacy in a sample of mothers employed in the extended-care industry (N = 440): a Work-Oriented profile, characterized by spending relatively more time at work, perceiving lower time adequacy for work, spending less time with children, and perceiving lower time adequacy for children; a Parenting-Oriented profile, characterized by the opposite pattern; and a Role-Balanced profile, characterized by average levels across the 4 dimensions. Mothers in the Work-Oriented profile reported greater work-to-family conflict and family to-work conflict than those in the Role-Balanced and Parenting-Oriented profiles. Greater work-to-family conflict was linked to membership in the Work-Oriented profile, net of personal, family, and work characteristics. Longitudinal latent profile transition analysis showed that increases in work-to-family conflict across 12 months were linked to greater odds of moving toward the Work-Oriented profile (relative to staying in the same profile), whereas decreases in work-to-family conflict were linked to greater odds of moving toward the Parenting-Oriented profile. Results illuminate the heterogeneity in how employed mothers perceive and allocate time in work and parenting roles and suggest that decreasing work-to-family conflict may preserve time resources for parenting. Intervention efforts should address ways of increasing employees’ family time resources and decreasing work–family conflict. Title: Finding Time Over Time: Longitudinal Links Between Employed Mothers' Work-Family Conflict and Time Profiles Author: Lee, Soomi, McHale, Susan M., Crouter, Ann C., Hammer, Leslie B., Almeida, David M. Year: 2017 Drawing upon the Work–Home Resources model (ten Brummelhuis & Bakker, 2012), this study examined the links between work–family conflict and employed mothers’ profiles of time resources for work and parenting roles. Using a person-centered latent profile approach, we identified 3 profiles of time use and perceived time adequacy in a sample of mothers employed in the extended-care industry (N = 440): a Work-Oriented profile, characterized by spending relatively more time at work, perceiving lower time adequacy for work, spending less time with children, and perceiving lower time adequacy for children; a Parenting-Oriented profile, characterized by the opposite pattern; and a Role-Balanced profile, characterized by average levels across the 4 dimensions. Mothers in the Work-Oriented profile reported greater work-to-family conflict and family to-work conflict than those in the Role-Balanced and Parenting-Oriented profiles. Greater work-to-family conflict was linked to membership in the Work-Oriented profile, net of personal, family, and work characteristics. Longitudinal latent profile transition analysis showed that increases in work-to-family conflict across 12 months were linked to greater odds of moving toward the Work-Oriented profile (relative to staying in the same profile), whereas decreases in work-to-family conflict were linked to greater odds of moving toward the Parenting-Oriented profile. Results illuminate the heterogeneity in how employed mothers perceive and allocate time in work and parenting roles and suggest that decreasing work-to-family conflict may preserve time resources for parenting. Intervention efforts should address ways of increasing employees’ family time resources and decreasing work–family conflict. Close

• 2. [Article] Intervention Effects on Safety Compliance and Citizenship Behaviors: Evidence From the Work, Family, and Health Study

  We tested the effects of a work-family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 health care facilities using a group-randomized trial. Based ...

  Citation × Citation Citation Abstract Copy Title: Intervention Effects on Safety Compliance and Citizenship Behaviors: Evidence From the Work, Family, and Health Study Author: Hammer, Leslie B., Johnson, Ryan C., Crain, Tori Laurelle, Bodner, Todd, Kossek, Ellen Ernst, Davis, Kelly, Kelly, Erin L., Buxton, Orfeu M., Karuntzos, Georgia, Chosewood, L. Casey, Berkman, Lisa Year: 2015 We tested the effects of a work-family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 health care facilities using a group-randomized trial. Based on conservation of resources theory and the work-home resources model, we hypothesized that implementing a work-family intervention aimed at increasing contextual resources via supervisor support for work and family, and employee control over work time, would lead to improved personal resources and increased employee performance on the job in the form of self-reported safety compliance and organizational citizenship behaviors. Multilevel analyses used survey data from 1,524 employees at baseline and at 6-month and 12-month postintervention follow-ups. Significant intervention effects were observed for safety compliance at the 6-month, and organizational citizenship behaviors at the 12-month, follow-ups. More specifically, results demonstrate that the intervention protected against declines in employee self-reported safety compliance and organizational citizenship behaviors compared with employees in the control facilities. The hypothesized mediators of perceptions of family-supportive supervisor behaviors, control over work time, and work-family conflict (work-to-family conflict, family-to-work conflict) were not significantly improved by the intervention. However, baseline perceptions of family-supportive supervisor behaviors, control over work time, and work-family climate were significant moderators of the intervention effect on the self-reported safety compliance and organizational citizenship behavior outcomes. Title: Intervention Effects on Safety Compliance and Citizenship Behaviors: Evidence From the Work, Family, and Health Study Author: Hammer, Leslie B., Johnson, Ryan C., Crain, Tori Laurelle, Bodner, Todd, Kossek, Ellen Ernst, Davis, Kelly, Kelly, Erin L., Buxton, Orfeu M., Karuntzos, Georgia, Chosewood, L. Casey, Berkman, Lisa Year: 2015 We tested the effects of a work-family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 health care facilities using a group-randomized trial. Based on conservation of resources theory and the work-home resources model, we hypothesized that implementing a work-family intervention aimed at increasing contextual resources via supervisor support for work and family, and employee control over work time, would lead to improved personal resources and increased employee performance on the job in the form of self-reported safety compliance and organizational citizenship behaviors. Multilevel analyses used survey data from 1,524 employees at baseline and at 6-month and 12-month postintervention follow-ups. Significant intervention effects were observed for safety compliance at the 6-month, and organizational citizenship behaviors at the 12-month, follow-ups. More specifically, results demonstrate that the intervention protected against declines in employee self-reported safety compliance and organizational citizenship behaviors compared with employees in the control facilities. The hypothesized mediators of perceptions of family-supportive supervisor behaviors, control over work time, and work-family conflict (work-to-family conflict, family-to-work conflict) were not significantly improved by the intervention. However, baseline perceptions of family-supportive supervisor behaviors, control over work time, and work-family climate were significant moderators of the intervention effect on the self-reported safety compliance and organizational citizenship behavior outcomes. Close

• 3. [Article] Supervisor-Specific Outcomes of a Work-Family Intervention: Evidence from the Work, Family, & Health Study

  Workplace interventions provide a practical and important means of providing support for employees' work-family needs. However, work-family interventions are rare and are generally not thoroughly evaluated. ...

  Citation × Citation Citation Abstract Copy Title: Supervisor-Specific Outcomes of a Work-Family Intervention: Evidence from the Work, Family, & Health Study Author: Perry, MacKenna Laine Year: 2015 Workplace interventions provide a practical and important means of providing support for employees' work-family needs. However, work-family interventions are rare and are generally not thoroughly evaluated. The current study seeks to better understand the impacts of STAR ("Support. Transform. Achieve. Results."), the large-scale work-family intervention developed and implemented by the Work, Family, & Health Network (see Bray et al., 2013). Drawing on Conservation of Resources theory (Hobfoll, 1989), this study examines supervisors' participation in STAR through assessment of three primary supervisor-specific outcomes: training-related views and behaviors, well-being, and the work-family interface. The sample, consisting of 184 supervisors from 30 extended-care facilities throughout the northeastern United States, comes from archival data that were collected by the Work, Family, & Health Network. Results show a lack of support for STAR intervention effects on supervisor-level outcomes. Despite the lack of statistically significant effects on supervisors, it is important to note the lack of iatrogenic effects, indicating that participation in the STAR intervention did not harm supervisor outcomes. Implications, future directions, and limitations of the study are discussed. Title: Supervisor-Specific Outcomes of a Work-Family Intervention: Evidence from the Work, Family, & Health Study Author: Perry, MacKenna Laine Year: 2015 Workplace interventions provide a practical and important means of providing support for employees' work-family needs. However, work-family interventions are rare and are generally not thoroughly evaluated. The current study seeks to better understand the impacts of STAR ("Support. Transform. Achieve. Results."), the large-scale work-family intervention developed and implemented by the Work, Family, & Health Network (see Bray et al., 2013). Drawing on Conservation of Resources theory (Hobfoll, 1989), this study examines supervisors' participation in STAR through assessment of three primary supervisor-specific outcomes: training-related views and behaviors, well-being, and the work-family interface. The sample, consisting of 184 supervisors from 30 extended-care facilities throughout the northeastern United States, comes from archival data that were collected by the Work, Family, & Health Network. Results show a lack of support for STAR intervention effects on supervisor-level outcomes. Despite the lack of statistically significant effects on supervisors, it is important to note the lack of iatrogenic effects, indicating that participation in the STAR intervention did not harm supervisor outcomes. Implications, future directions, and limitations of the study are discussed. Close

• 4. [Article] The Psychosocial Implications of Managing Work and Family Caregiving Roles: Gender Differences Among Information Technology Professionals

  An increasing number of adults, both men and women, are simultaneously managing work and family caregiving roles. Guided by the stress process model, we investigate whether 823 employees occupying diverse ...

  Citation × Citation Citation Abstract Copy Title: The Psychosocial Implications of Managing Work and Family Caregiving Roles: Gender Differences Among Information Technology Professionals Author: DePasquale, Nicole, Polenick, Courtney A., Davis, Kelly D., Moen, Phyllis, Hammer, Leslie B., Almeida, David M. Year: 2017 An increasing number of adults, both men and women, are simultaneously managing work and family caregiving roles. Guided by the stress process model, we investigate whether 823 employees occupying diverse family caregiving roles (child caregiving only, elder caregiving only, and both child caregiving and elder caregiving, or “sandwiched” caregiving) and their noncaregiving counterparts in the information technology division of a white-collar organization differ on several indicators of psychosocial stress along with gender differences in stress exposure. Compared with noncaregivers, child caregivers reported more perceived stress and partner strain whereas elder caregivers reported greater perceived stress and psychological distress. With the exception of work-to-family conflict, sandwiched caregivers reported poorer overall psychosocial functioning. Additionally, sandwiched women reported more family-to-work conflict and less partner support than their male counterparts. Further research on the implications of combining a white-collar employment role with different family caregiving roles is warranted. Title: The Psychosocial Implications of Managing Work and Family Caregiving Roles: Gender Differences Among Information Technology Professionals Author: DePasquale, Nicole, Polenick, Courtney A., Davis, Kelly D., Moen, Phyllis, Hammer, Leslie B., Almeida, David M. Year: 2017 An increasing number of adults, both men and women, are simultaneously managing work and family caregiving roles. Guided by the stress process model, we investigate whether 823 employees occupying diverse family caregiving roles (child caregiving only, elder caregiving only, and both child caregiving and elder caregiving, or “sandwiched” caregiving) and their noncaregiving counterparts in the information technology division of a white-collar organization differ on several indicators of psychosocial stress along with gender differences in stress exposure. Compared with noncaregivers, child caregivers reported more perceived stress and partner strain whereas elder caregivers reported greater perceived stress and psychological distress. With the exception of work-to-family conflict, sandwiched caregivers reported poorer overall psychosocial functioning. Additionally, sandwiched women reported more family-to-work conflict and less partner support than their male counterparts. Further research on the implications of combining a white-collar employment role with different family caregiving roles is warranted. Close

• 5. [Article] Who Benefits From Family Support? Work Schedule and Family Differences

  Prior research has demonstrated the benefits of family-supportive organization perceptions (FSOP) for reducing stress, increasing satisfaction, and increasing worker commitment; however, less research ...

  Citation × Citation Citation Abstract Copy Title: Who Benefits From Family Support? Work Schedule and Family Differences Author: Jennings, Kristen S., Sinclair, Robert S., Mohr, Cynthia D. Year: 2016 Prior research has demonstrated the benefits of family-supportive organization perceptions (FSOP) for reducing stress, increasing satisfaction, and increasing worker commitment; however, less research has studied health outcomes or possible differences in the effects of FSOP based on worker characteristics. The present study examined relationships between FSOP and health outcomes, as well as how those relationships may depend on work schedule and family differences. Using a sample of 330 acute care nurses, the findings indicated that FSOP predicted several health and well-being outcomes obtained 9 months later. Further, the relationships between FSOP and the outcome variables depended on some work schedule and family differences. In terms of family differences, FSOP was most strongly related to life satisfaction for those who cared for dependent adults. The relationship between FSOP and health outcomes of depression, musculoskeletal pain, and physical health symptoms were generally significant for workers with dependent children, but not significant for workers with no children. Regarding schedule differences, the relationship between FSOP and life satisfaction was significant for those on nonstandard (evening/night) shifts but not significant for standard day shift workers; however, there were no differences in FSOP relationships by number of hours worked per week. The findings demonstrate that FSOP may benefit some employees more than others. Such differences need to be incorporated into both future work–family theory development and into efforts to document the effectiveness of family-supportive policies, programs, and practices. Title: Who Benefits From Family Support? Work Schedule and Family Differences Author: Jennings, Kristen S., Sinclair, Robert S., Mohr, Cynthia D. Year: 2016 Prior research has demonstrated the benefits of family-supportive organization perceptions (FSOP) for reducing stress, increasing satisfaction, and increasing worker commitment; however, less research has studied health outcomes or possible differences in the effects of FSOP based on worker characteristics. The present study examined relationships between FSOP and health outcomes, as well as how those relationships may depend on work schedule and family differences. Using a sample of 330 acute care nurses, the findings indicated that FSOP predicted several health and well-being outcomes obtained 9 months later. Further, the relationships between FSOP and the outcome variables depended on some work schedule and family differences. In terms of family differences, FSOP was most strongly related to life satisfaction for those who cared for dependent adults. The relationship between FSOP and health outcomes of depression, musculoskeletal pain, and physical health symptoms were generally significant for workers with dependent children, but not significant for workers with no children. Regarding schedule differences, the relationship between FSOP and life satisfaction was significant for those on nonstandard (evening/night) shifts but not significant for standard day shift workers; however, there were no differences in FSOP relationships by number of hours worked per week. The findings demonstrate that FSOP may benefit some employees more than others. Such differences need to be incorporated into both future work–family theory development and into efforts to document the effectiveness of family-supportive policies, programs, and practices. Close

• 6. [Article] Work-Family Conflict and Employee Sleep: Evidence from IT Workers in the Work, Family and Health Study

  Work-family conflict is a threat to healthy sleep behaviors among employees. This study aimed to examine how Work-to-Family Conflict (demands from work that interfere with one's family/personal life; WTFC) ...

  Citation × Citation Citation Abstract Copy Title: Work-Family Conflict and Employee Sleep: Evidence from IT Workers in the Work, Family and Health Study Author: Buxton, Orfeu M., Lee, Soomi, Beverly, Chloe, Berkman, Lisa Year: 2016 Work-family conflict is a threat to healthy sleep behaviors among employees. This study aimed to examine how Work-to-Family Conflict (demands from work that interfere with one's family/personal life; WTFC) and Family-to-Work Conflict (demands from family/personal life that interfere with work; FTWC) are associated with several dimensions of sleep among information technology workers. Employees at a U.S. IT firm (n = 799) provided self-reports of sleep sufficiency (feeling rested upon waking), sleep quality, and sleep maintenance insomnia symptoms (waking up in the middle of the night or early morning) in the last month. They also provided a week of actigraphy for nighttime sleep duration, napping, sleep timing, and a novel sleep inconsistency measure. Analyses adjusted for work conditions (job demands, decision authority, schedule control, and family-supportive supervisor behavior), and household and sociodemographic characteristics. Employees who experienced higher WTFC reported less sleep sufficiency, poorer sleep quality, and more insomnia symptoms. Higher WTFC also predicted shorter nighttime sleep duration, greater likelihood of napping, and longer nap duration. Furthermore, higher WTFC was linked to greater inconsistency of nighttime sleep duration and sleep clock times, whereas higher FTWC was associated with more rigidity of sleep timing mostly driven by wake time. Results highlight the unique associations of WTFC/FTWC with employee sleep independent of other work conditions and household and sociodemographic characteristics. Our novel methodological approach demonstrates differential associations of WTFC and FTWC with inconsistency of sleep timing. Given the strong associations between WTFC and poor sleep, future research should focus on reducing WTFC. Title: Work-Family Conflict and Employee Sleep: Evidence from IT Workers in the Work, Family and Health Study Author: Buxton, Orfeu M., Lee, Soomi, Beverly, Chloe, Berkman, Lisa Year: 2016 Work-family conflict is a threat to healthy sleep behaviors among employees. This study aimed to examine how Work-to-Family Conflict (demands from work that interfere with one's family/personal life; WTFC) and Family-to-Work Conflict (demands from family/personal life that interfere with work; FTWC) are associated with several dimensions of sleep among information technology workers. Employees at a U.S. IT firm (n = 799) provided self-reports of sleep sufficiency (feeling rested upon waking), sleep quality, and sleep maintenance insomnia symptoms (waking up in the middle of the night or early morning) in the last month. They also provided a week of actigraphy for nighttime sleep duration, napping, sleep timing, and a novel sleep inconsistency measure. Analyses adjusted for work conditions (job demands, decision authority, schedule control, and family-supportive supervisor behavior), and household and sociodemographic characteristics. Employees who experienced higher WTFC reported less sleep sufficiency, poorer sleep quality, and more insomnia symptoms. Higher WTFC also predicted shorter nighttime sleep duration, greater likelihood of napping, and longer nap duration. Furthermore, higher WTFC was linked to greater inconsistency of nighttime sleep duration and sleep clock times, whereas higher FTWC was associated with more rigidity of sleep timing mostly driven by wake time. Results highlight the unique associations of WTFC/FTWC with employee sleep independent of other work conditions and household and sociodemographic characteristics. Our novel methodological approach demonstrates differential associations of WTFC and FTWC with inconsistency of sleep timing. Given the strong associations between WTFC and poor sleep, future research should focus on reducing WTFC. Close

• 7. [Article] The Influence of Family-Supportive Supervisor Training on Employee Job Performance and Attitudes: An Organizational Work-Family Intervention

  Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among ...

  Citation × Citation Citation Abstract Copy Title: The Influence of Family-Supportive Supervisor Training on Employee Job Performance and Attitudes: An Organizational Work-Family Intervention Author: Odle-Dusseau, Heather N., Hammer, Leslie B., Crain, Tori L., Bodner, Todd E. Year: 2016 Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among employees with high levels of family-to-work conflict in prior research in a grocery store context. We replicate and extend these results in a health care setting with additional important employee outcomes (i.e., employee engagement, organizational commitment, and supervisor ratings of job performance), and consider the role of the 4 dimensions underlying the FSSB. Using a quasi-experimental, pretest–posttest design, 143 health care employees completed surveys at 2 time periods approximately 10 months apart, along with their supervisors who provided ratings of employees’ job performance. Between these surveys, we offered their supervisors FSSB training; 86 (71%) of these supervisors participated. Results demonstrated significant and beneficial indirect effects of FSSB training on changes in employee job performance, organizational commitment, engagement, job satisfaction, and turnover intentions through changes in employee perceptions of their supervisor’s overall FSSBs. Further analyses suggest that these indirect effects are due primarily to changes in the creative work–family management dimension of FSSB. Title: The Influence of Family-Supportive Supervisor Training on Employee Job Performance and Attitudes: An Organizational Work-Family Intervention Author: Odle-Dusseau, Heather N., Hammer, Leslie B., Crain, Tori L., Bodner, Todd E. Year: 2016 Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among employees with high levels of family-to-work conflict in prior research in a grocery store context. We replicate and extend these results in a health care setting with additional important employee outcomes (i.e., employee engagement, organizational commitment, and supervisor ratings of job performance), and consider the role of the 4 dimensions underlying the FSSB. Using a quasi-experimental, pretest–posttest design, 143 health care employees completed surveys at 2 time periods approximately 10 months apart, along with their supervisors who provided ratings of employees’ job performance. Between these surveys, we offered their supervisors FSSB training; 86 (71%) of these supervisors participated. Results demonstrated significant and beneficial indirect effects of FSSB training on changes in employee job performance, organizational commitment, engagement, job satisfaction, and turnover intentions through changes in employee perceptions of their supervisor’s overall FSSBs. Further analyses suggest that these indirect effects are due primarily to changes in the creative work–family management dimension of FSSB. Close

• 8. [Article] Combining Formal and Informal Caregiving Roles: The Psychosocial Implications of Double- and Triple-Duty Care

  Objectives. Women who combine formal and informal caregiving roles represent a unique, understudied population. In the literature, healthcare employees who simultaneously provide unpaid elder care at home ...

  Citation × Citation Citation Abstract Copy Title: Combining Formal and Informal Caregiving Roles: The Psychosocial Implications of Double- and Triple-Duty Care Author: DePasquale, Nicole, Davis, Kelly D., Zarit, Steven H., Moen, Phyllis, Hammer, Leslie B., Almeida, David M. Year: 2016 Objectives. Women who combine formal and informal caregiving roles represent a unique, understudied population. In the literature, healthcare employees who simultaneously provide unpaid elder care at home have been referred to as double-duty caregivers. The present study broadens this perspective by examining the psychosocial implications of double-duty child care (child care only), double-duty elder care (elder care only), and triple-duty care (both child care and elder care or “sandwiched” care). Method. Drawing from the Work, Family, and Health Study, we focus on a large sample of women working in nursing homes in the United States (n = 1,399). We use multiple regression analysis and analysis of covariance tests to examine a range of psychosocial implications associated with double- and triple-duty care. Results. Compared with nonfamily caregivers, double-duty child caregivers indicated greater family-to-work conflict and poorer partner relationship quality. Double-duty elder caregivers reported more family-to-work conflict, perceived stress, and psychological distress, whereas triple-duty caregivers indicated poorer psychosocial functioning overall. Discussion. Relative to their counterparts without family caregiving roles, women with combined caregiving roles reported poorer psychosocial well-being. Additional research on women with combined caregiving roles, especially triple-duty caregivers, should be a priority amidst an aging population, older workforce, and growing number of working caregivers. Title: Combining Formal and Informal Caregiving Roles: The Psychosocial Implications of Double- and Triple-Duty Care Author: DePasquale, Nicole, Davis, Kelly D., Zarit, Steven H., Moen, Phyllis, Hammer, Leslie B., Almeida, David M. Year: 2016 Objectives. Women who combine formal and informal caregiving roles represent a unique, understudied population. In the literature, healthcare employees who simultaneously provide unpaid elder care at home have been referred to as double-duty caregivers. The present study broadens this perspective by examining the psychosocial implications of double-duty child care (child care only), double-duty elder care (elder care only), and triple-duty care (both child care and elder care or “sandwiched” care). Method. Drawing from the Work, Family, and Health Study, we focus on a large sample of women working in nursing homes in the United States (n = 1,399). We use multiple regression analysis and analysis of covariance tests to examine a range of psychosocial implications associated with double- and triple-duty care. Results. Compared with nonfamily caregivers, double-duty child caregivers indicated greater family-to-work conflict and poorer partner relationship quality. Double-duty elder caregivers reported more family-to-work conflict, perceived stress, and psychological distress, whereas triple-duty caregivers indicated poorer psychosocial functioning overall. Discussion. Relative to their counterparts without family caregiving roles, women with combined caregiving roles reported poorer psychosocial well-being. Additional research on women with combined caregiving roles, especially triple-duty caregivers, should be a priority amidst an aging population, older workforce, and growing number of working caregivers. Close

• 9. [Article] Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB)

  Purpose: The present study examined the moderating effects of family-supportive supervisor behaviors (FSSB) on the relationship between two types of workplace aggression (i.e., patient-initiated physical ...

  Citation × Citation Citation Abstract Copy Title: Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB) Author: Yragui, Nanette L., Demsky, Caitlin A, Hammer, Leslie B., Van Dyck, Sarah, Neradilek, Moni B. Year: 2017 Purpose: The present study examined the moderating effects of family-supportive supervisor behaviors (FSSB) on the relationship between two types of workplace aggression (i.e., patient-initiated physical aggression and coworker-initiated psychological aggression) and employee well-being and work outcomes. Methodology: Data were obtained from a field sample of 417 healthcare workers in two psychiatric hospitals. Hypotheses were tested using moderated multiple regression analyses. Findings: Psychiatric care providers’ perceptions of FSSB moderated the relationship between patient-initiated physical aggression and physical symptoms, exhaustion and cynicism. In addition, FSSB moderated the relationship between coworker-initiated psychological aggression and physical symptoms and turnover intentions. Implications: Based on our findings, family-supportive supervision is a plausible boundary condition for the relationship between workplace aggression and well-being and work outcomes. This study suggests that, in addition to directly addressing aggression prevention and reduction, family-supportive supervision is a trainable resource that healthcare organizations should facilitate to improve employee work and well-being in settings with high workplace aggression. Originality: This is the first study to examine the role of FSSB in influencing the relationship between two forms of workplace aggression: patient-initiated physical and coworker-initiated psychological aggression and employee outcomes. Title: Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB) Author: Yragui, Nanette L., Demsky, Caitlin A, Hammer, Leslie B., Van Dyck, Sarah, Neradilek, Moni B. Year: 2017 Purpose: The present study examined the moderating effects of family-supportive supervisor behaviors (FSSB) on the relationship between two types of workplace aggression (i.e., patient-initiated physical aggression and coworker-initiated psychological aggression) and employee well-being and work outcomes. Methodology: Data were obtained from a field sample of 417 healthcare workers in two psychiatric hospitals. Hypotheses were tested using moderated multiple regression analyses. Findings: Psychiatric care providers’ perceptions of FSSB moderated the relationship between patient-initiated physical aggression and physical symptoms, exhaustion and cynicism. In addition, FSSB moderated the relationship between coworker-initiated psychological aggression and physical symptoms and turnover intentions. Implications: Based on our findings, family-supportive supervision is a plausible boundary condition for the relationship between workplace aggression and well-being and work outcomes. This study suggests that, in addition to directly addressing aggression prevention and reduction, family-supportive supervision is a trainable resource that healthcare organizations should facilitate to improve employee work and well-being in settings with high workplace aggression. Originality: This is the first study to examine the role of FSSB in influencing the relationship between two forms of workplace aggression: patient-initiated physical and coworker-initiated psychological aggression and employee outcomes. Close

• 10. [Article] Peer Interaction in Rural Preschool Classrooms: Contributions of Children's Learning-Related Behaviors, Language and Literacy Skills, and Problem Behaviors

  Peer interaction contributes strongly to children’s development and learning, but the processes by which peer interaction is shaped in preschool classrooms, particularly classrooms in rural communities, ...

  Citation × Citation Citation Abstract Copy Title: Peer Interaction in Rural Preschool Classrooms: Contributions of Children's Learning-Related Behaviors, Language and Literacy Skills, and Problem Behaviors Author: Lin, Tzu-Jung, Justice, Laura M., Narmada, Paul, Mashburn, Andrew J. Year: 2016 Peer interaction contributes strongly to children’s development and learning, but the processes by which peer interaction is shaped in preschool classrooms, particularly classrooms in rural communities, are largely unknown. This study aimed to examine the patterns of peer interaction in rural preschool classrooms as a way to extrapolate how children influence each other in their day-to-day social interaction. Included in this study were 270 preschoolers (Mean age = 53 months, SD = 3.2) from 61 preschool classrooms located in rural communities that primarily served children from low-income families. Results of actor-partner interdependence models demonstrate significant homophily effects of children’s learning-related behaviors and language and literacy skills, after accounting for gender and problem behavior homophily. The similarity of learning-related behaviors between a dyad mediated the relationship between their problem behaviors and the frequency of peer interaction. Children’s language and literacy skills were similar to the skills of their peers with whom they interacted more often toward the end of the academic year. These findings have implications for understanding and improving peer interaction in rural preschool classrooms. Title: Peer Interaction in Rural Preschool Classrooms: Contributions of Children's Learning-Related Behaviors, Language and Literacy Skills, and Problem Behaviors Author: Lin, Tzu-Jung, Justice, Laura M., Narmada, Paul, Mashburn, Andrew J. Year: 2016 Peer interaction contributes strongly to children’s development and learning, but the processes by which peer interaction is shaped in preschool classrooms, particularly classrooms in rural communities, are largely unknown. This study aimed to examine the patterns of peer interaction in rural preschool classrooms as a way to extrapolate how children influence each other in their day-to-day social interaction. Included in this study were 270 preschoolers (Mean age = 53 months, SD = 3.2) from 61 preschool classrooms located in rural communities that primarily served children from low-income families. Results of actor-partner interdependence models demonstrate significant homophily effects of children’s learning-related behaviors and language and literacy skills, after accounting for gender and problem behavior homophily. The similarity of learning-related behaviors between a dyad mediated the relationship between their problem behaviors and the frequency of peer interaction. Children’s language and literacy skills were similar to the skills of their peers with whom they interacted more often toward the end of the academic year. These findings have implications for understanding and improving peer interaction in rural preschool classrooms. Close