Faculty Scholarship

Permanent URI for this collectionhttps://hdl.handle.net/2104/10958

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Beyond the Bottom Line: Don’t Forget to Consider the Role of the Family
(SAGE Journals, 2021-07-18) Quade, Matthew J.; Wan, Maggie; Carlson, Dawn S.; Kacmar, K. Michele; Greenbaum, Rebecca L.
Our work investigates the influence of supervisor bottom-line mentality (SBLM) (i.e., a one-dimensional focus on bottom-line outcomes to the exclusion of other organizational priorities) on employees’ organizational commitment via the work-family interface as well as the crossover effects of SBLM on the organizational commitment of the employees’ spouse. More specifically, we examined how SBLM contributes to work-family conflict (WFC) and impacts the experienced commitment of the dyad along three paths. We conducted two studies across three samples (Study 1, Sample A: 186 employees; Study 1, Sample B: 258 employees; Study 2: 399 employee-spouse dyads) to demonstrate the unique role of SBLM in this context and find support for the hypothesized relationships. First, the resource drain of SBLM had a spillover effect through WFC to decrease the employee’s commitment at work. Second, it crossed over to the spouse to reduce their own organizational commitment due to the employee being a source of family undermining, which subsequently influenced the spouse’s family-work conflict (FWC). Third, SBLM impacted the spouse such that it crossed back to contribute to decreased organizational commitment for the employee. Theoretical contributions and practical implications are discussed as well as directions for future research.
It takes a village: How organizational support for adoption positively affects employees and their families
(Wiley Online Library, 2021-06-12) Quade, Matthew J.; Hackney, Kaylee J.; Carlson, Dawn S.; Hanlon, Ryan P.
Extending the integration of conservation of resources theory with the spillover–crossover model, we broaden the scope of types of organizational support by examining the influence of organizational support for adoption (OSFA) as a work resource that could benefit employees, their spouse, and their adopted child. Specifically, we examine how this resource of OSFA contributes to job incumbent work–family enrichment (WFE) and indirectly to a work outcome (i.e., affective commitment) and spills over to impact family outcomes (i.e., attachment, relationship tension, and family functioning). Further, we examine the crossover to the spouse through positive crossover transmission to his/her commitment to the job incumbent’s organization and his/her family outcomes. Using a matched sample of 592 couples that had adopted a child, we found that the resource of OSFA indirectly influences the job incumbent’s work and family outcomes as expected. Further, we found OSFA indirectly influences the spouse’s commitment to the job incumbent’s organization and the spouse’s family outcomes through WFE and positive crossover transmission. Evidence of the content and construct validity of OSFA is also presented. Implications, both theoretical and practical, and suggestions for future research are discussed.
Linking team resources to work–family enrichment and satisfaction
(Elsevier, 2010-10) Hunter, Emily M.; Perry, Sara J.; Carlson, Dawn S.; Smith, Steven A.
Work–family scholars now recognize the potential positive effects of participation in one life domain (i.e., work or family) on performance in other life domains. We examined how employees might benefit from team resources, which are highly relevant to the modern workplace, in both work and nonwork domains via work–family enrichment. Using the Resource–Gain–Development model (Wayne, Grzywacz, Carlson, & Kacmar, 2007), we explored how team resources contribute to enrichment and resulting project and family satisfaction. Using multilevel structural equation modeling (ML-SEM) to analyze student data (N = 344) across multiple class projects, we demonstrated that individuals with team resources were more likely to experience both work-to-family and family-to-work enrichment. Further, enrichment mediated the relationship between team resources and satisfaction with the originating domain.
Putting family first as a boundary management tactic
(Emerald Publishing Limited, 2021-01) Carlson, Dawn S.; Thompson, Merideth; Kacmar, K. Michele
Purpose – The authors examine a boundary management tactic for managing the work–family interface: putting family first (PFF). PFF is a boundary management tactic defined as the voluntary behavior of intentionally putting family obligations ahead of work obligations in a way that violates organizational norms Design/methodology/approach – In Study 1, The authors develop a theoretically derived measure of PFF and distinguish it theoretically and empirically from similar existing constructs, examining convergent and discriminate validity to demonstrate its uniqueness. In Study 2, the authors demonstrate PFF’s predictive validity beyond the job incumbent using a three-way matched sample of 226 individuals, including the job incumbent’s coworker and spouse. Findings – The authors established and validated a measure of PFF, developing and replicating the nomological network. PFF crossed over to positively relate to coworker role overload, job frustration and work–family conflict and to spousal stress transmission and relationship tension. Similarly, PFF related negatively to spousal family satisfaction and organizational commitment. Originality/value – The authors extend the work–family and boundary management literatures by proposing a new form of boundary management, PFF, which is a tactic for managing the work–family interface, and explore how its use influences not only the job incumbent but also the coworker and the spouse. Keywords Work and family, Boundary management, Scale development, Nomological network Paper type Research paper
Technostress and the Entitled Employee: Impacts on Work and Family
(2021-04-19) Harris, Kenneth; Harris, Ranida; Valle, Matt; Carlson, John; Carlson, Dawn S.; Zivnuska, Suzanne; Wiley, Briceon
Purpose: The purpose of this study is to understand the impact of techno-overload and techno-invasion on work and family. Specifically, we focus on intention to turnover in the work domain, work-family conflict in the work-family domain, and family burnout in the family domain. Further, our study examines the moderating role of entitlement, a personality variable, in this process. Design/methodology: Using a sample of 253 people who were using technology to complete their work over two time periods, the relationships were examined using hierarchical moderated regression analysis. Findings: The results revealed that both techno-overload and techno-invasion were significantly related to greater turnover intentions, higher work-family conflict, and greater family burnout. In addition, entitlement played a moderating role such that those who were higher in entitlement had stronger techno-overload-outcome and technostress invasion-outcome relationships. Practical implications: These findings may provide managers key insights to help manage employees, especially those with an inflated sense of entitlement, to mitigate the serious negative outcomes associated with techno-overload and techno-invasion. In particular, both techno- overload and techno-invasion had minimal impact on negative outcomes when employee entitlement was lower. However, when employee entitlement was higher, techno-overload and techno-invasion had considerable negative effects. Originality/value: Due to the ubiquitous nature of information-communication technology (ICT) in organizations today, individuals often experience techno-overload and techno-invasion. This research utilized conservation of resources theory to examine these relationships. This study established the relationships of both techno-overload and techno-invasion with key organizational and family outcomes and points to the critical role of the personality variable, entitlement, in this process. The results provide theoretical and practical advancement in the role of technology with people in organizations today.
With a little help from my (her) friends: The role of friend support on the negative effects of work engagement for married couples
(Elsevier, 2021-01-29) Carlson, Dawn S.; Thompson, Merideth; Hackney, Kaylee; Crawford, Wayne
In this study, we examine an employee’s personal social support received from friends and how it may benefit not only that employee, but also her or his spouse. By examining this unique source of support, we contribute to our understanding of the work-family interface and how this might differ for husbands and wives. Using social support resource theory as a theoretical framework, we theorize that social support from friends insulates employees from the resource depletion related to high work engagement that contributes to emotional exhaustion and depression through its effects on work-to-family conflict. Integrating insights from crossover theory, we also predict that a spouse’s resource depletion will be reduced in strength when the focal employee enjoys stronger social support from friends. The results of a study of 176 dual-earner married couples across two time periods supported our predictions that personal social support from friends diminished experienced conflict; however, wives’ social support from friends played a moderating role for men while this effect did not hold for women, suggesting that these processes operate differently for men and women when we consider them as a married couple and examine the crossover of spouse’s social support from friends. We conclude by discussing implications of these results for theory and practice.
Work–Family Enrichment and Satisfaction: Mediating Processes and Relative Impact of Originating and Receiving Domains
(SAGE Journals, 2011-07-19) Carlson, Dawn S.; Hunter, Emily M.; Ferguson, Meredith; Whitten, Dwayne
Previous research has been inconsistent in the prediction and empirical findings regarding work–family enrichment and satisfaction. The current research seeks to clarify this inconsistency by examining both directions of work–family enrichment (work-to-family enrichment and family-to-work enrichment) with both job satisfaction and family satisfaction to determine if their effects are similar or diverse. Building on the theoretical foundation of Fredrickson’s broaden-and-build theory, the authors explore the mediating roles of psychological distress and positive mood in this process. Using a sample of 310 working respondents, the authors found that psychological distress was a mediator to both job satisfaction and family satisfaction, while positive mood was a mediator to job satisfaction but not family satisfaction. Further, the authors found that the direct effect of work-to-family enrichment was on job satisfaction, the originating domain. In addition, the total effect of enrichment to satisfaction (through the mediation mechanisms of distress and mood) was again in the pattern of the originating domain such that work-to-family enrichment more strongly influenced job satisfaction. However, family-to-work enrichment did not directly impact family satisfaction, nor was it significantly stronger than work-to-family in its total effect on family satisfaction.

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Browsing Faculty Scholarship by Author "Carlson, Dawn S."