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The relationship between work-family...

Taylor, Barbara L.

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The relationship between work-family conflict/facilitation and perception of psychological contract fairness among Hispanic business professionals.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	The relationship between work-family conflict/facilitation and perception of psychological contract fairness among Hispanic business professionals./
作者:	Taylor, Barbara L.
面頁冊數:	300 p.
附註:	Adviser: Donna Maria Blancero.
Contained By:	Dissertation Abstracts International68-03A.
標題:	Business Administration, Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3258019

The relationship between work-family conflict/facilitation and perception of psychological contract fairness among Hispanic business professionals.
Taylor, Barbara L.

The relationship between work-family conflict/facilitation and perception of psychological contract fairness among Hispanic business professionals. - 300 p.

Adviser: Donna Maria Blancero.

Thesis (Ph.D.)--Touro University International, 2007.

The purpose of this study was to examine the relationship between work-family conflict/facilitation and the perception of psychological contract fairness among Hispanic business professionals. Demands in the work role (average hours worked per week) and demands in the family role (responsibility for dependents) were examined as sources of conflict. Support from the family role (family emotional and instrumental support and family financial resources) and support from the work role (formal workplace supports, work climate for family, supervisor support, and job characteristics) were examined as sources of facilitation. Life role values (role salience) were analyzed for their potential impact on work-family conflict and facilitation. Results indicate that employees reporting low conflict and high facilitation in the direction of work-to-family perceive the psychological contract to be fair. The results from the antecedents of conflict and facilitation were mixed. Work hours increased both conflict and facilitation in the direction of work-to-family. Responsibility for dependents had no impact on the outcomes. Family emotional and instrumental supports were significant in their ability to reduce family-to-work conflict and to increase family-to-work facilitation. Family financial resources contributed moderately to work-to-family facilitation. Informal WFC/F and PCF workplace supports reduced conflict and increased facilitation: formal work place policies did not. The relationship between informal workplace supports and perception of psychological contract fairness were partially mediated by work-family conflict/facilitation. Formal polices were directly related to the perception of psychological fairness. Findings indicate that when a role is valued, or salient, employees report positive spillover into other roles.Subjects--Topical Terms:

626628
Business Administration, Management.

The relationship between work-family conflict/facilitation and perception of psychological contract fairness among Hispanic business professionals.
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245 1 4 $a The relationship between work-family conflict/facilitation and perception of psychological contract fairness among Hispanic business professionals.
300 $a 300 p.
500 $a Adviser: Donna Maria Blancero.
500 $a Source: Dissertation Abstracts International, Volume: 68-03, Section: A, page: 1077.
502 $a Thesis (Ph.D.)--Touro University International, 2007.
520 $a The purpose of this study was to examine the relationship between work-family conflict/facilitation and the perception of psychological contract fairness among Hispanic business professionals. Demands in the work role (average hours worked per week) and demands in the family role (responsibility for dependents) were examined as sources of conflict. Support from the family role (family emotional and instrumental support and family financial resources) and support from the work role (formal workplace supports, work climate for family, supervisor support, and job characteristics) were examined as sources of facilitation. Life role values (role salience) were analyzed for their potential impact on work-family conflict and facilitation. Results indicate that employees reporting low conflict and high facilitation in the direction of work-to-family perceive the psychological contract to be fair. The results from the antecedents of conflict and facilitation were mixed. Work hours increased both conflict and facilitation in the direction of work-to-family. Responsibility for dependents had no impact on the outcomes. Family emotional and instrumental supports were significant in their ability to reduce family-to-work conflict and to increase family-to-work facilitation. Family financial resources contributed moderately to work-to-family facilitation. Informal WFC/F and PCF workplace supports reduced conflict and increased facilitation: formal work place policies did not. The relationship between informal workplace supports and perception of psychological contract fairness were partially mediated by work-family conflict/facilitation. Formal polices were directly related to the perception of psychological fairness. Findings indicate that when a role is valued, or salient, employees report positive spillover into other roles.
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