Work-life conflict and facilitation: Mostly indirect effects on domain-specific and work-life balance satisfaction over time.

The majority of work-life research has been anchored around work-life conflict/facilitation and balance constructs, though these constructs have largely been examined in isolation from one another. The purpose of the current study is to provide a direct replication and longitudinal extension of Grawitch et al.'s cross-sectional study exploring work-life balance satisfaction's relation to interdomain conflict and facilitation.

Self-imposed pressure or organizational norms? Further examination of the construct of workplace telepressure.

Information and communication technologies (ICTs) are rapidly becoming indispensable organizational tools. Though the benefits of such technologies have been trumpeted, recent research has examined the unique pressures that may be introduced through the lens of a construct called workplace telepressure, defined as an urge for and preoccupation with quickly responding to ICTs (e.g.

Curvilinear relationships between resource allocation and life domain-specific interference.

This study investigated the inherent complexities of the work-life interface (WLI) by examining the relationship between resource allocation (i.e., time and energy dedicated to a particular domain) and perceived interference of individual life domains.

To Be or Not to Be (Stressed): The Critical Role of a Psychologically Healthy Workplace in Effective Stress Management.

This article explains how key practices pertaining to the psychologically healthy workplace can be used to develop a comprehensive approach to stress management in contemporary organizations. Specifically, we demonstrate the ways in which employee involvement, recognition, work-life balance, health and safety, and growth and development practices can be used to assist in the reduction of work stress and the proactive management of strain. Although many organizations strive to establish a positive environment conducive to work and well-being, identifying where to begin can often seem like a daunting task.

Differentiation between work and nonwork self-aspects as a predictor of presenteeism and engagement: cross-cultural differences.

Research on the work-life interface does not specifically account for how individuals cognitively conceptualize their work and nonwork lives in terms of the differentiation between work and nonwork self-aspects. In addition, no cross-cultural research examines self-concept differentiation in conjunction with employee outcomes of presenteeism and engagement, pointing to a need to study these relationships cross-culturally. Results of the current study revealed cultural differences in self-concept differentiation, engagement, mental presenteeism, and physical presenteeism.

Examining the nomological network of satisfaction with work-life balance.

This study expands on past work-life research by examining the nomological network of satisfaction with work-life balance-the overall appraisal or global assessment of how one manages time and energy across work and nonwork domains. Analyses using 456 employees at a midsized organization indicated expected relationships with bidirectional conflict, bidirectional facilitation, and satisfaction with work and nonwork life. Structural equation modeling supported the utility of satisfaction with balance as a unique component of work-life interface perceptions.

Are better sleepers more engaged workers? A self-regulatory approach to sleep hygiene and work engagement.

Previous research has emphasized facets of both the organizational environment and individual differences as predictors of work engagement. This study explored sleep hygiene as another important behavioural factor that may be related to work engagement. With a sample of 328 adult workers, we tested a multiple mediator model in which sleep hygiene predicts work engagement through one's appraisals of resource depletion stemming from demands (psychological strain) and general self-regulatory capacity (self-control).

Counterproductive work behaviours in response to emotional exhaustion: a moderated mediational approach.

Drawing from the conservation of resources framework and self-control principles, we proposed a moderated mediational model through which emotional exhaustion may be linked to counterproductive work behaviours (CWBs). Analyses conducted with 175 Midwestern government workers revealed that both depersonalization (i.e.

Role identification, community socio-economic status demands, and stress outcomes in police officers.

This study applied the 'job demands-resources' and 'conservation of resources' models to police work, with the specific aim to examine the possible interaction between objectively measured work demands (community socio-economic status (SES)) and personal resources (role identification) on stress-related outcomes. A total of 89 officers from 10 small, suburban police departments (five from high SES areas and five from low SES areas) completed surveys that focused on community SES demands and role identification as factors that potentially influence positive and negative psychological outcomes. Results indicated that community (SES) demands and role identification interacted to predict a variety of the outcomes.

Do prospective workday appraisals influence end-of-workday affect and self-monitored performance?

The current study uses self-regulation as the basis for a model that examines the influence of three types of workday appraisals (resource, task, and response). At the beginning of their workday, a total of 170 faculty, graduate students, and staff of a university completed appraisal ratings of their anticipated workday tasks, resources, and responses. At the end of the workday, they completed assessments of positive and negative affect and self-monitored performance.