Changing Work and Work-Family Conflict

Evidence from the Work, Family, and Health Network

Erin L. Kelly, Phyllis Moen, J. Michael Oakes, Wen Fan, Cassandra Okechukwu, Kelly D. Davis, Leslie B. Hammer, Ellen Ernst Kossek, Rosalind Berkowitz King, Ginger C. Hanson, Frank Mierzwa, Lynne M. Casper

Research output: Contribution to journalArticle

125 Citations (Scopus)

Abstract

Schedule control and supervisor support for family and personal life may help employees manage the work-family interface. Existing data and research designs, however, have made it difficult to conclusively identify the effects of these work resources. This analysis utilizes a group-randomized trial in which some units in an information technology workplace were randomly assigned to participate in an initiative, called STAR, that targeted work practices, interactions, and expectations by (1) training supervisors on the value of demonstrating support for employees' personal lives and (2) prompting employees to reconsider when and where they work. We find statistically significant, although modest, improvements in employees' work-family conflict and family time adequacy, and larger changes in schedule control and supervisor support for family and personal life. We find no evidence that this intervention increased work hours or perceived job demands, as might have happened with increased permeability of work across time and space. Subgroup analyses suggest the intervention brought greater benefits to employees more vulnerable to work-family conflict. This study uses a rigorous design to investigate deliberate organizational changes and their effects on work resources and the work-family interface, advancing our understanding of the impact of social structures on individual lives.

Original languageEnglish (US)
Pages (from-to)485-516
Number of pages32
JournalAmerican Sociological Review
Volume79
Issue number3
DOIs
StatePublished - Jan 1 2014

Fingerprint

family work
employee
health
evidence
job demand
permeability
organizational change
resources
social structure
research planning
workplace
information technology
interaction
Group
time

Keywords

  • experiment
  • group-randomized trial
  • organizations
  • schedule control
  • work-family conflict

Cite this

Changing Work and Work-Family Conflict : Evidence from the Work, Family, and Health Network. / Kelly, Erin L.; Moen, Phyllis; Oakes, J. Michael; Fan, Wen; Okechukwu, Cassandra; Davis, Kelly D.; Hammer, Leslie B.; Kossek, Ellen Ernst; King, Rosalind Berkowitz; Hanson, Ginger C.; Mierzwa, Frank; Casper, Lynne M.

In: American Sociological Review, Vol. 79, No. 3, 01.01.2014, p. 485-516.

Research output: Contribution to journalArticle

Kelly, EL, Moen, P, Oakes, JM, Fan, W, Okechukwu, C, Davis, KD, Hammer, LB, Kossek, EE, King, RB, Hanson, GC, Mierzwa, F & Casper, LM 2014, 'Changing Work and Work-Family Conflict: Evidence from the Work, Family, and Health Network', American Sociological Review, vol. 79, no. 3, pp. 485-516. https://doi.org/10.1177/0003122414531435
Kelly, Erin L. ; Moen, Phyllis ; Oakes, J. Michael ; Fan, Wen ; Okechukwu, Cassandra ; Davis, Kelly D. ; Hammer, Leslie B. ; Kossek, Ellen Ernst ; King, Rosalind Berkowitz ; Hanson, Ginger C. ; Mierzwa, Frank ; Casper, Lynne M. / Changing Work and Work-Family Conflict : Evidence from the Work, Family, and Health Network. In: American Sociological Review. 2014 ; Vol. 79, No. 3. pp. 485-516.
@article{960d018728754ed19bbb7eb276ab3a09,
title = "Changing Work and Work-Family Conflict: Evidence from the Work, Family, and Health Network",
abstract = "Schedule control and supervisor support for family and personal life may help employees manage the work-family interface. Existing data and research designs, however, have made it difficult to conclusively identify the effects of these work resources. This analysis utilizes a group-randomized trial in which some units in an information technology workplace were randomly assigned to participate in an initiative, called STAR, that targeted work practices, interactions, and expectations by (1) training supervisors on the value of demonstrating support for employees' personal lives and (2) prompting employees to reconsider when and where they work. We find statistically significant, although modest, improvements in employees' work-family conflict and family time adequacy, and larger changes in schedule control and supervisor support for family and personal life. We find no evidence that this intervention increased work hours or perceived job demands, as might have happened with increased permeability of work across time and space. Subgroup analyses suggest the intervention brought greater benefits to employees more vulnerable to work-family conflict. This study uses a rigorous design to investigate deliberate organizational changes and their effects on work resources and the work-family interface, advancing our understanding of the impact of social structures on individual lives.",
keywords = "experiment, group-randomized trial, organizations, schedule control, work-family conflict",
author = "Kelly, {Erin L.} and Phyllis Moen and Oakes, {J. Michael} and Wen Fan and Cassandra Okechukwu and Davis, {Kelly D.} and Hammer, {Leslie B.} and Kossek, {Ellen Ernst} and King, {Rosalind Berkowitz} and Hanson, {Ginger C.} and Frank Mierzwa and Casper, {Lynne M.}",
year = "2014",
month = "1",
day = "1",
doi = "10.1177/0003122414531435",
language = "English (US)",
volume = "79",
pages = "485--516",
journal = "American Sociological Review",
issn = "0003-1224",
publisher = "American Sociological Association",
number = "3",

}

TY - JOUR

T1 - Changing Work and Work-Family Conflict

T2 - Evidence from the Work, Family, and Health Network

AU - Kelly, Erin L.

AU - Moen, Phyllis

AU - Oakes, J. Michael

AU - Fan, Wen

AU - Okechukwu, Cassandra

AU - Davis, Kelly D.

AU - Hammer, Leslie B.

AU - Kossek, Ellen Ernst

AU - King, Rosalind Berkowitz

AU - Hanson, Ginger C.

AU - Mierzwa, Frank

AU - Casper, Lynne M.

PY - 2014/1/1

Y1 - 2014/1/1

N2 - Schedule control and supervisor support for family and personal life may help employees manage the work-family interface. Existing data and research designs, however, have made it difficult to conclusively identify the effects of these work resources. This analysis utilizes a group-randomized trial in which some units in an information technology workplace were randomly assigned to participate in an initiative, called STAR, that targeted work practices, interactions, and expectations by (1) training supervisors on the value of demonstrating support for employees' personal lives and (2) prompting employees to reconsider when and where they work. We find statistically significant, although modest, improvements in employees' work-family conflict and family time adequacy, and larger changes in schedule control and supervisor support for family and personal life. We find no evidence that this intervention increased work hours or perceived job demands, as might have happened with increased permeability of work across time and space. Subgroup analyses suggest the intervention brought greater benefits to employees more vulnerable to work-family conflict. This study uses a rigorous design to investigate deliberate organizational changes and their effects on work resources and the work-family interface, advancing our understanding of the impact of social structures on individual lives.

AB - Schedule control and supervisor support for family and personal life may help employees manage the work-family interface. Existing data and research designs, however, have made it difficult to conclusively identify the effects of these work resources. This analysis utilizes a group-randomized trial in which some units in an information technology workplace were randomly assigned to participate in an initiative, called STAR, that targeted work practices, interactions, and expectations by (1) training supervisors on the value of demonstrating support for employees' personal lives and (2) prompting employees to reconsider when and where they work. We find statistically significant, although modest, improvements in employees' work-family conflict and family time adequacy, and larger changes in schedule control and supervisor support for family and personal life. We find no evidence that this intervention increased work hours or perceived job demands, as might have happened with increased permeability of work across time and space. Subgroup analyses suggest the intervention brought greater benefits to employees more vulnerable to work-family conflict. This study uses a rigorous design to investigate deliberate organizational changes and their effects on work resources and the work-family interface, advancing our understanding of the impact of social structures on individual lives.

KW - experiment

KW - group-randomized trial

KW - organizations

KW - schedule control

KW - work-family conflict

UR - http://www.scopus.com/inward/record.url?scp=84893952258&partnerID=8YFLogxK

UR - http://www.scopus.com/inward/citedby.url?scp=84893952258&partnerID=8YFLogxK

U2 - 10.1177/0003122414531435

DO - 10.1177/0003122414531435

M3 - Article

VL - 79

SP - 485

EP - 516

JO - American Sociological Review

JF - American Sociological Review

SN - 0003-1224

IS - 3

ER -