Changing workplaces to reduce work-family conflict

Schedule control in a white-collar organization

Erin L. Kelly, Phyllis Moen, Eric Tranby

Research output: Contribution to journalArticle

202 Citations (Scopus)

Abstract

Work-family conflicts are common and consequential for employees, their families, and work organizations. Can workplaces be changed to reduce work-family conflict? Previous research has not been able to assess whether workplace policies or initiatives succeed in reducing work-family conflict or increasing work-family fit. Using longitudinal data collected from 608 employees of a white-collar organization before and after a workplace initiative was implemented, we investigate whether the initiative affects work-family conflict and fit, whether schedule control mediates these effects, and whether work demands, including long hours, moderate the initiative's effects on work-family outcomes. Analyses clearly demonstrate that the workplace initiative positively affects the work-family interface, primarily by increasing employees' schedule control. This study points to the importance of schedule control for our understanding of job quality and for management policies and practices.

Original languageEnglish (US)
Pages (from-to)265-290
Number of pages26
JournalAmerican Sociological Review
Volume76
Issue number2
DOIs
StatePublished - Apr 1 2011

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family work
workplace
organization
employee
management

Keywords

  • control
  • flexibility
  • longitudinal
  • work-family conflict
  • workplace

Cite this

Changing workplaces to reduce work-family conflict : Schedule control in a white-collar organization. / Kelly, Erin L.; Moen, Phyllis; Tranby, Eric.

In: American Sociological Review, Vol. 76, No. 2, 01.04.2011, p. 265-290.

Research output: Contribution to journalArticle

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