The DOI matches its Crossref record; 8 of the 8 references it cites were found in a registry or an index.
Human Resources Practices as Predictors of Work‐Family Outcomes and Employee Turnover
Abstract
Drawing on a nonrandom sample of 557 dual‐earner white‐collar employees, this article explores the relationship between human resources practices and three outcomes of interest to firms and employees: work‐family conflict, employees’ control over managing work and family demands, and employees’ turnover intentions. We analyze three types of human resources practices: work‐family policies, human resources incentives designed to induce attachment to the firm, and the design of work. In a series of hierarchical regression equations, we find that work design characteristics explain the most variance in employees’ control over managing work and family demands, whereas human resources incentives explain the most variance in work‐family conflict and turnover intentions. We also find significant gender differences in each of the three models. Our results suggest that the most effective organizational responses to work‐family conflict and to turnover are those that combine work‐family policies with other human resources practices, including work redesign and commitment‐enhancing incentives.
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Cites
Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign
Karasek, R. A. (1979) · Administrative Science Quarterly · doi:10.2307/2392498 · Cited by 12,597
HUSELID, M. A. (1995) · Academy of Management Journal · doi:10.2307/256741 · Cited by 9,342
What is coefficient alpha? An examination of theory and applications
Cortina, J. M. (1993) · Journal of Applied Psychology · doi:10.1037/0021-9010.78.1.98 · Cited by 8,810
Negative affectivity: the disposition to experience aversive emotional states
Watson, D., & Clark, L. A. (1984) · Psychological Bulletin · doi:10.1037/0033-2909.96.3.465 · Cited by 4,636
What Makes Teams Work: Group Effectiveness Research from the Shop Floor to the Executive Suite
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Tightening the Iron Cage: Concertive Control in Self-Managing Teams
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“Baltes et al. (1999) found that absenteeism was lower in 6 out of 8 studies of flextime, but only two out of five studies of compressed workweeks.”
BackgroundGender differences in work-family conflict
Duxbury, L. E., & Higgins, C. A. (1991) · Journal of Applied Psychology · doi:10.1037/0021-9010.76.1.60 · Cited by 782
Cited by
Amstad, F. T., Meier, L. L., Fasel, U., Elfering, A., & Semmer, N. K. (2011) · Journal of Occupational Health Psychology · doi:10.1037/a0022170 · Cited by 1,654
The Use of Communication Technologies After Hours: The Role of Work Attitudes and Work-Life Conflict
Boswell, W. R., & Olson-Buchanan, J. B. (2007) · Journal of Management · doi:10.1177/0149206307302552 · Cited by 603
Sex, Gender, and Decisions at the Family → Work Interface
Powell, G. N., & Greenhaus, J. H. (2010) · Journal of Management · doi:10.1177/0149206309350774 · Cited by 233
Eversole, B. A. W., Venneberg, D. L., & Crowder, C. L. (2012) · Advances in Developing Human Resources · doi:10.1177/1523422312455612 · Cited by 104
Metadata
- Authors
- Batt, R., & Valcour, P. M.
- Venue
- Industrial Relations: A Journal of Economy and Society
- Publisher
- Wiley
- Published
- 2003-03-25
- Volume
- 42
- Issue
- 2
- Pages
- 189-220
- ISSN
- 0019-8676 (ISSN-L)
- 1468-232X
- OpenAlex
- W2099058972
- Cited by
- 753
- References
- 8
- FWCI
- 57.83
- Type
- journal article
- Language
- en
- Open access
- closed
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