Organizational Psychology: A Scientist-Practitioner Approach Jex, S. M Organizational Psychology: A Scientist-Practitioner Approach Jex, S. M., & Britt, T. W. (2014) Prepared by: Christopher J. L. Cunningham, PhD University of Tennessee at Chattanooga Kelsey-Jo Ritter Bowling Green State University Kristen S. Jennings Clemson University

Chapter 4: The Work–Nonwork Interface

Introduction to Work and Nonwork Interface Basic assumptions Work is separate and distinct Boundaries between work and other parts are permeable Work and other parts are important to one’s self-concept

Transition into Work: Youth Employment Part-time and summer employment Regulation of youth employment: Fair Labor Standards Act Variations in youth employment around the world

Reasons for Youth Employment Various motivations for youth work exist and influence the type of outcomes experienced Financial independence Developmental experience Career development Family support

The Nature of Youth Work Restaurant and service work Public interaction Safety risks

Outcomes of Youth Employment Researchers have primarily considered the degree to which youth employment affects performance, social development, and physical health and safety Academic performance: Hours worked, balancing act Social development: Generally positive influence on social development; cynical attitudes can develop

Outcomes of Youth Employment (Cont.) Safety: Industries and inexperience may put youth at higher injury risk Drug and alcohol use Possible reasons: Increased financial independence, working with older people, nature of service and retail work

Transition to Career Fewer high-paying jobs available to high school graduates Increase in college-bound students Starting family

Balancing Work and Nonwork Work-family conflict Classifications (Table 4.1) Time-based E.g., having to pick up a child from day care at 4:00 but having a business meeting at 4:00 Strain-based E.g., after a day with difficult clients, being tired and irritable at home Behavior-based E.g., working in the military and not being able to switch out of combat, discipline mode at home

Antecedents of Work-Family Conflict Many factors can predict the extent to which one experiences work-family conflict Job design and organizational factors Characteristics of an individual Characteristics of family life

Consequences of Work-Family Conflict Decreased physical and psychological well-being Decreased job and career satisfaction Work-family enrichment/facilitation

Reducing and Preventing Conflict Organizational support: Work-family policies and benefits as well as perceptions of culture and support Comment 4.2: Family-supportive organizational perceptions Comment 4.3: Cultural differences in organizational support

Reducing and Preventing Conflict (Cont.) Supervisor support Family-supportive supervisor behaviors Personal coping Skill development Seeking assistance

Positive Side of Work-Family Interface Work-family enrichment and facilitation Positive spillover and synergy Work-family integration Using various strategies to blend both domains People differ in their preferences for integration

Transition out of Work: Retirement Defining retirement: Retirement is a withdrawal from work for a significant period of time with a plan to reduce the amount of work afterward Various forms: Table 4.2 Complete withdrawal Bridge employment Phased retirement

Factors Influencing Type of Retirement Financial planning Age of individual Health Organizational commitment

The Decision to Retire Retirement as process Psychological influences and outcomes Push and pull factors

Push and Pull Factors Personal characteristics Age Health Financial resources Commitment to job Outside influences (Comment 4.4) Pension plans Government policies Job flexibility Work environment

Adjustment to Retirement Work as central to self-concept Factors that predict adjustment Financial resources Better health Strong social network Participation in leisure activities Quality of adjustment Mixed results on psychological well-being and happiness Overall generally positive adaptation Depends on manner in which left job