47. 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

48. Chapter 4: The Work–Nonwork Interface

49. 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

50. 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

51. 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

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

53. 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

54. 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

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

56. 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

57. 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

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

59. 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

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

61. 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

62. 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

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

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

65. 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

66. 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