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The importance of various support sources to the experience of work and non‐work life balance is a well‐documented factor. This study investigate the differential impact of the support of work colleagues, workplace supervisors, non‐work friends, spouse/partner, and extended family on employees' perceptions of the balance between their work and family life commitments. The sample of an Irish working cohort (n=170) indicated that after having a young child (6 years of age) the next significant predictor of experienced work interference with family life was spouse‐partner instrumental support. Spouse‐partner social support did not have an impact on experienced work interference in family life. The support of co‐workers and workplace supervisors did not influence experienced work‐family conflict. How and why positive spouse‐partner instrumental support should lead to elevated work‐family conflict are discussed.

AbstractStudies of the association between psychopathic traits and prosocial behavior are limited, with explanatory mechanisms of such dynamics being similarly scant within the empirical literature. Using a large sample of people in leadership roles, we explore the associations between the three facets of psychopathy (TriPM, Patrick CJ (2010) Operationalizing the triarchic conceptualization of psychopathy: preliminary description of brief scales for assessment of boldness, meanness, and disinhibition. Unpublished test manual, Florida State University, pp. 1110–1131), and organizational citizenship behavior (OCB, Smith et al (1983) J Appl Psychol 68:653–663). We examine the mediating role of individualizing and binding moral foundations (MFQ, Graham et al. (2013) Adv Exp Soc Psychol 47:55–130) within these relationships. Correlation analysis revealed that boldness was positively correlated with OCB, while both meanness and disinhibition were negatively correlated with OCB. Mediation analysis demonstrated that only individualizing moral foundations (IMF) mediated the relationship between meanness and OCB, such that meanness led to lower IMF and reduced levels of OCB. Our findings signal that lower IMF enables the nefarious behavior of people with darker psychopathic traits, while moral foundations as a whole play no role in advancing the prosocial behavior of people with so-called adaptive psychopathic traits. The contributions of these findings to the literature are discussed.

Studies of workers who engage in excessive work behaviour continue to attract the attention of researchers. Most research in this field adheres to quantitative methodologies aligned to the addiction or trait paradigms and largely focuses on correlates and consequences of such behaviour. However, within this literature, empirically based understandings of the factors that propel individuals to engage in excessive work patterns are sparse. Resting on socio‐cultural theories of work, we adopt a novel approach to this field of enquiry and examine the genesis of excessive working using a qualitative methodology. We use discourse analysis to comparatively explore data from a sample of twenty‐eight workers comprising excessive and non‐excessive workers. Our study identified the roles of family of origin, educational experience, and professional norms as clear drivers of excessive work patterns. Data to support the dominant addiction and trait paradigms within this research domain were equivocal. Lifestyle decision‐making differentiated the comparison group from the excessive workers. We discuss our findings with reference to theories of workaholism and consider their implications for the evolution of this field.Practitioner pointsOrganizational culture can strongly influence the emergence of excessive work patterns among employees. Human resource professionals and organizational leaders are in a position to intervene in the development and support of work cultures that are conducive to effective work patternsEmployee selection and assessment procedures should be sufficiently in‐depth to gather relevant information into the personal backgrounds of applicantsEmployee development initiatives should take account of learned work orientations to ensure the effectiveness of interventions.

PurposeThe purpose of the paper is to focus on personal and social background factors as potential channels for the transmission of work related attitudes in young adults. The paper aims to examine the extent to which gender, parental job type, job status, and education, as well as school experience, influence the development of attitudes towards work and family life.Design/methodology/approachThe study comprised a quantitative (questionnaire based) survey with a sample of 782 final year undergraduate students attending various third level institutions in Ireland and the USA.FindingsThe results indicated that individuals who had grown up in traditional mixed families had more positive attitudes towards balancing work and home roles than did those who had grown up in traditional single earner families. Father's educational level also emerged as a significant factor in the career‐family attitudes of the participants.Research limitations/implicationsThe results of this research indicate that young people have developed attitudes towards managing the work/family interface on entering the workforce, which they acquire through a social learning process. Limitations included the cross‐sectional nature of the design and future longitudinal research is needed.Practical implicationsOrganizations and managers need to be aware of the well‐developed attitudes of new entrants in order to address early issues of psychological contract and person‐organizational fit, which have an impact on career success and career management.Originality/valueThe findings of the paper break new ground on the role of social learning on the formation of attitudes towards managing the work‐family interface. Such attitudes proceed to inform behavioral patterns and decisions in the harmonious management of the two domains.

Silence in the workplace is a highly prevalent behaviour, but more is needed to understand the causes and consequences of such behaviour. In this article, we draw on theory and research to examine the role of discrete emotions in decisions to remain silent or to speak up. Three studies with full‐time employees were carried out utilizing both qualitative and experimental methodologies. Study 1 (n = 110) demonstrated that there are many reasons for being silent and established fear as the main emotion associated with silence behaviour. Building on the results of Study 1 and using a quasi‐experimental vignette design, Study 2 (n = 142) confirmed that different silence motives provoke different emotional experiences. Exploring the behavioural effects of emotions using a further experimental design, Study 3 (n = 80) showed that anger is an antecedent to speaking up about an observed transgression, whereas less intense anger was associated with staying silent. This pattern was not evident for fear. Taken together, these three studies provide empirical data regarding the relationship between silence, emotions, and actions. We contribute to theory and research at the intersection of silence, emotions, and behaviour and offer valuable insights into the dynamics of these concepts in the workplace.Practitioner pointsOur study demonstrates that employees are silent for many reasons and that managers need to be sensitive to the multiple motives driving silence behaviourManagers need to be aware that silence provokes specific emotions, with fear and anger being particularly common emotional consequences of silence.Employees are more likely to take action when emotions are intense and so managers need to incorporate a sensitivity to employee emotions in understanding worker silence and voice