Suchergebnisse

Work and the Transition to Motherhood: Introduction -- Understanding and Overcoming Challenges Faced by Working Mothers: A Theoretical and Empirical Review -- Identity and the Transition to Motherhood: Navigating Existing, Temporary, and Anticipatory Identities -- Marissa Mayer: An Analysis of Media Reaction to a Pregnant CEO -- The Inevitable Stigma for Childbearing-Aged Women in the Workplace: Five Perspectives on the Pregnancy-Work Intersection -- Stay at Home or Go Back to Work? Antecedents and Consequences of Mothers' Return to Work After Childbirth -- Parental Leave and Return to Work -- Global Maternity Benefits and Their Impact on Maternal and Child Well-Being -- Maternal Employment and Child Health: Conceptual and Empirical Foundations for Work and Family "Weaving Strategies" -- Employed Mother Stereotypes and Linkages to Work-Family Conflict and Enrichment -- Lactation and the Working Woman: Understanding the Role of Organizational Factors, Lactation Support, and Legal Policy in Promoting Breastfeeding Success -- The Importance and Impact of Child Care on a Woman's Transition to Motherhood -- The Other Half: Views of Fatherhood in the Organization -- Future Research Directions on Work and the Transition to Motherhood.

"This book examines the intricate challenges faced by women and families during the transition to motherhood. It presents unique theoretical and methodological approaches to studying women's transition from being employees to working mothers. Its focus is on the impact of work on the transition to motherhood, and the impact of motherhood on women's working arrangements, work attitudes, work experiences and perspectives. Special attention is given to intervention research that can enhance the health and well-being of mothers and employers as they reconcile demands of the family-work interface. Integrating theoretical framework development and methodological considerations, this book provides an in-depth introduction to the topic. It brings together researchers and experts on the work-family interface, on workplace discrimination during pregnancy and early motherhood, and well-being"--Provided by publisher

AbstractFollowing the principles of dynamic equilibrium theory (DET), this study examined the stable (institutional) and dynamic (episodic) components of mistreatment [experienced incivility and perpetrated counterproductive work behaviours (CWB)] using two longitudinal field samples based on a latent trait–state modelling approach. Study 1 (N = 615) leveraged a weekly lag design over four assessment points and Study 2 (N = 880) leveraged a monthly lag design over five assessment points. Across the two studies, results indicated that the majority of variance in both mistreatment constructs was institutional (i.e., individuals have meaningful set points that persist over time). Furthermore, institutional experienced incivility was positively related to institutional perpetrated CWB (i.e., the set point for experiencing incivility was positively related to the set point for perpetrating CWB). Similarly, episodic experienced incivility was concurrently associated with episodic perpetrated CWB (i.e., atypical episodes of experienced incivility were concurrently related to atypical episodes of perpetrated CWB). Interestingly, episodic experienced incivility did not have a lagged effect on future episodic perpetrated CWB, while episodic perpetrated CWB did have a lagged effect on future episodic experienced incivility. As such, for minor atypical episodes of mistreatment (i.e., incivility), we found evidence of dynamic equilibrium in that there are immediate episodic changes in other forms of mistreatment, but internal adaptive mechanisms appear to neutralize these effects over time. Meanwhile, overt atypical episodes of mistreatment (i.e., CWB) appear to have both immediate and lasting effects on other forms of mistreatment. These results have implications for DET, as well as for predicting the effectiveness of mistreatment research methodologies and interventions.

AbstractWe develop the notion of a legitimacy tipping point to demonstrate how informal economy practices are being utilized by innovative sharing economy ventures to gain a competitive advantage that is subsequently leveraged to reconfigure formal institutional arrangements. Companies who are able to scale rapidly can afford to contravene regulations, provided they have public support. When they reach a certain size, in terms of investment and customer numbers, regulators are forced into a reactive position where novel business models are legitimized. This raises an important question for regulators and entrepreneurs as to whether subverting business regulation is being viewed as a viable source of competitive advantage by scaling firms.

Business advisors working in publicly funded enterprise agencies encounter a range of tensions as part of their everyday work. These tensions subtly shape how they provide advice and can lead to variability in how enterprise policy is delivered on the ground. We explore the competing demands facing advisors by inductively analysing advice-giving practices in public sector enterprise agencies. We find three overarching drivers of advisor role tension, including institutional demands, client demands and intrinsic demands; additionally, a further seven discrete work tactics advisors deploy to navigate these tensions are analysed. From our findings, we develop a theoretical model that advances a dynamic understanding of public sector business advice. We conclude by reflecting on the structural issues with public sector advising that might constrain the efficacy of advisors.

AbstractGiven the significant costs of abusive supervision and the broad implications of an increasingly aging workforce, scholars have called for examining the role of employee age in the abusive supervision literature. In response to this call, this study introduced a moderated mediation model of age, abusive supervision, cognitive reappraisal, and workplace deviance based on socioemotional selectivity theory. We tested this model with a sample of 614 working adults. Results suggest that employee age significantly moderated the effect of abusive supervision on cognitive reappraisal such that abusive supervision was negatively related to cognitive reappraisal for younger workers, but not for older workers. Cognitive reappraisal was negatively related to workplace (i.e., interpersonal and organizational) deviance. Furthermore, there was a significant moderated mediation effect where the indirect relationship between abusive supervision and workplace deviance via cognitive reappraisal was significant for younger workers, but not for older workers. Our findings suggest that older workers' emotional competencies (e.g., use of cognitive reappraisal) may account for age-related advantages in coping with abusive supervision. Theoretical and implications were discussed.

Abstract
The prevalence of workplace mistreatment toward older adults is well-documented, yet its effects are understudied. We applied the strength and vulnerability integration model (SAVI) to hypothesize that, despite its low intensity, workplace incivility has numerous deleterious outcomes for older employees over time. Specifically, we investigated whether and how incivility relates to well-being outside of work, among both targeted employees and their partners. We drew on affective events theory to examine how incivility "spills over" to older targets' personal lives. We also tested whether incivility is potent enough to "crossover" to the well-being of older targets' partners at home. Based on longitudinal data from a national study of older workers (N = 598; 299 couples), results demonstrate that workplace incivility related to decrements in targets' affective well-being, which in turn, was associated with life dissatisfaction, interference with work, and lower overall health. Workplace incivility also predicted declines in partner well-being, although these crossover effects varied by gender: Men's postincivility affective well-being predicted their female partners' life satisfaction but not vice versa. However, women's uncivil experiences directly related to the affective well-being of their male partners. These results suggest that for both older workers and their partners, the harms of incivility eventually extend beyond the organizations where they originate.