Adams, G. A., King, L. A., & King, D. W. (1996). Relationships ofjob and family involvement, family social support, and work–family conflict with job and life satisfaction. Journal ofApplied Psychology, 81,411– 420.
Allen, T. D., Herst, D. E., Bruck, C. S., & Sutton, M. (2000). Consequences associated with work- to-family conflict: a review and agenda for future research. Journal of Occupational Health Psychology, 5, 278–308.
Anaton, L. (2013). A proposed conceptual framework of work-family/family-work facilitation (WFF/FWF) approach in inter-role conflict. Journal ofGlobal Management, 6,89–100.
Aziz, A., & Chang, A. (2013). Work-family balance: the 3-way interaction effect ofrole demands, collectivism value, and ethnicity. Journal ofGlobal Management, 6,22–39
Bulger, C. A., & Fisher, G. G. (2012). Ethical imperatives ofwork/life balance. In N. P. Reilly, M. J. Sirgy, & C. A. Gorman (Eds.), Work and quality oflife (pp. 181–202). Dordrecht: Springer.
Byron, K. (2005). A meta-analytic review ofwork-family conflict and its antecedents. Journal ofVocational Behavior, 67, 169–198.
Carlson, D. S., Kacmar, K. M., &Williams, L. J. (2000). Construction and initial validation of a multidimen- sional measure ofwork-family conflict. Journal ofVocational Behavior, 56,249–276.
Carlson, D. S., Kacmar, K. M., &Williams, L. J. (2000). Construction and initial validation of a multidimen- sional measure ofwork-family conflict. Journal ofVocational Behavior, 56,249–276.
Clark, S. C. (2000). Work/family border theory: a new theory of work/family balance. Human relations, 53, 747–770.
Edwards, J. R., & Rothbard, N. P. (2000). Mechanisms linking work and family: clarifying the relationship between work and family constructs. Academy ofManagement Review, 25,178–199.
Fisher, G. G., Bulger, C. A., & Smith, C. S. (2009). Beyond work and family: a measure of work/nonwork interference and enhancement. Journal ofOccupational Health Psychology, 14,441–456.
Friedman,S. D.,&Greenhaus,J. H.(2000). Work and family—alies or enemies? What happens when business professionals confront life choices. New York: Oxford University Press.
Frone, M. R. (2003). Work-family balance. In J. C. Quick & L. E. Tetrick (Eds.), Handbook ofoccupational health psychology (pp. 143–162). Washington, DC: American Psychological Association.
Fu, C. K., & Shaffer, M. A. (2001). The tug of work and family: direct and indirect domain-specific determinants of work-family conflict. Personnel Review, 30,502–522.
Gareis, K. C., Barnett, R. C., Ertel, K. A., & Berkman, L. F. (2009). Work-family enrichment and conflict: additive effects, buffering, or balance? Journal ofMarriage and Family, 71,696–707
Greenhaus, J. H., & Allen, T. D. (2011). Work-family balance: a review and extension ofthe literature. In J. C. Quick & L. E. Tetrick (Eds.), Handbook ofOccupational Health Psychology (2nd ed., pp. 165–183). Washington, DC: American Psychological Association.
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10,76–88
Greenhaus, J. H., & Powell, G. N. (2006). When work and family are allies: a theory of work-family enrichment. Academy ofManagement Review, 31,72–92.
Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003). The relation between work-family balance and quality of life. Journal ofVocational Behavior, 63,510–531.
Hobfoll, S. E. (1989). Conservation of resources: a new attempt at conceptualizing stress. The American Psychologist, 44,513–524.
Kahn, R. L., Wolfe, D. M., Quinn, R., Snoek, J. D., & Rosenthal, R. A. (1964). Organizational stress.New York: Wiley.
Kalliath, T., &Brough, P. (2008). Work-life balance: a review ofthe meaning ofthe balance construct. Journal ofManagement and Organization, 14,323–327.
Keyes, C. L. (2002). The mental health continuum: from languishing to flourishing in life. Journal ofHealth and Social Behavior, 43,207–222
Kirchmeyer, C. (2000). Work-life initiatives: greed or benevolence regarding workers' time? Trends in Organizational Behavior, 7,79–94.
Kossek, E. E., & Ozeki, C. (1998). Work–family conflict, policies, and the job–life satisfaction relationship: a review and directions for organizational behavior–human resources research. Journal of Applied Psychology, 83, 139–149.
Lee, S., & Kim, S. L. (2013). Social support, work-family conflict, and emotional exhaustion in South Korea. Psychological Reports, 113,619–634.
Lu, L., Cooper, C. L., Kao, S.-F., Chang, T.-T., Allen, T. D., Lapierre, L. M., O’Driscoll, M. P., Poelmans, S. A. Y., Sanchez, J. I., & Spector, P. E. (2010). Cross-cultural differences on work-to-family conflict and role satisfaction: a Taiwanese-British comparison. Human Resource Management, 49,67–85.
Marks, S. R. (1977). Multiple roles and strain: some notes on human energy, time and commitment. American Sociological Review, 42,921–936.
Marks, S. R., & MacDermid, S. M. (1996). Multiple roles and the self: a theory of role balance. Journal of Marriage and the Family, 58,417–432.
Marks, S. R., & MacDermid, S. M. (1996). Multiple roles and the self: a theory of role balance. Journal of Marriage and the Family, 58,417–432.
May, D. R., Gilson, R. L., &Harter, L. M. (2004). The psychological conditions ofmeaningfulness, safety and availability and the engagement ofthe human spirit at work. Journal ofOccupational andOrganizational Psychology, 77,11–37.
Michaels, R. E., Cron, W. L., Dubinsky, A. J., & Joachimsthaler, E. A. (1988). Influence of formalization on the organizational commitment and work alienation of sales people and industrial buyers. Journal of Marketing Research, 25, 376–383.
Moen, P., Robison, J., & McClain, D. D. (1995). Caregiving and women’s well-being: a life course approach. Journal ofHealth and Social Behaviour, 36,259–273.
Netemeyre, R. G., Boles, J. S., & McMurrian, R. (1996). Development and validation ofwork-family conflict and family-work conflict scales. Journal ofApplied Psychology, 81, 400–410.
Parasuraman, S., Greenhaus, J. H., & Ganrose, C. S. (1992). Role stressors, social support, and well-being among two-career couples. Journal ofOccupational Behavior, 13, 339–356.
Poelmans, S., Stepanova, O., & Masuda, A. (2008). Positive spillover between personal and professional life: definitions, antecedents, consequences, and strategies. In K. Korabik, D. S. Lero, & D. L. Whitehead (Eds.), Handbook ofwork-family integration: research, theory, and best practices (pp. 141–156). New York: Academic Press.
Rau, B. L., & Hyland, M. M. (2002). Role conflict and flexible work arrangements: the effects on applicant attraction. Personnel Psychology, 55, 111–136.
Rozario, P. A., Howell, N. M., & Hinterlong, J. E. (2004). Role enhancement or role strain: examining the impact ofmultiple roles on family caregivers. Research on Aging, 26,413–428.
Schein, E. H. (1984). Culture as an environmental context for careers. Journal ofOccupational Behavior, 5, 71–81
Sieber, S. D. (1974). Toward a theory of role accumulation. American Sociological Review, 39,567–578.
Thomas, L. T., & Ganster, D. C. (1995). Impact of family-supportive work variables on work-family conflict and strain: a control perspective. Journal ofApplied Psychology, 80,6–15.
Voydanoff, P. (2004). Implications ofwork and community demands and resources for work-to-family conflict and facilitation. Journal ofOccupational Health Psychology, 9, 275–285.
Wayne, J. H., Musisca, N., & Fleeson, W. (2004). Considering the role of personality in the work-family experience: relationships of the big five to work-family conflict and facilitation. Journal ofVocational Behavior, 64, 108–130.
Westman, M., & Etzion, D. (2005). The crossover of work-family conflict from one spouse to the other. Journal ofApplied Social Psychology, 35,1936–1957.
Whiston, S. C., & Cinamon, R. G. (2015). The work-family interface: integrating research and career counselling practice. Career Development Quarterly, 63,44–56.
Allen, T. D., Herst, D. E., Bruck, C. S., & Sutton, M. (2000). Consequences associated with work- to-family conflict: a review and agenda for future research. Journal of Occupational Health Psychology, 5, 278–308.
Anaton, L. (2013). A proposed conceptual framework of work-family/family-work facilitation (WFF/FWF) approach in inter-role conflict. Journal ofGlobal Management, 6,89–100.
Aziz, A., & Chang, A. (2013). Work-family balance: the 3-way interaction effect ofrole demands, collectivism value, and ethnicity. Journal ofGlobal Management, 6,22–39
Bulger, C. A., & Fisher, G. G. (2012). Ethical imperatives ofwork/life balance. In N. P. Reilly, M. J. Sirgy, & C. A. Gorman (Eds.), Work and quality oflife (pp. 181–202). Dordrecht: Springer.
Byron, K. (2005). A meta-analytic review ofwork-family conflict and its antecedents. Journal ofVocational Behavior, 67, 169–198.
Carlson, D. S., Kacmar, K. M., &Williams, L. J. (2000). Construction and initial validation of a multidimen- sional measure ofwork-family conflict. Journal ofVocational Behavior, 56,249–276.
Carlson, D. S., Kacmar, K. M., &Williams, L. J. (2000). Construction and initial validation of a multidimen- sional measure ofwork-family conflict. Journal ofVocational Behavior, 56,249–276.
Clark, S. C. (2000). Work/family border theory: a new theory of work/family balance. Human relations, 53, 747–770.
Edwards, J. R., & Rothbard, N. P. (2000). Mechanisms linking work and family: clarifying the relationship between work and family constructs. Academy ofManagement Review, 25,178–199.
Fisher, G. G., Bulger, C. A., & Smith, C. S. (2009). Beyond work and family: a measure of work/nonwork interference and enhancement. Journal ofOccupational Health Psychology, 14,441–456.
Friedman,S. D.,&Greenhaus,J. H.(2000). Work and family—alies or enemies? What happens when business professionals confront life choices. New York: Oxford University Press.
Frone, M. R. (2003). Work-family balance. In J. C. Quick & L. E. Tetrick (Eds.), Handbook ofoccupational health psychology (pp. 143–162). Washington, DC: American Psychological Association.
Fu, C. K., & Shaffer, M. A. (2001). The tug of work and family: direct and indirect domain-specific determinants of work-family conflict. Personnel Review, 30,502–522.
Gareis, K. C., Barnett, R. C., Ertel, K. A., & Berkman, L. F. (2009). Work-family enrichment and conflict: additive effects, buffering, or balance? Journal ofMarriage and Family, 71,696–707
Greenhaus, J. H., & Allen, T. D. (2011). Work-family balance: a review and extension ofthe literature. In J. C. Quick & L. E. Tetrick (Eds.), Handbook ofOccupational Health Psychology (2nd ed., pp. 165–183). Washington, DC: American Psychological Association.
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10,76–88
Greenhaus, J. H., & Powell, G. N. (2006). When work and family are allies: a theory of work-family enrichment. Academy ofManagement Review, 31,72–92.
Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003). The relation between work-family balance and quality of life. Journal ofVocational Behavior, 63,510–531.
Hobfoll, S. E. (1989). Conservation of resources: a new attempt at conceptualizing stress. The American Psychologist, 44,513–524.
Kahn, R. L., Wolfe, D. M., Quinn, R., Snoek, J. D., & Rosenthal, R. A. (1964). Organizational stress.New York: Wiley.
Kalliath, T., &Brough, P. (2008). Work-life balance: a review ofthe meaning ofthe balance construct. Journal ofManagement and Organization, 14,323–327.
Keyes, C. L. (2002). The mental health continuum: from languishing to flourishing in life. Journal ofHealth and Social Behavior, 43,207–222
Kirchmeyer, C. (2000). Work-life initiatives: greed or benevolence regarding workers' time? Trends in Organizational Behavior, 7,79–94.
Kossek, E. E., & Ozeki, C. (1998). Work–family conflict, policies, and the job–life satisfaction relationship: a review and directions for organizational behavior–human resources research. Journal of Applied Psychology, 83, 139–149.
Lee, S., & Kim, S. L. (2013). Social support, work-family conflict, and emotional exhaustion in South Korea. Psychological Reports, 113,619–634.
Lu, L., Cooper, C. L., Kao, S.-F., Chang, T.-T., Allen, T. D., Lapierre, L. M., O’Driscoll, M. P., Poelmans, S. A. Y., Sanchez, J. I., & Spector, P. E. (2010). Cross-cultural differences on work-to-family conflict and role satisfaction: a Taiwanese-British comparison. Human Resource Management, 49,67–85.
Marks, S. R. (1977). Multiple roles and strain: some notes on human energy, time and commitment. American Sociological Review, 42,921–936.
Marks, S. R., & MacDermid, S. M. (1996). Multiple roles and the self: a theory of role balance. Journal of Marriage and the Family, 58,417–432.
Marks, S. R., & MacDermid, S. M. (1996). Multiple roles and the self: a theory of role balance. Journal of Marriage and the Family, 58,417–432.
May, D. R., Gilson, R. L., &Harter, L. M. (2004). The psychological conditions ofmeaningfulness, safety and availability and the engagement ofthe human spirit at work. Journal ofOccupational andOrganizational Psychology, 77,11–37.
Michaels, R. E., Cron, W. L., Dubinsky, A. J., & Joachimsthaler, E. A. (1988). Influence of formalization on the organizational commitment and work alienation of sales people and industrial buyers. Journal of Marketing Research, 25, 376–383.
Moen, P., Robison, J., & McClain, D. D. (1995). Caregiving and women’s well-being: a life course approach. Journal ofHealth and Social Behaviour, 36,259–273.
Netemeyre, R. G., Boles, J. S., & McMurrian, R. (1996). Development and validation ofwork-family conflict and family-work conflict scales. Journal ofApplied Psychology, 81, 400–410.
Parasuraman, S., Greenhaus, J. H., & Ganrose, C. S. (1992). Role stressors, social support, and well-being among two-career couples. Journal ofOccupational Behavior, 13, 339–356.
Poelmans, S., Stepanova, O., & Masuda, A. (2008). Positive spillover between personal and professional life: definitions, antecedents, consequences, and strategies. In K. Korabik, D. S. Lero, & D. L. Whitehead (Eds.), Handbook ofwork-family integration: research, theory, and best practices (pp. 141–156). New York: Academic Press.
Rau, B. L., & Hyland, M. M. (2002). Role conflict and flexible work arrangements: the effects on applicant attraction. Personnel Psychology, 55, 111–136.
Rozario, P. A., Howell, N. M., & Hinterlong, J. E. (2004). Role enhancement or role strain: examining the impact ofmultiple roles on family caregivers. Research on Aging, 26,413–428.
Schein, E. H. (1984). Culture as an environmental context for careers. Journal ofOccupational Behavior, 5, 71–81
Sieber, S. D. (1974). Toward a theory of role accumulation. American Sociological Review, 39,567–578.
Thomas, L. T., & Ganster, D. C. (1995). Impact of family-supportive work variables on work-family conflict and strain: a control perspective. Journal ofApplied Psychology, 80,6–15.
Voydanoff, P. (2004). Implications ofwork and community demands and resources for work-to-family conflict and facilitation. Journal ofOccupational Health Psychology, 9, 275–285.
Wayne, J. H., Musisca, N., & Fleeson, W. (2004). Considering the role of personality in the work-family experience: relationships of the big five to work-family conflict and facilitation. Journal ofVocational Behavior, 64, 108–130.
Westman, M., & Etzion, D. (2005). The crossover of work-family conflict from one spouse to the other. Journal ofApplied Social Psychology, 35,1936–1957.
Whiston, S. C., & Cinamon, R. G. (2015). The work-family interface: integrating research and career counselling practice. Career Development Quarterly, 63,44–56.
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Affiliations
Nury Ariani Wulansari
Jurusan Manajemen, Fakultas Ekonomi, Universitas Negeri Semarang
Mugi Harsono
Faculty of Economics and Business, Universitas Sebelas Maret Surakarta
How to Cite
1.
Wulansari N, Harsono M. Work-Life Balance: Conceptualization, Antecedents and Consequences. MAJ [Internet]. 27Dec.2022 [cited 19Nov.2024];11(4):321-7. Available from: http://journal.unnes.ac.id/sju/maj/article/view/64061
Work-Life Balance: Conceptualization, Antecedents and Consequences
Vol 11 No 4 (2022): Management Analysis Journal
Submitted: Dec 27, 2022
Published: Dec 27, 2022
Abstract
The notion of work-life balance (WLB), which integrates two primary dimensions, engagement in work and non-work life, and minimum conflict between social role in one’s work and in one’s life has evolved from a review of much of the literature in previous research. Beside that, the identification of antecedent variables from both individual and organizational levels that could affect WLB and explained their influence on WLB are also examined in this study. To fully comprehend the differences in the factors that are able to influence WLB and are affected on WLB, identification of the consequent variables from the influence of WLB is also collected. From this identification process, future study path will be identified, and these directions will have consequences of leaving gaps for in-depth investigations and implications managerial policies related to WLB.