Greenhaus and Beutell identified three sources of work-family conflict: time-based conflict, strain-based conflict, and behavior-based conflict. Each source can operate from work to family or from family to work.

Greenhaus and Beutell's Three Sources of Work-Family Conflict

Women often have greater responsibility for family demands, including home care, child care, and care for aging parents. Men in the United States are increasingly assuming a greater share of domestic responsibilities, but research has documented that women report greater levels of stress from work-family conflict.

Gender Differences in Work-Family Conflict and Stress

Read the following scenario. Analyze the situation by identifying and explaining the two distinct ways in which the individual's professional and personal life are creating conflict for them.

Analyzing Competing Life Demands

Methods to reduce work-family conflict and improve job satisfaction include home support and workplace support. Home support can include emotional support, such as listening, and practical support, such as help with chores. Workplace support can include understanding supervisors, flextime, paid leave, telecommuting, and onsite facilities such as daycare centers, fitness centers, and health clinics.

Ways to Enhance Work–Family Balance

Work-family balance concerns how people manage work-life demands alongside home-life demands, such as caring for children or an elderly parent. Conflict can move in both directions: work can interfere with family responsibilities, and family responsibilities can interfere with work obligations.

Google

Columbia University

Focuses of organizational psychology include:
- Job satisfaction
- Work-family balance
- Management and Leadership
- Work Teams
- Organizational culture
- Workplace violence
- Scientific management
- Strengths-based management

Focuses of Organizational Psychology

Spielman, R. M., Jenkins, W. J., & Lovett, M. D. (2020, April 22). Psychology (2nd ed.). OpenStax. https://openstax.org/books/psychology-2e/pages/1-introduction

OpenStax Psychology (2nd ed.) Textbook

Job satisfaction describes how much individuals enjoy their job. It can be understood as a feeling state that results from appraising job experiences, and it includes both cognitive and affective reactions to work. Job satisfaction is influenced by the work itself, a person's personality, and the culture the person comes from and lives in.

Job Satisfaction

Work–Family Balance

Refers to a team within an organization or company assigned a specific task to accomplish collectively.

Work Team

Organizational culture refers to the common patterns of thinking and behaving within an organization. It is rooted in underlying beliefs and assumptions people hold about themselves and the organization, and those beliefs and assumptions create mindsets that shape culture. More broadly, organizational culture can be characterized as the set of shared norms, values, and behaviors in an organization that reflect its core values and strategic direction. Some interpretations treat culture as a root driver of the organization itself, shaping behavior and interaction.

Organizational Culture

Workplace violence is any workplace act or threat involving physical violence, harassment, intimidation, or other threatening or disruptive behavior. It can range from verbal abuse and threats to physical assault and homicide.

Workplace Violence

Procedural justice is the fairness of the processes used to determine outcomes in conflicts with or among employees.

Procedural Justice

In Which Branch of I-O Psychology Is Job Satisfaction One of the Focuses?

Strengths-based management is Donald Clifton's approach to helping organizations use individual strengths. After interviews with 8,000 managers, Clifton and his colleagues concluded that managers should focus on a person's strengths rather than weaknesses. Clifton argued that strengths offer the greatest opportunity for growth.

Strengths-based Management

The term 'group dynamics' was coined by Kurt Lewin to describe the study of the behavioral and psychological processes that occur within and between social groups. His research in this area, which became influential in organizational psychology, examined concepts such as group interactions, cooperation, competition, and communication.

Group Dynamics

Within organizational psychology, management and leadership are key areas of study, focusing on how different styles affect productivity. This field involves analyzing methods for guiding and directing individuals and groups to achieve organizational objectives, which includes overseeing processes and inspiring people.

Management and Leadership

Scientific management is a management theory focused on improving economic efficiency and, specifically, labor productivity. It achieves this by systematically analyzing and synthesizing workflows to find the most optimal processes.

Learn Before

Related

Learn After