Papers by Steven Poelmans
A 24 nation/territory study of work locus of control in relation to well-being at work: How generalizable are western findings
Academy of Management Journal, 2002
Work-Family Research: The Crossroads
PsycEXTRA Dataset
In this chapter, we review empirical research evidence regarding coping and work-family conflict.... more In this chapter, we review empirical research evidence regarding coping and work-family conflict. Limitations and gaps associated with the existing literature are discussed. Of special note is the finding that there is little systematic research that examines the process of coping with workfamily conflict. Building on the general stress and coping literature, we present a theoretical model that is specifically focused on the process of coping with work-family conflict, and highlight presumed personal and situational antecedents. Finally, the chapter concludes with an agenda for future research.
Family-to-work conflict and organizational citizenship behavior among Spanish employees
PsycEXTRA Dataset
Stages in the implementation of work–life policies
Harmonizing Work, Family, and Personal Life
Reviewing policies for harmonizing work, family, and personal life
Harmonizing Work, Family, and Personal Life, 2008
Personnel Psychology, 2007
A study of work interference with family (WIF) among managers is described, contrasting four clus... more A study of work interference with family (WIF) among managers is described, contrasting four clusters of countries, one of which is individualistic (Anglo) and three of which are collectivistic (Asia, East Europe, and Latin America). Country cluster (Anglo vs. each of the others) moderated the relation of work demands with strain‐based WIF, with the Anglo country cluster having the strongest relationships. Country cluster moderated some of the relationships of strain‐based WIF with both job satisfaction and turnover intentions, with Anglos showing the strongest relationships. Cluster differences in domestic help were ruled out as the possible explanation for these moderator results.
Journal of Vocational Behavior, 2008
Using samples of managers drawn from five Western countries, we tested a theoretical model linkin... more Using samples of managers drawn from five Western countries, we tested a theoretical model linking employees' perceptions of their work environment's family-supportiveness to six different dimensions of work-family conflict (WFC), and to their job satisfaction, family satisfaction, and life satisfaction. Our results are consistent with a causal process whereby employees working in an environment viewed as more family-supportive experience lower levels of WFC. Reduced WFC then translates into greater job and family satisfaction, followed by greater overall life satisfaction. These findings were generalizable across the five samples.
International Journal of Stress Management, 2009
The aim of this research was to explore relations between work resources (supervisory support and... more The aim of this research was to explore relations between work resources (supervisory support and organizational family supportive values), work-tofamily conflict (WFC), and work-and nonwork-related outcomes in a crosscultural comparative context involving Taiwanese and British employees.
Human Resource Management, 2010
The aim of this research was to explore relations between work and family demands and resources, ... more The aim of this research was to explore relations between work and family demands and resources, work-to-family confl ict (WFC), and work and family outcomes in a cross-cultural comparative context involving Taiwanese and British employees. Two-hundred and sixty-four Taiwanese employees and 137 British employees were surveyed using structured questionnaires. For both Taiwanese and British employees, work and family demands were positively related to WFC, whereas work resources were negatively related to WFC. Furthermore, WFC was negatively related to family satisfaction. More importantly, we found that nation moderated relationships between work resources and WFC, WFC and work, and family satisfaction. Specifi cally, work resources had a stronger protective effect for Taiwanese than British in reducing WFC, whereas WFC had a stronger detrimental effect on role satisfaction for British than Taiwanese. It is recommended that both culture-general and culture-specifi c effects should be taken into consideration in designing future WFC research and familyfriendly managerial practices.
Applied Psychology, 2011
The present study explored the availability of flexible work arrangements (FWA) and their relatio... more The present study explored the availability of flexible work arrangements (FWA) and their relationship with manager outcomes of job satisfaction, turnover intentions, and work‐to‐family conflict (WFC) across country clusters. We used individualism and collectivism to explain differences in FWA availability across Latin American, Anglo, and Asian clusters. Managers from the Anglo cluster were more likely to report working in organisations that offer FWA compared to managers from other clusters. For Anglo managers, flextime was the only FWA that had significant favorable relationships with the outcome variables. For Latin Americans, part‐time work negatively related with turnover intentions and strain‐based WFC. For Asians, flextime was unrelated to time‐based WFC, and telecommuting was positively associated with strain‐based WFC. The clusters did not moderate the compressed work week and outcome relationships. Implications for practitioners adopting FWA practices across cultures are ...
Academy of Management Journal, 2002
Managers from 24 geopohtical entities provided data on work locus of control, job satisfaction, p... more Managers from 24 geopohtical entities provided data on work locus of control, job satisfaction, psychological strain, physical strain, and individualism/collectivism. The hypothesis that the salutary effects of perceived control on well-being are universal was supported hecause relations of work locus of control with well-heing at work were similar in almost all the sampled areas. Furthermore, the individualism/collectivism level of each sample did not moderate the magnitude of correlations of work locus of control with measures of well-being. Findings indicate that control beliefs contribute to well-being universally, hut we suggest that how control is manifested can still differ.
Book Review: J.S. Chhokar, F.C. Brodbeck and R.J. House (eds), Culture and Leadership around the World: The GLOBE Book of In-depth Studies of 25 Societies. Mahwah, NJ: Lawrence Erlbaum, 2007, 1162 pp
International Journal of Cross Cultural Management, 2007
Culture and Leadership around the World is the second book published from the GLOBE (Global Leade... more Culture and Leadership around the World is the second book published from the GLOBE (Global Leadership and Organizational Behavior Effectiveness) study, presenting the results of the third phase – in-depth descriptions of leadership and culture in 25 societies/countries.1 The results of the first two phases – the development and validation of data collection methods (phase 1), and the description of cultural and leadership dimensions of 62 countries (phase 2) were published three years ago (House et al., 2004; for a review see Smith, 2005). The book offers a total of 28 chapters, a general introduction (Chapter 1), a description of the methodology (Chapter 2), 25 country chapters (Chapters 3–27) and an integrative concluding chapter (Chapter 28). In the general introduction, the editors Chhokar, Brodbeck and House set out the purpose and history of the GLOBE study – a must-read for anyone who wants to get acquainted with GLOBE. In this chapter the authors emphasize and argue the need for a country-specific understanding of culture and leadership and define the major concepts used in the study – culture, organizational practices and values, and leadership. In the methodology section the same authors summarize the general methodology of the GLOBE study and review the specific methodology for the country chapters. The qualitative methods used in the third phase are described in detail, listing the questions and the process used in focus groups, the guidelines for the in-depth ethnographic interviews and media analysis, and notes concerning participative observation and unobtrusive measurement. What makes this book unique is the integration of data collected by means of both quantitative and qualitative methods. Combined, this offers the possibility to compare countries, as well as to find ‘thick’ descriptions of what leadership means in each country separately. There is no need to emphasize that the GLOBE study is the most comprehensive study of leadership and culture of the last decades, based on data collected from approximately 17,300 managers from 950 companies in 62 countries. This study is truly global in outlook, while at the same time respecting a decentered approach, which involves input from diverse cultural backBook Reviews
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Papers by Steven Poelmans