Kristen M Shockley
Biographic Data
| ID | 301711 |
|---|---|
| NAME | Kristen M Shockley |
| GIVEN NAMES | Kristen M |
| FAMILY NAME | Shockley |
| SIGNATURE | SHOCKLEY K M |
| AFFILIATIONS | University of Georgia |
| ORCID | 0000-0002-7794-8233 |
| VERIFIED | Yes |
| TOTAL WORKS | 15 |
| TOTAL CITATIONS | 89 |
| AUTHOR COUNT | 15 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2007 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 3 |
Dual-Earner Couples
In Western societies, most married working employees are now part of a dual-earner couple, meaning both people are engaged in the paid workforce to some extent. Such arrangements introduce benefits as well as challenges in managing two unique work roles and the shared family domain. In this review, we first summarize research about how dual-earner couples manage work and family, including the division of labor, decision-making processes, and spec…
Whole-Life Career Self-Management: A Conceptual Framework
Contemporary careers require flexible career self-management across the life span that takes work and nonwork roles into account. However, existing models of career self-management do not focus on how work and nonwork life domains interact in this process and work–life research largely neglected a careers perspective. To address this issue, we present a new theoretical framework of career self-management that considers the intersection of work an…
Self-compassion: Implications for work-family conflict and balance
The fatiguing effects of camera use in virtual meetings: A within-person field experiment.
The COVID-19 pandemic propelled many employees into remote work arrangements, and face-to-face meetings were quickly replaced with virtual meetings. This rapid uptick in the use of virtual meetings led to much popular press discussion of virtual meeting fatigue (i.e., "Zoom fatigue"), described as a feeling of being drained and lacking energy following a day of virtual meetings. In this study, we aimed to better understand how one salient feature…
Profiles of attribution for work–family conflict episodes and their relation to negative emotions
Many employees commonly deal with situations where their work and family lives are in conflict. Yet, scholarly understanding of how these episodic experiences influence employees' cognitions (i.e., attributions) and emotions is still limited. Further, the emergent line of work–family research on attributions tends to adopt a variable‐centric approach by investigating the effects of attributional dimensions in isolation, thus precluding a holistic…
A cross-national meta-analytic examination of predictors and outcomes associated with work–family conflict.
Through the lens of boundary theory, we systematically examined cultural context as a moderator of relationships between work-family conflict and its key theoretical predictors (work/family hours and work/family demands) and outcomes (job satisfaction, family satisfaction, and life satisfaction). We used 2 different approaches to examine cultural variation in the strength of work-family conflict relationships: (a) individual cultural values (coll…
Impact of a simulation on educator support of LGBTQ youth
LGBTQ youth frequently experience bullying and harassment in the school setting. Teachers are in an ideal position to prevent student harassment, yet most don’t have adequate training. This study evaluated the effectiveness of “Step In Speak Up,” an interactive online simulation. In a randomized controlled trial, 1390 participants received “Step In Speak Up” or no intervention. Participants were assessed pre- and post-intervention on the Gatekeep…
A meta-analysis of work-family conflict and social support
The relationship between social support and work-family conflict is well-established, but the notion that different forms, sources, and types of social support as well as contextual factors can alter this relationship has been relatively neglected. To address this limitation, the current study provides the most comprehensive and in-depth examination of the relationship between social support and work-family conflict to date. We conduct a meta-ana…
Disentangling the relationship between gender and work–family conflict: An integration of theoretical perspectives using meta-analytic methods.
Implicit in many discussions of work-family issues is the idea that managing the work-family interface is more challenging for women than men. We address whether this intuition is supported by the empirical data via a meta-analysis of gender differences in work-family conflict (WFC) based on more than 350 independent samples (N > 250,000 workers). Challenging lay perceptions, our results demonstrate that men and women generally do not differ on t…
Couple Dynamics
Drawing from disciplines as varied as sociology, economics, psychology, family studies, political science, demography, and women’s studies, research on the division of labor comes from a rich, interdisciplinary tradition. Despite obvious links between division of paid and unpaid labor between spouses and work–family variables, particularly around issues of gender and parenthood, organizational scholars have been largely absent from this conversat…
How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings
Telecommuting has become an increasingly popular work mode that has generated significant interest from scholars and practitioners alike. With recent advances in technology that enable mobile connections at ever-affordable rates, working away from the office as a telecommuter has become increasingly available to many workers around the world. Since the term telecommuting was first coined in the 1970s, scholars and practitioners have debated the m…
Development of a new scale to measure subjective career success: A mixed-methods study
Career success is a main focus of career scholars as well as organizational stakeholders. Historically, career success has been conceptualized and measured in an objective manner, mainly as salary, rank, or number of promotions. However, the changing nature of work has also necessitated a change in the way many employees view success, adding a more subjective component. Although there has been theoretical discussion and calls to develop a compreh…
Motives for flexible work arrangement use
This study investigated employees' motives for using two types of flexible work arrangements (FWA), flextime and flexplace. Using a sample of workers with high job flexibility (university academics), we examined both the prevalence of different motives (life management and work-related) and how these motives vary according to several individual differences (gender, family responsibility, marital status, and work-nonwork segmentation preferences).…
Examining Stress in Graduate Assistants: Combining Qualitative and Quantitative Survey Methods
The aim of this study was to employ qualitative and quantitative survey methods in a concurrent mixed model design to assess stressors and strains in graduate assistants. The stressors most frequently reported qualitatively were work overload, interpersonal conflict, and organizational constraints; the most frequently reported psychological strains were frustration, anger, and anxiety. The groups formed by the qualitative incident reported (e.g.,…
When flexibility helps: Another look at the availability of flexible work arrangements and work–family conflict
A meta-analysis of work-family conflict and social support
The relationship between social support and work-family conflict is well-established, but the notion that different forms, sources, and types of social support as well as contextual factors can alter this relationship has been relatively neglected. To address this limitation, the current study provides the most comprehensive and in-depth examination of the relationship between social support and work-family conflict to date. We conduct a meta-ana…
Motives for flexible work arrangement use
This study investigated employees' motives for using two types of flexible work arrangements (FWA), flextime and flexplace. Using a sample of workers with high job flexibility (university academics), we examined both the prevalence of different motives (life management and work-related) and how these motives vary according to several individual differences (gender, family responsibility, marital status, and work-nonwork segmentation preferences).…
Development of a new scale to measure subjective career success: A mixed-methods study
Career success is a main focus of career scholars as well as organizational stakeholders. Historically, career success has been conceptualized and measured in an objective manner, mainly as salary, rank, or number of promotions. However, the changing nature of work has also necessitated a change in the way many employees view success, adding a more subjective component. Although there has been theoretical discussion and calls to develop a compreh…
Profiles of attribution for work–family conflict episodes and their relation to negative emotions
Many employees commonly deal with situations where their work and family lives are in conflict. Yet, scholarly understanding of how these episodic experiences influence employees' cognitions (i.e., attributions) and emotions is still limited. Further, the emergent line of work–family research on attributions tends to adopt a variable‐centric approach by investigating the effects of attributional dimensions in isolation, thus precluding a holistic…
Impact of a simulation on educator support of LGBTQ youth
LGBTQ youth frequently experience bullying and harassment in the school setting. Teachers are in an ideal position to prevent student harassment, yet most don’t have adequate training. This study evaluated the effectiveness of “Step In Speak Up,” an interactive online simulation. In a randomized controlled trial, 1390 participants received “Step In Speak Up” or no intervention. Participants were assessed pre- and post-intervention on the Gatekeep…
Examining Stress in Graduate Assistants: Combining Qualitative and Quantitative Survey Methods
The aim of this study was to employ qualitative and quantitative survey methods in a concurrent mixed model design to assess stressors and strains in graduate assistants. The stressors most frequently reported qualitatively were work overload, interpersonal conflict, and organizational constraints; the most frequently reported psychological strains were frustration, anger, and anxiety. The groups formed by the qualitative incident reported (e.g.,…
When flexibility helps: Another look at the availability of flexible work arrangements and work–family conflict
Examining Stress in Graduate Assistants: Combining Qualitative and Quantitative Survey Methods
The aim of this study was to employ qualitative and quantitative survey methods in a concurrent mixed model design to assess stressors and strains in graduate assistants. The stressors most frequently reported qualitatively were work overload, interpersonal conflict, and organizational constraints; the most frequently reported psychological strains were frustration, anger, and anxiety. The groups formed by the qualitative incident reported (e.g.,…
Motives for flexible work arrangement use
This study investigated employees' motives for using two types of flexible work arrangements (FWA), flextime and flexplace. Using a sample of workers with high job flexibility (university academics), we examined both the prevalence of different motives (life management and work-related) and how these motives vary according to several individual differences (gender, family responsibility, marital status, and work-nonwork segmentation preferences).…
Couple Dynamics
Drawing from disciplines as varied as sociology, economics, psychology, family studies, political science, demography, and women’s studies, research on the division of labor comes from a rich, interdisciplinary tradition. Despite obvious links between division of paid and unpaid labor between spouses and work–family variables, particularly around issues of gender and parenthood, organizational scholars have been largely absent from this conversat…
How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings
Telecommuting has become an increasingly popular work mode that has generated significant interest from scholars and practitioners alike. With recent advances in technology that enable mobile connections at ever-affordable rates, working away from the office as a telecommuter has become increasingly available to many workers around the world. Since the term telecommuting was first coined in the 1970s, scholars and practitioners have debated the m…
Development of a new scale to measure subjective career success: A mixed-methods study
Career success is a main focus of career scholars as well as organizational stakeholders. Historically, career success has been conceptualized and measured in an objective manner, mainly as salary, rank, or number of promotions. However, the changing nature of work has also necessitated a change in the way many employees view success, adding a more subjective component. Although there has been theoretical discussion and calls to develop a compreh…
Disentangling the relationship between gender and work–family conflict: An integration of theoretical perspectives using meta-analytic methods.
Implicit in many discussions of work-family issues is the idea that managing the work-family interface is more challenging for women than men. We address whether this intuition is supported by the empirical data via a meta-analysis of gender differences in work-family conflict (WFC) based on more than 350 independent samples (N > 250,000 workers). Challenging lay perceptions, our results demonstrate that men and women generally do not differ on t…
A meta-analysis of work-family conflict and social support
The relationship between social support and work-family conflict is well-established, but the notion that different forms, sources, and types of social support as well as contextual factors can alter this relationship has been relatively neglected. To address this limitation, the current study provides the most comprehensive and in-depth examination of the relationship between social support and work-family conflict to date. We conduct a meta-ana…
Impact of a simulation on educator support of LGBTQ youth
LGBTQ youth frequently experience bullying and harassment in the school setting. Teachers are in an ideal position to prevent student harassment, yet most don’t have adequate training. This study evaluated the effectiveness of “Step In Speak Up,” an interactive online simulation. In a randomized controlled trial, 1390 participants received “Step In Speak Up” or no intervention. Participants were assessed pre- and post-intervention on the Gatekeep…
A cross-national meta-analytic examination of predictors and outcomes associated with work–family conflict.
Through the lens of boundary theory, we systematically examined cultural context as a moderator of relationships between work-family conflict and its key theoretical predictors (work/family hours and work/family demands) and outcomes (job satisfaction, family satisfaction, and life satisfaction). We used 2 different approaches to examine cultural variation in the strength of work-family conflict relationships: (a) individual cultural values (coll…
The fatiguing effects of camera use in virtual meetings: A within-person field experiment.
The COVID-19 pandemic propelled many employees into remote work arrangements, and face-to-face meetings were quickly replaced with virtual meetings. This rapid uptick in the use of virtual meetings led to much popular press discussion of virtual meeting fatigue (i.e., "Zoom fatigue"), described as a feeling of being drained and lacking energy following a day of virtual meetings. In this study, we aimed to better understand how one salient feature…
Profiles of attribution for work–family conflict episodes and their relation to negative emotions
Many employees commonly deal with situations where their work and family lives are in conflict. Yet, scholarly understanding of how these episodic experiences influence employees' cognitions (i.e., attributions) and emotions is still limited. Further, the emergent line of work–family research on attributions tends to adopt a variable‐centric approach by investigating the effects of attributional dimensions in isolation, thus precluding a holistic…
Whole-Life Career Self-Management: A Conceptual Framework
Contemporary careers require flexible career self-management across the life span that takes work and nonwork roles into account. However, existing models of career self-management do not focus on how work and nonwork life domains interact in this process and work–life research largely neglected a careers perspective. To address this issue, we present a new theoretical framework of career self-management that considers the intersection of work an…
Self-compassion: Implications for work-family conflict and balance
Dual-Earner Couples
In Western societies, most married working employees are now part of a dual-earner couple, meaning both people are engaged in the paid workforce to some extent. Such arrangements introduce benefits as well as challenges in managing two unique work roles and the shared family domain. In this review, we first summarize research about how dual-earner couples manage work and family, including the division of labor, decision-making processes, and spec…
Psychology (13 works) · Work-Family Balance Challenges (12 works) · Social Psychology (10 works) · Job Satisfaction and Organizational Behavior (7 works) · Applied Psychology (6 works) · Social Psychology (6 works) · Computer Science (5 works) · Work (physics) (5 works) · Work–family conflict (5 works) · Economics (4 works)