Thomas Kalliath
Biographic Data
| ID | 5789077 |
|---|---|
| NAME | Thomas Kalliath |
| GIVEN NAMES | Thomas |
| FAMILY NAME | Kalliath |
| SIGNATURE | KALLIATH T |
| AFFILIATIONS | Australian National University |
| VERIFIED | No |
| TOTAL WORKS | 13 |
| TOTAL CITATIONS | 48 |
| AUTHOR COUNT | 13 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1999 |
| LATEST PUBLICATION YEAR | 2022 |
| H-INDEX | 4 |
Keeping Work and Family Separate
With increased blurring of boundaries between work and family lives, work–family segmentation has been suggested as an effective work–life strategy for social workers who are involved in complex human service work, to reduce work–family conflict and enhance work–family enrichment. Yet, numerous studies have examined social workers’ work–family conflict experiences, and only a few have focussed on social workers’ work–family enrichment experiences…
Linking Work–Family Enrichment to Job Satisfaction through Job Well-Being and Family Support
Social workers often experience stress from competing work and family demands, which negatively affects their job well-being and subsequently their job satisfaction. Yet, social workers can experience enrichment from participating in both work and family roles, which positively influences their job well-being and job satisfaction. The present study aimed to examine the mediating role of job well-being on the relationship between work–family enric…
The relationship of social support with well-being outcomes via work–family conflict
The impact of work–family conflict on well-being outcomes is well established, as is the role of social support in buffering perceptions of conflict. What is less well understood is how these relationships vary for different groups of respondents. Using a two-wave longitudinal design with a 12-month time lag and samples of employees (total N = 2183) from Australia, New Zealand, China and Hong Kong, the present research investigated whether the me…
Work–Family Conflict and Family–Work Conflict as Predictors of Psychological Strain
The aim of this study was to investigate the role of social support in moderating the impact of three forms of work-to-family conflict and family-to-work conflict—time-based conflict, behaviour-based conflict and strain-based conflict on psychological strain experiences of Australian social workers. Data were collected from members of a social work professional body, using an online survey. Four hundred and thirty-nine responses were used for ana…
Work-Family Conflict and Its Impact on Job Satisfaction of Social Workers
Job satisfaction of social workers has captured the attention of social work researchers for many decades. Several organisation and client-related factors have been associated with reduced job satisfaction among social workers. Scant attention has been given to work–family conflict as a potential contributor despite growing evidence of its detrimental impact on the job satisfaction of varied sample groups of working men and women. The present stu…
Does job satisfaction mediate the relationship between work–family conflict and psychological strain? A study of Australian social workers
The present study investigated the mediating effects of job satisfaction on the relationship between work–family conflict and psychological strain among Australian social workers. Data for the study were collected by an online survey of the membership of the Australian Association of Social Workers, yielding 439 usable responses. The results provide evidence that job satisfaction mediates the relationship between work-to-family conflict, family-t…
Validation of the Job Demands-Resources model in cross-national samples
The Job Demands-Resources (JD-R) model proposes that employee health and performance are dependent upon direct and interacting perceptions of job demands and job resources. The JD-R model has been tested primarily with small, cross-sectional, European samples. The current research extends scholarly discussions by evaluating the full JD-R model for the prediction of psychological strain and work engagement, within a longitudinal research design wi…
Dual-Income Marital Dyads and Mutually Discrepant Economic Versus Personal Information
Expert commentary on work–life balance and crossover of emotions and experiences
Professor Mina Westman, the head of Organisational Behaviour Program at the Tel Aviv is a leading international expert on the crossover of emotions and experiences in the family and the workplace. In this interview with Paula Brough and Thomas Kalliath (guest editors), Professor Westman clarifies the nature of two related constructs: Work–life balance and crossover. Work–life balance is the perception that work and non‐work activities are compati…
Work–family balance
This special issue showcases papers by five authors who provide insights into the theoretical directions for work–family balance research. The special issue begins with an expert commentary by Westman, Brough, and Kalliath who discuss the often overlooked role of work–family crossover. Second, Powell reviews the culture‐sensitivity of work–family balance theories and advances a cultural framework for consideration. Third, van Steenbergen and Elle…
Work–life balance
Although the term work–family/life balance is widely employed, an agreed definition of this term has proved elusive. Instead, an array of definitions and measures populate the literature. The variety of work–life definitions and measures provide limited value for both the theoretical advancement of the construct and for practical human resource (HR) interventions. In this article, we review six conceptualisations of work–life balance found in the…
A Confirmatory Factor Analysis of the Competing Values Instrument
The competing values framework (CVF) formulated by Quinn and his colleagues was developed to specify the criteria of organizational effectiveness and was later used to study a wide range of organizational phenomena such as culture and change. We extend this work by using structural equations modeling (LISREL) to (a) test the CVF and (b) refine a scale that identifies the extent to which managers and other organizational constituencies use the fra…
A test of value congruence effects
This study investigated value congruence effects on organizational commitment and job satisfaction. We used the competing values framework to measure values, and response-surface methodology employing polynomial regression equations to investigate congruence effects. Our sample, 1,358 hospital employees, made judgments about their personal preferences for the four competing value sets—internal process, open systems, rational goal, and human relat…
The relationship of social support with well-being outcomes via work–family conflict
The impact of work–family conflict on well-being outcomes is well established, as is the role of social support in buffering perceptions of conflict. What is less well understood is how these relationships vary for different groups of respondents. Using a two-wave longitudinal design with a 12-month time lag and samples of employees (total N = 2183) from Australia, New Zealand, China and Hong Kong, the present research investigated whether the me…
Expert commentary on work–life balance and crossover of emotions and experiences
Professor Mina Westman, the head of Organisational Behaviour Program at the Tel Aviv is a leading international expert on the crossover of emotions and experiences in the family and the workplace. In this interview with Paula Brough and Thomas Kalliath (guest editors), Professor Westman clarifies the nature of two related constructs: Work–life balance and crossover. Work–life balance is the perception that work and non‐work activities are compati…
Work-Family Conflict and Its Impact on Job Satisfaction of Social Workers
Job satisfaction of social workers has captured the attention of social work researchers for many decades. Several organisation and client-related factors have been associated with reduced job satisfaction among social workers. Scant attention has been given to work–family conflict as a potential contributor despite growing evidence of its detrimental impact on the job satisfaction of varied sample groups of working men and women. The present stu…
Validation of the Job Demands-Resources model in cross-national samples
The Job Demands-Resources (JD-R) model proposes that employee health and performance are dependent upon direct and interacting perceptions of job demands and job resources. The JD-R model has been tested primarily with small, cross-sectional, European samples. The current research extends scholarly discussions by evaluating the full JD-R model for the prediction of psychological strain and work engagement, within a longitudinal research design wi…
Linking Work–Family Enrichment to Job Satisfaction through Job Well-Being and Family Support
Social workers often experience stress from competing work and family demands, which negatively affects their job well-being and subsequently their job satisfaction. Yet, social workers can experience enrichment from participating in both work and family roles, which positively influences their job well-being and job satisfaction. The present study aimed to examine the mediating role of job well-being on the relationship between work–family enric…
Does job satisfaction mediate the relationship between work–family conflict and psychological strain? A study of Australian social workers
The present study investigated the mediating effects of job satisfaction on the relationship between work–family conflict and psychological strain among Australian social workers. Data for the study were collected by an online survey of the membership of the Australian Association of Social Workers, yielding 439 usable responses. The results provide evidence that job satisfaction mediates the relationship between work-to-family conflict, family-t…
Keeping Work and Family Separate
With increased blurring of boundaries between work and family lives, work–family segmentation has been suggested as an effective work–life strategy for social workers who are involved in complex human service work, to reduce work–family conflict and enhance work–family enrichment. Yet, numerous studies have examined social workers’ work–family conflict experiences, and only a few have focussed on social workers’ work–family enrichment experiences…
Work–family balance
This special issue showcases papers by five authors who provide insights into the theoretical directions for work–family balance research. The special issue begins with an expert commentary by Westman, Brough, and Kalliath who discuss the often overlooked role of work–family crossover. Second, Powell reviews the culture‐sensitivity of work–family balance theories and advances a cultural framework for consideration. Third, van Steenbergen and Elle…
Work–Family Conflict and Family–Work Conflict as Predictors of Psychological Strain
The aim of this study was to investigate the role of social support in moderating the impact of three forms of work-to-family conflict and family-to-work conflict—time-based conflict, behaviour-based conflict and strain-based conflict on psychological strain experiences of Australian social workers. Data were collected from members of a social work professional body, using an online survey. Four hundred and thirty-nine responses were used for ana…
A Confirmatory Factor Analysis of the Competing Values Instrument
The competing values framework (CVF) formulated by Quinn and his colleagues was developed to specify the criteria of organizational effectiveness and was later used to study a wide range of organizational phenomena such as culture and change. We extend this work by using structural equations modeling (LISREL) to (a) test the CVF and (b) refine a scale that identifies the extent to which managers and other organizational constituencies use the fra…
A test of value congruence effects
This study investigated value congruence effects on organizational commitment and job satisfaction. We used the competing values framework to measure values, and response-surface methodology employing polynomial regression equations to investigate congruence effects. Our sample, 1,358 hospital employees, made judgments about their personal preferences for the four competing value sets—internal process, open systems, rational goal, and human relat…
Work–life balance
Although the term work–family/life balance is widely employed, an agreed definition of this term has proved elusive. Instead, an array of definitions and measures populate the literature. The variety of work–life definitions and measures provide limited value for both the theoretical advancement of the construct and for practical human resource (HR) interventions. In this article, we review six conceptualisations of work–life balance found in the…
Expert commentary on work–life balance and crossover of emotions and experiences
Professor Mina Westman, the head of Organisational Behaviour Program at the Tel Aviv is a leading international expert on the crossover of emotions and experiences in the family and the workplace. In this interview with Paula Brough and Thomas Kalliath (guest editors), Professor Westman clarifies the nature of two related constructs: Work–life balance and crossover. Work–life balance is the perception that work and non‐work activities are compati…
Work–family balance
This special issue showcases papers by five authors who provide insights into the theoretical directions for work–family balance research. The special issue begins with an expert commentary by Westman, Brough, and Kalliath who discuss the often overlooked role of work–family crossover. Second, Powell reviews the culture‐sensitivity of work–family balance theories and advances a cultural framework for consideration. Third, van Steenbergen and Elle…
Dual-Income Marital Dyads and Mutually Discrepant Economic Versus Personal Information
Does job satisfaction mediate the relationship between work–family conflict and psychological strain? A study of Australian social workers
The present study investigated the mediating effects of job satisfaction on the relationship between work–family conflict and psychological strain among Australian social workers. Data for the study were collected by an online survey of the membership of the Australian Association of Social Workers, yielding 439 usable responses. The results provide evidence that job satisfaction mediates the relationship between work-to-family conflict, family-t…
Validation of the Job Demands-Resources model in cross-national samples
The Job Demands-Resources (JD-R) model proposes that employee health and performance are dependent upon direct and interacting perceptions of job demands and job resources. The JD-R model has been tested primarily with small, cross-sectional, European samples. The current research extends scholarly discussions by evaluating the full JD-R model for the prediction of psychological strain and work engagement, within a longitudinal research design wi…
Work–Family Conflict and Family–Work Conflict as Predictors of Psychological Strain
The aim of this study was to investigate the role of social support in moderating the impact of three forms of work-to-family conflict and family-to-work conflict—time-based conflict, behaviour-based conflict and strain-based conflict on psychological strain experiences of Australian social workers. Data were collected from members of a social work professional body, using an online survey. Four hundred and thirty-nine responses were used for ana…
Work-Family Conflict and Its Impact on Job Satisfaction of Social Workers
Job satisfaction of social workers has captured the attention of social work researchers for many decades. Several organisation and client-related factors have been associated with reduced job satisfaction among social workers. Scant attention has been given to work–family conflict as a potential contributor despite growing evidence of its detrimental impact on the job satisfaction of varied sample groups of working men and women. The present stu…
The relationship of social support with well-being outcomes via work–family conflict
The impact of work–family conflict on well-being outcomes is well established, as is the role of social support in buffering perceptions of conflict. What is less well understood is how these relationships vary for different groups of respondents. Using a two-wave longitudinal design with a 12-month time lag and samples of employees (total N = 2183) from Australia, New Zealand, China and Hong Kong, the present research investigated whether the me…
Linking Work–Family Enrichment to Job Satisfaction through Job Well-Being and Family Support
Social workers often experience stress from competing work and family demands, which negatively affects their job well-being and subsequently their job satisfaction. Yet, social workers can experience enrichment from participating in both work and family roles, which positively influences their job well-being and job satisfaction. The present study aimed to examine the mediating role of job well-being on the relationship between work–family enric…
Keeping Work and Family Separate
With increased blurring of boundaries between work and family lives, work–family segmentation has been suggested as an effective work–life strategy for social workers who are involved in complex human service work, to reduce work–family conflict and enhance work–family enrichment. Yet, numerous studies have examined social workers’ work–family conflict experiences, and only a few have focussed on social workers’ work–family enrichment experiences…
Psychology (13 works) · Social Psychology (10 works) · Work-Family Balance Challenges (10 works) · Job satisfaction (7 works) · Political science (7 works) · Social Psychology (6 works) · Gender, Labor, and Family Dynamics (5 works) · Job Satisfaction and Organizational Behavior (5 works) · Work (physics (5 works) · Work–family conflict (5 works)