Merideth J Thompson
Biographic Data
| ID | 5789152 |
|---|---|
| NAME | Merideth J Thompson |
| GIVEN NAMES | Merideth J |
| FAMILY NAME | Thompson |
| SIGNATURE | THOMPSON M J |
| AFFILIATIONS | Utah State University |
| ORCID | 0000-0002-8396-2031 |
| VERIFIED | Yes |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 14 |
| AUTHOR COUNT | 8 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2019 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 2 |
Adapting boundary preferences to match reality of hybrid work: A latent change score analysis☆
The impact of father’s pregnancy discrimination on the work–family interface: An action-regulation approach
Do fathers experience discrimination during pregnancy? YES! In this study, we explore the experience of fathers’ pregnancy discrimination (FPD), or the perceived unfavorable treatment of fathers in the workplace due to their wives expecting a baby. Applying the action regulation model of work–family balance, we examine FPD as a resource barrier that impacts both the father’s perceived work–family balance and the father’s and mother’s turnover. In…
Love on the rocks: Unraveling effects of remote employees' work–family conflict on couples' divorce intentions
This research examines the detrimental impact of remote employees' work‐to‐family conflict (WFC) on divorce intentions for both the remote employee and spouse. Building upon the spillover‐crossover framework and relative deprivation theory, we examine the paths of spillover to the remote employee's divorce intentions, crossover influences of a remote employee's WFC on divorce intentions through the spouse (i.e., relative deprivation, resentment t…
When work and family collide: ‘Resource Caravans’ of personal and contextual resources in remote work
Research on remote work remains without consensus as to its benefits, with continued questions about which factors may enable it to be more beneficial to employees working remotely. Applying Conservation of Resources theory, we explore the impact of ‘resource caravans’ on ‘work–family balance’ and subsequent ‘well‐being’ in a sample of 446 remote workers. Our findings contribute to ongoing sociological debates by showing exactly how flexibility a…
With a little help from my (her) friends: The role of friend support on the negative effects of work engagement for married couples
Vicarious abusive supervision and turnover in expectant working mothers: Does financial dependency trigger emotional disconnect
Using a sample of 297 working mothers across three time periods (their last trimester of pregnancy, while on maternity leave, and after returning to the workplace), we examined the role of vicarious abusive supervision, beyond their own experience of abusive supervision, on turnover intentions through experiences of maternal mental health. Utilizing the unfolding model of turnover and Conservation of Resources theory, we found that experiencing t…
Family matters: The impact of family functioning on co-worker outcomes
Does family really matter when it comes to work? To answer this question, we tested the relationships between a job incumbent’s family life and a co-worker’s work life and found that one person’s family may impact another person’s work. We hypothesized that job incumbent family functioning influences workplace outcomes through work–family balance (WFB) to shape a co-worker’s job attitudes and experiences. Further, we proposed that task interdepen…
Spillover and crossover of work resources: A test of the positive flow of resources through work–family enrichment
In their seminal model of work–family enrichment, Greenhaus and Powell (2006) theorized five categories of work resources to have an impact on work–family enrichment. Using a matched set of 351 dual‐career spouses, we explored how these unique work resources contribute to work–family enrichment and how they spill over to shape job incumbents' family outcomes and cross over to spouse outcomes. Results support indirect effects for the work resource…
Spillover and crossover of work resources: A test of the positive flow of resources through work–family enrichment
In their seminal model of work–family enrichment, Greenhaus and Powell (2006) theorized five categories of work resources to have an impact on work–family enrichment. Using a matched set of 351 dual‐career spouses, we explored how these unique work resources contribute to work–family enrichment and how they spill over to shape job incumbents' family outcomes and cross over to spouse outcomes. Results support indirect effects for the work resource…
When work and family collide: ‘Resource Caravans’ of personal and contextual resources in remote work
Research on remote work remains without consensus as to its benefits, with continued questions about which factors may enable it to be more beneficial to employees working remotely. Applying Conservation of Resources theory, we explore the impact of ‘resource caravans’ on ‘work–family balance’ and subsequent ‘well‐being’ in a sample of 446 remote workers. Our findings contribute to ongoing sociological debates by showing exactly how flexibility a…
Family matters: The impact of family functioning on co-worker outcomes
Does family really matter when it comes to work? To answer this question, we tested the relationships between a job incumbent’s family life and a co-worker’s work life and found that one person’s family may impact another person’s work. We hypothesized that job incumbent family functioning influences workplace outcomes through work–family balance (WFB) to shape a co-worker’s job attitudes and experiences. Further, we proposed that task interdepen…
The impact of father’s pregnancy discrimination on the work–family interface: An action-regulation approach
Do fathers experience discrimination during pregnancy? YES! In this study, we explore the experience of fathers’ pregnancy discrimination (FPD), or the perceived unfavorable treatment of fathers in the workplace due to their wives expecting a baby. Applying the action regulation model of work–family balance, we examine FPD as a resource barrier that impacts both the father’s perceived work–family balance and the father’s and mother’s turnover. In…
Spillover and crossover of work resources: A test of the positive flow of resources through work–family enrichment
In their seminal model of work–family enrichment, Greenhaus and Powell (2006) theorized five categories of work resources to have an impact on work–family enrichment. Using a matched set of 351 dual‐career spouses, we explored how these unique work resources contribute to work–family enrichment and how they spill over to shape job incumbents' family outcomes and cross over to spouse outcomes. Results support indirect effects for the work resource…
With a little help from my (her) friends: The role of friend support on the negative effects of work engagement for married couples
Vicarious abusive supervision and turnover in expectant working mothers: Does financial dependency trigger emotional disconnect
Using a sample of 297 working mothers across three time periods (their last trimester of pregnancy, while on maternity leave, and after returning to the workplace), we examined the role of vicarious abusive supervision, beyond their own experience of abusive supervision, on turnover intentions through experiences of maternal mental health. Utilizing the unfolding model of turnover and Conservation of Resources theory, we found that experiencing t…
Family matters: The impact of family functioning on co-worker outcomes
Does family really matter when it comes to work? To answer this question, we tested the relationships between a job incumbent’s family life and a co-worker’s work life and found that one person’s family may impact another person’s work. We hypothesized that job incumbent family functioning influences workplace outcomes through work–family balance (WFB) to shape a co-worker’s job attitudes and experiences. Further, we proposed that task interdepen…
Love on the rocks: Unraveling effects of remote employees' work–family conflict on couples' divorce intentions
This research examines the detrimental impact of remote employees' work‐to‐family conflict (WFC) on divorce intentions for both the remote employee and spouse. Building upon the spillover‐crossover framework and relative deprivation theory, we examine the paths of spillover to the remote employee's divorce intentions, crossover influences of a remote employee's WFC on divorce intentions through the spouse (i.e., relative deprivation, resentment t…
When work and family collide: ‘Resource Caravans’ of personal and contextual resources in remote work
Research on remote work remains without consensus as to its benefits, with continued questions about which factors may enable it to be more beneficial to employees working remotely. Applying Conservation of Resources theory, we explore the impact of ‘resource caravans’ on ‘work–family balance’ and subsequent ‘well‐being’ in a sample of 446 remote workers. Our findings contribute to ongoing sociological debates by showing exactly how flexibility a…
Adapting boundary preferences to match reality of hybrid work: A latent change score analysis☆
The impact of father’s pregnancy discrimination on the work–family interface: An action-regulation approach
Do fathers experience discrimination during pregnancy? YES! In this study, we explore the experience of fathers’ pregnancy discrimination (FPD), or the perceived unfavorable treatment of fathers in the workplace due to their wives expecting a baby. Applying the action regulation model of work–family balance, we examine FPD as a resource barrier that impacts both the father’s perceived work–family balance and the father’s and mother’s turnover. In…
Psychology (8 works) · Work-Family Balance Challenges (8 works) · Social Psychology (7 works) · Economics (5 works) · Job Satisfaction and Organizational Behavior (5 works) · Management (4 works) · Social Psychology (4 works) · Emotional Labor in Professions (3 works) · Sociology (3 works) · Spouse (3 works)