Work-Life Conflict in Britain

Job Demands and Resources

Dados Bibliográficos

ID2235847
AutoresUrsula Henz (0000-0002-0096-2002, London School of Economics and Political Science, autor correspondente), China Mills (0000-0003-0615-234X, University of Oxford)
Ano2015
Volume31
Fascículo1
Páginas1-13
Data de publicação2015-02-01
Peer ReviewedSim
Open AccessNão
TipoARTICLE
PeriódicoEuropean Sociological Review (JOURNAL)
Identificadores do periódicoISSN: 0266-7215 • E-ISSN: 1468-2672
EditoraOxford University Press (PUBLISHER • GB)
DOI10.1093/esr/jcu076
OpenAlexW2147928150
IdiomaEN
Citações recebidas14
Referências citadas24

This article examines the influence of job demands and job-related resources on the experience of two dimensions of work-life conflict (WLC) in Britain. Theory suggests that higher levels of resources should reduce WLC but empirical analyses often fail to find this effect. We address the issue by examining the impact of a wide range of resources as well as their interactions with job demands. Analyses of the Working in Britain 2000 survey suggest that job resources and demands affect WLC through different processes, which differ for the two types of WLC. They fail to find evidence that job resources dampen the effects of job demands on WLC. They also document that many effects of job characteristics depend on context or vary by gender, for example, the effects of job pressure and job autonomy.

Affect (linguistics) · Autonomy · Context (archaeology) · Job analysis · Job attitude · Job design · Job performance · Job satisfaction · Political science · Work (physics) · Employment and Welfare Studies · Engineering · Gender, Labor, and Family Dynamics · Psychology · Social Psychology · Work-Family Balance Challenges