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COWORKER INFORMAL ACCOMMODATIONS AS A SOLUTION TO WORK INTERFERING WITH FAMILY AND FAMILY INTERFERING WITH WORK IN TEAM-BASED JO
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| Title | COWORKER INFORMAL ACCOMMODATIONS AS A SOLUTION TO WORK INTERFERING WITH FAMILY AND FAMILY INTERFERING WITH WORK IN TEAM-BASED JO |
| Author | Jimenez, Miliani
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| Keywords | work interfering with family
CIWAF
teams
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| Abstract | The current study builds on prior research that has identified informal work accommodations to family as a valuable means for balancing competing work and family responsibilities. As organizations increasingly capitalize on team-based work designs, it is important to consider the informal ways in which interdependent coworkers constructively assist one another in the management of work interfering with family (WIF) and family interfering with work (FIW). The intent of this thesis is to develop a better understanding of the effects of the coping mechanisms employees in team-based jobs utilize to reduce work interfering with family. Thus, this thesis examined (a) the relationship between people working in team-based job designs and WIF and FIW (b) the effects of moderating variables, such as job interdependence, specialization, and cohesion on the Coworker Informal Work Accommodations to Family (CIWAF) and work interfering with family and the CIWAF and family interfering with work relationships. Three convenience samples were employed; each completed a survey packet including the CIWAF, WIF, FIW, job interdependence, specialization, and cohesion measures. Hypothesized relationships considering the effects of the composite CIWAF construct on WIF and FIW were not supported. Employees in interdependent job designs experienced more WIF than employees in less interdependent job designs. Follow up analyses considering the 6 CIWAF subdimensions showed consistent results. The three more common CIWAF behavior engaged in by employees in an attempt to reduce WIF were CIWAF - CWM (Continuing Work Modifications), - STM (Short-Term Work Modifications, and - HB (Helping Behavior). Although hypotheses were not supported, results suggest that CIWAF behaviors are an option employees consider to reduce WIF. Implications for theory and practice are discussed. |
| Adviser | DeChurch, Leslie
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| Publisher | University of Central Florida |
| Degree | M.S.
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| Degree Discipline | Department of Psychology
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| Degree Grantor | Sciences
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| Degree Program | Industrial Org Psychology MS
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| Graduation Date | 2010-01-01 |
| Type | Master's thesis
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| Access Level | Public - Allow Worldwide Access
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| Release Date | 2010-08-18 |
| Repository | University Archives
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| Repository Collection | Electronic Theses and Dissertations
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| Identifier | CFE0003285 |
| Access Link | http://purl.fcla.edu/fcla/etd/CFE0003285 |
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