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This study provides and meta-analytically examines an organizing framework and theoretical model of work-family conflict. Results, based on 1080 correlations from 178 samples, indicate that work role Stressors (job Stressors, role conflict, role ambiguity, role overload, time demands), work role involvement (job involvement, work interest/centrality), work social support (organizational support, supervisor support, coworker support), work characteristics (task variety, job autonomy, family friendly organization), and personality (internal locus of control, negative affect/neuroticism) are antecedents of work-to-family conflict (WFC); while family role Stressors (family Stressors, role conflict, role ambiguity, role overload, time demands, parental demands, number of children/dependents), family social support (family support, spousal support), family characteristics (family climate), and personality (internal locus of control, negative affect/neuroticism) are antecedents of family-to-work conflict (FWC). In addition to hypothesized results, a revised model based on study findings indicates that work role Stressors (job Stressors, role conflict, role ambiguity, role overload) and work social support (organizational support, supervisor support, coworker support) are predictors of FWC; while family role Stressors (family Stressors, role conflict, role ambiguity, role overload), family involvement (family interest/centrality), family social support (family support, spousal support), and family characteristics (family climate) are predictors of WFC.

Meta-analytic techniques were used to estimate the effects of exposure to community violence on mental health outcomes across 114 studies. Community violence had its strongest effects on posttraumatic stress disorder (PTSD) and externalizing problems and smallest impact on other internalizing symptoms. Victimization by community violence most predicted symptomatology compared to witnessing or hearing about community violence. Witnessing community violence had a greater effect than hearing about violence on externalizing problems, but both types of exposure had an equal impact on other internalizing problems. PTSD symptoms were equally predicted by victimization, witnessing, or hearing about community violence. Compared to children, adolescents reported a stronger relationship between externalizing behaviors and exposure, whereas children exhibited greater internalizing problems than did adolescents.

Social support is broad term encompassing a variety of constructs, including support perceptions (perceived support) and receipt of supportive behaviors (received support). Of these constructs, only perceived support has been regarded as consistently linked to health, and researchers have offered differing assessments of the strength of the received‐perceived support relationship. An overall estimate of the received‐perceived support relationship would clearly further the dialogue on the relationship between received and perceived support and thus assist in the theoretical development of the field. This study evaluated all available studies using the Inventory of Socially Supportive Behaviors (ISSB; Barrera, Sandler, & Ramsey, 1981, American Journal of Community Psychology, 9, 435–447) and any measure of perceived social support. Using effect sizes from 23 studies, we found an average correlation of r = .35, p < .001. Implications of this estimate for further development of models of social support as well as interventions to enhance social support are discussed.

Previous meta-analyses of published and unpublished trials indicate that antidepressants provide modest benefits compared to placebo in the treatment of depression; some have argued that these benefits are not clinically significant. However, these meta-analyses were based only on trials submitted for the initial FDA approval of the medication and were limited to those aimed at treating depression. Here, for the first time, we assess the efficacy of a selective serotonin reuptake inhibitor (SSRI) in the treatment of both anxiety and depression, using a complete data set of all published and unpublished trials sponsored by the manufacturer. GlaxoSmithKline has been required to post the results for all sponsored clinical trials online, providing an opportunity to assess the efficacy of an SSRI (paroxetine) with a complete data set of all trials conducted. We examined the data from all placebo-controlled, double-blind trials of paroxetine that included change scores on the Hamilton Rating Scale for Anxiety (HRSA) and/or the Hamilton Rating Scale for Depression (HRSD). For the treatment of anxiety (k = 12), the efficacy difference between paroxetine and placebo was modest (d = 0.27), and independent of baseline severity of anxiety. Overall change in placebo-treated individuals replicated 79% of the magnitude of paroxetine response. Efficacy was superior for the treatment of panic disorder (d = 0.36) than for generalized anxiety disorder (d = 0.20). Published trials showed significantly larger drug-placebo differences than unpublished trials (d's = 0.32 and 0.17, respectively). In depression trials (k = 27), the benefit of paroxetine over placebo was consistent with previous meta-analyses of antidepressant efficacy (d = 0.32). The available empirical evidence indicates that paroxetine provides only a modest advantage over placebo in treatment of anxiety and depression. Treatment implications are discussed.

In this study, meta-analytic procedures were used to examine the relationships between individual-level (psychological) climate perceptions and work outcomes such as employee attitudes, psychological well-being, motivation, and performance. Our review of the literature generated 121 independent samples in which climate perceptions were measured and analyzed at the individual level. These studies document considerable confusion regarding the constructs of psychological climate, organizational climate, and organizational culture and reveal a need for researchers to use terminology that is consistent with their level of measurement, theory, and analysis. Our meta-analytic findings indicate that psychological climate, operationalized as individuals' perceptions of their work environment, does have significant relationships with individuals' work attitudes, motivation, and performance. Structural equation modeling analyses of the meta-analytic correlation matrix indicated that the relationships of psychological climate with employee motivation and performance are fully mediated by employees' work attitudes. We also found that the James and James (1989)$PC_g$model could be extended to predict the impact of work environment perceptions on employee attitudes, motivation, and performance. Despite the number of published individual-level climate studies that we found, there is a need for more research using standardized measures so as to enable analyses of the organizational and contextual factors that might moderate the effects of psychological climate perceptions. Finally, we argue for a molar theory of psychological climate that is rooted in the psychological processes by which individuals make meaning or their work experiences.

Common measures of work-family conflict focus on a person’s perception of conflict. However, these perceptual measures may not provide a complete picture of the range of specific instances of conflict individuals may experience. In the present study, we developed a psychometrically sound assessment of work-family behavioral role conflict through a multi-study process. In phase 1, an inductive approach was used to identify a list of specific behavioral instances of work-family conflict (both work-to-family and family-to-work) through focus group interviews. In phase 2, we reduced the total number of scale items, by eliminating behavioral items with importance scores below a minimum cutoff. In phase 3, we further reduced the total number of scale items and examined the intercorrelations between our new measure and two widely used perceptual measures of work-family conflict. Finally, in phase 4, we examined the incremental validity of the final behavioral measure above and beyond the most widely used measure of perceptions of work-family conflict (i.e., Carlson, Kacmar, & Williams, Journal of Vocational Behavior, 56, 249–276, 2000). Results indicate that the work-family behavioral role conflict scale explained a significant amount of incremental variance over a perceptual measure of work-family conflict for several important outcomes, including turnover, psychological strain, burnout, and depression. Overall, this study illustrates the benefit of assessing behavioral incidences of work-family conflict in addition to assessing perceptions of work-family conflict.

This study examines the behavioral processes through which future time perspective (FTP) and regulatory focus may influence coping behaviors in older workers. A three-wave longitudinal study was conducted to test a novel model, positing that FTP affects regulatory focus, which then influences the coping strategies of selection, optimization, and compensation. A sample of participants from the Netherlands was invited to participate and complete online questionnaires. Results demonstrated strong support that FTP was found to influence regulatory focus, which then influenced the use of selection, optimization, and compensation behaviors.

Even though stereotypes suggest that older generational cohorts (e.g., Baby Boomers) endorse higher levels of work ethic than younger generations (e.g., Millennials), both the academic literature and popular press have found mixed evidence as to whether or not generational differences actually exist. To examine whether generational differences exist in work ethic, a dataset was compiled (k = 105) of all published studies that provided an average sample age and average work ethic score, with each sample becoming an observation, and being assigned a generational cohort based upon the average age of the sample. Three hierarchical multiple regressions found no effect of generational cohort on work ethic endorsement. In two of the three phases, results found a main effect of sample type, such that industry samples had higher work ethic endorsement than student samples. Implications for applied practitioners and future research streams for generational and work ethic research are discussed.

There has historically been little consensus around the measurement of the eldercare construct. While authors most frequently employ a dichotomous operationalization of eldercare, there is likely greater nuance to the caregiver experience that goes uncaptured and can serve to explain inconsistencies in eldercare findings. The current study takes a person-centered approach to eldercare in order to assess how different caregiving characteristics manifest within individuals. Using an archival data source, we conduct a latent profile analysis of 840 employed caregivers to detect patterns within eldercare experiences and relate these contexts to various work-related and psychological outcomes. Overall, we find that the latent profiles are primarily driven by three eldercare variables: (1) the amount of time spent attending to eldercare responsibilities, (2) the living situation of the care recipient, and (3) the impairment of the care recipient. We also discovered that one of the profiles (characterized by long-term, in-home eldercare for a care recipient with a physical or mental disability) exhibited significantly higher family-to-work conflict relative to other profiles. Our comparisons of eldercare profiles serve to illustrate the scenarios in which eldercare is most influential. Additionally, the person-centered approach revealed various caregiving contexts that were otherwise not captured by the variable-centered approach, supporting the use of latent profile analysis in the work-family domain. The findings have implications for the future operationalization of the eldercare construct, as well as for organizational eldercare policies and interventions.

Purpose: The purpose of this study was to examine the processes through which personality characteristics may influence work–family conflict (WFC). Specifically, the mediating effects of selection, optimization, and compensation (SOC) behavioral stress-coping strategies on the relationship between personality characteristics and WFC were tested. Design/Methodology/Approach: A snowball sampling technique was used to recruit 289 working adults, who completed online questionnaires. The proposed model was tested using path analysis. Findings: Conscientiousness and agreeableness were related to greater usage of work and family behavioral coping strategies, and these behavioral strategies influenced levels of experienced WFC. Negative affect was found to have direct effects on work interference with family (WIF) and family interference with work (FIW), and emotional stability was found to have a direct effect on WIF conflict. Implications: Findings suggest that different processes underlie the influence of specific personality characteristics on WFC. These findings can have implications for the effectiveness of training programs and interventions aimed at reducing work-family conflict levels of employees, in that trainers and managers should take into account the strong influence of individual factors on a person's choice of coping strategies. Originality/Value: The examination of the processes through which personality characteristics may influence work-family conflict (WFC) has not received adequate attention. This article advances work-family conflict research by examining the mediating role of behavioral strategies aimed to cope with competing demands of work and family roles in the relationship between individual difference variables and WFC.