TY - JOUR
T1 - Dimensions of work-home culture and their relations with the use of work-home arrangements and work-home interaction
AU - Dikkers, J.S.E.
AU - Geurts, S.A.E.
AU - den Dulk, L.
AU - Peper, B.
AU - Taris, T.W.
AU - Kompier, M.A.J.
PY - 2007
Y1 - 2007
N2 - This study examined the associations of work-home culture with (a) demographic and organizational characteristics, (b) the use of work-home arrangements, and (c) negative and positive work-home interaction, among 1,179 employees from one public and two private organizations. Substantial support was found for a 2-factor structure of a work-home culture measure differentiating between "support" (employees' perceptions of organization's, supervisors', and colleagues' responsiveness to work-family issues and to the use of work-home arrangements) and "hindrance" (employees' perceptions of career consequences and time demands that may prevent them from using work-home arrangements). This 2-factor structure appeared to be invariant across organizations, gender, and parental status. Significant relationships with organizational characteristics, the use of work-home arrangements, and work-home interaction supported the validity of these two cultural dimensions. It is concluded that if employers want to minimize work-home interference, to optimize positive work-home interaction, and to boost the use of work-home arrangements, they should create a work-home culture that is characterized by high support and low hindrance. © 2007 Taylor & Francis.
AB - This study examined the associations of work-home culture with (a) demographic and organizational characteristics, (b) the use of work-home arrangements, and (c) negative and positive work-home interaction, among 1,179 employees from one public and two private organizations. Substantial support was found for a 2-factor structure of a work-home culture measure differentiating between "support" (employees' perceptions of organization's, supervisors', and colleagues' responsiveness to work-family issues and to the use of work-home arrangements) and "hindrance" (employees' perceptions of career consequences and time demands that may prevent them from using work-home arrangements). This 2-factor structure appeared to be invariant across organizations, gender, and parental status. Significant relationships with organizational characteristics, the use of work-home arrangements, and work-home interaction supported the validity of these two cultural dimensions. It is concluded that if employers want to minimize work-home interference, to optimize positive work-home interaction, and to boost the use of work-home arrangements, they should create a work-home culture that is characterized by high support and low hindrance. © 2007 Taylor & Francis.
U2 - 10.1080/02678370701442190
DO - 10.1080/02678370701442190
M3 - Article
SN - 0267-8373
VL - 21
SP - 155
EP - 172
JO - Work and Stress
JF - Work and Stress
IS - 2
ER -
