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Related Concept Videos

Self-Discrepancy Theory02:45

Self-Discrepancy Theory

One influential perspective on what motivates people's behavior is detailed in Tory Higgin's self-discrepancy theory (Higgins, 1987). He proposed that people hold disagreeing internal representations of themselves that lead to different emotional states.
Frustration and Conflict: Avoidance-Avoidance, Double-Approach Avoidance01:14

Frustration and Conflict: Avoidance-Avoidance, Double-Approach Avoidance

Avoidance-avoidance conflict refers to a psychological situation where a person must choose between two or more unpleasant alternatives. These conflicts are particularly stressful because neither option is desirable. This dilemma is often expressed in sayings like "caught between a rock and a hard place" or "between the devil and the deep blue sea." For instance, individuals who fear dental procedures may find themselves torn between enduring a painful toothache or facing the anxiety of...
Frustration and Conflict: Approach-Approach, Approach-Avoidance01:20

Frustration and Conflict: Approach-Approach, Approach-Avoidance

Frustration occurs when people are obstructed or prevented from achieving a desired goal or fulfilling a perceived need. For example, when someone's input is ignored in a discussion, it can lead to feelings of frustration. Conflict, however, arises from opposing interests, goals, or actions. Conflicts can take various forms based on the nature of these opposing desires or goals.
One common type of conflict is the Approach–Approach Conflict. In this case, a person faces two desirable options,...
Social Loafing01:37

Social Loafing

Another way in which a group presence can affect performance is social loafing—the exertion of less effort by a person working together with a group. Social loafing occurs when our individual performance cannot be evaluated separately from the group. Thus, group performance declines on easy tasks (Karau & Williams, 1993). Essentially individual group members loaf and let other group members pick up the slack. Because each individual’s efforts cannot be evaluated, individuals become less...
Family Therapy01:30

Family Therapy

Family therapy conceptualizes psychological challenges as arising from dysfunctional interactions within the family unit, rather than as isolated issues within individuals. This approach seeks to address and transform the patterns of communication, roles, and relationships within families to promote healthier dynamics and emotional well-being for all members.
Strategic Family Therapy
Strategic family therapy emphasizes resolving communication barriers and improving problem-solving abilities...
Self-Discrepancy and Its Effects01:29

Self-Discrepancy and Its Effects

Self-discrepancy theory explains how people compare their actual self to their ideal and ought selves and how mismatches between these self-guides can lead to emotional distress. Developed by E. Tory Higgins, the theory distinguishes among three components of self-concept: the actual self, the ideal self, and the ought self. These refer respectively to how individuals perceive themselves, how they aspire to be, and how they believe they are obligated to be. Emotional well-being, self-esteem,...

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Related Experiment Videos

Work-family conflicts and work performance.

Lawrence Roth1, Emily M David

  • 1Department of Management, CH 329, St. Cloud State University, 720 Fourth Avenue South, St. Cloud, MN 56301-4498, USA. LRoth@StCloudState.edu

Psychological Reports
|October 9, 2009
PubMed
Summary
This summary is machine-generated.

Work-family conflict impacts job performance, especially when team performance is low. High-performing work groups can buffer negative effects, suggesting group dynamics are crucial for employee well-being and productivity.

Related Experiment Videos

Area of Science:

  • Organizational Psychology
  • Human Resources Management
  • Sociology of Work

Background:

  • Work-family conflict negatively impacts employee well-being and job performance.
  • Conservation of Resources theory suggests individuals need resources to cope with demands.
  • Work groups may serve as a resource to mitigate work-family conflict's effects.

Purpose of the Study:

  • To investigate the moderating role of work group performance on the relationship between work-to-family conflict and individual job performance.
  • To explore how peer support within work groups influences the impact of work-family conflict.

Main Methods:

  • Cross-sectional study involving 136 employees from a wholesale distribution firm.
  • Data collected via self-report for work-to-family conflict and supervisor ratings for job performance.
  • Hierarchical regression analysis used to examine moderation effects.

Main Results:

  • Work-to-family conflict had a more detrimental effect on job performance in lower-performing work groups.
  • The negative impact of work-to-family conflict on performance was attenuated in higher-performing work groups.
  • Work group performance significantly moderated the relationship between work-to-family conflict and job performance.

Conclusions:

  • Work group performance acts as a crucial moderator, buffering employees against the negative consequences of work-family conflict.
  • Interventions aimed at improving team performance may indirectly enhance employee resilience to work-family conflict.
  • Organizational strategies should consider the role of team dynamics in managing work-life balance and its impact on productivity.