Home-to-work spillover and employability among university employees

Monique Veld*, Beatrice I. J. M. van der Heijden, Judith H. Semeijn

*Corresponding author for this work

Research output: Contribution to journalArticleAcademicpeer-review

Abstract

Purpose - The purpose of this paper is to investigate the relationship between positive and negative home-to-work spillover, i.e., home-to-work facilitation (HWF) and home-to-work conflict (HWC) with employability. Moreover, this study also examined whether the relationship between home-to-work spillover and employability varied between academic and support staff employees.

Design/methodology/approach - An on-line self-report questionnaire was distributed among academic (n = 139) and support staff employees (n = 215) working at a Dutch university for distance-learning education. Thoroughly validated measures of home-to-work spillover and employability were used. The employability measure consisted of five dimensions: occupational expertise, anticipation and optimization, personal flexibility, corporate sense, and balance. Hypotheses were tested using hierarchical multivariate regression analyses including interaction effects.

Findings - HWF was positively related to anticipation and optimization only, while HWC appeared to be negatively associated with all employability dimensions. As expected, the relationships between HWF and HWC on the one hand and the specific employability dimensions on the other hand were stronger for support staff employees than for academic staff employees.

Originality/value - This study has extended research on employability, by focusing on the home context of employees as a possible antecedent. So far, studies have largely ignored the home context of employees, when investigating employability outcomes. Another contribution was the focus on both positive (facilitation) and negative (conflict) spillover from home-to-work, whereas previous studies mainly focused on one type of spillover only. Finally, the authors had the unique opportunity to compare support staff and academic staff employees in one and the same study.

Original languageEnglish
Pages (from-to)1280-1296
Number of pages17
JournalJournal of Managerial Psychology
Volume31
Issue number8
DOIs
Publication statusPublished - 2016

Keywords

  • Academic staff
  • Employability
  • Home-to-work conflict
  • Home-to-work facilitation
  • Home-to-work spillover
  • Support staff
  • JOB-PERFORMANCE
  • CAREER SUCCESS
  • FAMILY
  • PERSPECTIVE
  • RESOURCES
  • CONFLICT
  • MECHANISMS
  • FACILITATE
  • CULTURE
  • ROLES

Cite this

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title = "Home-to-work spillover and employability among university employees",
abstract = "Purpose - The purpose of this paper is to investigate the relationship between positive and negative home-to-work spillover, i.e., home-to-work facilitation (HWF) and home-to-work conflict (HWC) with employability. Moreover, this study also examined whether the relationship between home-to-work spillover and employability varied between academic and support staff employees.Design/methodology/approach - An on-line self-report questionnaire was distributed among academic (n = 139) and support staff employees (n = 215) working at a Dutch university for distance-learning education. Thoroughly validated measures of home-to-work spillover and employability were used. The employability measure consisted of five dimensions: occupational expertise, anticipation and optimization, personal flexibility, corporate sense, and balance. Hypotheses were tested using hierarchical multivariate regression analyses including interaction effects.Findings - HWF was positively related to anticipation and optimization only, while HWC appeared to be negatively associated with all employability dimensions. As expected, the relationships between HWF and HWC on the one hand and the specific employability dimensions on the other hand were stronger for support staff employees than for academic staff employees.Originality/value - This study has extended research on employability, by focusing on the home context of employees as a possible antecedent. So far, studies have largely ignored the home context of employees, when investigating employability outcomes. Another contribution was the focus on both positive (facilitation) and negative (conflict) spillover from home-to-work, whereas previous studies mainly focused on one type of spillover only. Finally, the authors had the unique opportunity to compare support staff and academic staff employees in one and the same study.",
keywords = "Academic staff, Employability, Home-to-work conflict, Home-to-work facilitation, Home-to-work spillover, Support staff, JOB-PERFORMANCE, CAREER SUCCESS, FAMILY, PERSPECTIVE, RESOURCES, CONFLICT, MECHANISMS, FACILITATE, CULTURE, ROLES",
author = "Monique Veld and {van der Heijden}, {Beatrice I. J. M.} and Semeijn, {Judith H.}",
year = "2016",
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language = "English",
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journal = "Journal of Managerial Psychology",
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Home-to-work spillover and employability among university employees. / Veld, Monique; van der Heijden, Beatrice I. J. M.; Semeijn, Judith H.

In: Journal of Managerial Psychology, Vol. 31, No. 8, 2016, p. 1280-1296.

Research output: Contribution to journalArticleAcademicpeer-review

TY - JOUR

T1 - Home-to-work spillover and employability among university employees

AU - Veld, Monique

AU - van der Heijden, Beatrice I. J. M.

AU - Semeijn, Judith H.

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N2 - Purpose - The purpose of this paper is to investigate the relationship between positive and negative home-to-work spillover, i.e., home-to-work facilitation (HWF) and home-to-work conflict (HWC) with employability. Moreover, this study also examined whether the relationship between home-to-work spillover and employability varied between academic and support staff employees.Design/methodology/approach - An on-line self-report questionnaire was distributed among academic (n = 139) and support staff employees (n = 215) working at a Dutch university for distance-learning education. Thoroughly validated measures of home-to-work spillover and employability were used. The employability measure consisted of five dimensions: occupational expertise, anticipation and optimization, personal flexibility, corporate sense, and balance. Hypotheses were tested using hierarchical multivariate regression analyses including interaction effects.Findings - HWF was positively related to anticipation and optimization only, while HWC appeared to be negatively associated with all employability dimensions. As expected, the relationships between HWF and HWC on the one hand and the specific employability dimensions on the other hand were stronger for support staff employees than for academic staff employees.Originality/value - This study has extended research on employability, by focusing on the home context of employees as a possible antecedent. So far, studies have largely ignored the home context of employees, when investigating employability outcomes. Another contribution was the focus on both positive (facilitation) and negative (conflict) spillover from home-to-work, whereas previous studies mainly focused on one type of spillover only. Finally, the authors had the unique opportunity to compare support staff and academic staff employees in one and the same study.

AB - Purpose - The purpose of this paper is to investigate the relationship between positive and negative home-to-work spillover, i.e., home-to-work facilitation (HWF) and home-to-work conflict (HWC) with employability. Moreover, this study also examined whether the relationship between home-to-work spillover and employability varied between academic and support staff employees.Design/methodology/approach - An on-line self-report questionnaire was distributed among academic (n = 139) and support staff employees (n = 215) working at a Dutch university for distance-learning education. Thoroughly validated measures of home-to-work spillover and employability were used. The employability measure consisted of five dimensions: occupational expertise, anticipation and optimization, personal flexibility, corporate sense, and balance. Hypotheses were tested using hierarchical multivariate regression analyses including interaction effects.Findings - HWF was positively related to anticipation and optimization only, while HWC appeared to be negatively associated with all employability dimensions. As expected, the relationships between HWF and HWC on the one hand and the specific employability dimensions on the other hand were stronger for support staff employees than for academic staff employees.Originality/value - This study has extended research on employability, by focusing on the home context of employees as a possible antecedent. So far, studies have largely ignored the home context of employees, when investigating employability outcomes. Another contribution was the focus on both positive (facilitation) and negative (conflict) spillover from home-to-work, whereas previous studies mainly focused on one type of spillover only. Finally, the authors had the unique opportunity to compare support staff and academic staff employees in one and the same study.

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KW - FAMILY

KW - PERSPECTIVE

KW - RESOURCES

KW - CONFLICT

KW - MECHANISMS

KW - FACILITATE

KW - CULTURE

KW - ROLES

U2 - 10.1108/JMP-09-2015-0347

DO - 10.1108/JMP-09-2015-0347

M3 - Article

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SP - 1280

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JO - Journal of Managerial Psychology

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