Search results

In response to what are perceived as the negative consequences for children of family change over the past century, governments in the UK and the US have devoted substantial funds to programmes to strengthen families, but the focus of intervention in the two countries has moved in opposite directions. In the UK, financial support has shifted away from couple strengthening to parenting programmes, while in the US financial support has shifted substantially toward couple‐focused interventions. This review article summarises studies relevant to these policy choices. We present research evidence for a multidomain family risk‐child outcome model, and then describe the results of three studies using a randomised clinical trial design to examine the impact of intervention with couples on children's adaptation. The data support the hypothesis that interventions focusing on strengthening couple relationships may have a more positive impact on families and children than interventions that focus on increasing parenting skills.

The purpose of this paper is to explore how minority stress and the experience of societal level hostility towards lesbian, gay and bisexual (LGB) people and their relationships may have impacted upon their relationships and relationship histories.

This paper introduced the minority stress framework and examines the relationship histories of a small cohort aged 50 at the last sweep of data collection.

The minority stress framework states that societal level hostility will lead to unequal treatment and psychological distress among minority groups, which could impact on their relationships histories. In these data, those people we identify as being LGB were significantly more likely to have had a higher number of cohabiting partnerships, were less likely to have had longer-term cohabiting relationships, and were less likely to be in a relationship at age 50. This is despite LGB people placing an equal importance on partnership and marriage. These results are accompanied by caveats, but the authors conclude that if minority stress does impact upon relationships, it is upon the stability and length of relationships.

Compared to older LGB couples, opposite sex couples, are more likely to have been in receipt of peer and especially familial support for their relationship, particularly around times of relationship crisis. Additionally, for those same sex couples that did approach professional sources of support, such as couple counselling, heteronormative and even hostile attitudes from counselling providers may have meant that experienced and informed support was not available when needed. The findings therefore pose a challenge to service providers to ensure that relationship support and allied services are available and adapted to meet the needs of older LGB people, whose previous contacts with these service providers may have been substantially less than positive, and whose need for relationship support may be greater.

The needs of older LGB people and their relationships are often overlooked. The use of a small sample of cohort data to examine these issues provides new insight into the way in which older LGB people may age differently to non-LGB people.

This chapter focuses on military couples and factors that affect their experiences of work, stress, and health using a life course perspective. An introduction to the definition of military couples is provided followed by a brief review of previous research on marital quality and divorce among military couples. The core of the chapter describes the advantages of using a life course perspective to examine the military life course for couples, and two critical transitions of military life are more fully examined. Specifically, periodic relocation and deployment and their impacts on military couples are reviewed in detail. Future directions for research on military couples are provided, and the use of the Convoy Model of Social Relations as an integrative approach to examine military personnel and family members’ stress and health across the military life course is introduced.

An ongoing debate in social exchange theory centers on the benefits and drawbacks of reciprocal versus negotiated exchange for dyadic relationships. Lawler's affect theory of social exchange argues that the interdependent nature of negotiated exchange enhances commitment to exchange relations, whereas Molm's reciprocity theory suggests that reciprocal exchange fosters more integrative bonds than the bilateral agreements of negotiation. In this chapter, we use data from in-depth, semi-structured interviews with poor and working-class couples to explore the effects of both types of exchange on relationship satisfaction. Consistent with reciprocity theory, we find that couples who engage in reciprocal exchange are happier and more satisfied with their relationship than those who explicitly negotiate the division of labor in their households and that the expressive value of these exchanges play an important role in this outcome. However, reciprocity is not enough. As predicted by the affect theory, the couples with the best outcomes also perceive supporting a family as a highly interdependent task, regardless of their family structure. Our results point to the complementary nature of these two theories in a natural social setting.

This study seeks to understand how work–life balance (WLB) changes over time, and if relational factors – relationship and sexual satisfaction – may have protective effects. Grounded in Bronfenbrenner’s (1986) family ecological theory a linear mixed effects analysis was used to analyze over 4,000 individual reports of WLB over three years.

The primary finding showed that on average, individuals rated their WLB just above average and their scores decrease over time. While relationship satisfaction did not have significant associations with WLB alone, the interaction between relationship and sexual satisfaction was found to be a protective factor, increasing WLB scores. This indicates that having higher sexual satisfaction can enhance the protective effect that relationship satisfaction has on WLB.

An intriguing finding was the significant difference in WLB scores for men compared to women. On average, men experience significantly lower WLB scores. This could be related to how WLB was measured, or possibly due to gender roles. Future research should further explore this relationship.

The results of this study provide information that researchers’ can consider as they design studies and interventions targeting WLB. An additional hope is that employers will consider these results when they create workplace policy and other initiatives.

This study is one of the first to explore WLB in association with relationship and sexual satisfaction and the interaction between sexual and relationship satisfaction. This chapter tests the interactions between mesosystems in a unique way that enhances researchers understanding of WLB.

Work–family balance is important for working parents, their children, and their family functioning. However, little research has considered how one’s sense of work–family balance may influence parenting behavior. The purpose of this study is to investigate whether perceived work–family balance of fathers of infants predicts engagement behaviors and whether stress mediates this relationship. The sample (n = 64) completed a phone survey, and data analysis consisted of linear regression tests and path analysis models for mediation. Perceived work–family balance did not significantly predict overall father engagement, but did predict fathers telling stories to their infant more often (B = 0.91, t(55) = 2.22, p < 0.05) and dressing their infant more often (B = 0.70, t(55) = 2.05, p < 0.05). Although perceived work–family balance was found to have a significant negative effect on father stress (r = –0.48, p < 0.001), stress did not mediate the relationship between perceived work–family balance and the two engagement behaviors. Greater perceived work–family balance may encourage engagement in behaviors above and beyond the stereotypical fathering behaviors (e.g., playing) and basic caregiving behaviors (e.g., changing diapers). Limitations include a small sample size, cross-sectional nature of the data, and self-report measures. It is recommended future studies use longitudinal designs, larger samples that differ in family type, and include mothers. This study provides preliminary evidence that one’s perceived work–family balance may influence parenting behaviors; thus, workplace policies that increase work–family balance, through greater job flexibility, for example, could promote positive family outcomes and reduce stress.

The purpose of this paper is to examine the role of supervisor and subordinate personality in high quality supervisor-subordinate (leader-member exchange; LMX) relationships.

In this field study, 142 supervisors drawn from a leadership development program, and 509 of their subordinates, completed a personality survey and reported on the quality of their relationships.

Self and partner personality (agreeableness and extraversion), and the match between them were predictors of LMX. Consistent with approach/inhibition theory of power, personality traits of relationship partners had a stronger effect when the partner held a position of power (i.e. supervisors) than when the partner was a subordinate.

The results inform organizational selection by showing the importance of supervisory traits for the formation of high quality supervisor-subordinate relationships. They may also help organizations facilitate the development of high quality supervisory relationships. The findings also suggest that it is critical to consider the balance of power when assessing LMX, along with factors that lead to its development, or benefits that ensue from it.

To date, there is an assumption that certain traits predict the development of high quality relationships between supervisors and subordinates. The results point out the importance of considering the role of power in LMX relationships. The paper shows that the effects of supervisory traits, which are rarely examined in the context of LMX relationships, more strongly predict LMX than do the traits of subordinates.

After summarizing what has been learned so far, the purpose of this review is to suggest several promising avenues for future research on work-to-family enrichment (WFE) and family-to-work enrichment (FWE).

This is a literature review. After reviewing the existing research and searching for gaps in the literature, new areas of research will be proposed to fill these gaps.

While much has been learned about the antecedents and consequences of work–family enrichment in both directions, WFE and FWE, much remains to be learned.

Three important outcomes – job performance, organizational citizenship behavior, and counterproductive work behavior – need to be studied regarding WFE and FWE. Although supervisor support has been studied, the field needs to incorporate leadership theories and models to understand this phenomenon. Additional predictors of work outcomes – including emotional intelligence, leadership, emotional labor, social support, gender, and cross-cultural variables – need to be examined. Experience sampling methods and advanced research methodologies should also be used.

Although prior research has demonstrated the important effects of WFE and FWE, the practical effects on organizations in terms of job performance still need to be investigated.

The literature review conclusively demonstrates that WFE and FWE are both related to job satisfaction and family satisfaction.

This is the first review to summarize the existing meta-analytical research in this area and to propose the particular avenues of research advocated in this article.

This study aims to investigate the spillover–crossover effects on the work–family interface, with an emphasis on work–family conflict (WFC) and family–work conflict (FWC) on marital satisfaction and personal burnout.

Data were collected from matched dyads by 300 teachers and their spouses (N = 600) in Indonesia. Multiple regression analysis served to test the hypotheses.

The results showed significant spillover–crossover effects of WFC on personal burnout amongst working wives to their spouses, but not working husbands to their spouses. Moreover, there was a spillover effect of FWC on personal burnout amongst working wives, and a crossover effect of FWC on spouses' personal burnout amongst working husbands to their spouses. However, there was no spillover–crossover effect of WFC and FWC on marital satisfaction for both working wives and husbands.

The findings have implications for occupational stress management. Decision-makers have to create a positive atmosphere that reduces WFC in the workplace by providing support to the workers.

This study contributes to the literature by exploring the crossover effects of WFC and FWC amongst marital spouses in a country with inherent conservatism and traditional gender role perspectives.

Family, like other social institutions within society, has undergone changes that have impacted its structure, form, and dynamics over the years. This chapter, through an in-depth review of family and relationship literature, investigates the complexities, dynamics, and changes in the Nigerian family structure. These changes are argued to be influenced among other things by various cultural, social, political, and economic factors that have shaped the twenty-first century. As such, the contemporary Nigerian family structure has witnessed transformations such as an increase in single parenting, separation, divorce, baby-daddy and baby-mama arrangements, and the salient practice of homo-sexual relationships, among others. These changes have not only impacted family structures and formations but also have attendant consequences on relationship patterns in marriages, intimate relationships, and children’s socialization.