The effect of changes in employment hours on changes in household task hours was studied. Data were used from the National Survey of Families and Households (NSFH) waves one and two. Wave one was a probability sample of 13,017 age 19 and older in the United States who were interviewed in person in 1987-88. Wave two consisted of the original NSFH sample who were reinterviewed five years later in 1992-94. A subsample of 1233 men and women was created by selecting employed men and women who were continuously married to the same spouse, lived in the same household, and had a least one biological child under 18 living in the household at wave one and wave two. After controlling for age in years, education in years, race, wage rate, and age of youngest child, the subsample was used to determine if changes in employment hours caused changes in household task hours. Household task hours were categorized by feminine, masculine, and neutral, as well as total household task hours. Lag regression analysis without gender interaction effects found that a one hour increase in employment hours caused a sixteen minute decrease in total household tasks hours, a twelve minute decrease in feminine household task hours, and a two minute decrease in neutral household tasks among married men and women with children. Lag regression analysis with gender interaction effects found that a one hour increase in employment hours caused a sixteen minute decrease in total household tasks hours and a fourteen minute decrease for married women with children only. No statistically significant relationship between changes in employment hours and changes in any category of household tasks hours was found for married men with children when gender interactions were controlled. The results of this study supports the interaction of time availability and gender in explaining changes in household tasks hours. / Graduation date: 2001

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Workplace aggression has been associated with a number of detrimental employee and organizational outcomes, both at work and away from work. This dissertation includes three studies that expand our knowledge of the implications of workplace aggression in the work and nonwork domains. Further, this research illuminates the processes through which this relationship occurs by utilizing various sources of data from employees in a variety of contexts including universities, long term health care, and the USDA Forest Service. In Study 1, which was published in the Journal of Occupational Health Psychology, multi-source data are utilized to identify the indirect effects of coworker-reported workplace aggression on self and significant-other reported work-family conflict via self-reported psychological detachment from work. Study 2 identifies an indirect effect of workplace aggression on parental warmth via increased perceived stress utilizing longitudinal data from the Work, Family, and Health Network. Finally, Study 3 utilizes data from the USDA Forest Service to examine associations between workplace aggression and safety outcomes. Workplace aggression was found to be associated with increased resource depletion (i.e., rumination, cognitive failure) and decreased workplace safety (i.e., increased workplace accidents, decreased safety compliance). Workplace aggression was indirectly associated with safety participation and workplace injuries via cognitive failure and rumination, respectively. Safety climate, an organizational resource, moderated the relationship between rumination and safety behaviors. Finally, the indirect effect of coworker aggression on safety compliance via rumination was found to be conditional on low levels of safety climate, while the indirect effect of supervisor aggression on safety participation via rumination was also found to be conditional on low levels of safety climate. The current body of work provides implications for developing workplace interventions to reduce negative outcomes of workplace aggression, such as general stress management and recovery from work interventions. Several avenues for future research are suggested as well, including examining objective health outcomes of workplace aggression, utilizing longitudinal designs, and identifying additional moderators of the association between workplace aggression and employee outcomes.