Individuals’ personal improvement efforts are pervasive and the benefits associated with successful self-improvement are both tangible (e.g., healthier lifestyles, more intimate relationships) and intangible (e.g., personal accomplishment, enhanced well-being). As evidenced by research on work-family spillover, self-improvement also has important implications for organizations, as there is considerable crossover between work and non-work domains. The current study tested the effectiveness of Truly Accomplished, an intervention designed to help individuals develop personalized systems for measuring and improving behavior, and examined the extent to which the outcomes associated with such behavior change exhibit positive spillover effects into the workplace. Participants (N = 44) experienced large gains in effectiveness (d = 2.93). Effectiveness gain was predicted by conscientiousness (r = .40), core self-evaluations (r = .42), and psychological safety (r = .64). Learning goal orientation and performance goal orientation interacted with perceived goal difficulty to predict effectiveness gain. Overall effectiveness gain was negatively related to stress and positively related to future change efficacy, job-related efficacy, and satisfaction with the intervention. Job satisfaction and job efficacy increased following feedback, providing some evidence of spillover. Results have implications for individual behavior and attitude change, and its impact seems to extend into subjective well-being above and beyond actual behavior change. Evidence of spillover has implications for organizations, suggesting that TA may be used as a mechanism through which job-related outcomes can be improved.

The purpose of this study was to predict the family resources that influence positive family-to-work spillover for women who are engaged in parent, partner, and paid employee roles. While much research examines the construct of work-family conflict, little examines the positive benefits for women participating in multiple roles. A conceptual framework for the study was obtained from Voydanoffs (2002) work applying ecological systems theory to the work-family interface. Several factors were hypothesized to predict positive family-to-work spillover for multiple role women, including: spousal support; perceived fairness in the division of housework and childcare; relative share of childcare and housework; and paid assistance with housework.<p>Data for this study was collected in a survey designed for a larger assessment of work, family, gender, and health in the Saskatoon area. The current study utilized data collected from women who met the following criteria: 1) spoke fluent English; 2) fell between the ages of 25 - 54 years; 3) were employed full-time or part-time; and 4) were the parent of at least one child under the age of 20 years. The dependent variable was a measure of positive family-to-work spillover. Independent variables included: spousal support; perceived fairness of the division of childcare; perceived fairness of the division of housework; relative of share of housework for respondents compared to ones partner; and paid assistance with housework. Control variables included income, presence of preschool children, number of children, educational attainment, and hours of paid employment. A sequential multiple regression was performed to predict positive family-to-work spillover from the independent variables. The final regression model predicting positive family-to-work spillover included three independent variables: 1) spousal support; 2) the perception of division of childcare as unfair to ones partner; and 3) relative share of housework for the respondent. Implications and limitations of these findings are discussed.

The purpose of this study was to predict the family resources that influence positive family-to-work spillover for women who are engaged in parent, partner, and paid employee roles. While much research examines the construct of work-family conflict, little examines the positive benefits for women participating in multiple roles. A conceptual framework for the study was obtained from Voydanoffs (2002) work applying ecological systems theory to the work-family interface. Several factors were hypothesized to predict positive family-to-work spillover for multiple role women, including: spousal support; perceived fairness in the division of housework and childcare; relative share of childcare and housework; and paid assistance with housework.<p>Data for this study was collected in a survey designed for a larger assessment of work, family, gender, and health in the Saskatoon area. The current study utilized data collected from women who met the following criteria: 1) spoke fluent English; 2) fell between the ages of 25 - 54 years; 3) were employed full-time or part-time; and 4) were the parent of at least one child under the age of 20 years. The dependent variable was a measure of positive family-to-work spillover. Independent variables included: spousal support; perceived fairness of the division of childcare; perceived fairness of the division of housework; relative of share of housework for respondents compared to ones partner; and paid assistance with housework. Control variables included income, presence of preschool children, number of children, educational attainment, and hours of paid employment. A sequential multiple regression was performed to predict positive family-to-work spillover from the independent variables. The final regression model predicting positive family-to-work spillover included three independent variables: 1) spousal support; 2) the perception of division of childcare as unfair to ones partner; and 3) relative share of housework for the respondent. Implications and limitations of these findings are discussed.

No description available.