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dc.contributor.authorMoen, Phyllis
dc.contributor.authorKelly, Erin L.
dc.contributor.authorFan, Wen
dc.contributor.authorLee, Shi-Rong
dc.contributor.authorAlmeida, David
dc.contributor.authorKossek, Ellen Ernst
dc.contributor.authorBuxton, Orfeu M.
dc.date.accessioned2017-09-06T19:48:10Z
dc.date.available2017-09-06T19:48:10Z
dc.date.issued2016-01
dc.identifier.issn0003-1224
dc.identifier.issn1939-8271
dc.identifier.urihttp://hdl.handle.net/1721.1/111139
dc.description.abstractThis study tests a central theoretical assumption of stress process and job strain models, namely that increases in employees’ control and support at work should promote well-being. To do so, we use a group-randomized field trial with longitudinal data from 867 information technology (IT) workers to investigate the well-being effects of STAR, an organizational intervention designed to promote greater employee control over work time and greater supervisor support for workers’ personal lives. We also offer a unique analysis of an unexpected field effect—a company merger—among workers surveyed earlier versus later in the study period, before or after the merger announcement. We find few STAR effects for the latter group, but over 12 months, STAR reduced burnout, perceived stress, and psychological distress, and increased job satisfaction, for the early survey group. STAR effects are partially mediated by increases in schedule control and declines in family-to-work conflict and burnout (an outcome and mediator) by six months. Moderating effects show that STAR benefits women in reducing psychological distress and perceived stress, and increases non-supervisory employees’ job satisfaction. This study demonstrates, with a rigorous design, that organizational-level initiatives can promote employee well-being.en_US
dc.description.sponsorshipEunice Kennedy Shriver National Institute of Child Health and Human Development (U.S.) (Grant U01HD051217)en_US
dc.description.sponsorshipEunice Kennedy Shriver National Institute of Child Health and Human Development (U.S.) (Grant U01HD051218)en_US
dc.description.sponsorshipEunice Kennedy Shriver National Institute of Child Health and Human Development (U.S.) (Grant U01HD051256)en_US
dc.description.sponsorshipEunice Kennedy Shriver National Institute of Child Health and Human Development (U.S.) (Grant U01HD051276)en_US
dc.description.sponsorshipNational Institute on Aging (Grant U01AG027669)en_US
dc.description.sponsorshipNational Institutes of Health (U.S.) (Grant U01OH008788)en_US
dc.description.sponsorshipNational Institutes of Health (U.S.) (Grant U01HD059773)en_US
dc.language.isoen_US
dc.publisherSage Publicationsen_US
dc.relation.isversionofhttp://dx.doi.org/10.1177/0003122415622391en_US
dc.rightsCreative Commons Attribution-Noncommercial-Share Alikeen_US
dc.rights.urihttp://creativecommons.org/licenses/by-nc-sa/4.0/en_US
dc.sourceProf. Kelly via Shikha Sharmaen_US
dc.titleDoes a Flexibility/Support Organizational Initiative Improve High-Tech Employees’ Well-Being? Evidence from the Work, Family, and Health Networken_US
dc.typeArticleen_US
dc.identifier.citationMoen, Phyllis et al. “Does a Flexibility/Support Organizational Initiative Improve High-Tech Employees’ Well-Being? Evidence from the Work, Family, and Health Network.” American Sociological Review 81, 1 (January 2016): 134–164 © 2016 American Sociological Associationen_US
dc.contributor.departmentSloan School of Managementen_US
dc.contributor.mitauthorKelly, Erin L.
dc.relation.journalAmerican Sociological Reviewen_US
dc.eprint.versionAuthor's final manuscripten_US
dc.type.urihttp://purl.org/eprint/type/JournalArticleen_US
eprint.statushttp://purl.org/eprint/status/PeerRevieweden_US
dspace.orderedauthorsMoen, Phyllis; Kelly, Erin L.; Fan, Wen; Lee, Shi-Rong; Almeida, David; Kossek, Ellen Ernst; Buxton, Orfeu M.en_US
dspace.embargo.termsNen_US
dc.identifier.orcidhttps://orcid.org/0000-0003-2168-5611
mit.licenseOPEN_ACCESS_POLICYen_US


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