dc.contributor.author | Moen, Phyllis | |
dc.contributor.author | Kelly, Erin L. | |
dc.contributor.author | Fan, Wen | |
dc.contributor.author | Lee, Shi-Rong | |
dc.contributor.author | Almeida, David | |
dc.contributor.author | Kossek, Ellen Ernst | |
dc.contributor.author | Buxton, Orfeu M. | |
dc.date.accessioned | 2017-09-06T19:48:10Z | |
dc.date.available | 2017-09-06T19:48:10Z | |
dc.date.issued | 2016-01 | |
dc.identifier.issn | 0003-1224 | |
dc.identifier.issn | 1939-8271 | |
dc.identifier.uri | http://hdl.handle.net/1721.1/111139 | |
dc.description.abstract | This 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.sponsorship | Eunice Kennedy Shriver National Institute of Child Health and Human Development (U.S.) (Grant U01HD051217) | en_US |
dc.description.sponsorship | Eunice Kennedy Shriver National Institute of Child Health and Human Development (U.S.) (Grant U01HD051218) | en_US |
dc.description.sponsorship | Eunice Kennedy Shriver National Institute of Child Health and Human Development (U.S.) (Grant U01HD051256) | en_US |
dc.description.sponsorship | Eunice Kennedy Shriver National Institute of Child Health and Human Development (U.S.) (Grant U01HD051276) | en_US |
dc.description.sponsorship | National Institute on Aging (Grant U01AG027669) | en_US |
dc.description.sponsorship | National Institutes of Health (U.S.) (Grant U01OH008788) | en_US |
dc.description.sponsorship | National Institutes of Health (U.S.) (Grant U01HD059773) | en_US |
dc.language.iso | en_US | |
dc.publisher | Sage Publications | en_US |
dc.relation.isversionof | http://dx.doi.org/10.1177/0003122415622391 | en_US |
dc.rights | Creative Commons Attribution-Noncommercial-Share Alike | en_US |
dc.rights.uri | http://creativecommons.org/licenses/by-nc-sa/4.0/ | en_US |
dc.source | Prof. Kelly via Shikha Sharma | en_US |
dc.title | Does a Flexibility/Support Organizational Initiative Improve High-Tech Employees’ Well-Being? Evidence from the Work, Family, and Health Network | en_US |
dc.type | Article | en_US |
dc.identifier.citation | Moen, 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 Association | en_US |
dc.contributor.department | Sloan School of Management | en_US |
dc.contributor.mitauthor | Kelly, Erin L. | |
dc.relation.journal | American Sociological Review | en_US |
dc.eprint.version | Author's final manuscript | en_US |
dc.type.uri | http://purl.org/eprint/type/JournalArticle | en_US |
eprint.status | http://purl.org/eprint/status/PeerReviewed | en_US |
dspace.orderedauthors | Moen, Phyllis; Kelly, Erin L.; Fan, Wen; Lee, Shi-Rong; Almeida, David; Kossek, Ellen Ernst; Buxton, Orfeu M. | en_US |
dspace.embargo.terms | N | en_US |
dc.identifier.orcid | https://orcid.org/0000-0003-2168-5611 | |
mit.license | OPEN_ACCESS_POLICY | en_US |