Cheryl L. Adkins
Longwood University
PsychologyJob performanceJob satisfactionApplied psychologySocial psychology
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Publications 22
#1Cheryl L. Adkins (Longwood University)H-Index: 14
#2Sonya F. Premeaux (UALR: University of Arkansas at Little Rock)H-Index: 7
Abstract Answering a call for a more fully developed concept of work-life balance (WLB), we use person-environment fit and control theories to develop a model of WLB incorporating the work, family, and personal domains. We propose a cybernetic model which recognizes that individuals have a desired balance among the three domains that serves as a standard against which they compare their perceptions of WLB at any given point in time. Our cybernetic model suggests that individuals will seek to res...
2 CitationsSource
#1Cheryl L. AdkinsH-Index: 14
#2Sonya F. Premeaux (UA: University of Arkansas)H-Index: 7
Incorporating theories of person-environment fit (PE fit), we develop a model of work-life balance (WLB) across time to better describe individuals with a full range of family structures (e.g., married or single, with or without children, and with elder care responsibilities), with personal interests in addition to family, and throughout career and life stages. We recognize that employees’ perceptions of WLB develop and change across time, and that those perceptions may affect the proportions of...
1 CitationsSource
1 Citations
#1George C. Banks (UNCC: University of North Carolina at Charlotte)H-Index: 22
#2Ernest H. O’Boyle (UI: University of Iowa)H-Index: 10
Last. Cheryl L. Adkins (Longwood University)H-Index: 14
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The discussion regarding questionable research practices (QRPs) in management as well as the broader natural and social sciences has increased substantially in recent years. Despite the attention, questions remain regarding research norms and the implications for both theoretical and practical advancements. The aim of the current article is to address these issues in a question-and-answer format while drawing upon both past research and the results of a series of new studies conducted using a mi...
40 CitationsSource
#1Elizabeth C. Ravlin (USC: University of South Carolina)H-Index: 17
#2Cheryl L. AdkinsH-Index: 14
Last. Anna-Katherine Ward (VT: Virginia Tech)H-Index: 6
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We used path analysis to investigate the influence of achievement values (intrinsic motivation) and merit pay (extrinsic rewards) on job performance and organizational citizenship behavior (OCB). R...
#1Cheryl L. Adkins (Longwood University)H-Index: 14
#2Sonya A. PremeauxH-Index: 1
Communication technologies have facilitated workers’ ability to integrate the home and work domains; however, these tools have also allowed each domain to more frequently intrude into the other. We examined workplace policies and norms, individual preferences, and family norms and expectations as antecedents of connectivity behaviors that utilize communication technologies to bridge the boundaries between home and work. The control of interruptions from communication technology was examined as a...
14 Citations
IntroductionWomen-owned businesses represent a rapidly growing segment of the U.S. economy. According to the Small Business Administration (2011), the number of women-owned businesses increased by 44% since 1997 which was double the growth in male-owned firms. In 2011, women-owned businesses accounted for 36% of all firms. While business ownership presents its own set of challenges, it may be particularly challenging for women business owners (e.g., Winn, 2004). Minorities comprise an increasing...
2 Citations
#1Cheryl L. Adkins (Longwood University)H-Index: 14
#2Steven A. Samaras (Rhodes College)H-Index: 2
Last. Wayne E. McWee (Longwood University)H-Index: 1
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Women become business owners for a variety of reasons; however, the impact of motivations for ownership on the culture and policies of the business is unclear. Extending the small business, entrepreneurship, and work–family (WF) conflict literatures, we examined whether woman owners shape the culture and policies of the organization to be consistent with their personal motivations, challenges, and family status. Results show that being a full‐time manager, marital status, and motivation for beco...
26 CitationsSource
#1Cheryl L. Adkins (Longwood University)H-Index: 14
#2Sonya F. Premeaux (UALR: University of Arkansas at Little Rock)H-Index: 7
Scholars have long assumed that as workers spend more time at work fewer hours are available for their non-work lives leading to negative effects in both domains, and most studies examining the impact of work hours on work and life domains have supported this viewpoint. However, the majority of these studies have used one-dimensional measures of work–family conflict (WFC) and family–work conflict (FWC) on homogenous samples which included primarily married managers and professionals with childre...
45 CitationsSource
#1Sonya F. Premeaux (College of Business Administration)H-Index: 7
#2Cheryl L. Adkins (Longwood University)H-Index: 14
Last. Kevin W. Mossholder (LSU: Louisiana State University)H-Index: 35
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Little is known about the effectiveness of family-friendly policies (FFPs) in reducing interrole conflicts involving work and family. The present study examined the influence of FFPs, work-family culture, and family characteristics on salient job outcomes, and multiple dimensions of work-family conflict (WFC) and family-work conflict (FWC). Results from a survey of 564 workers, indicate that FFPs exert minimal effects on felt conflict, and that a positive work-family culture and family support m...
130 CitationsSource