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Peggy A. Cloninger
University of Houston–Victoria
PsychologyEconomicsWork–family conflictSocial psychologyInternationalization
16Publications
8H-index
196Citations
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Publications 16
Newest
#1T.T. Selvarajan (CSUEB: California State University, East Bay)H-Index: 3
#2Barjinder Singh (Elon University)H-Index: 7
Last. Kaumudi Misra (CSUEB: California State University, East Bay)
view all 4 authors...
ABSTRACTEvidence suggests work–family conflict can lead to numerous negative consequences in the workplace, including behaviors detrimental to the organization and its members, such as counterprodu...
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#1T.T. Selvarajan (CSUEB: California State University, East Bay)H-Index: 3
#2Barjinder Singh (University of Houston–Victoria)H-Index: 7
Last. Peggy A. Cloninger (University of Houston–Victoria)H-Index: 8
view all 3 authors...
The relationship between support and work family conflict has been studied extensively, but previous studies have not examined if personality moderates this relationship. In this research, we examine the moderating influence of personality on the relationship between contextual support and work-family conflict across two studies. In Study 1, we examine if core self-evaluations (CSE) moderate the relationship between four different types of workplace support, 1. family friendly work policies (FFO...
5 CitationsSource
#1Peggy A. Cloninger (University of Houston–Victoria)H-Index: 8
#2T.T. Selvarajan (University of Houston–Victoria)H-Index: 11
Last. Shengsheng Huang (University of Houston–Victoria)H-Index: 2
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Finding a balance between work and home continues to be a challenge for many employees. The influence of work–family conflict both from work interfering with family (WIF) and from family interfering with work (FIW) on employee outcomes is not well understood. Although substantial empirical research supports the general view that work–family conflict results from employees having conflicting roles, many previous studies examine work–family conflict and outcomes in the same, or ‘matching’ domains....
17 CitationsSource
#1T.T. Selvarajan (University of Houston–Victoria)H-Index: 11
#2Peggy A. Cloninger (University of Houston–Victoria)H-Index: 8
Last. Barjinder Singh (University of Houston–Victoria)H-Index: 7
view all 3 authors...
Abstract Most work–family research on social support is based on matching domain relationships, that is, social support in the work domain is related to work interfering with family conflict (WIF) and social support in the family domain is related to family interfering with work conflict (FIW). In this research, based on the conservation of resources (COR) model, we examined the cross domain indirect relationship between social support in the work domain and FIW and the cross domain indirect rel...
32 CitationsSource
#1T. T. Rajan Selvarajan (UH: University of Houston)
#2Peggy A. Cloninger (UH: University of Houston)H-Index: 8
Last. Barjinder Singh (UH: University of Houston)H-Index: 7
view all 3 authors...
Most work family research on social support is based on domain specificity hypothesis, that is, social support at work is related to work interfering with family conflict (WIF) and social support i...
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#1T.T. Selvarajan (University of Houston–Victoria)H-Index: 11
#2Peggy A. Cloninger (University of Houston–Victoria)H-Index: 8
In this study of Mexican employees, we examined the relationship between performance appraisal characteristics (appraisal source, appraisal purpose and feedback richness) and perceived reactions of employees to the appraisal characteristics (perceived fairness and perceived accuracy of appraisals) and appraisal outcomes (appraisal satisfaction and motivation to improve). We hypothesized that multisource appraisals, appraisals used for administrative and developmental appraisals (multipurpose app...
36 CitationsSource
12 Citations
7 Citations
#1Rajan Selvarajan (University of Houston–Victoria)H-Index: 2
#2Peggy A. Cloninger (University of Houston–Victoria)H-Index: 8
Purpose – The purpose of this paper is to examine how ethical assessments of employees are influenced by job performance outcomes, that is, by an employee's success or failure as measured by a successful or unsuccessful job appraisal.Design/methodology/approach – A sample of 180 employees rated the performance of a fictitious salesperson described in one of four written vignettes as successful/ethical, successful/unethical, unsuccessful/ethical or unsuccessful/unethical.Findings – Job performanc...
11 CitationsSource
#1Peggy A. Cloninger (University of Houston–Victoria)H-Index: 8
#2Ziad Swaidan (University of Houston–Victoria)H-Index: 9
Abstract This study develops theory and empirically tests the influence of heterogeneity (the degree of standardization or customization) of firm outputs on the globalization entry mode decisions, and receipt of revenues from foreign markets. To insure sufficient variance in the sample while also controlling for extraneous sectoral and national variables, this study obtained and analyzed cross-sectional data from 190 U.S. based firms in the environmental control industry. The findings indicate t...
3 CitationsSource
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