Abstract
This study investigates the impact of several demographic factors (gender, age, marital status, and position, number of children and employment of the spouse) on work-family conflict and family-work conflict. The study includes the employees in manufacturing and service sectors in Lagos. According to the results in this study, the level of work-family conflict of males and females is high, and no statistically meaningful difference is found between their means. Logistic regression analysis shows that the log of odds of males experiencing work-family conflict is negatively correlated with education and job tenure, but positively correlated with marital status. The log of odds of females experiencing work-family conflict is negatively correlated with education whereas it is positively correlated with marital status. Job tenure has an impact on family-work conflict of males, and age of children and having to care elderly parents are noted to have an impact on family-work conflict of females.
Highlights
Similar to the case in many other countries, Nigeria has experienced several changes in female employment participation and the number of couples with double career has been increasing in the past twenty years (Hammer, Neal, & Kuang, 2005; Harvey & Breland, 2009)
Logistic regression analysis shows that the log of odds of males experiencing work-family conflict is negatively correlated with education and job tenure, but positively correlated with marital status
Unlike in Western countries, in Nigeria and in many other African, South American and Asian countries, it is a widely seen and a mostly preferred case that the elderly in the family, especially the mother of husband or wife, help the working mother with housekeeping chores and childcare (Karadogan, 2009). Another significant issue focused on in this study is to investigate whether the relation between demographic features, work-family conflict (WFC) and family-work conflict (FWC) changes in terms of gender
Summary
Similar to the case in many other countries, Nigeria has experienced several changes in female employment participation and the number of couples with double career has been increasing in the past twenty years (Hammer, Neal, & Kuang, 2005; Harvey & Breland, 2009). Considering the most recent statistics, female employment participation rate was 20.3 % in 2004, and it reached 28.8 % in 2011 (TUTULA, 2011). This change has led to a significant variation in the number and variety of family roles (spouse, parent and/or caretaking of the elderly) undertaken by the employees (Carıkcı, 2001). In accordance with the trends in demographic changes, transformation has been noted in traditional roles, as a result of which interest in such issues as gender differences of males and females who are overloaded in their roles and who experience work-family conflict, and psychological well-being has been increasing (Aycan & Eskin, 2005; Innstrand, Langballe, Falkum, Espnes, & Aasland, 2009)
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