Family cyberloafing and work-life balance: digital coping with work–family conflict across generations

This research examines whether work-family conflict (both work-interfering family and family interfering work) among auditors in public accounting firms affects their job performance and whether the effect is mediated by work-life balance. A web-based survey is used in deploying and delivering questionnaires to 239 auditors in public accounting firms. The result shows that work-life balance partially mediated the relationship between work-family conflict with job performance. The result also demonstrates that work interfering-family (WIF) has a negatively significant effect on work-life balance, whereas family-interfering-work (FIW) has positively related to work-life balance. This study suggests that by embrace visions that support work and personal life balance with managers and supervisors as the gatekeepers in public accounting firms to maintain subordinates' life commitments will help to minimize the occurrences of work-family conflict that will slowly reduce the possibility of poor job performance.

The purpose of this study was to test and analyze the effect of work environment and work family conflict on job satisfaction with work life balance as a mediating variable. This research is causality research with a quantitative approach. The sampling technique used saturated samples with a total of 54 respondents at PT Dakwah Inti Media. The statistical analysis used in this research is partial least square with the help of SmartPLS 3.2.9 software. The result of the analysis obtained from this study indicate that work environment has a positive and significant effect on job satisfaction; work family conflict has negative and significant effect on job satisfaction; work life balance has a positive and non-significant effect on job satisfaction; work environment has a positive and non-significant effect on work life balance; work family conflict has a positive and significant effect on work life balance; work life balance in this study has not been able to mediate the effect of work environment on job satisfaction; work life balance in this study has not been able to mediate the effect of work family conflict on job satisfaction.

This study aims to determine the characteristic of self efficacy, reciliency, optimism, self esteem, work family conflict, family support, and work-life Balance. The type of data used in this study is quantitative design. The sample used in this study were cluster random sampling technique on 300 woman employees at Bekasi Government.. The data collection tool used was self efficacy, reciliency, optimism, self esteem, work family conflict, family support, and worklife Balance. The data analysis technique used correlation and multistage regression. The results showed self efficacy had a positive significant correlation with work-life balance, reciliency had a positive significant correlation with work-life balance, optimism had a positive significant correlation with work-life balance, self esteem had a positive significant correlation with work-life balance, work-family conflict had a negative significant correlation with worklife balance, family support had a positive significant correlation with work-life balance. Multistage regression found that self efficacy, reciliency, optimism, self esteem, work family conflict, and family support had a significant effect on work-life balance.

This paper investigates the impact of distrusted leadership on women's work-life balance, mediated by work-life and family-work conflict in Saudi Arabia. A purposive sampling technique was utilized to collect data from 260 women working in public and private institutions in Jeddah, Saudi Arabia. Partial least squares structural equation modeling was applied to test the hypothetical relationship between the key variables. Results reveal that distributed leadership significantly increases work-family and family-work conflicts, highlighting potential challenges in balancing work and personal responsibilities under shared leadership models. However, distributed leadership does not directly impact work-life balance, indicating the presence of other mediating factors. The study also confirms that work-family conflict and family-work conflict significantly affect work-life balance, emphasizing the adverse effects of these conflicts on overall well-being. Several limitations are acknowledged, including the study's cross-sectional nature, which limits the ability to infer causality, and the specific demographic focus on working women, which restricts the generalizability of the findings. The findings have practical implications, suggesting the need for clear role definitions and supportive organizational policies and social practices to relieve the negative impacts of distributed leadership on work-family dynamics, ultimately affecting women's work-life balance and social well-being.

Bu çalışmada işkolikliğin iş yaşam dengesi ve işten ayrılma niyeti üzerindeki
\netkisinin incelenmesi ve işkolikliğin işten ayrılma niyeti üzerindeki etkisinde iş yaşam
\ndengesinin aracı rolünün ortaya çıkarılması amaçlanmıştır. Kolayda örnekleme
\nyöntemiyle ulaşılabilen 217 katılımcı üzerinde gerçekleştirilen araştırmada veri toplama
\naracı olarak online anket formu kullanılmıştır. Elde edilen verilerin analizinde SPSS 21
\nve AMOS 21 istatistik programlarından yararlanılmıştır. Hipotezlerin test edilmesinde
\nyapısal eşitlik modelleri kullanılırken, aracı etkinin incelenmesinde doğrudan ve dolaylı
\netkilere yer verilmiştir.
\nAnaliz sonuçlarında aşırı çalışmanın, işin aile yaşamına etkisi ve ailenin iş
\nyaşamına etkisi üzerinde pozitif yönde etkisi olduğu, işin aile yaşamına etkisi
\nüzerindeki etkinin ise daha fazla olduğu belirlenmiştir. Zorunlu (kompulsif) çalışmanın
\nise işin aile yaşamına etkisi ve ailenin iş yaşamına etkisi üzerinde negatif yönde etkisi
\nolduğu belirlenirken, aile yaşamına etkinin daha fazla olduğu tespit edilmiştir. İşin aile
\nyaşamına etkisinin işten ayrılma niyeti üzerinde pozitif yönde etkisi olduğu
\nbelirlenirken, ailenin iş yaşamına etkisinin işten ayrılma niyeti üzerinde pozitif yönde ve
\ndaha düşük düzeyde etkisi olduğu sonucuna ulaşılmıştır. Aşırı çalışmanın işten ayrılma
\nniyeti üzerindeki etkisinin işin aile yaşamına etkisi ve ailenin iş yaşamına etkisi
\naracılığıyla tam aracı olarak gerçekleştiği belirlenirken, Zorunlu (kompulsif) çalışmanın
\nişten ayrılma niyeti üzerindeki etkisinde işin aile yaşamına etkisi ve ailenin iş yaşamına
\netkisinin kısmi aracı role sahip olduğu tespit edilmiştir. 
\n
\nIn this study, it is aimed to examine the effect of workaholism on work life balance
\nand turnover intention and to reveal the mediating role of work life balance in the effect
\nof workaholism on the turnover intention. An online questionnaire was used as the data
\ncollection tool in the research carried out on 217 participants, which can be accessed
\nthrough convenience sampling method. SPSS 21 and AMOS 21 statistical programs
\nwere used to analyze the data. While the structural equation models are used to test
\nhypotheses, direct and indirect effects are included to examine mediatory roles.
\nIn the results of the analysis, it was determined that the excessive working had a
\npositive effect on the work family conflict and the family work conflict and the effect on
\nthe work family conflict was more. In addition, it was found that the compulsive
\nworking had a negative effect on the work family conflict and the family work conflict
\nand the effect on the family work conflict were found to be more. While the work family
\nconflict has a positive effect on the turnover intention, it has been concluded that family
\nwork conflict has a positive and lower effect on the turnover intention. While the effect
\nof excessive working on the turnover intention is determined as a fully mediator role
\nthrough the work family conflict and family work conflict, the effect of compulsive
\nworking on the turnover intention have been found as a partial mediator role through
\nthe work family conflict and family work conflict

This study examines the relationships between work-family conflict and work-life balance with job satisfaction and employee performance, highlighting the mediating role of job satisfaction. The population of this study was 861 production department employees. Data analysis uses Descriptive Statistical Analysis and Inferential Analysis using the SEM (Structural Equation Modeling) method using Smarts PLS 3.0. The results indicate that work-family conflict significantly and negatively impacts both job satisfaction and employee performance. The stronger the work-family conflict, the lower the job satisfaction, and hence, the lower the performance. It also identifies emotional exhaustion, psychological stress, and role imbalance as negative outcomes of work-family conflict for male and female employees. On the other hand, work-life balance influences the employees' job satisfaction and performance positively. Whenever employees are able to balance between their work and personal life, they tend to portray a high level of job satisfaction and improvement in their performances. The results further denote that job satisfaction mediates in the relationship of work-family conflict and work-life balance with employee performance, but the direct influences of work-family conflict and work-life balance on performance are stronger than the indirect effects via job satisfaction. The study concludes that work-family conflict must be confronted head-on, and life-work balance policies must be implemented to realize high levels of job satisfaction and performance. These facts have useful implications for organizational management in the pursuit of a supportive and productive work environment.

This study was conducted to examine the effect of Work Family Conflict and Workload on Work Life Balance with Work Stress as Mediation in Female Nurses at the Patut Patuh Regional General Hospital, West Lombok. the type of research used is causal associative research, namely research that examines the relationship of one or more variables to other variables. This study focused on female nurses at the Patut Patju Regional General Hospital, West Lombok. Meanwhile, there are 71 female nurses who have toddlers at the Patut Patuh Patju Regional General Hospital, West Lombok. In this study, the 71 nurses will be used as research respondents. Data Analysis Procedure with Partial Least Square (PLS) Analysis. The results of this study show that Work Family Conflict has no significant effect on Work Life Balance. Workload has no significant effect on Work Life Balance. Work Family Conflict has a positive and significant effect on Work Stress. Workload has a positive and significant effect on work stress. Work Stress has a negative but not significant effect on Work Life Balance. Work Family Conflict has no significant negative effect on Work Life Balance through Work Stress. Work Stress is unable to mediate the effect of workload on Work Life Balance.

This research aims to explore the influence of family supportive supervisor behaviors on work-family conflict and its impact on work life balance and work engagement, which in turn influences employee job satisfaction. This research method used purposive sampling and involved 357 aircraft cabin crew from airlines in Indonesia. Data analysis was carried out using Structural Equation Modeling (SEM). The research results show that family supportive supervisor behaviors have a negative influence on work-family conflict. Furthermore, work-family conflict also has a negative influence on employee work-life balance and work engagement. However, work life balance and work engagement positively influence employee job satisfaction. The managerial implication of this research is that the implementation of family supportive supervisor behaviors in companies can help reduce the level of work-family conflict, so that employee performance and productivity can increase. Thus, companies can obtain long-term benefits through attention to these aspects. Conclusion, this research contributes to the understanding of the relationship between family supportive supervisor behaviors, work-family conflict, and employee work welfare factors. The practical implications of this research provide guidance for companies in developing management policies and practices that support balance between work life and personal life of employees, so as to increase overall job satisfaction and productivity. Keywords: Employee's Well-Being, Family Supportive Supervisor Behaviors, Job Satisfaction, Role Analysis, Work-Family Conflict

PurposeThe study assessed the impact of technostress creators, work–family conflict and perceived organisational support (POS) on work engagement for employees operating within the virtual and hybrid work settings. The idea is to redefine the antecedents of work engagement in work settings that are characterised by excessive technology and work–family conflict.Design/methodology/approachData gathered from 302 academics and support staff employees at a selected university in South Africa were utilised to assess the abovementioned relationships via variance-based structural equation modelling.FindingsThe combined effect of technostress, work–family conflict and POS on work engagement indicates that work–family conflict is a critical component in the relationship between technostress and work engagement. Although POS is seen as a job resource that lessens stress, the study found that the influence of work–family conflict is stronger than that of POS; hence, a negative influence is reported on work engagement. Despite the presence of support, overwhelming technostress creators and work–family conflict issues increase demands and influence work engagement negatively.Research limitations/implicationsThe results noted that, in hybrid and virtual work settings, managers can drive employee engagement by focussing on designing more favourable work–life balance (WLB) policies, providing adequate information communication technology (ICT) support, fostering aspects of positive technology and defining the boundaries between work life and family time.Practical implicationsThe managers need to realise the detrimental effects of both technostress and work–family conflict on work engagement in virtual and hybrid work settings. Expanding the personal and job resources of individuals in hybrid and virtual settings is critical to enable them to meet the additional work demands and to manage the strain imposed by technostress. Instituting relevant organisation support has proved to be inadequate to address the challenges relating to technostress and work–family conflict. Therefore, introducing WLB policies that assist employees to set clear boundaries between work and family time to avoid burn out and spillover is critical. This is especially important when dealing with technostress creators in the remote work setting. Additionally, providing adequate ICT support as well as training related to use of different devices and software should be part of the organisational culture.Social implicationsA manageable and reasonable workload should be maintained bearing in mind the complexity and ambiguity associated with the hybrid work setting. Managers should make allowances for employees to adjust managers' schedules to accommodate personal obligations, as well as adjust employees' workloads to accommodate family responsibilities. As for the coping strategy of technostress and work–family conflict, considering the positive effects of the supportive work environment is important.Originality/valueThis study provides a model on the interaction of the redefined antecedents (technostress and work–family conflict) of work engagement in high-tech environments such as virtual and hybrid work settings.

Work-family and work-life conflict are forms of inter-role conflict that occur when the energy, time, or behavioral demands of the work role conflicts with family or personal life roles. Work-family conflict is a specific form of work-life conflict. Work-family conflict is of growing importance in society as it has important consequences for work, non-work, and personal outcomes such as productivity, turnover, family well-being, health, and stress. Work-family conflict relates to critical employment, family, and personal life outcomes. These include work outcomes (e.g., job satisfaction, organizational commitment, and turnover), family outcomes (e.g., marital satisfaction and family satisfaction), and personal outcomes related to physical health (e.g., physical symptoms, eating and exercise behaviors), and psychological health (e.g., stress and depressive symptoms, life satisfaction). Many different theoretical perspectives are used to understand work-life conflict: starting with role theory, and more recently conservation of resources, job demands and resources, and life course theories. Many methodological challenges are holding back the advancement of work-family conflict research. These include (1) construct overlap between work-family conflict and work-life conflict, and work-life balance measures; (2) measurement issues related to directionality and operationalization; and (3) a lack of longitudinal and multilevel studies. Future research should include studies to (1) advance construct development on linkages between different forms of work-family and work-life conflict; (2) improve methodological modeling to better delineate work-family conflict mechanisms; (3) foster increased variation in samples; (4) develop resiliency interventions that fit specific occupational contextual demands; (5) increase integration and sophistication of theoretical approaches; and (6) update work-family studies to take into account the influence of the growing prevalence of technology that is transforming work-family relationships.

The purpose of this study was to find out the actor effect and the partner effect in relation to spousal support, job support, work-family spillover, and work-life balance in dual-earner couples. The subjects of this study were 176 dual-earner couple, whose youngest children are under the age of 16 and who work over 15 hours each week. The research tool was a questionnaires. Factor analysis, Cronbach’s α, correlation analysis, and APIM were performed for the data analysis. The main results of this study as follows. First, for both wives and husbands, perceived spousal support had a positive actor effect on work-life balance. However, perceived husband's spouse support for wife’s support had positive partner effect on the wife’s work-life balance, the wife’s perceived spousal support for her husband’ did not have a partner actor effect on the husband’s work-life balance. Second, for both wives and husbands, job support had a positive actor effect on work-life balance. In addition, the wife’s job support had a positive partner effect on the husband's work-life balance, however, the husband's job support did not have a partner actor effect on the wife’s work-life balance. Third, for both wives and husbands, work-family conflict had a negative actor effect on work-life balance. In addition, the wife’s work-family conflict had a negative partner effect on the husband's work-life balance, however, the husband's work-family conflict did not have a partner actor effect on the wife’s work-life balance. Fourth, for both wives and husbands, work-family enrichment had a positive actor effect on work-life balance. In addition, the husband’s work-family enrichment had a positive partner effect on the wife's work-life balance, however, the wife's work-family enrichment did not have a partner actor effect on the husband’s work-life balance.

Orientation: Many employees find it difficult to balance their role in family and work. For the organisation to be successful in achieving its goals, management must be fully aware of the employee’s needs as well as responsibilities towards the employee’s family.Research purpose: This study aimed to analyse the effect of work–family conflict on work–life balance, the effect of work–family conflict on performance, the effect of work–life balance on performance and the effect of work–family conflict on employee performance through work–life balance as the intervening variable.Research approach/design and method: The population of this study comprised all taxation civil services in The Solo Region totaling 694 participants. A sample of 254 people. The primary data was obtained through questionnaires distributed to respondents. This research employed the partial least square analysis method.Main findings: Work–family conflict had a negative and significant effect on work–life balance and performance. Work–life balance had a positive and significant effect on employee performance. Work–family conflict showed a negative and significant effect on employee performance through work–life balance.Practical/managerial implications: In an effort to minimise the possibility of work–family conflict, employees should remain knowledgeable in balancing the fulfilment of role demands in work and life domains. The organisation is expected to create a comfortable and supportive work atmosphere in order to avoid employee role conflicts efficiently.Contribution/value-add: This study provides a new contribution to proving the theory of the relationship between work–family conflict, work–life balance and individual performance.

Dr. M. Djamil Central General Hospital Padang is a type-A teaching hospital and the main referral center in Central Sumatra, where nurses especially married women face high work demands and rotating shifts, creating challenges in balancing professional and family roles. This study aims to examine the effect of work-family conflict on the psychological well-being of female nurses, with work-life balance as a mediating variable. The core issue addressed is the imbalance between occupational responsibilities and family obligations that may negatively impact psychological well-being. A quantitative approach was used, with a survey conducted on 104 married female nurses with children. Data were analyzed using the Structural Equation Modeling–Partial Least Square (SEM–PLS) method via the SmartPLS 4 application. The results show that work-family conflict negatively affects both psychological well-being and work-life balance, while work-life balance positively and significantly affects psychological well-being. Additionally, work-life balance significantly mediates the relationship between work-family conflict and psychological well-being. These findings emphasize the importance of balancing work and personal life to maintain nurses’ mental health. Therefore, organizational support such as flexible work policies and psychological wellness programs is essential to improve both professional performance and personal well-being among nurses.

The purpose of this study is to test the effects of the relationship between work–family conflict and family–work conflict on work–life balance and of the relationship between work–family conflict and family–work competition and work–life balance on demographics. Participants of this study were 112 employees of government-owned banks in Indonesia. The data were primary data collected using questionnaires. The data were analyzed using the Pearson product-moment correlation. The study results found that work–family conflict and family–work conflict are negative and significant on work-life balance. Matches based on deadlines, stress levels, and behavior negatively impact work-life balance. Work-life balance was strongly associated with temporal conflict. The differences between work-family conflict and family–work conflict were insignificant when considering gender, but there was a significant difference when considering age. The conflict between work and family substantially impacted educational attainment and length of employment, but the opposite battle (family work) was insignificant.

The study examines the Work-Family Conflict (WFC) experienced by bank employees, particularly at Bank Jatim and its impact on their well-being and performance in the context of high-pressure work environments. The study aims to explore the relationship between work-family conflict, work-life balance, spiritual intelligence, and employee performance. The study utilizes a quantitative research methodology to explore the relationships among various variables, focusing on all 75 Bank Jatim branch staff in Madiun, East Java, Indonesia. The research employs a saturated sampling technique by including the entire population in the sample and collecting primary data through a questionnaire. Data analysis is performed using PLS-SEM. Spiritual intelligence has a positive and significant effect on happiness at work. Spiritual intelligence does not significantly impact work-family conflict. Spiritual intelligence positively and significantly influences work-life balance. Happiness at work does not significantly affect work-family conflict. Work-life balance has a significant negative effect on work-family conflict. The indirect effect of spiritual intelligence on work-family conflict through happiness at work is not significant. The indirect effect of spiritual intelligence on work-family conflict through work-life balance is significant. The study contributes to the enrichment of workplace psychology theories and offers practical recommendations for organizations.