Abstract
The present time is characterized by high level of competitiveness on the market, the rise of modern information technology, the demands for constant readiness of employees, and long working hours. One of the substantial demographic transformations involves the aging of the workforce. Numerous authors have demonstrated the link between gender and work-life conflict, but only a few researchers have examined how workers experience and manage conflict between their work and home lives across the lifespan. The current study aimed to bridge this gap and examined work-life conflict for individuals aged 30 to 72, focusing on how work-life conflict changes with age. The results show curvilinearity between age in years and work-life conflict. The negative value of the quadratic value coefficient shows a downward concave curve, which confirms curvilinearity and can be interpreted as: the older one is, the less work-life conflict is present - the drop begins after 51 years of age. The results of this study give better insights into the age effect on work-life conflict among higher education lecturers. The implications are foremost for the policymakers, higher education lecturers themselves, and work-life conflict researchers. Results of this study can be used both for further research and in practice. The broad scientific and professional interest in the constructs relating to work-life conflict is growing as global competition increases rapidly, and management expresses the need for such research; work-life conflict plays a remarkable role in the sustainability of organizations through their employees.
Highlights
The present time is characterized by high competitiveness on the market and the rise of modern information technology as well as the demand for constant readiness of employees and long working hours
The broad academic and professional interest in the constructs related to work-life conflicts is growing as global competition increases rapidly and management expresses the need for such research; work-life conflicts play a remarkable role in the sustainability of organizations through their employees
The negative value of the quadratic value coefficient shows a downward concave curve, which confirms curvilinearity and can be interpreted as: the older one is, the less work-life conflict is present – the drop begins after 51 years of age
Summary
The present time is characterized by high competitiveness on the market and the rise of modern information technology as well as the demand for constant readiness of employees and long working hours. The lack of time, capacity or energy of the individual leads to the so-called work-life conflict, which has many negative consequences. Work-life conflicts arise when work and family are incompatible (Cooklin, Dinh, Strazdins, Westrupp, Leach & Nicholson, 2016; Netemeyer, Boles & McMurrian, 1996) and are roughly divided into conflicts of time, strain and SCHOOL OF BUSINESS, 2/2020, 23-34. The broad academic and professional interest in the constructs related to work-life conflicts is growing as global competition increases rapidly and management expresses the need for such research; work-life conflicts play a remarkable role in the sustainability of organizations through their employees. Based on studied literature and previous research, we propose an inquiry into the relationship between age and work-life conflict to determine whether the relationship is linear or curvilinear and explain how work-life conflict changes with age
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