Abstract
Interest in issues surrounding work–life balance has increased in recent years. Some studies stress the consequences of work–life balance, while others put emphasis on the ways in which people manage to keep the balance. We decided to combine both points of view. The presented study focuses on personal strategies for combining family and work roles and their consequences for maintaining the work–family balance and satisfaction with work and quality of life. There were 289 participants in the study. The instruments used were Work–Family Linkage Questionnaire, Work–Family Fit Questionnaire, Satisfaction of Life Scale and Job Satisfaction Scale. The procedure of adapting the Work–Family Linkage Questionnaire (WFLQ) into Polish was conducted to enable the use of the tool in Poland for the first time. Good psychometric properties of WFLQ were confirmed. The results showed that the individual strategy for combining family and work roles determines the work–home balance, as well as satisfaction with life and career. For example, the amount of negative spillover from home and from work was correlated positively with role conflict and negatively with satisfaction with life, while the amount of positive spillover correlated positively with facilitation and experienced satisfaction with life.
Highlights
Negative spillover from work positively correlated with the severity of role conflict, both in the expected direction, and with family–work conflict, which is consistent with Hypothesis 2
Elevated positive spillover from work was associated with greater work–family facilitation, which is consistent with Hypothesis 1
Positive spillover is associated with facilitation proceeding in both directions: the expected work–family direction and family–work direction, and the opposite direction
Summary
The purpose of the study was to measure the strength of the relationship between the strategies of combining the two spheres of life and other work–family matching indicators. 2. Negative spillover from work (NSW) will be positively correlated with the severity of work–family conflict. 3. Positive spillover from home (PSH) will be positively correlated with the magnitude of family–work facilitation. 4. Negative spillover from home (NSH) will be positively correlated with the severity of family–work conflict. 5. Compensation of what is missing at home (COMPH) will be positively correlated with the magnitude of work–family facilitation and severity of family–work conflict, as well as with job satisfaction. 6. Compensation of what is missing at work (COMPW) will be positively correlated with the magnitude of family–work facilitation and severity of work–family conflict. 8. Negative spillover from home (NSH) and negative spillover from work (NSW) will be negatively correlated with perceived satisfaction with life and, in the case of NSW, job satisfaction. The growth of literature on models for engaging in multiple roles and work–life interference in Poland has created a demand for an instrument that would measure this phenomenon with precision
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