Abstract
The aim of this study is to translate and validate work-family conflict scale abbreviated and developed by Matthews, Kath and Barnes-Farrell (2010) in a Turkish sample. The present study was conducted in a sample of 317 bank employees. The confirmatory factor analysis revealed two-factor structure work-to-family and family-to-work conflict dimensions of the original scale. The convergent, discriminant, and nomological validity analyses showed satisfactory results. Reliability analyses indicated that the scale had high internal consistency and sufficient item correlations. The findings revealed that the Turkish version of work-family conflict scale is a valid and reliable instrument to examine work-family conflict in Turkish context.
Highlights
As both roles can interfere with one another, work roles interact with family roles, and family roles interact with work roles conflict can occur from both domains indicating that work-family conflict is a bidirectional concept (Allen, 2013; Frone, 2003; MacDermid, 2005)
The last criterion for convergent validity is providing composite reliability coefficients higher than .70 (Hair et al, 2014, pp. 605) and according to the results (Table 4), composite reliability coefficient for work-to-family conflict is .81 and for family-to-work conflict is .78. These three rules suggest that convergent validity is established for the work-family conflict scale
The diagonal values show the square root of average variance extracted (AVE) that are higher than the correlations between the variables. These findings reveal that discriminant validity is established for the work-family conflict scale
Summary
Globalization of economy and technological developments changed work life and working conditions by giving means of working out of the office remotely and after office hours (Kinnunen et al, 2014) which eventually leads in the interaction between work roles and family roles. This interaction can be either positive or negative (Allen, 2013; Carlson & Grzywacz, 2008; Kinnunen et al, 2014). As both roles can interfere with one another, work roles interact with family roles (work-tofamily conflict), and family roles interact with work roles (family-to-work conflict) conflict can occur from both domains indicating that work-family conflict is a bidirectional concept (Allen, 2013; Frone, 2003; MacDermid, 2005)
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