Abstract
The negative emotional and health effects of work-life conflict (WLC) have been demonstrated in numerous studies regarding organizational psychology and occupational health. However, little is known about WLC’s relationship with positive wellbeing outcomes, including emotional, psychological, and social aspects of workers’ thriving. Furthermore, the mediating processes underlying the effects of WLC remain mostly unknown. The current study investigated the associations of perceived time- and strain-based WLC with positive mental health and thriving at work, as well as the mediating role of mindfulness in these associations. It is argued that WLC causes reduced mindfulness capacities among workers, which is in turn associated with lower positive wellbeing given the importance of mindfulness in emotion regulation. A sample of 330 workers based in Québec, Canada, completed an online survey including a measure of strain- and time-based interference with personal projects (i.e., the goals and activities that define the daily life of an individual) and validated scales of wellbeing outcomes and mindfulness. Results of structural equation modeling revealed negative associations between time- and strain-based WLC with positive mental health and thriving at work. Work-life conflict was related to lower mindfulness, which played a mediating role in the associations between time-based WLC with positive mental health and thriving at work, as well as strain-based WLC with positive mental health. The mediation was complete for the time-based WLC and positive mental health association, but partial for the other mediated pathways, highlighting the need for more research to identify additional mediators. These results highlight that beyond resulting in negative emotional/health outcomes often studied in previous research, WLC may be associated with workers’ reduced potential to live a fulfilling life, in general and in the workplace. Recommendations (e.g., mindfulness intervention to promote emotional regulation, personal project intervention) for workplace policymakers and practitioners are identified.
Highlights
In 2016, 47% of working Canadians considered their work to be the most stressful part of daily life (Canadian Centre for Occupational Health and Safety, 2016)
Two research questions act as a foundation for the present study: (1) how does work-life conflict (WLC) relate to the positive mental health and workplace wellbeing of workers in Québec, Canada? (2) Is workplace mindfulness a mediator in the association between WLC and workers’ positive mental health and workplace wellbeing? It is further hypothesized that: (a) there are negative associations between time- and strain-based WLC and positive mental health and wellbeing at work; and (b) that these negative associations are explained by the fact that WLC is associated with reduced mindfulness, which in turn is related to lower levels of positive mental health and wellbeing at work
Time-based WLC was found to be negatively correlated with psychological wellbeing at work, positive mental health, and mindfulness
Summary
In 2016, 47% of working Canadians considered their work to be the most stressful part of daily life (Canadian Centre for Occupational Health and Safety, 2016). Canadian workers reported work-related stress as the primary cause of their mental health concerns (Shepell and Mental Health Commission of Canada, 2018). Of the stressors that can cause mental health concerns, researchers have found that forms of WLC (e.g., time- and strain-based conflicts) negatively affect workers’ emotional wellbeing and health (Haar et al, 2014). More research is needed to understand the psychological processes explaining how WLC influences wellbeing. By identifying these processes, interventions to counteract these processes can be developed and implemented in order to support workers’ wellbeing. This research explores the association between WLC and workers’ positive mental health (including positive emotions) and workplace wellbeing in Québec, Canada, as well as the mediating role of mindfulness in that relationship
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