Work environment characteristics as determinants of work to family conflict among working females, Egypt.

Hanaa A Zayed,Ibrahim Ali Kabbash,Rania Moustafa El-Sallamy,Sanaa Abd El-Fatah Abdo

doi:10.1007/s11356-021-13884-9

Hanaa A Zayed, Ibrahim Ali Kabbash + Show 2 more

Open Access

https://doi.org/10.1007/s11356-021-13884-9

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Abstract

Positive work environment is the corner stone for control and relief of work to family conflict (WFC). To determine the prevalence work-family spillovers and to study the relations between them and work environment characteristics among full-time female employees at Tanta University Medical Campus. A cross-sectional study was carried among female employees working in the five faculties that are present at Tanta University Medical Campus. A total of 442 female workers were recruited. Data were collected using a self-administered questionnaire including personal characteristics, work-related data, and home responsibilities. Job characteristics scales, work to family, and family to work spillovers scales were used to study their correlation. Participants' mean age was 39.87 ± 10.07 years. Approximately half of participants had moderate degrees of both positive and negative work to family and family to work spillovers. Significant positive correlation was detected between skills discretion and both of positive work to family and family to work spillovers (r = 0.361, r = 0.288, P = 0. 0.001, respectively); similar relations were reported regarding decision authority, coworkers' support, and supervisors' support. The negative work to family and family to work spillovers significantly increased by increasing in work demands (r = 0. 0.315, r = 0.218, P = 0. 0.001, respectively). Significant and negative correlations were found between each of skills discretion and supervisors' support scales and the negative impact of family to work spillover (r = - 0.130; P = 0.006, r = - 0.167; P = 0.001, respectively). The prevalence of both positive and negative work to family and family to work spillovers was relatively high. Significant relations were detected between work-family spillovers and work environment characteristics regarding skills discretion, work demands, decision authority, coworkers, and supervisors' support.

Highlights

Family-friendly work environments help positive outcomes for workforces, motivating them at work and increasing positive mood at home too [Van Steenberg & Ellemers, 2009, Sanz_Vergel et al, 2015]
The negative work to family and family to work spillovers significantly increased by increasing in work demands (r= 0. 0.315, r= 0.218, P=0. 0.001 respectively)
The present study reported that the negative family to work spillover was significantly decreased as the age of female employees increased

Summary

Introduction

Family-friendly work environments help positive outcomes for workforces, motivating them at work and increasing positive mood at home too [Van Steenberg & Ellemers, 2009, Sanz_Vergel et al, 2015]. Non- motivating work atmospheres have been related to troubles in family running that may lead to poor outcome of employee [Anand et al, 2014]. Work-family conflicts and work overload is a well-known cause of stress [Stamper & Johike, 2003]. Stressors at work such as personalprofessional conflicts and work overload are identified to generate boredom in work that spills over into the family [Fu & Shaffer, 2001]. Positive work practice environment is the corner stone for control and relieving of work to family conflict (WFC)

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