Abstract
This study examined work-family life in a Nigerian banking sector setting. One hundred and twenty-one (121) commercial bank employees from the North Central region of Nigeria were the participants (females = 37.5%; age range = 29–56 years). The employees completed measures of work life and work-interference with family conflict (WIFC). The results of the regression analyses showed that work organizational citizenship behaviour was a significant predictor of WIFC (β = .46, p < .001) and contributed 31% of the variance in WIFC. The result further revealed that work-role overload significantly predicted WIFC (β = .33, p < .001) and contributed 47% of the variance in work interference with family conflict. Job stress significantly predicted WIFC (β = .36, p < .001) and contributed 57% of the variance in WIFC. Based on the scarcity hypothesis, the findings of the study suggest that when employees invest resources in their jobs as a result of OCB, work overload and job stress, they tend to experience work-interference with their family lives due to fewer resources allocated to their family roles.
Highlights
Work forms a significant fraction of most people’s activities and is an important aspect of their lives (Ilies et al, 2007)
organizational citizenship behavior (OCB) as self reported by the employees was shown to be positively related to with family conflict (WIFC) (r = .49, p < .001)
The findings of the present study indicate that OCB, role overload and job stress are strong predictors of WIFC
Summary
Work forms a significant fraction of most people’s activities and is an important aspect of their lives (Ilies et al, 2007). When an individual finds it difficult to balance work and family roles work-family conflict may arise (Greenhaus & Beutell, 1985). Work-family conflict is an important issue because it is an indicator for health, well-being, quality of life and duration of self-employment (Williams, 2004). Role ambiguity, role overload, time demands and work centrality may hinder performance of family roles or deplete resources needed for participation in family activities. This study investigated work-to-family conflict (WFC), from the perspective of relationship resourcing in the Nigerian banking sector
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