Antecedents Of Work-family Conflict Research Articles

Gender Role Attitudes and Striving for Achievement as Antecedents of Work-family Conflict in Employed Spouses in Croatia

Gender Role Attitudes and Striving for Achievement as Antecedents of Work-family Conflict in Employed Spouses in Croatia

Conceptualizing Intersectionality between Work-family Conflict and Career Progress of Married Women Employed in Nepalese Financial Sector

This study examines the intersectional relationship between work-family conflict and career progress of married women employed in the financial sector within Kathmandu Valley. Although both work and family are important dimensions of human life, in Nepalese context the intersectional relationship between gender roles, work and family responsibilities and career progress has been inadequately studied. Hence, this research aims to conceptualize work-family conflict by examining the intersectional relationship between socio-demographic factors, antecedents of work-family conflict and career progress of married women employees in the context of Nepalese Financial Sector. In this study intersectional research design has been used to analyze relationships between variables together with ninety (N=90) married women employees as research participants. Results of both descriptive and inferential statistics indicate that asymmetry still remains prevalent and permeable among married women employees regarding their work-family interfaces and involvements. Hence, antecedents of work family conflict intersect a predictive association with subsequent existential experiences, ambition gaps and perceptions that negatively influences career progress of married women. Based on the findings, this study recommends a sustainable corporate culture and human resources management practices that remains sensitive to gender issues and also assimilates complex and conflicting necessities of both work and family involvements. Keywords: Work-family conflict, Career progress, Sustainable corporate culture, Human resource practices

Antecedents of work-family conflict among Egyptian civil workers.

AimPrevious studies have suggested variable levels of associations between work–family conflict (W_F_C) and its antecedents in different populations. We aimed to assess the antecedents of this conflict and its two types; work-to-family (WFC) and family-to-work (FWC) among Egyptian civil workers.Subjects and methodsIn a convenience sample of 3134 Egyptian civil workers, we assessed the W_F_C using the National Study of Midlife Development in the US and attributed it, by logistic and linear regression analyses, to several sociodemographic, work/family situational, behavioral, and health-related variables which were collected by a questionnaire survey between October 2019 and January 2020.ResultsW_F_C was prevalent in 56% of the sample (51% for WFC and 62% for FWC). The work and family situational factors were the most significant antecedents of the W_F_C and its two types; partial R2 was 0.71. Both the health-related and behavioral clusters of antecedents were also predictors of W_F_C, while the sociodemographic antecedents contributed minimally to the FWC. The multivariable odds ratios (95% CIs) for high W_F_C in those with high vs low work demands, job control, social support at work, and family were 4.11 (2.89–7.03), 0.0 (0.66–0.90), 0.86 (0.62–0.98), and 0.74 (0.59–0.94), respectively.ConclusionsWork and family situational factors were the most significant antecedents of the levels of W_F_C in Egyptian civil workers. The Egyptian authorities could reduce the civil workers’ W_F_C by improving the work environment, finding ways to relieve the workload demands, and helping the civil workers to have more job control and social support.

An empirical work life balance study on context of women employees

Family-work conflict (FWC) and work-family conflict (WFC) are more likely to exert negative influences in the family domain, resulting in lower life satisfaction and greater internal conflict within the family. Studies have identified several variables that influence the level of WFC and FWC. Variables such as the size of family, the age of children, the work hours and the level of social support impact the experience of WFC and FWC. However, these variables have been conceptualized as antecedents of WFC and FWC, it is also important to consider the consequences these variables have on psychological distress and wellbeing of the working women. This paper attempts to identify key factors and challenges that feel overwhelmed to the female by continuous pressure derived from the high expectations of the job.

Antecedents of Work-Family Conflict within Higher Education Setting

This study examined the potential antecedents of multidimensional work-family conflict in a sample of 828 academic staff. Following previous meta-analyses, antecedents of work-family conflict were categorized into three domains as individual/demographic (e.g., gender), work (e.g., work role overload), and nonwork/family (e.g., family role overload) variables. Multidimensional Work Family Conflict Scale (MWFCS) was used to measure each three types (time-based, strain-based, and behavior-based) of work-family and family-work conflict. After controlling for individual and family domain variables, work domain variables added significant variance in predicting all types of work-family conflict. Similarly, after controlling for individual and work domain variables, family domain variables added significant variance in predicting family-work conflict variables, except for behavior-based family-work conflict. Implications of these findings for practice and future research on work-family conflict were discussed.

Personal and organizational resources of family caregivers ' well-being

Purpose– Previous research on the work-family nexus has tended to concentrate on childcare responsibilities. This neglects consideration of an increasing population of employees who care for dependents such as elders, impaired partners or disabled children. Therefore, the aim of this study is to investigate organizational and personal resources as antecedents of work-family conflict (WFC) and irritation in a sample of employed family caregivers.Design/methodology/approach– Data were collected from 508 employees within one organization who had informal family caregiving responsibilities.Findings– The results indicate that a supportive work-family culture was an important resource for reducing WFC and health-related self-efficacy reduced irritation. In sum, when a company fosters a family-friendly culture that includes working in a constructive and understanding manner with employees who have informal family caregiver responsibilities, it becomes easier for the employees to integrate the demands of work and family demands. Moreover, health-related self-efficacy is an important resource that can improve stress and future researchers should give it greater consideration.Originality/value– This study contributes to existing literature by the identification of personal and organizational resources of informal family caregivers with the aim to reduce their stress experiences.

Shrugging it off: Does psychological detachment from work mediate the relationship between workplace aggression and work-family conflict?

The current study investigates workplace aggression and psychological detachment from work as possible antecedents of work-family conflict. We draw upon Conservation of Resources theory and the Effort-Recovery Model to argue that employees who fail to psychologically detach from stressful events in the workplace experience a relative lack of resources that is negatively associated with functioning in the nonwork domain. Further, we extend prior research on antecedents of work-family conflict by examining workplace aggression, a prevalent workplace stressor. Utilizing multisource data (i.e., employee, significant other, and coworker reports), our findings indicate that self-reported psychological detachment mediates the relationship between coworker-reported workplace aggression and both self- and significant other-reported work-family conflict. Findings from the current study speak to the value of combining perspectives from research on recovery from work stress and the work-family interface, and point toward implications for research and practice.

A Study on Antecedents of Work-family Conflict: Family-friendly Organization, Work Characteristics, Role Involvement or Demographic Factors

A Study on Antecedents of Work-family Conflict: Family-friendly Organization, Work Characteristics, Role Involvement or Demographic Factors

Predicting Work-Family and Familywork Conflict from Work and Family Domain: A Longitudinal Study

Although work-family conflict studies are available in Malaysia, most rely on cross-sectional design and focus on women. This study uses the longitudinal design on a heterogeneous sample which is aimed to enhance the understanding of the antecedents of work-family conflict (WFC) and familywork conflict (FWC) from work and family demands and resources. The respondents were 296 employees in diverse industries from six public and private organizations in Kuching, Sarawak. Two surveys were conducted over a three-month interval. Structural Equation Modeling via AMOS 7.0 was used to analyse the data. The study found that the respondents reported higher WFC than FWC. Demands from work predicted WFC positively while resources from work predicted WFC negatively. None of the demands and resources from work and family predicted FWC. The findings implied the importance of organizations in influencing the work-family balance of the employees. Keywords: Work-family conflict (WFC), family-work conflict (FWC), demands, resources.

Antecedents of Work-Family Conflict: Review and Prospect

With the increase in the proportion of dual-earner families and work stress, there are increasing emphases placedon the study of work-family conflict (WFC). The paper reviews that antecedents of WFC from aspects ofindividual, work and family. Findings and implications include the effects of individual factors like demographicand personality variables, the influences of work variables like work stress, family friendly programs andimpacts of family variables like family demands and spousal interactions. In addition, we propose that moreefforts should be put into theoretical development, integrative studies, individual and family variables in thefuture.

Work-Life Balance among Married Women Employees.

Family–work conflict (FWC) and work–family conflict (WFC) are more likely to exert negative influences in the family domain, resulting in lower life satisfaction and greater internal conflict within the family. Studies have identified several variables that influence the level of WFC and FWC. Variables such as the size of family, the age of children, the work hours and the level of social support impact the experience of WFC and FWC. However, these variables have been conceptualized as antecedents of WFC and FWC; it is also important to consider the consequences these variables have on psychological distress and wellbeing of the working women.Aim:to study various factors which could lead to WFC and FWC among married women employees.Materials and Methods:The sample consisted of a total of 90 married working women of age between 20 and 50 years. WFC and FWC Scale was administered to measure WFC and FWC of working women. The obtained data were analyzed using descriptive and inferential statistics. Carl Pearson's Correlation was used to find the relationship between the different variables.Findings and Conclusion:The findings of the study emphasized the need to formulate guidelines for the management of WFCs at organizational level as it is related to job satisfaction and performance of the employees.

Work-Family Conflict, Part I: Antecedents of Work-Family Conflict in National Collegiate Athletic Association Division I-A Certified Athletic Trainers

Work-family conflict (WFC) involves discord that arises when the demands of work interfere with the demands of family or home life. Long work hours, minimal control over work schedules, and time spent away from home are antecedents to WFC. To date, few authors have examined work-family conflict within the athletic training profession. To investigate the occurrence of WFC in certified athletic trainers (ATs) and to identify roots and factors leading to quality-of-life issues for ATs working in the National Collegiate Athletic Association Division I-A setting. Survey questionnaire and follow-up, in-depth, in-person interviews. Division I-A universities sponsoring football. A total of 587 ATs (324 men, 263 women) responded to the questionnaire. Twelve ATs (6 men, 6 women) participated in the qualitative portion: 2 head ATs, 4 assistant ATs, 4 graduate assistant ATs, and 2 AT program directors. Multiple regression analysis was performed to determine whether workload and travel predicted levels of WFC. Analyses of variance were calculated to investigate differences among the factors of sex, marital status, and family status. Interviews were transcribed verbatim and then analyzed using computer software as well as member checks and peer debriefing. The triangulation of the data collection and multiple sources of qualitative analysis were utilized to limit potential researcher prejudices. Regression analyses revealed that long work hours and travel directly contributed to WFC. In addition to long hours and travel, inflexible work schedules and staffing patterns were discussed by the interview participants as antecedents to WFC. Regardless of sex (P = .142), marital status (P = .687), family status (P = .055), or age of children (P = .633), WFC affected Division I-A ATs. No matter their marital or family status, ATs employed at the Division I-A level experienced difficulties balancing their work and home lives. Sources of conflict primarily stemmed from the consuming nature of the profession, travel, inflexible work schedules, and lack of full-time staff members.

Predicting Work–Family Conflict From Workload, Job Attitudes, Group Attributes, and Health: A Longitudinal Study

This article examined the concurrent and longitudinal predictors of work–family conflict (WFC) among soldiers stationed in Europe. Aspects of workload (work hours, hours of sleep, days training, perceived work overload) and measures of health and morale were the strongest concurrent predictors of WFC. For the entire sample, physical symptoms and horizontal cohesion at Time 1 were the only significant predictors of WFC 3 to 4 months later (Time 2) after controlling for WFC at Time 1. Higher levels of physical symptoms and horizontal cohesion at Time 1 predicted greater WFC at Time 2. Job satisfaction and significance emerged as additional longitudinal predictors of WFC for soldiers who were married or who had a child at home. Job satisfaction predicted reduced WFC conflict at Time 2, whereas job significance predicted increased WFC. Moderated regressions revealed that ratings of officer leadership moderated many of the longitudinal predictors of WFC, with the most consistent moderating effect being that high ratings of officer leadership increased the relation between a predictor at Time 1 and WFC at Time 2. Moderated regressions also revealed that higher unit cohesion led to increased WFC only when soldiers felt a low sense of job significance. The importance of conducting longitudinal research to investigate the antecedents of WFC is discussed.