Consequences Of Work-family Conflict Research Articles

The family side of work-family conflict: A literature review of antecedents and consequences

Objective: To review the empirical literature on family antecedents and consequences of work-family conflict. Background: Over the last decades, family living and working life have changed profoundly, affecting families' needs and expectations towards reconciliation, as well as perceptions of work-family conflict. Previous reviews of the relevant literature in this flourishing field of research have predominantly focused on the work side of sources and consequences of these conflicts. However, a review of the family side of work-family conflict is still missing. Method: The review of the existing literature followed the guidelines of "PRISMA - Preferred Reporting Items for Systematic Reviews and Meta-Analyses." 100 quantitative empirical studies were identified by relevant keywords, including research between 1988-2021. Results: The review of international and interdisciplinary empirical evidence remarkably shows the heterogeneity in research on family antecedents and consequences of work-family conflict in the directions of family-to-work and work-to-family. In addition, the findings of existing studies are inconsistent, if not ambivalent. However, the review also demonstrates a growing body of literature that considers or even focuses on the family side of work-family conflict. Conclusion: The family plays an essential role in reconciling the private and the working life, as it is a source of conflict and a resource for dealing with conflicts at the same time.

Work-family conflict from the perspective of the family: Introduction to the Special Issue

Objective: To introduce the readers to the Journal of Family Research's Special Issue (4/2022) about "work-family conflict from the perspective of the family". Background: Research on work-family conflict rooted in family research and with an explicit focus on family issues has been comparatively rare compared to a more work-centered view. Method: Except for the review article, all contributions of this Special Issue are quantitative analyses of large-scale data from Germany, i.e., the "pairfam"-study, the "LEEP-B3"-study, and the "Growing up in Germany"-survey. Results: The seven studies are innately heterogeneous and show the range in which family research may contribute to the understanding of work-family conflict, and vice versa. Work-family conflict was studied in the context of the transition to parenthood, parenting practices, the composition of working environments, scaling back, mental health, and fertility preferences. Conclusion: Explicitly discussing family issues and their implications for work-family conflict is necessary to understand the interdependencies between family and work, and to pave the way towards a much broader understanding of the antecedents and consequences of work-family conflict in the context of family living.

The consequences of work-family conflict in families on the behavior of the child

The balancing act between work and family life can be a challenge that affects both the parents and other members of a family. This study investigates the effect of a parent’s experience of work-family conflict on the behavior of the child. Parental well-being and parenting act as mediators, as previous studies have suggested that this relationship does not run directly. Data from 969 children in the Pairfam database were analyzed using structural equation modelling. The results reveal that both directions of work-family conflict (WIF and FIW) have a negative impact on parental well-being, and only the specific negative spillover from family to work (FIW) influencing parenting performance. In addition, although good levels of well-being and adequate parenting have a positive influence on the behavior of children, the specific spillover effects from work responsibilities to the family (WIF) are apparently unrelated to parenting.

Antecedents and Consequences of Work-Family Conflict in Qatar

Purpose This paper examines the effect of causal factors, such as work-life harmony, work- family conflict, co-worker and supervisor support, as well as spouse support, on workload and job stress and employee psychological ill-being (depression/anxiety). Design/methodology/approach A large convenience sample of 807 families from Qatar was surveyed. Using SPSS, the researchers used factor analysis to establish construct validity, based on two suitability tests: the Kaisers-Meyer-Olkin (KMO) measure of sampling adequacy and the Bartless test of sphericity. The dimensions were found to be reliable and valid. Findings Findings from regression analysis show that five independent variables, as well as gender, are significant in predicting staff members’ perceived employee psychological ill-being in Qatar. In addition, results of the recursive model reveal that work-life harmony, supervisor’s and spouse’s support lead to less perceived employee psychological ill-being. However, workload, job stress and work-family conflict lead to more perceived employee psychological ill-being in Qatar. Practical implications Findings of this investigation provide strategic insights and practical thinking that have important implications for understanding and overcoming employee psychological ill-being. What’s more, this paper contributes to the limited knowledge about the effects of stressful working conditions in combination with low levels of spouse support and co-worker and supervisor support on work-life conflict and higher levels of depression and anxiety. Originality This article empirically correlates three fields of management research: Managerial Psychology, Employee Well-Being and Work-Life Balance.

Understanding the causes and consequences of work-family conflict

Purpose– An important theme for a twenty-first century employee is a desire for work and family balance which is devoid of conflict. Drawing on detailed empirical research, the purpose of this paper is to examine the multi-faceted causes and consequences of work-family conflict (WFC) in a non-Western context (Nigeria).Design/methodology/approach– The paper uses qualitative data gleaned from the semi-structured interviews of 88 employees (44 university lecturers and 44 medical doctors) in cities in the six geo-political zones of Nigeria.Findings– The findings showed that work pressure, heavy familial duties, poor infrastructural facilities, and a lack of suitable and practicable work-family balance policies are the main causes of WFC in Nigeria. Juvenile delinquencies, broken marriages/families, and an unhappy workforce are among the grave consequences of WFC among Nigerian employees.Originality/value– This paper suggests that the availability of basic infrastructural facilities, more governmental support, practicable work-family policies, inter alia, will reduce the level of WFC for Nigerian employees and will also results in positive spill-over from the work domain to the family domain and vice-versa.

The Consequences of Work-family Conflict, Burnout and Organizational Commitment among Women in Indonesia

An individual with symptoms of exhausted is believed to have a problematic tendency towards working attitude and lack of commitment by the organization as a whole. The subjects of this study were women who worked in the banking sector, in Pekanbaru, Riau, Indonesia. The results of hierarchical regression analyses were undertaken in which several of variables, work-family conflict, burnout, and commitment organizational. The excessive demands of work and family responsibilities cause individuals indicated to withdraw from an imbalance of the role and affecting of performance, such as organizational commitment.

Causes and Consequences of Work-Family Conflict (WFC) among the Female Employees in Bangladesh: An Empirical Study

Work-family conflict (WFC) is a universal issue irrespective of the countries and cultures all over the world. But the nature and extent are likely to be different in different societies with different cultural characteristics. This paper is an attempt to identify the factors that result in WFC of female employees working at different universities, commercial banks and government organizations in Bangladesh. WFC is a common issue and produces negative effects for the employees, their families, and work organizations. It is more severe for the female employees compare to male employees in the traditional society like Bangladesh. Female participation in the work place is gradually increasing over the last few decades. Working women are encountering role conflict because of family responsibilities. This study is based on primary data. A sample of 50 female employees from ten organizations is selected and they are asked to unearth the key factors that lead to work-family conflict. The data are gathered by administering questionnaires. The study shows that the main variables responsible for WFC are: long working hour, job inflexibility, work overload, child care responsibility, age of children, dependent care responsibility, discrimination at work place, inadequate supervisory support, autocratic management style, inadequate family support, and the absence of husband's support. The findings of the study emphasized the need to formulate guidelines for the management of WFC at the organizational level as it is connected to job satisfaction and performance of the employees.

The Negative Relationship between Work Family Conflict and Career Satisfaction and the Role of Individual Differences

This research study investigates the negative relationship between work family conflict and career satisfaction and how the individual differences (like gender and age) may moderate it. Work-family conflict is the inter-role conflict in which responsibilities from the work and family domains are not compatible. Work-family conflict occurs when participation in the family role is made more difficult by participation in the work role. Some time ago, the consequences of work family conflict was not considerable on career outcomes but changing roles of families and more demanding professional lives change this scenario. So it is impossible to make any conclusion about career outcomes without considering work family conflict in this module. Data has collected through questionnaires and then regression and correlation tests are applied to get results which indicate the negative relationship between work family conflict and career satisfaction. Moreover the research shows that the negative relationship is significant for women compared to men and different individuals experience different level of work family conflict at different life stages. The research study suggests that individual differences should be considered while making work family conflict programs. More independent variables should be involved for broader study of the topic in future studies.

Adaptation française et validation d’une échelle d’enrichissement travail-famille.

The work-family interface can be examined in terms of conflict or enrichment. The majority of previous studies have focused on the determinants and consequences of work-family conflict. However, a more complete picture of the situation requires an examination of how work and family roles can mutually enrich each other. Until now, scholars did not have a validated measure in French to capture this construct. This article presents the results of 2 studies that establish the psychometric properties of the Echelle d’enrichissement travail-famille (EETF), a French translation of the Work-Family Enrichment Scale from Carlson, Kacmar, Wayne, and Grzywacz (2006). Factorial analyses, exploratory (Study 1) and confirmatory (Study 2), were conducted on data collected from French speaking workers in Quebec. The results show satisfactory internal consistency and confirm the factorial structure of the scale. Furthermore, the construct validity of the scale was confirmed (Study 2). Indeed, the results of Study 2 showed that work-family and family work enrichment are positively related to affective organisational commitment, positive affects, satisfaction with work, family and in life in general, and negatively related to physical health problems and negative affects.

Why Is It Difficult to Balance Work and Family? An Analysis Based on Work-Family Boundary Theory

Work-family conflict has been one of the central issues in organizational behavior and human resource management research since the late 1980s. Although antecedents and consequences of work-family conflict have been widely studied, there are several limitations in the current literature as follows. Firstly, many researchers pay much of their attention to figuring out the antecedents and consequences of work-family conflict, but little attention is directed toward uncovering the inherent mechanism. Second, the effects of work interfering with family on individuals' work-related attitudes and behaviors have been examined extensively, but little attention has been paid to the effects of family interfering with work. Finally, many researchers regard work-family conflict as a source of role conflict and neglect the effects of work-family conflict on other forms of role stress, such as role ambiguity and role overload. Therefore, this study was designed to extend the existing literature. The causes of work-family conflict have been analyzed based on work-family boundary theory by taking the three portfolios of work-family boundary as external conditions and the ever-growing role requirements in both domains of work and family as internal conditions. The effects of the two forms of work-family conflict- work interfering with family and family interfering with work- on individuals' work-related attitudes and behaviors were mediated by the three dimensions of role stress(role conflict, role ambiguity, and role overload). Two rounds of survey investigation have been conducted in seven subsidies of a large corporation specialized in manufacturing automatic control systems. In the first round, work interfering with family, family interfering with work, role conflict, role ambiguity, and role overload were included in the questionnaire. In the second round, job satisfaction and turnover intention were included in the questionnaire. Finally, 545 matching data, collected in the two-round investigation, were used to test the mediating effects of role stress on the relationships between work-family conflict and individuals' work-related attitudes and behaviors through structural equation modeling. Results indicate that:(1) work interfering with family exerts positive effects on role conflict and role overload significantly;(2) family interfering with work exerts positive effects on role conflict, role ambiguity and role overload significantly;(3) role conflict, role ambiguity and role overload all exert negative effects on job satisfaction and positive effects on turnover intention; and(4) role stress plays as a full mediating role in the associations of work-family conflict with job satisfaction and turnover intention, and job satisfaction serves as a partial mediator in the association of role stress and turnover intention. Several practical implications for managers can be drawn from the mechanisms concluded based on work-family boundary theory. First, managers can implement work-family conflict interventions more precisely based on a deep understanding of the nature of work-family conflict. Second, work-family balance planning can be designed based on the mediating mechanism of work-family conflict on work-related outcomes through role stress. Third, job satisfaction can be taken as an indicator to reduce the potential violation of work-family conflict on individuals' work-related attitudes and behaviors.

Cross-Domain Effects of Work-Family Conflict on Organizational Commitment and Performance

Two important hypotheses concerning the consequences of work-family conflict are matching-domain effect and cross-domain effect. However, neither of these has been explicitly tested in a Chinese context despite the increasing attention given by business and organization researchers to the Chinese business world. Moreover, the extant evidence is less clear for performance outcomes than for attitudinal outcomes. In this study, we considered both economic and cultural characteristics of employees to examine the relationships between bidirectional work-family conflict and work outcomes in China. We surveyed a sample of 241 supervisor-subordinate dyads employed at 3 hospitals in Beijing and Xi'an and found that, among our participants, family-to-work conflict was negatively related to affective and normative commitment to the organization that employed them, and that family-to-work conflict, rather than work-to-family conflict, was negatively related to their task performance at work.

Work‐family conflict, satisfactions and psychological well‐being among women managers and professionals in Turkey

PurposeAlthough women continue to enter managerial and professional jobs in increasing numbers, they continue to be underrepresented at more senior levels of management. Several factors have been found to account for this, an important one being women's responsibilities for home and family functioning, often resulting in work‐family conflict (WFC). The purpose of this paper is to examine correlates and consequences of WFC among a sample of managerial and professional women working in Istanbul, Turkey.Design/methodology/approachData were collected from 143 women, most working in the public sector, using anonymously completed questionnaires. About half were married and about half had children. WFC, both work interfering with family and family interfering with work (time‐, strain‐ and behaviour‐based) were measured by a scale developed and validated by Carlson et al., in a US study.FindingsThe respondents indicated relatively low levels of WFC. Levels of work interfering with family and family interfering with work were significantly and positively correlated. Hierarchical regression analyses, controlling for both personal demographic and work situation characteristics, showed that WFC generally predicted both work and psychological well‐being outcomes, work interfering with family being a consistently stronger predictor of these than was family interfering with work.Research limitations/implicationsData collected at one point in time make it difficult to examine causality. In addition, most respondents worked in the public sector, raising the issue of generalizability to women managers and professionals in the private sector.Practical implicationsPractical implications are offered for individuals, families and workplaces to address work‐family issues.Originality/valueThis is one of the few studies of WFC among women managers and professionals in Turkey.

An Examination of the Selected Antecedents and Outcomes of Work-Family Conflict and Family-Work Conflict in Frontline Service Jobs

ABSTRACT The purpose of this study is to develop and test a model that investigates the selected antecedents and consequences of work-family conflict and family-work conflict in frontline service jobs. Data were obtained from a sample of full-time frontline employees in Northern Cyprus hotels as its setting. The results of the path analysis showed that negative affectivity (NA) amplified employees' work-family conflict and family-work conflict. Work-family conflict was found to be a significant outcome of work overload, whereas family-work conflict was not. Neither work-family conflict nor family-work conflict significantly influenced creative performance. The results indicated that work-family conflict was significantly and negatively related to career satisfaction, whereas family-work conflict was not. In addition, conflict between family and work domains exacerbated turnover intentions. However, the results did not lend any support to the relationship between work-family conflict and turnover intentions. There was no empirical support for the impact of NA on work overload. The results demonstrated that career satisfaction had a significant negative impact on turnover intentions. The findings regarding the relationships among work overload, creative performance, and career satisfaction were in the hypothesized directions. Implications of the findings and avenues for future research are presented in the study.

Work-family conflict: Experiences and health implications among immigrant Latinos.

Work-family conflict research has focused almost exclusively on professional, White adults. The goal of this article was to expand the understanding of culture and industry in shaping experiences and consequences of work-family conflict. Using in-depth interview data (n = 26) and structured survey data (n = 200) from immigrant Latinos employed in the poultry processing industry, the authors evaluated predictions drawn from emerging models emphasizing the influence of cultural characteristics such as collectivism and gender ideology on work-family conflict. Results indicated that immigrant Latinos in poultry processing experienced infrequent work-to-family conflict; both the level and the antecedents of work-to-family conflict differed by gender, with physical demands contributing to greater conflict for women but not men. In addition, there was little evidence that work-family conflict was associated with health in this population. These results demonstrate how traditional models of work-family conflict need to be modified to reflect the needs and circumstances of diverse workers in the new global economy.

A Cross-National Comparative Study of Work/Family Demands and Resources

This article presents phase 2 of the Collaborative International Study of Managerial Stress (CISMS2) with the objective of studying cross culturally/cross-nationally potential causes and consequences of work-family conflict. This collaborative international study contributes to the existing literature on work and family by adding a different theoretical perspective (interaction between demands and resources, and resource loss), following the thinking of Grandey and Cropanzano, focusing on a specific collective (managers), and testing both universalistic and cross cultural hypotheses in a large sample taken from 25 countries in different continents, representing different socio-cultural contexts. It will explore cross cultural/cross-national issues in a comparative sense, looking at how family and societal differences relate to work-family conflict. More specifically we expect that individualism/collectivism and the presence of family-supportive government policies will moderate relationships between demands, resources and work-family conflict.

Consequences of work-family conflict on employee well-being over time

The effects of work-family conflict on the well-being of a diverse sample of 342 non-professional employees from the greater Los Angeles area were examined. Data were collected at two points in time, and a rigorous research design was employed. The effects of self-report bias were considered by controlling for social desirability bias, and by collecting two sources of data (i.e. self-reports and co-workers reports). The results revealed that work-family conflict predicted employee well-being over and above social desirability bias. In addition, analyses were consistent when both self-reports and co-workers reports were utilized. Finally, work-family conflict was a longitudinal predictor of employee's positive well-being. Both cross-sectional and longitudinal analyses were consistent across self-reports and co-worker reports.

Antecedents and Outcomes of Work-Family Conflict Among Employed Women and Men in Finland

The aim of this study was to examine the prevalence, antecedents, and consequences of work-family conflict among employed women and men in Finland. The data were obtained by questionnaire from a sample of 501 employees working in four organizations. The results showed that work-family conflict was more prevalent than family-work conflict among both sexes, but that there were no gender differences in experiencing either work-family or family-work conflict. Family-work conflict was best explained by family domain variables (e.g., number of children living at home) for both sexes, and work-family conflict by work domain variables (e.g., full-time job, poor leadership relations) among the women, and by high education and high number of children living at home among the men. Family-work conflict had negative consequences on family well-being, and work-family conflict, in particular, on occupational well-being. The findings suggest that in particular improvements in working life are needed to prevent problems in the work-family interface.

Antecedents and Outcomes of Work-Family Conflict Among Employed Women and Men in Finland

The aim of this study was to examine theprevalence, antecedents, and consequences of work familyconflict among employed women and men in Finland. Thedata were obtained by questionnaire from a sample of 501 employees working in four organizations.The results showed that work family conflict was moreprevalent than family work conflict among both sexes,but that there were no gender differences inexperiencing either work family or family work conflict.Family work conflict was best explained by family domainvariables (e.g., number of children living at home) forboth sexes, and work family conflict by work domain variables (e.g., full-time job, poorleadership relations) among the women, and by higheducation and high number of children living at homeamong the men. Family work conflict had negativeconsequences on family well-being, and work family conflict,in particular, on occupational well-being. The findingssuggest that in particular improvements in working lifeare needed to prevent problems in the work family interface.