Dimensions Of Work-family Conflict Research Articles

The Effectiveness of an Educational Program Based on the Threats and Opportunities of Remote Work for Dual-Career Couples During the COVID-19 Pandemic on Work-Family Conflict and Its Dimensions

Objective: The purpose of this research was to evaluate the effectiveness of an educational program based on the threats and opportunities of remote work for dual-career couples during the COVID-19 pandemic on work-family conflict and its dimensions. Method: This was a quantitative, applied research employing a quasi-experimental design, utilizing a pre-test/post-test with a control group. The sample consisted of dual-career couples from Kerman city who sought counseling for various reasons. Collaboration was negotiated with a private counseling center, and agreements were made. Couples scoring above the cutoff on the prepared questionnaires were purposively selected, resulting in 20 couples who were then randomly assigned to either the experimental group (10 couples) or the control group (10 couples). The experimental group underwent the educational program while the control group received no training. The data collection instrument was the work-family conflict questionnaire by Carlson et al. (2000). Data in the quantitative section were analyzed using repeated measures analysis of variance with the help of SPSS software. Findings: Given that the computed F-value for the effect of groups on work-family conflict and its dimensions was statistically significant at the 5% level (p < .05), it can be concluded that there was a significant difference between the experimental and control groups after the intervention, and the intervention significantly impacted work-family conflict and its dimensions. The Benferroni post-hoc test indicated that the effects of the educational program based on opportunities and threats of remote work on work-family conflict and its dimensions showed suitable stability during the follow-up phase. Conclusion: Therefore, it can be concluded that the educational package derived from the lived experiences of dual-career couples during the quarantine period of the COVID-19 outbreak was effective on the dimensions of work-family conflict among couples, and this effect was also stable in the follow-up phase.

Spillover of domains: testing the influence of work-family conflict on staff at a Southern U.S. prison

ABSTRACT Correctional staff are a valuable resource for prisons. Nevertheless, they work in a unique environment characterized by numerous stressors that may affect them at work and at home. The literature on predictors of job stress (both in corrections and in other work environments) is extensive, but few studies have examined the role of work-family conflict. The current study examined how the four types of work-family conflict (i.e., time-, strain-, behavior-, and family-based) affect job stress among staff at a large, state-operated correctional facility in the Southern U.S. While time-, strain-, and behavior-based conflict were positively correlated with job stress at the bivariate level, the influence of time-based conflict on job stress became non-significant after controlling for other demographic and contextual variables. Only strain- and behavior-based conflict remained significant predictors of job stress in the multivariate regression analyses. These findings highlight the importance of differentiating between the various dimensions of work-family conflict. Furthermore, all correctional staff need to be aware of the signs and symptoms of work-family conflict and should be trained in the proper responses and places to refer colleagues when necessary.

Work–family conflict and organizational outcomes: moderating effect of intrinsic motivation among women in health care sector of Pakistan

PurposeThis study analyses the organizational consequences of work–family conflict (WFC) among female nurses in health care sector. Moreover, this study focuses on the moderating effect of intrinsic motivation on the association between WFC dimensions with different organizational outcomes.Design/methodology/approachData are collected from 347 female nurses working in health care sector at Islamabad, Rawalpindi, Lahore, Multan and Bahawalpur regions of Pakistan, using random sampling technique. Regression analysis is used to test the hypotheses of this study.FindingsThe findings demonstrate that WFC conflict lowers job satisfaction, affective commitment and organizational citizenship behaviour. Contrary, WFC reduces job satisfaction, affective commitment and organizational citizenship behaviour and increases turnover intentions among female nurses. Moreover, intrinsic motivation moderates the association between WFC and certain organizational outcomes.Originality/valueThe study offers valuable insights for female nurses at health care sector about WFC and finally leads to theoretical contributions and practical implications for the healthcare sector of Pakistan.

Mediating Effect of Work–Family Conflict on the Relationship Between Long Commuting Time and Workers' Anxiety and Insomnia

BackgroundOur study aimed to investigate the mediating role of work–family conflict (WFC) on the relationship between long commutes and workers' anxiety and insomnia. MethodsOur study measured the two dimensions of WFC, time-related, and strain-related, which were considered multiple mediators. The mediating effect of WFC on anxiety and insomnia was investigated by decomposing the total effect into a direct effect (long commuting time → anxiety or insomnia) and an indirect effect (long commuting time → WFC → anxiety or insomnia). The combined indirect effect (joint indirect effect) of strain-related WFC and time-related WFC was estimated. The effects were presented as odds ratios and 95% confidence intervals (CIs). ResultsThe direct effect of 120 min or longer of commuting time was 1.39 (95% CI: 1.17–1.65) times increase in the odds of anxiety and 1.64 (95% CI: 1.41–1.90) times increase in the odds of insomnia than those whose commuting time was less than 60 min. In the case of indirect effects, those whose commuting time was 120 min or longer had 1.13 times higher odds of anxiety (95% CI: 1.07–1.18) and 1.12 times higher odds of insomnia (95% CI: 1.07–1.17) via WFC. The joint indirect effects accounted for 26.4% and 18.5% of the total effect on anxiety and insomnia, respectively. The longer the commuting time, the stronger both direct and indirect effects. ConclusionsOur findings highlight the mediating effect of WFC on the relationship between long commuting times and workers' anxiety and insomnia.

Socio-economic and Household Characteristics Associated with Work-Family Conflict among Female Primary School Teachers in Enugu State, Nigeria

This study focused on the socio-economic and household characteristics associated with work-family conflict among female primary school teachers in Enugu state, Nigeria. Cross-sectional and correlational study design were used to collect data from 2428 female primary school teachers in Enugu state, Nigeria. Structured questionnaire was used to obtain data on socio-economic and household characteristics, while Work and Family Conflict Scale was used to assess work-family conflict in the dimensions of work to family, family to work and overall work and family interference. Analyses were performed using IBM-SPSS version 23 software. Descriptive data were presented as frequencies and percentages, while Chi square was used to test the hypotheses at p < 0.05. Result showed that 23% of the respondents experienced work-family conflict with higher rate (29.9%) of work to family conflict than 25.1% of family to work conflict. Higher salary, urban location, living in ≥ 2-bedroom apartment and using communal toilet and bathroom at home were socio-economic factors significantly (p < 0.05) associated with increase in all the dimensions of work-family conflict. On the other hand, household characteristics associated with higher work-family conflict include; having dependent children, age of oldest child > 12 years old, caring for chronically ill family members, and uneasy accessibility of household water supply. Caring for the elderly and having house helps were associated with increased work to family conflict while household size was not found a factor in any dimension of work-family conflict.

Work-Family Conflict, Psychological Empowerment, and Turnover Intentions among Married Female Doctors

Objective: The aim of the present study was to examine work-family conflict and psychological empowerment as correlates and predictors of turnover intentions among married female doctors. It further aimed to identify significant differences in study variables among the sample in terms of the type of family system i.e., nuclear and joint.
 Materials and Methods: This correlational study analyzed a sample of 105 married female doctors aged 23-45 years (Mage=31.69; SD=5.20) working in different hospitals of Lahore, Pakistan. Participants completed Work-Family Conflict Scale, Psychological Empowerment Instrument and Turnover Intention Scale.
 Results and Discussion: Dimensions of work-family conflict had a significant positive relationship with turnover intentions. Furthermore, psychological empowerment had a significant negative relation with turnover intentions. Behavior-based family interference with work and psychological empowerment emerged as significant predictors of turnover intentions among the sample. No significant differences were found in study variables in terms of nuclear and joint family system.
 Conclusion: Implications of findings are discussed with reference to the medical profession.
 Bangladesh Journal of Medical Science Vol.20(4) 2021 p.855-863

Impact of Work-Family Conflict on Sleep Complaints: Results From the Longitudinal Study of Adult Health (ELSA-Brasil).

Background: Balancing work and family demands is often a challenge. Family and job responsibilities may affect many aspects of health, and sleep is an important issue. Work-family conflict (WFC) refers to situations where it is difficult to reconcile family and professional demands. WFC can act in two directions: work-to-family conflicts occur when job demands interfere in family life; family-to-work conflicts arise when family demands interfere with job performance. This study evaluated whether dimensions of WFC—time- and strain-related, work-to-family conflict; family-to-work conflict; and lack of time for self-care and leisure due to work and family demands—were cross-sectionally and longitudinally associated with sleep complaints, by gender.Methods: The sample comprised 9,704 active workers (5,057 women and 4,647 men) from the Brazilian Longitudinal Study of Adult Health (ELSA-Brasil). Standardized questionnaires were used to collect data. WFC was measured at baseline (2008–2010), and sleep complaints were measured at baseline and approximately 4 years after the first visit (2012–2014). To test the association between the four WFC dimensions and sleep complaints, crude and multiple logistic regressions were conducted to estimate odds ratios and 95% confidence intervals. The adjusted model included age, education, marital status, hours worked and work schedule.Results: Mean age at baseline was 48.2 years. Most participants were educated to University degree level (54.5%), married (68.2%) and worked ≤ 40 h/week (66.1%). At baseline, 48.3% of women and 41.1% of men reported sleep complaints. Frequent WFC was reported by women and men, respectively, as follows: time-related work-to-family conflict (32.6 and 26.1%), strain-related work-to-family conflict (25.3 and 16.0%), family-to-work conflict (6.6 and 7.6%) and lack of time for self-care (35.2 and 24.7%). For both women and men, time- and strain-related work-to-family conflicts and conflicts for lack of time for self-care were cross-sectionally and longitudinally associated with sleep complaints. The findings also suggest a weaker and non-significant association between family-to-work conflict and sleep complaints.Conclusions: The statistically significant associations observed here underline the importance of reducing WFC. In the modern world, both WFC and sleep problems are increasingly recognized as frequent problems that often lead to ill health, thus posing a public health challenge.

Chronic Regulatory Focus and Work-Family Conflict among Chinese Workers.

Survey data from 226 service employees were used to test the hypothesized moderating role of chronic self-regulatory focus on the relationships between work–family conflict (WFC) and challenge/hindrance strain. A follow-up scenario-based experiment (N = 93 executives) confirmed the results of the hypothesized model. Results from the two studies together demonstrated the moderating role of self-regulatory processes: chronic promotion-focused individuals perceived WFC as a challenge-type strain, while chronic prevention-focused individuals viewed WFC as a hindrance-type strain. Individuals use self-regulation strategically: in work domains, they regulate themselves so that family does not interfere with work. Individuals’ stress perceptions differ depending on the two dimensions of WFC as they regard interferences from (WIF) as a personal challenge, perhaps affording them an opportunity to balance work and life and to refine their abilities, but interferences from family to work (FIW) act as a barrier preventing them from achieving career success. When two-way interactions between WIF/FIW and chronic promotion/prevention foci were taken into consideration, the WIF/FIW main effects on challenge/hindrance stress became insignificant, suggesting that chronic self-regulation fully moderated the relationship. The results extend the current work–family research by incorporating self-regulatory processes as an important moderating variable, suggesting new research directions. The findings can help human resource management establish policies and benefit programs that take individual differences into account.

When Domains Spill Over: The Relationships of Work-Family Conflict With Indian Police Affective and Continuance Commitment.

Policing is a stressful occupation that may give rise to work-family conflict (WFC). WFC arises when the work domain encroaches into the family domain, or vice versa, causing officers to become less attached to their job and the police organization. Using survey data collected from a sample of police officers in India, we examined the relationship between four dimensions of WFC (time-based, strain-based, behavior-based, and family-based WFC) and two dimensions of organizational commitment (continuance and affective). Family-based WFC was found to reduce continuance commitment, while strain-based WFC reduced affective commitment. Time-based, strain-based, and behavior-based WFC increased continuance commitment. We examined the implications of these findings for police policy makers and administrators. In addition, we also discussed our findings in the context of cross-cultural comparisons.

Gender as a moderator between work-family conflict, job and family satisfaction

The study examined the effect of work-family conflict on job and family satisfaction among university junior staff in Ghana. It further tested the moderating role of gender on the relationship between work-family conflict dimensions and job and family satisfaction. A quantitative approach was adopted. A multi-stage sampling technique was employed to select 339 respondents. Descriptive and inferential statistics were used to analyse the data. The results revealed a negative effect of work-family conflict on both job satisfaction and family satisfaction. Further analysis showed that gender moderates the relationship between work-family conflict (FIW) and family satisfaction. Recommendations are made to the University authorities and employees on how to minimize the negative effects of work-family which can lead to better job and family satisfaction in this paper.Keywords: work-family conflict, job satisfaction, family satisfaction, gender, junior staff

Relationship of work-family conflict with burnout and marital satisfaction: cross-domain or source attribution relations?

Background: The present study was conducted to examine the relationship between two dimensions of work-family conflict (WFC) with marital satisfaction and burnout in a society in which few studies have been done about the consequences of WFC. Methods: A cross-sectional study was conducted in 2015. Surveys were distributed to 420 employed married women with various jobs living in Bushehr province, Iran. Data were collected using a questionnaire for demographic characteristic, the Netmeyer’s WFC questionnaire, Maslach Burnout Inventory: General Survey (MBI-GS), and Enrich maritalsatisfaction questionnaire. The data were analyzed using descriptive and inferential statistics.Results: There was a negatively significant association between work interference with family(WIF) and overall burnout as well as emotional exhaustion (P < .01). Family interference with work (FIW) was significantly associated with depersonalization (P < .01). The overall marital satisfaction and its subscales were significantly associated with WIF (P < .01) and FIW (P < .01 for overall marital satisfaction and P < .05 for its subscales).Conclusion: In terms of practical implication, to avoid creating disadvantages of WIF and FIW,facilitation in two domains of improving work and family conditions can be a useful means to prevent WFC and its consequences.

Work-family conflict, cardiometabolic risk, and sleep duration in nursing employees.

We investigated associations of work-family conflict and work and family conditions with objectively measured cardiometabolic risk and sleep. Multilevel analyses assessed cross-sectional associations between employee and job characteristics and health in analyses of 1,524 employees in 30 extended-care facilities in a single company. We examined work and family conditions in relation to: (a) validated, cardiometabolic risk score based on measured blood pressure, cholesterol, glycosylated hemoglobin, body mass index, and self-reported tobacco consumption and (b) wrist actigraphy-based sleep duration. In fully adjusted multilevel models, work-to-family conflict but not family-to-work conflict was positively associated with cardiometabolic risk. Having a lower level occupation (nursing assistant vs. nurse) was associated with increased cardiometabolic risk, whereas being married and having younger children at home was protective. A significant Age × Work-to-Family Conflict interaction revealed that higher work-to-family conflict was more strongly associated with increased cardiometabolic risk in younger employees. High family-to-work conflict was significantly associated with shorter sleep duration. Working long hours and having children at home were both independently associated with shorter sleep duration. High work-to-family conflict was associated with longer sleep duration. These results indicate that different dimensions of work-family conflict may pose threats to cardiometabolic health and sleep duration for employees. This study contributes to the research on work-family conflict, suggesting that work-to-family and family-to-work conflict are associated with specific health outcomes. Translating theory and findings to preventive interventions entails recognition of the dimensionality of work and family dynamics and the need to target specific work and family conditions.

A model of work-family conflict and well-being among Malaysian working women.

Work and family are the two most important domains in a person's life. Lack of balance between work and family can lead to adverse consequences such as psychological distress; however, the effect of work-family conflict on psychological distress might be mediated by job and family dissatisfaction. This study examines a model of the four dimensions of work-family conflict and their consequences on psychological distress. In particular, we test whether job and family satisfaction mediate the effect of the four dimensions of work-family conflict on psychological distress. This cross-sectional study was conducted among 567 Malaysian women who are working in the public services. Structural Equation Modeling confirmed the mediating role of family satisfaction in the effect of strain-based work interference into family and time-based family interference into work on psychological distress. In addition, our results revealed a significant path that links job to family satisfaction. Moreover, time-based work interference into family and strain-based family interference into work significantly and negatively affect job satisfaction, which in turn influence family satisfaction and eventually affect psychological distress. The results of our study show that organizations need to develop and adapt family friendly policies to mitigate level of employees' work-family conflict.

Work–family conflict and turnover intentions of indigenous employees: the importance of the whanau/family for Maori

The links between work–family conflict and turnover intentions have received little attention within the OB/IO Psych literature. However, the few findings show that the family–work dimensions are less influential than work–family dimensions. The present study tested work–family and family–work conflict (time and strain dimensions) on the turnover intentions within a sample of 197 New Zealand Maori employees. Maori, the indigenous people of New Zealand, typically have strong family focus, which we hypothesized might distort the influence of conflict for these workers, increasing the influence from family–work conflict. We found that both work–family and family–work conflict, time and strain, were significantly related to turnover intentions, but work–family conflict dimensions were fully mediated by family–work conflict dimensions. In addition, the moderating effects of whanau (extended family) support were tested and significant interaction effects were found, although in opposite directions: respondents with high whanau support reported higher turnover when family–work time increased, but reported less turnover intentions when family–work strain increased. The implications for research are discussed.

THE IMPACT OF WORK OVERLOAD AND JOB INVOLVEMENT ON WORK-FAMILY CONFLICT AMONG MALAYSIAN DOCTORS

&#x0D; &#x0D; &#x0D; This study examined the relationship between work overload and job involvement with the two dimensions of work-family conflict [work interference with family (WIF) and family interference with work (FIW)]. The sample comprised of 391 local doctors working full-time in nineteen public hospitals in Peninsular Malaysia. Statistical results using regression analysis indicated that work overload was positively related to both work interference with family (WIF) and family interference with work (FIW). On the other hand, job involvement was found to have no significant impact on the two forms of work-family conflict. Implications of the results, limitations, and future research directions are also presented.&#x0D; &#x0D; &#x0D;

An investigation of the moderating effects of organizational commitment on the relationships between work–family conflict and job satisfaction among hospitality employees in India

The present study examined the relationships among work–family conflict (WFC), organizational commitment (OC) and job satisfaction (JS) in a hotel setting. Responding to calls in the literature to explore organizational constructs in international settings, data were collected from the employees of a large independently owned and operated hotel in India. Hierarchical linear regression analyses demonstrated that one of two sub dimensions of WFC, namely, family related roles interfering with work related roles (FIW) was negatively associated with JS. Both direct and moderating relationships of three sub dimensions of OC were investigated and it was found that the affective component of OC has stronger direct effects on JS than normative OC; continuance commitment had no effect. The study also revealed that employees’ affective commitment moderates the effects of FIW on JS. The article concludes with implications for hospitality managers and future research directions.

The impact of work–family conflict on correctional staff

Work–family conflict (WFC) occurs when the work domain and family domain are incompatible with one another in some manner. A survey of staff at a private Midwestern prison measured four dimensions of WFC: time-based work on family conflict, strain-based work on family conflict, behavior-based WFC and family on work conflict. Ordinary Least Squares (OLS) regression results indicate that strain-based conflict was the only form of WFC to have a significant effect on job stress. Both strain-based conflict and behavior-based conflict had a significant impact on job satisfaction. Finally, time-based conflict, behavior-based and family on work conflict all had significant effects on organizational commitment.

Work-supportive family, family-supportive supervision, use of organizational benefits, and problem-focused coping: Implications for work-family conflict and employee well-being.

Employees (n = 230) from multiple organizations and industries were involved in a study assessing how work-family conflict avoidance methods stemming from the family domain (emotional sustenance and instrumental assistance from the family), the work domain (family-supportive supervision, use of telework and flextime), and the individual (use of problem-focused coping) independently relate to different dimensions of work-family conflict and to employees' affective and physical well-being. Results suggest that support from one's family and one's supervisor and the use of problem-focused coping seem most promising in terms of avoiding work-family conflict and/or decreased well-being. Benefits associated with the use of flextime, however, are relatively less evident, and using telework may potentially increase the extent to which family time demands interfere with work responsibilities.

The Effects of Internal Career Orientation on Multiple Dimensions of Work-Family Conflict

The relationship of internal career orientations with 3 forms of work-family conflict (time-based, strain-based, and behavior-based) is examined in this study. In addition, work-family conflict is considered bi-directionally, using both work interference with family and family interference with work. A sample of 247 Executive MBAs with multiple demands was used to study this complex relationship. The findings suggest that those with a getting free internal career orientation experienced the greatest levels of strain-based work interference with family and both behavior-based forms of conflict. Furthermore, those that were getting high experienced the most time-based work interference with family conflict.