Directions Of Work-family Conflict Research Articles

The theoretical and empirical utility of dimension-based work-family conflict: A meta-analysis.

Most work-family conflict (WFC) research does not theorize, hypothesize, or empirically test phenomena at the dimension level. Instead, researchers have predominantly used composite-level approaches based on the directions of WFC (work-to-family and family-to-work conflict). However, conceptualizing and operationalizing WFC at the composite level instead of at the dimension level has not been confirmed as a well-founded strategy. The goal of the current research is to explore whether there is theoretical and empirical evidence in the WFC literature to support the importance of dimension-level theorizing and operationalization when compared to composite-level approaches. To advance theory related to the dimensions of WFC, we begin by reviewing WFC theories and then demonstrate the relevance of resource allocation theory to the time-based dimension, spillover theory to the strain-based dimension, and boundary theory to the behavior-based dimension. From this theorizing, we highlight and meta-analytically test the relative importance of specific variables from the WFC nomological network that are theoretically connected to each dimension: time and family demands for the time-based dimension, work role ambiguity for the strain-based dimension, and family-supportive supervisor behaviors and nonwork support for the behavior-based dimension. Reviewing and drawing from bandwidth-fidelity theory, we also question whether composite-based WFC approaches are more appropriate for broad constructs (i.e., job satisfaction and life satisfaction). The results of our meta-analytic relative importance analyses generally support a dimension-based approach and overall follow the pattern of results expected from our dimension-level theorizing, even when broad constructs are considered. Theoretical, future research, and practical implications are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

The moderating effect of perceived organizational support: The impact of psychological capital and bidirectional work-family nexuses on psychological wellbeing in tourism.

The novel coronavirus (COVID-19) has inflicted unprecedented damage on the tourism industry. However, the psychological health fallout of COVID-19 on tour guides has not received empirical attention yet. Therefore, the present study aims to examine how psychological capital (PsyCap) improve tour guides' psychological wellbeing (PWB), the mediating effects of work-family conflict (WFC), family-work conflict (FWC), work-family facilitation (WFF) and family-work facilitation (FWF), and the moderating effect of perceived organizational support (POS). For this quantitative research, the data were collected from 276 tour guides in China. The results indicate that PsyCap significantly mitigates two directions of work-family conflict and intensifies two directions of work-family facilitation in order to promote tour guides' PWB. Furthermore, POS moderates the direct effects of two directions of conflict and facilitation on PWB and also moderates the indirect effects of PsyCap on the aforesaid outcome via two directions of conflict and facilitation. Theoretical and practical implications, limitations and future research directions are provided.

COVID-19 Onset, Parental Status, and Psychological Distress among Full-time Employed Heterosexual Adults in Dual-earning Relationships: The Explanatory Role of Work-family Conflict and Guilt

We propose that the COVID-19 pandemic and the restrictions to daily life that followed had greater negative impact on the mental health, as measured by psychological distress, of employed parents than nonparents, because of an associated increase in both directions of work-family conflict and work-family guilt among this group of the population. To test this argument, we examined pooled data from two cross-sectional online surveys administered to heterosexual adults in dual-earning relationships living in the United States. The first data set was collected before the onset of the COVID-19 pandemic ( N = 616), and the second data set was collected during the early months of the pandemic ( N = 454). Results of multivariate analyses show that distress increased between the two surveys, but only among parents, as compared with nonparents, irrespective of gender of the respondent, or age of the youngest child. This association is due to a change in work-family conflict and guilt between the two surveys: among parents, the COVID-19 onset was associated with higher family-to-work conflict, work-to-family guilt, and family-to-work guilt; among nonparents the pandemic was associated with lower work-to-family conflict and work-to-family guilt. Our results suggest that the COVID-19 onset had contrasting effects on the lives of employed parents and nonparents.

Exploring the relationships between the organisational flexible work arrangements and the directionality of work-family conflict

This study has explored the relationships between the dimensions of organisational flexible work arrangements (FWA) and the directionality of work-family conflict. In addition, the study has also focused on the organisational strategy based on flexible policy to mitigate work-family conflict. A cross-sectional design with a self-administrated questionnaire was adopted to collect data from 313 academics of private universities in Bangladesh. However, to explore the research observations and findings of this study, both descriptive and inferential statistics were used. The researchers found that the specific form of flexibility (flex-time and flex-place) and the directions of work-family conflict (work to family conflict and family to work conflict) make the difference in their effects though the overall effects are small in magnitude. If top management and higher authority of private universities want to arrange FWA policy for their academics they can use the findings of the study.

Inégalité de détresse psychologique entre les hommes et les femmes en emploi : vulnérabilité ou expression genrée du stress?

IntroductionThis study aims to compare the vulnerability hypothesis and the expression hypothesis to explain a greater level of psychological distress among working women than among working men. MethodThe two hypotheses were contrasted by integrating work stressors, family stressors, work-family conflicts and psychosocial resources. The conceptual models were tested by using multilevel path analyses on 2026 employees in Quebec (Canada) based in 63 work establishments. ResultsResults partially supported both hypotheses. According to the vulnerability hypothesis, single parenting, child-related problems and self-esteem were indirectly involved in the variation of psychological distress among women through family-to-work, otherwise known as work-family conflict. According to the expression hypothesis, although family-to-work conflict was closely associated with more psychological distress among women, this stressor was also closely associated with higher at-risk alcohol consumption among men. Couple-related problems and a sense of control likewise played a role in the expression mechanism through family-to-work conflict. ConclusionThese results underline the importance of considering that gender contributes to mental health inequalities through multiple mechanisms. They also call for a distinction between the two directions of work-family conflict as gendered mediators.

Uloga sukoba radne i obiteljske uloge te zadovoljstva intimnom vezom u seksualnoj dobrobiti zaposlenih osoba

Juggling the responsibilities of work and family domains has become a part of everyday life for most working adults. Research has shown that work-family conflict can potentially have negative effects on general well-being, health, relationship quality and job satisfaction. However, the potential effects of work-family conflict on sexual well-being of working adults is presently unknown. The primary aim of this study is to analyze the association between two directions of work-family conflict (work-to-family conflict – WIF, and family-to-work conflict – FIW) and sexual well-being among working adults, while taking into account the mediating role of relationship satisfaction. Data was collected in an online survey on a sample of 584 Croatian men and women that are currently living with a partner. The data was analyzed within a structural equations modelling framework. The analyses show that WIF conflict was negatively associated with sexual well-being, but only among women. On the other hand, relationship satisfaction mediated the relationship between FIW conflict and sexual well-being for both men and women. This study contributes to sparse and inconsistent knowledge on the relationship between work- -family conflict and sexual well-being among working adults.

Core self-evaluations, social support and life-domain conflicts

PurposeBased on the conservation of resources (COR) theory (Hobfoll, 1989, 2002), this study first investigates the direct influence of core self-evaluations (CSEs) on work-to-family (W → F) and family-to-work (F → W) conflicts. Second, it tests the mediating impact of Social support from work and home domains in the associations between CSEs and both directions of work-family conflict. This study finally examines the moderating influence of CSEs in the associations between work and home domain social support and both directions of work-family conflict.Design/methodology/approachHuman resources professionals (629), and engineers (169) employed in Canada completed an online survey. Both directions of work-family conflict were measured as well as CSEs, and work and home domain social support.FindingsResults indicate that higher CSEs are associated with lower W → F and F → W conflicts. They also suggest an indirect association between CSEs and W → F conflict through supervisor support. The indirect association between CSEs and F → W conflict through home domain social support was also supported. Besides, it appears that CSEs moderate the association between home support and F → W conflict.Research limitations/implicationsOur findings underscore the relevance of considering both dispositional and environmental factors together in work-life research. Results question within- vs. cross-domain conceptualizations of work-life spillover. They also indicate how both differential choice and effectiveness operate in conjunction with managing work-life domains.Originality/valueThe research presents a comprehensive model linking work-family conflict, social support and CSEs. It draws from an integrative personality framework (Judge et al., 1998) and COR theory (Hobfoll, 1989) to explore the underlying processes of CSEs, often inferred but not specified or incorporated into work-life research.

모바일 기기 활용이 일-가정 갈등과 직무 및 가정소진에 미치는 영향 : 요구-자원 이론과 일치영역(Matching Domain) 관점

모바일 기기 활용이 일-가정 갈등과 직무 및 가정소진에 미치는 영향 : 요구-자원 이론과 일치영역(Matching Domain) 관점

Comparing the situation and person-based predictors of work–family conflict among married working professionals in India

PurposeThe purpose of this paper is to ascertain the situation (presence of young children, working hours, social and organizational support) and person-based factors (core self-evaluations) that influence work-family conflict (both work-to-family conflict (WFC) and family-to-work conflict (FWC)) and to examine the relative power of situational factors vs person-based factors in predicting work-family conflict.Design/methodology/approachData were collected from 367 married working professionals from eight organizations in the manufacturing and services sector in India. Hierarchical regression analysis was conducted to test the hypotheses. Usefulness analysis was performed to reveal the unique contribution of the dispositional variables over the situational variables in predicting the variance in work-family conflict.FindingsPersonality factors accounted for more variance in FWC than in WFC, and situational factors accounted for more variance in WFC than in FWC.Research limitations/implicationsGiven the limitations associated with a cross-sectional design, caution is needed concerning the inferences drawn. Only a few variables are considered to assess the characteristics of the context.Practical implicationsOrganizations should not view the resolution of work-family conflict as the sole responsibility of an individual because of the demonstrated influence of both dispositional and contextual factors on the presence or absence of such conflict. While individuals may strive to have better self-management skills and stay positive in adverse situations, employers may assist them in dealing with work-family demands by introducing need-based support.Originality/valueThe relative importance of situation-based and person-based variables in predicting work-family conflict has rarely been examined on a managerial sample in India. Research on personality-based antecedents of work-home interference is also in its infancy. A better understanding of the factors as they relate to both directions of work-family conflict may help to identify suitable approaches to managing conflict.

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.

Relationship between Social Support and Work-Family Conflict: A Case Study of Women Employees in a Malaysian Higher Education Institution

Work-family conflict (WFC) is a relatively less studied construct in the Eastern world and even sparser in the academic literature regarding working women in Malaysia. This paper is one of the few studies to examine social support mechanism used to alleviate such conflicts. The study examined the relationship between social support from work domain (supervisor support) and family domain (family support) addressing both directions of the conflict, work-to-family (W-to-FC) and family-to-work conflict (F-to-WC). A total of 278 women employees (146 academics and 132 non-academics) at a Malaysian Technical University participated in the study. The well-established instrument in work family literature was used to collect data via a survey. The results indicated a moderate level but relatively high mean value of W-to-FC than F-to-WC reported by women. Contradictory to a large body of work-family literature, the Pearson correlation analysis showed that work-family specific supervisor support is not related to either directions of work-family conflict (WFC) for Malaysian women. Social support provided by family however, was found to be statistically and negatively related to both directions of conflict. Findings from this study contribute to the understanding of the role of informal workplace social support by supervisor and family support with WFC in Malaysian educational institutions specifically in TVET. The results showed that women employees do experience WFC and supervisor work-family support is not enough to mitigate these conflicts. Hence, to produce women role models and retain them in the workplace, TVET higher learning institutions such as universities need to look into other workplace social support (like, family friendly policies, maternal leave, onsite childcare) to reduce the conflict for women employees.

Exploring the Relationships between the Organisational Flexible Work Arrangements and the Directionality of Work-Family Conflict

This study has explored the relationships between the dimensions of organisational flexible work arrangements (FWA) and the directionality of work-family conflict. In addition, the study has also focused on the organisational strategy based on flexible policy to mitigate work-family conflict. A cross-sectional design with a self-administrated questionnaire was adopted to collect data from 313 academics of private universities in Bangladesh. However, to explore the research observations and findings of this study, both descriptive and inferential statistics were used. The researchers found that the specific form of flexibility (flex-time and flex-place) and the directions of work-family conflict (work to family conflict and family to work conflict) make the difference in their effects though the overall effects are small in magnitude. If top management and higher authority of private universities want to arrange FWA policy for their academics they can use the findings of the study.

THE EFFECTS OF WORKPLACE SOCIAL SUPPORT ON WORK-FAMILY CONFLICT (CASE STUDY: RURAL WATER AND WASTEWATER COMPANY EMPLOYEES KERMANSHAH, IRAN)

The main objective of the current study is to investigate the relationship between workplace social support and work-family conflict among employees who were married, living with a partner, or had at least one child or dependent living at home and worked a minimum of 20 h/week in Rural Water and Wastewater Company employees Kermanshah, Iran. The relation between workplace social support and work–family conflict (WFC) was examined using a two-dimensional measure of WFC and both global and summed facet measures of workplace social support (perceived coworker support and perceived supervisor support (pss). Data were gathered from 158 employees. The results indicated that workplace social support related significantly to both types of WFC, but the relation was significantly stronger to perceived coworker support than to perceived supervisor support (pss). When considering all three forms of conflict simultaneously (time-based, strain-based, and behavior-based), regression results revealed that behavior-based was the only form of conflict significantly related to workplace social support. The results underscore the importance of considering both the form and direction of WFC. The study population included 158 employees. It used the improved Leiden Quality of Work Life Questionnaire by Van der Doef and colleagues and the work-family conflict questionnaire by Kelloway and colleagues to measure participants' responses. One-way ANOVA and Pearson linear correlation coefficient were used for data analyses. Results: There was a negative relation between Workplace Social Support and work-family conflict. Respondents experienc!ed higher levels of work-to-family conflict than family-to-work conflict. There were significant negative relations between Perceived Coworker Support with work-family conflict and Perceived Supervisor Support (PSS) with work-family conflict. work-family conflict of employed women could be reduced by rearranging Workplace Social Support and conditions. JEL: A39, J81, E23, J21 Article visualizations:

Moderating Role of Acculturation in a Mediation Model of Work-Family Conflict among Chinese Immigrants in New Zealand.

This study examined the antecedents of work-family conflict (WFC) and the mediation effects of WFC on well-being consequences among Chinese immigrants to New Zealand, along with the moderating role of acculturation. Four types of WFC were explored: time-based and strain-based work interference with family, and time-based and strain-based family interference with work. Data were collected from 577 Chinese immigrants in New Zealand, who had full-time or part-time work and lived with family members in New Zealand. The four types of WFC were differentially related to the antecedents and well-being consequences, providing some evidence that both Chinese and New Zealand cultures may exert influences on Chinese immigrants' experiences of WFC. Both directions of WFC (work interference with family, and family interference with work) were related to job satisfaction and family satisfaction, and strain-based WFC influenced their well-being more than time-based WFC. Most importantly, we found immigrants who were proficient in English perceived greater WFC and psychological strain. Copyright © 2016 John Wiley & Sons, Ltd.

Examining behavioural coping strategies as mediators between work-family conflict and psychological distress.

We examined the mediating role of behavioral coping strategies in the association between work-family conflict and psychological distress. In particular, we examined the two directions of work-family conflict, namely, work interference into family and family interference into work. Furthermore, two coping styles in this study were adaptive and maladaptive coping strategies. This cross-sectional study was conducted among 429 Malaysian working women using self-reported data. The results of mediational analysis in the present study showed that adaptive coping strategy does not significantly mediate the effect of work-family conflict on psychological distress. However, maladaptive coping strategies significantly mediate the effect of work-family conflict on psychological distress. These results show that adaptive coping strategies, which aimed to improve the stressful situation, are not effective in managing stressor such as work-family conflict. We found that experiencing interrole conflict steers employees toward frequent use of maladaptive coping strategies which in turn lead to psychological distress. Interventions targeted at improvement of coping skills which are according to individual's needs and expectation may help working women to balance work and family demands. The important issue is to keep in mind that effective coping strategies are to control the situations not to eliminate work-family conflict.

The Impact of Work Family Conflict on Psychological Well-Being among School Teachers in Malaysia

Work–family conflict is an inter-role conflict arising from incompatible pressures from work and family roles (1985). Research has verified repeatedly the negative effects of work-family conflict on employees’ behaviour, emotions and health (see Frone, 2003) underscoring the importance of helping workers to reduce the conflict. To date, few authors have examined work-family conflict among school teacher in collectivistic culture such as Malaysia. There are six dimensions of conflict (time, strain, behaviour) and two directions of work-family conflict (work interference with family and family interference with work). This study examines the levels of work-family conflict among respondents and their differences based on demographic factors such gender, marital status, and type of school. This study also determines the impact of work-family conflict on life satisfaction, mental health, and turnover intentions. This study utilized a survey design using questionnaires to gather the data. A total of responded to the questionnaires. All the data were analyzed using the PASW 18. Means, frequencies, and percentages were used to measure the level of work-family conflict. Meanwhile, t-test and one-way analysis of variance were used to analyze differences in the levels of work-family conflict. Multiple regression analysis was performed to determine whether work-family conflict predicted life satisfaction, mental health, and turnover intentions. Results show that the level of work interference with family (WIF) is higher compared to the level of family interference with work (FIW) among the respondents. Time dimension the highest level to contribute the level of work-family conflict. Work-family conflict has negative influence on mental health, life satisfaction and mental health. This study provides a discussion on the implication of this research to the development education institutions and for future research.

Work‐family conflict in East vs Western countries

PurposeThe purpose of this paper is to advance the understanding of both directions of work‐family conflict (WFC), work interference with family (WIF) and family interference with work (FIW) in an Eastern culture. Findings are compared with those of 14 other Western studies and the relationships among WIF, FIW and job, family, community and life satisfaction are explored.Design/methodology/approachThis study is conducted in Malaysia, a country with Islam as the official religion. Data are obtained from 506 employees in three public and three private sector organizations. Questionnaires are distributed via human resource managers.FindingsResults show that similar to Western studies, WIF scores are higher than FIW scores. Malaysians are significantly lower on WIF than Westerners. Nevertheless, Malaysians score significantly higher on FIW than all Western samples. Within the Malaysian sample, FIW also has a stronger negative relationship with all facets of satisfaction and WIF has a positive relationship with family satisfaction.Research limitations/implicationsCross‐sectional data are presented which could result in common method bias.Practical implicationsOrganizations can assist in minimizing WIF and FIW by providing family‐friendly policies and parenting related programmes. The importance of family in an individual's life in Eastern cultures is different than in Western cultures. Therefore multi‐national companies operating in Eastern settings would be well‐advised to take cultural aspects such as collectivism into consideration.Originality/valueThe study provides insights into Eastern experiences of WIF and FIW compared with Western experiences. The study expands previous studies by measuring both directions of WFC and employing a heterogeneous sample (e.g. not just female, those married, those with children).

Is it better to receive than to give? Empathy in the conflict–distress relationship.

The moderating effect of partner empathy on the relationship between both directions of work-family conflict (work-to-family and family-to-work) and psychological distress of both the job incumbent and partner are examined in this study. Considering empathy as a specific dimension of emotional social support, we hypothesized that receiving empathy would buffer negative spillover to the job incumbent while giving empathy would exacerbate negative crossover to the partner. A study of 270 job incumbents and their partners revealed that receiving partner empathy fully moderated spillover effects due to family-to-work conflict but had no effects with work-to-family conflict. We also found it interesting that giving partner empathy moderated the crossover effects on family-to-work conflict but had no effects with work-to-family conflict. Implications of these findings and avenues for future research are discussed.

The Factor Structure of the Work—Family Conflict Multidimensional Scale: Exploring the Expectations of College Students

Work-family conflict (WFC) has been examined from a unidimensional approach, yet recent research has revealed three types (i.e., time, strain, and behavior) and two directions of work— family conflict. Previous researchers suggested that college students are unable to discern between the multiple-facets of WFC, thus measured anticipated WFC addressing only the bidirectional component. This approach assumes that college students have not fully considered each facet of work—family balance. The current study is the first to examine the use of measuring anticipated work—family conflict with college students from a multidimensional perspective. We investigated anticipated levels of three types and two directions of WFC of 295 college students by examining the factor structure of a modified version of the Multidimensional Work—Family Conflict Scale. Participants discerned between the three types of WFC yet were unable to differentiate between the directions of behavior and strain-based conflict. Implications for research and career counseling are also discussed.

Working conditions and Work-Family Conflict in German hospital physicians: psychosocial and organisational predictors and consequences

BackgroundGermany currently experiences a situation of major physician attrition. The incompatibility between work and family has been discussed as one of the major reasons for the increasing departure of German physicians for non-clinical occupations or abroad. This study investigates predictors for one particular direction of Work-Family Conflict – namely work interfering with family conflict (WIF) – which are located within the psychosocial work environment or work organisation of hospital physicians. Furthermore, effects of WIF on the individual physicians' physical and mental health were examined. Analyses were performed with an emphasis on gender differences. Comparisons with the general German population were made.MethodsData were collected by questionnaires as part of a study on Psychosocial work hazards and strains of German hospital physicians during April–July 2005. Two hundred and ninety-six hospital physicians (response rate 38.9%) participated in the survey. The Copenhagen Psychosocial Questionnaire (COPSOQ), work interfering with family conflict scale (WIF), and hospital-specific single items on work organisation were used to assess WIF, its predictors, and consequences.ResultsGerman hospital physicians reported elevated levels of WIF (mean = 74) compared to the general German population (mean = 45, p < .01). No significant gender difference was found. Predictors for the WIF were lower age, high quantitative demands at work, elevated number of days at work despite own illness, and consequences of short-notice changes in the duty roster. Good sense of community at work was a protective factor. Compared to the general German population, we observed a significant higher level of quantitative work demands among hospital physicians (mean = 73 vs. mean = 57, p < .01). High values of WIF were significantly correlated to higher rates of personal burnout, behavioural and cognitive stress symptoms, and the intention to leave the job. In contrast, low levels of WIF predicted higher job satisfaction, better self-judged general health status, better work ability, and higher satisfaction with life in general. Compared to the German general population, physicians showed significantly higher levels of individual stress and quality of life as well as lower levels for well-being. This has to be judged as an alerting finding regarding the state of physicians' health.ConclusionIn our study, work interfering with family conflict (WIF) as part of Work-Family Conflict (WFC) was highly prevalent among German hospital physicians. Factors of work organisation as well as factors of interpersonal relations at work were identified as significant predictors for WIF. Some of these predictors are accessible to alteration by improving work organisation in hospitals.