Work-family Conflict Research Articles

Work-family conflict and job stress as predictors of quality of work-life among nurses

This study investigated predictors of quality of work life among nurses in Ipokia Local Government Area in Ogun State, Nigeria. A cross-sectional survey design was adopted to collect data using the Quality of Life Scale, Work-Family Conflict Scale, and Job Stress Scale. A purposive sampling technique was used to select 182 nurses (Females: 123; Males: 59). Data were analyzed using multiple regression analysis, t-test of independent mean, and one-way analysis of variance. Three hypotheses were generated and tested at a 0.001 level of significance. The result revealed that work-family conflict and job stress jointly predicted the quality of work-life among nurses [R2 = 286, F (2,181) = 37.648, p = .002). Also, job stress independently predicted the quality of work-life among nurses (β = .543, p = .001). However, work-family conflict did not independently predict the quality of work-life among nurses (β =-.001, p >.05). It was concluded that work-family conflict was a significant factor when combined with job stress but not an independent predictor of quality of work-life among nurses. Therefore, the Chief Medical Director and Human Resource Department of hospitals should monitor the stress levels of their nurses to ensure continuous productivity and avoid unnecessary breakdown of nurses at Work and home.

Working from home and mental well-being at different stages of the COVID-19 pandemic

This paper analyses the relationship between working from home (WFH) and mental well-being at different stages during the first two critical years of the COVID-19 pandemic, when governments repeatedly imposed lockdowns and enacted WFH mandates to contain the spread of the virus. Using data from a representative survey conducted at four different time periods in 2020 (first lockdown, subsequent gradual reopening), 2021 (further lockdown) and 2022 (restrictions widely lifted) in the 27 EU member states, it examines the changing role of several mediators over time: work-family conflict, family-work conflict, stability, resilience, isolation, the importance of different support networks, workload, physical risk of contracting COVID-19 at work and housing conditions. For the first lockdown, it also differentiates by previous WFH experience, in terms of WFH novices and experienced WFH workers. It likewise differentiates by gender, in order to take the potential gendered nature of COVID-19 measures into account. The results point to several important mediators: for those who work from home, less family-work conflict and isolation, but greater stability, resilience, network support from family and friends, and superior housing conditions were associated with better mental well-being. The relevance of mediators was specific to certain stages of the pandemic. Stability was the most important mediator during the first lockdown. Work-family conflict and family-work conflict were only relevant during the first lockdown, while resilience and isolation mattered especially towards the end of the pandemic. Unlike established WFH workers, WFH novices had an advantage during the first lockdown, benefiting from lower family-work conflict and more helpful networks of family and friends. Our results differ by gender: for females who undertook WFH, important mediators were work-family conflict and family-work conflict. Both were related to adjustments they had to make in work and non-work hours in response to the enforced closure of schools and childcare facilities. For males who undertook WFH, support from networks of family and friends was an important mediator during the first lockdown.

Returning to work after childbirth and women’s mental health: the place of work-family conflict and of social supports in a population of working mothers in Paris area

Abstract Objective Analyzing in a cross-sectional study the factors associated with mental health in 1511 recently delivered women returning to work, the mediating role of work-family interface and the moderating role of social supports. Methods Data were collected at 3 months after returning to work to assess work characteristics (COPSOQ), work-family conflict (SWING), anxiodepressive symptoms (HADS), commuting, childcare, household demands, social supports. Results Anxiety and to lesser extent depressive symptoms were associated with work factors, the opposite for the non work demands. The mediation by work-family conflict and the moderation of social supports were present especially for anxiety symptoms. Taking into account the parental constraints by the hierarchy, family/friends support and paid personnel reduced anxiodepressive symptoms. Conclusions Promoting mental health at returning to work of new mothers needs the assessment of total workload and resources.

The mediating effect of work-life balance on the relationship between work-family conflict and psychological well-being among Chinese working women

The study aims to explore whether work-life balance mediates the impact of work-family conflict and its dimensions on psychological well-being. Using a survey method, data were collected from a sample of 258 working women in Hebei province in China. The analysis was carried out using IBM SPSS and the PROCESS macro in order to test the mediation model. The findings show that work-family conflict has an indirect effect on psychological well-being through work-life balance. In the case of work-to-family conflict, a suppression effect is detected in which the mediator shows an underlying relationship between the work-to-family conflict and psychological well-being. On the other hand, family-to-work conflict is fully moderated by work-life balance. Based on these results, it can be concluded that enhancing the quality of work-life balance may help to reduce the negative impact of work-family conflict on psychological health. The findings of this study can be beneficial to organizations and policy makers to formulate policies that would enhance the mental health and work productivity of women professionals in China.

Working from Home During and After COVID-19: A Narrative Review of Its Multifaceted Impacts

The COVID-19 pandemic accelerated the global adoption of working from home (WFH), fundamentally altering organizational practices and employee experiences. This narrative review synthesizes current research on the multifaceted impacts of WFH during and after the pandemic, focusing on job satisfaction, productivity, work-family balance, collaboration, innovation, and motivation. A comprehensive literature search was conducted across multiple academic databases, encompassing studies from January 2020 to July 2024 and covering diverse industries and employee demographics. Findings indicate that WFH offers numerous benefits, including increased flexibility, autonomy, and potential productivity gains. However, challenges persist, such as reduced social interaction, blurred work-life boundaries, and potential declines in collaboration and innovation. The effectiveness of WFH is influenced by factors like individual circumstances, job characteristics, technological infrastructure, and organizational support. Hybrid work models are emerging as potential solutions, balancing the advantages of remote work with the need for in-person collaboration. This review highlights the complexities of WFH and underscores the necessity for organizations to develop flexible, inclusive policies that address both employee preferences and operational needs. Further research is recommended to explore long-term impacts and best practices for integrating WFH into sustainable organizational strategies.

Digital Communication in work and family life in Europe

ABSTRACT This special issue brings together innovative research on the use and implications of digital communication in work and family life. It examines the context dependence of the use of digital communication and the consequences for work-family integration and conflict in a comparative design. It also broadens the perspective to new technological developments. The editorial gives an overview of the existing literature and presents the main findings of the articles in this special issue. It also provides initial descriptive information on digital communication with children, parents, line managers and colleagues, based on the initiated module on ‘Digital Social Contacts in Work and Family Life’ in the European Social Survey Round 10. There are apparent differences across European countries, social groups (age, gender, migration background, class) and with respect to the inclusion in the labor market (in paid employment, working from home, occupational status). Overall, the special issue demonstrates that digital communication in work and family life is interrelated, is inherent to gendered strategies to combine work and family, and is also a matter of digital skills, emotional and physical closeness and the institutional context. Work-family conflict enhancing implications are identified but do not seem to be an indispensable attribute.

Exploring the interplay between female entrepreneurship and marriage: Insights through bibliometric analysis

This study utilizes a bibliometric analysis to examine the intersection of marriage and female entrepreneurship and identify five key themes: the gender gap in entrepreneurship, rural women entrepreneurship, female entrepreneurial concerns, entrepreneurship-family structure, and cultural problems of women entrepreneurs. Conducting a strategic diagram shows that the “entrepreneurship-family structure” is extensively developed and central, while the “gender gap in entrepreneurship” and “female’s entrepreneurial concerns” show no internal development but provide foundational knowledge for the other themes. Conversely, “rural women's entrepreneurship” and “cultural problems of women’s entrepreneurs” are well developed in theory but lack practical application in all topics. Additionally, the study proposes a conceptual framework that illustrates how work-family conflict and role ambiguity influence the gender gap in entrepreneurship. Applying the developed framework helps reduce the gender gap in entrepreneurship.

Managing families, managing time. Parents’ work-family difficulties and work-family strategies over time

ABSTRACT This article contributes expanded knowledge about parents’ difficulties in reconciling work and family and their work-family strategies by studying how these difficulties and strategies change over time, e.g. from the early childhood years to the school-age/preteen years. Drawing on qualitative, longitudinal interviews with Swedish parents of school-age children who were interviewed when their first child was about 1.5 years of age, and then later when that child was 11 years of age, the article addresses the following research questions: What are the main difficulties in the parents’ reconciliation of paid work and caring responsibilities, and how have these difficulties changed over time? What are the parents’ most important work-family strategies for reconciling paid work and caring responsibilities and how have these strategies changed over time? The article draws on theories of work-family conflict, gender and time, and the results indicate change and continuity concerning the work-family difficulties and work-family strategies. Time famine appears to be a central difficulty that is consistent throughout the years. The findings also indicate gendered aspects of some of the strategies.

Emerging as a leader: Balancing work-family conflict and enrichment through resource conservation

Emerging as a leader: Balancing work-family conflict and enrichment through resource conservation

Work Satisfaction and Its Relationship with Burnout and Its Consequences, Using a Structural Model, in Air Cabin Crew Members

Burnout is an emerging socio-labor phenomenon, where this problem is particularly relevant in airline cabin crew members, who face important psychosocial demands and difficult working conditions. This study aimed to analyze job satisfaction and its relationship with burnout and its consequences (family–work conflict (FWC), work–family conflict (WFC), and psychosomatic disorders), through structural models. The sample consisted of 732 workers in the aeronautical sector (204 men/28% and 528 women/72%), aged between 19 and 53 years (M = 33.56, dt = 6.62). The hypotheses were tested using a path model. The selected hypothesized model [where work satisfaction is associated according to the relationships established burnout model showed an adequate fit of the data, including a mediating role of feelings of guilt in the relationship between burnout and FWC (where FWC was associated with WFC and psychosomatic disorders). The findings of this study provide further insight into the problematic experience and development of burnout in airline cabin crews, in turn providing new evidence on the bidirectional and reciprocal relationships of FWC.

Mothers' and fathers' experiences of breastfeeding and returning to paid work after birth: A mixed-method study.

This mixed-method study explored the experiences of mothers and fathers combining breastfeeding with returning to paid employment after childbirth. Tasmanian State Service employees participated in an online survey and phone interviews. A total of 130 parents completed the survey, and 42 participated in 60-min phone interviews. The survey had more female respondents (109) than male (21), and only 4 of the 42 interviews were with fathers. The sample consisted mainly of professional women (84%) and men (16%), predominantly Australian-born (88%). Two-thirds of participants worked part-time (62%), taking either unpaid (52%) or paid leave (61%) within the first 12 months after birth. The majority (88%) preferred to breastfeed, with the mean age of the first formula feed being 4.1 months. A narrative analysis of the qualitative data, informed by work-family conflict theory, reveals that transitioning back to paid work while breastfeeding is challenging for both mothers and fathers. Parents face multiple conflicts between paid work, family responsibilities and maintaining breastfeeding. The emotional and physical demands of feeding, expressing, storing and transporting breast milk, combined with often inadequate workplace facilities, policies and gender discrimination, add to parental pressure. Mothers bear the greatest burden, while fathers' roles and needs are often overlooked in the workplace. The major finding of this study is that breastfeeding is insufficiently recognised as an integral part of the return-to-work process for both parents, generating a form of work-family breastfeeding conflict, where work (part-time or full-time) interferes with family responsibilities and breastfeeding. Family-friendly breastfeeding policies based on equity principles are needed to address workplace gender inequality and discrimination and better support parents in combining work and breastfeeding.

On the nature, predictors, and outcomes of work passion profiles: A generalisability study across distinct types of employees.

Thus far, little research has adopted a person-centred approach to investigate the nature of work passion profiles. As a result, our understanding of the most commonly occurring combinations of harmonious passion (HP) and obsessive passion (OP) in the workplace remains limited. To achieve a more refined understanding of the nature of these work passion profiles, our first aim was thus to identify the configurations of HP and OP for work observed among five samples, including 11 subsamples, of employees (N=7258). Then, we also considered the extent to which these profiles and their associations with theoretically-relevant predictors (work-home segmentation and organisational support) and outcomes (work engagement, work-family conflict, turnover intentions, presenteeism, and counterproductive work behaviours) generalised across all subsamples. We identified a total of five profiles with a structure that differed slightly across samples: High OP Dominant, High HP Dominant, Average HP Dominant, Low HP Dominant (i.e., low levels of passion dominated by higher levels of HP relative to OP), and Moderately Low Passion. The High OP Dominant profile was systematically the most prevalent (37.5%-54.1% of the sample), whereas the High HP Dominant was the least prevalent (2.1%-7.7%). Across all samples, work-home segmentation was related to a higher likelihood of membership into the profiles characterised by higher, relative to lower or moderate, levels of passion (HP and OP), whereas organisational support also helped employees to stay away from the High OP Dominant profile. Lastly, the least desirable outcomes were observed in the High OP Dominant profile, whereas the most desirable outcomes were observed in the High HP Dominant profile. Interestingly, work engagement levels where comparable in these two profiles. Beyond their theoretical implications for research on work passion, these results highlight how work passion has highly similar implications across contexts.

Work-family conflict, role clarity, and psychological depression among female social workers: The moderating role of social support

The tendency of psychological depression among social workers is increasingly evident and has become a significant public health concern. We explore the associations between work-family conflict (WFC), role clarity, social support, and psychological depression, with a sample of 944 Chinese female social workers. Our results show that WFC has a significant positive influence on the psychological depression experienced by female social workers, particularly among those who are unmarried. Role clarity serves as a partial mediator between WFC and psychological depression, while social support acts as a positive moderator in mitigating the impact of WFC on psychological depression. Our findings offer both theoretical insights and practical guidance for effectively addressing WFC and psychological depression among female social workers.

Sustainable Leadership for Employee Performance and the Moderating Roles of Family-Work Conflict and Work Pressure: The Job Demands–Resources Perspective

Sustainable Leadership for Employee Performance and the Moderating Roles of Family-Work Conflict and Work Pressure: The Job Demands–Resources Perspective

An inverted U-shaped relationship between work-family conflict and job burnout among village clinic doctors: the moderating effect of information and communication technology use

BackgroundVillage clinic doctors are an integral part of the rural healthcare workforce. With the advancement of science and technology and the coronavirus disease 2019 (COVID-19) pandemic, the prevalence of remote work and the use of information and communication technologies (ICT) have increased significantly. However, these developments have also had an impact on the work family balance and mental well-being of village clinic doctors. The study aimed to explore how work-family conflict affected job burnout and what the role of ICT use was in this relationship.MethodsThis was a cross-sectional study. Data were collected collected through an anonymous self-administered questionnaire survey conducted in December 2021 in Shandong Province, China. A total of 1,093 village clinic doctors participated in the survey. The data were analyzed using multiple linear regression and the PROCESS macro in SPSS.ResultsThe results showed that an inverted U-shaped relationship between work-family conflict and job burnout among village clinic doctors. Specifically, the squared term of work-family conflict had a negative coefficient (-0.324). The slope was positive (SL=2.291) at the low end of the X-range and negative (SH=-0.379) at the high end. The turning point occurred at X = 1.227(-2.309 ≤ X ≤ 1.812). Additionally, ICT use positively moderated between work-family conflict and job burnout (β1β4-β2β3 = 0.217, β4 > 0).ConclusionsThe work-family conflict has an inverted U-shaped effect on job burnout, while the use of ICT positively moderates this relationship between work-family conflict and job burnout. Policymakers should pay attention to the effects of ICT use and work-family conflict on job burnout among village clinic doctors.

Social support, happiness, work–family conflict, and state anxiety among single mothers during the covid-19 pandemic

Israel has been greatly affected by the coronavirus (Covid-19), which the World Health Organization defined as a pandemic in March 2020. This study explored state anxiety, social support, work–family conflict, and happiness among mothers who are single by choice. This population’s experiences have not been examined during crises such as a global pandemic. Using snowball sampling, we recruited 386 single mothers by choice to complete an online questionnaire. Correlation analysis revealed a negative relationship between income and state anxiety (r = −0.12, p < 0.05). Social support (r = −0.35, p < 0.01) and level of happiness (r = −0.58, p < 0.01) also had negative correlations with state anxiety. A positive and significant relationship was found between work–family conflict and state anxiety (r = 0.42, p < 0.01). Stepwise regression analysis showed that happiness explained 34% of the variance in state anxiety. Future studies could compare mothers in relationships and how single mothers by choice coped in other countries. This would shed light on state anxiety among mothers with varying relationship statuses and in differing locations.

Experience Among Postnatal Nurses With Two or Three Children Returning to Work Within 3 Months in China: A Qualitative Study

ABSTRACTAimTo analyse experience in postnatal nurses returning to work within 3 months following the delivery of a second or third child and recommend appropriate measures to relieve pressure and enhance work engagement among this group.MethodsThis study adopted a descriptive phenomenological approach. Semi‐structured interview was carried out with 12 postnatal nurses who had returned to work in the postpartum period following the delivery of a second or third child. The collected data were analysed using the Colaizzi method.ResultsExperience among postnatal nurses with two or three children was found to stem from three factors: declining physical quality after childbirth (pelvic floor disorder, fatigue, postpartum memory decline and sleep disturbance), poor psychological adjustment after childbirth (work–family conflict, conflict between clinical work and breastfeeding and role maladjustment) and lack of clear career planning.ConclusionThis study emphasised the importance of psychological experience when postnatal nurses returning to clinical work in the early phase. Postnatal nurses and nurse leaders can use these results to make comprehensive solution in order to improve work engagement in the postpartum return.Public ContributionNo patient or public contribution.

Mother-Coaches’ Experiences of Policy and Programs: “Whoever Wrote This Policy Doesn’t Understand What It Means to Be a Mom”

In this paper, we explore the lived experiences of mother-coaches who, while coaching, navigate policy and programs aimed at promoting gender equity. Specifically, this study took place within the context of an amateur national, 10-day multisport games event in Canada. Using critical feminist narrative inquiry, 14 mother-coaches (apprentice, assistant, or head coach), representing eight different provinces, and 10 different sports, participated in this study. Three themes were constructed that call attention to the Canadian sport system broadly, as well as the 10-day multisport games event specifically: (a) performative policies and gendered assumptions, (b) programs that are band-aids for a “shitty culture,” and (c) a pathway to nowhere for mother-coaches. The findings complicate the hegemonic work–family conflict narrative, suggesting that mother-coaches’ advancement, opportunities, and quality experiences are impacted by the current heteropatriarchal culture and structure of sport that these programs and policy are rooted in.

어머니 일-가정 양립 갈등과 부부 갈등이 학령초기 아동의 학교적응에 미치는 영향: 사회적 지원의 조절된 매개효과

Objectives The purpose of this study was to examine the mediating effect of marital conflict and the moderated mediating effect of social support in mothers’ work-family conflict and school adjustment in children. Methods Among the data from the Panel Study on Korean Children(PSKC), the final sample consisted of 400 respondents who answered questions on work-family conflict, marital conflict, child school adjustment, and social the 8th year, when the children were in the first grade. SPSS Macro’s Model 4 was used to confirm the mediating effect of marital conflict in the relationship between mothers’ work-family conflict and school adjustment in children, and SPSS Macro’s Model 1 and 7 were used to analyze the moderating effect and moderating mediating effect of social support. Results First, mothers' work-family conflict showed a positive correlation with marital conflict and a negative correlation with social support and children's school adjustment. Marital conflict negatively correlated with social support and children's school adjustment, while social support did not show a significant correlation with children's school adjustment. Second, marital conflict mediated the relationship between mothers' work-family conflict and children's school adjustment. This means that work-family conflict directly affects school adjustment and also has an indirect effect through marital conflict. Third, in the relationship between work-family conflict and marital conflict, the group with a higher perception of social support showed a mitigating effect on marital conflict compared to the group with a lower perception of social support. Fourth, the study confirmed the presence of moderated mediating effects, indicating that the relationship between work-family conflict and children's school adjustment via marital conflict varies based on the level of social support. Conclusions Parents with children entering school may experience higher marital conflict in dual-income families than at other times, which can make it difficult for children to adapt to the new environment of school. Therefore, it suggests the need for social support and systems that can reduce work-family conflict and marital conflict experienced by the primary caregiver, as well as emotional support.

The elephant in the room: How personal and workplace traits shape role stress in the construction industry

Geographical regions shape workplace stress, as each location presents distinct environmental, cultural, and socioeconomic conditions. These regional variations contribute to varying stress levels among workers depending on their unique conditions. This study explored the effects of personal and workplace traits on the role stress of the construction workforce in the South Asian region. Data were collected through a cross-sectional survey involving 274 project-level personnel from ten construction companies in Sri Lanka. Factor analysis validated regression analysis was performed to identify the effects of personal and workplace traits on role stress. The results highlighted the significance of age, education level, and organization tenure in shaping role stress. Specifically, the increasing age was associated with decreased role overload and work-family conflict. A higher level of education was linked to a greater likelihood of experiencing role conflict. Extended organization tenure was found to decrease role ambiguity but increase role conflict and work-family conflict among construction project employees. These findings hold implications for shaping organizational policies aimed at improving employee well-being. By incorporating these insights, organizations can develop strategies that foster a more supportive and healthier work environment.