Work-family Conflict Research Articles

The Effect of Musculoskeletal Disorders of the Assistant Staff Working in the Hospital on Work – Family Conflict

Objective: This research; was conducted to examine the effects of socio-demograpich characteristics and musculoskeletal disorders of the assistant staff working in the hospital on work-family conflict. Theoretical Framework: The study investigates how the socio-demographic characteristics of hospital auxiliary staff and musculoskeletal disorders are associated with work-family conflict. Method: The reseaarch was conducted in a cross- sectional type. The universe of the research consisted of 640 assistant cleaning. The sample size of the study was determined as 410 people by power analysis. In the analysis of data; percentage, number and linear regression techniques was used. Results: In the research: A statistically significant difference was found between the frequency and severity of pain felt in the neck and right- left wrist region of the assistant staff, and the work-related disability and work-family life conflict scale score (p<0.005). Research Implications: It has been determined that the frequency and severity of the pain felt in the upper and lower extremities of the assistant staff are effective on the work-family life conflict. Originality/Value: This research contributes to the limited literature on the subject and is of great value for broadening and deepening the concept of health and well-being. The study also has original value in various local contexts.

The relationship between impostor phenomenon and emotional exhaustion among Chinese nurses: the mediating role of bi-directional work-family conflict

AimsThe study aims to explore the relationship between impostor phenomenon and emotional exhaustion among nurses and to examine the potential mediating role of bi-directional work–family conflict.MethodsA cross-sectional survey using convenience sampling was conducted from January to April 2023, involving 4,088 Chinese nurses. Of those, 3,977 nurses across 43 public hospitals completed the web-based survey that included a sociodemographic information questionnaire, the short Clance Impostor Phenomenon Scale, the Bi-directional Scale of Work–Family Conflict, and the Emotional Exhaustion Scale. SPSS with Hayes’s PROCESS v4.2 Macro was employed to examine the mediation model using bootstrap techniques.ResultsAfter controlling for confounding factors, impostor phenomenon was found to have a direct positive effect on emotional exhaustion (𝛽 = 0.134, 95% CI [0.122 to 0.145]); the two dimensions of work–family conflict, work interfering with family (𝛽 = 0.099, 95% CI [0.090 to 0.109]) and family interfering with work (𝛽 = 0.017, 95% CI [0.012 to 0.022]), served as parallel mediators in the relationship between impostor phenomenon and emotional exhaustion. Compared to family interfering with work, impostor phenomenon had a greater influence on emotional exhaustion through the mediation of work interfering with family, with a difference in the mediating effects of 0.082 (95% CI [0.073 to 0.096]). (The symbol β denotes the regression coefficient, estimated through mediation analysis using a bias-corrected bootstrapping procedure. CI represents the confidence interval for the specified parameter).ConclusionThis study reveals that impostor phenomenon not only directly affects emotional exhaustion but also exerts parallel mediation effects through bi-directional work–family conflict, with work interfering with family exerting a stronger mediating effect than family interfering with work. The findings elucidate the complex interplay between impostor phenomenon, an intrapersonal psychological factor, and work–family conflict, an interpersonal stressor, in contributing to emotional exhaustion among Chinese nurses, providing valuable insights to guide efforts aimed at safeguarding nurses’ mental health and well-being.

Perceptions of Work–Family–Engineering Relationships Among Employed Female Engineers in Yemen: A Survey Study

Work–family conflict (WFC) is a worldwide and timeless dilemma that negatively and significantly impacts the performance of employees, families, and organizations. It intensifies when the career is engineering, the employee is female, and the job environment requires heavy-duty and field tasks. The present study investigates the WFC in an engineering environment for female engineers and studies many women-related issues in Yemen. Three questionnaires targeted 130 female engineer graduates, 60 senior engineers, and 20 female engineers’ husbands. The results indicated that marriage is strongly and negatively correlated to educational performance, job opportunities, and job continuity. The present study suggests that, in conservative societies, disruptions from family-to-work are more pronounced compared to work-to-family. Several external factors, including low stipends, economic downturns, and political crises, have a negative impact on job opportunities and job spillover. A significant finding revealed that the average wage of female engineers in Yemen is USD 145, which is 3.822 times lower than that of their male counterparts. The survey results indicated that only single female engineers, but not married female engineers, are currently employed in the industrial and construction sector. Most female engineering graduates are working in jobs unrelated to engineering. Employed females face balancing professional responsibilities, household tasks, and social commitments. Society needs to implement policies that alleviate the pressure on women’s work and promote and support dual-earning couples to enhance family income. The present study recommends organizations offer flexible work schedules, allow remote work options, and create a healthy work environment to address the work–family imbalance, particularly in male-dominated environments.

Psychological and Social Factors Associated With Reporting Post-COVID Symptoms Among German Healthcare Workers: A Cross-Sectional Study.

Health care workers (HCW) with post-COVID condition (PCC) are frequently reported to suffer from mental health impairment. Given HCW above-average risk for mental health, research is necessary and risk factors need to be assessed. To compare mental health and health of German HCW with and without PCC and to identify associated psychological and social factors. Cross-sectional study. Overall, 2816 German HCW participated (332 reported PCC). Measures were post-COVID condition symptom sum score (PCSS), symptoms of depression (Patient Health Questionnaire-2), anxiety (Generalised Anxiety Disorder-2) and post-traumatic stress disorder (PTSD) symptoms (Impact of Event Scale-6), work-family conflict (Work-Family Conflict Scale), social support (ENRICHD Social Support Inventory), sense of coherence (Sense Of Coherence-3 Scale) and working conditions. Group differences of HCW with and without PCC were investigated. Multiple linear regression analysis was performed for HCW with PCC. PCSS was the dependent variable. Independent variables were a.m. measures and age, gender, occupational group and migration background. HCW with PCC exhibited higher values, with medium effect sizes, for symptoms of depression, anxiety and PTSD. Small effect sizes were observed for work-family conflict, social support, sense of coherence and working conditions. Higher PCSS scores were associated with higher depression, anxiety, PTSD and work-family conflict levels, lower social support and sense of coherence and migration background. Being a physician was associated with lower PCSS. Lower mental health, social factors and resources may play a role in reporting severe post-COVID symptoms. Further research is necessary to investigate these interactions using the biopsychosocial theory. This study can help to understand PCC in HCW to design adjusted treatments and protect HCW from PCC and minimise their risk of PCC. This study complies with the Journal article reporting standards for quantitative research in psychology: The APA Publications and Communications Board task force report (Data S1). Caregivers are the sample group.

Working mothers’ perceptions of fairness at home and work: a textual analysis of sentimental polarity in social discourse

PurposeThis study explores working mothers’ perceptions of fairness in work and home environments through real-world social media discussions. It examines how these perceptions shifted due to the COVID-19 pandemic.Design/methodology/approachUsing a naturalistic approach, we analyzed 13,560 comments from 4,076 unique users on Reddit to convert qualitative data into quantitative variables. A nonparametric factorial ANOVA was employed to assess the relationship between fairness perceptions and the impact of the COVID-19 pandemic on these perceptions in both work and home settings.FindingsThe analysis revealed that working mothers predominantly express negative perceptions of fairness in both environments. Contrary to initial expectations, the pandemic did not exacerbate these perceptions. However, conversations involving both work and home contexts showed a more positive tone, suggesting the benefits of remote work scenarios introduced by the pandemic.Originality/valueThis study uniquely applies sentiment analysis to naturalistic social media data, offering real-time insights into how working mothers discuss fairness. Unlike traditional survey methods, this approach captures daily lived experiences, particularly in a crisis context, revealing new aspects of the work–family conflict.

Preventative self-regulatory primary care leadership in urban China: impact on physician well-being and medical service quality.

The study aims to address the gap between leaders' preventative self-regulatory focus and its impact on Chinese primary care physicians (PCPs) well-being, measured by work-family spillover stress and work exhaustion and on healthcare quality, measured by preventive service delivery and clinical guideline adherence. This paper conducted a cross-sectional in-person survey with 38 leaders and 224 PCPs in 38 primary health centers (PHCs) in Jinan, Tianjin, Shenzhen and Shanghai. Guided by the regulatory focus theory, this paper built hierarchical linear regression models to examine the association between the leadership's regulatory focus and physician burnout, work-family conflict, clinic guideline adherence and preventive service delivery. This paper added the knowledge of leadership's regulatory focus impact on the well-being and medical service quality of PCPs. Prevention regulatory focus of leaders was significantly associated with work exhaustion and physicians' reported work-family conflict. There is no significant association between leadership's prevention regulatory focus and PCPs' preventive service delivery or clinical guideline adherence. Data on the regulatory focus of PCPs were not collected. Future studies should collect longitudinal data, allowing for exploration of the mechanism. This paper revealed that PHC leaders should restructure their leadership focus away from preventive regulatory behavior, promoting a team atmosphere and enhancing PCP attitudes, behaviors and well-being. To improve the well-being of PCPs and the quality of medical services, our results recommend a focus on establishing a positive organizational culture and addressing the emotional and professional needs of PCPs. To achieve these aims, policymakers should implement measures that promote a more comprehensive and balanced regulatory focus within PHC institutions. These measures should aim to create an environment that supports physician well-being and enhances the quality of healthcare services. Providing ample resources and support, promoting a collaborative team atmosphere and encouraging open communication are vital to empowering PCPs. This study examined the preventive regulatory focus of PHC leaders on the well-being and medical service quality of PCPs in China.

The impact of work–family conflict on early childhood teachers’ occupational well-being: the chain mediating role of psychological empowerment and job crafting

The impact of work–family conflict on early childhood teachers’ occupational well-being: the chain mediating role of psychological empowerment and job crafting

Family-Work Conflict and Compliance with Safety Behaviour: Moderating Role of Perceived Organizational Support among Officers and Men of Nigeria Police Force

Family-Work Conflict and Compliance with Safety Behaviour: Moderating Role of Perceived Organizational Support among Officers and Men of Nigeria Police Force

The Study on the Discussion of Women’s Marriage Issues under the Marriage and Family Concepts of the Republic of China

Introduction: The Republic of China has experienced significant changes in its marriage and family systems, with traditional Confucian values dominating. Legal reforms, social modernization, and cultural shifts have challenged these conventions, leading to debates about women's rights, marriage autonomy, and family dynamics. This research, analyzed the historical context of women's marriage in the Republic of China, revealing the influence of cultural norms, socio-legal frameworks, and gender expectations on women's experiences and challenges.Objective: The study highlights the evolution of marriage laws, the impact of Confucian principles on gender roles, and societal pressures faced by women. The study provides insights into the in progress dialogue about the rights of women and family dynamics during the Republic of China era. Method: Data from the china general social survey examines how perceptions of gender, job security, and work flexibility influence work-family conflictsand marriage issues, purposely job intrusive with family and family intrusive with job. 350 participants were collected aged 22 to 27. This study investigated the Statistical techniques. Tools included a multiple linear regression analysis, paired T-test, and a chi-square test. Result: The comprehensive analysis reveals the tension between familial expectations and career aspirations among contemporary Chinese women also contributes valuable insights into gender roles, work-family balance, and the evolving nature of women's rights and societal expectations.Conclusion: This study contributes valuable insights into the nature of women’s rights and social expectations in the Republic of China era and beyond, emphasizing the significance of understanding gender dynamics in the circumstance of marriage and family

Home as a Workplace: Demographic Profiles and their Implications to Work-Family Conflict

Home as a Workplace: Demographic Profiles and their Implications to Work-Family Conflict

From bad bosses to weakened marriages: the role of abusive supervision in emotional exhaustion, work–family conflict and marital strain

PurposeThe study aims to explore and test the relationship between abusive supervision, emotional exhaustion, work–family conflict and divorce intentions among employees in the hospitality industry. Specifically, it investigates how abusive supervision leads to emotional exhaustion, which in turn intensifies work–family conflict and ultimately influences divorce intentions.Design/methodology/approachThe study used a mixed-methods design with an exploratory sequential approach. In the first phase, qualitative interviews with hotel employees explored the effects of abusive supervision on work and family life. Findings from these interviews informed the development of a framework for the second phase, which quantitatively tested the relationships between abusive supervision, emotional exhaustion, work–family conflict and intention to divorce.FindingsOur findings revealed that abusive supervision causes emotional exhaustion, which in turn leads to work–family conflict. However, we did not find any significant link between work–family conflict and the intention to divorce.Originality/valueTo the best of our knowledge, this study is among the first studies to explore the outcomes of abusive supervision using the mixed method approach, specifically the exploratory sequential design, to comprehensively examine the associations among abusive supervision, emotional exhaustion, work–family conflict and marital problems. This research contributes to leadership literature by providing empirical findings on the long-term impacts of abusive supervision.

Unveiling the moderated mediation of psychological entitlement and psychological distress in customer incivility and frontline employee work-family conflict relationship

PurposeThis study intends to examine the influence of customer incivility (CI) on work-family conflict (WFC), with a specific focus on the mediating function of psychological distress (PD) and the moderating role of psychological entitlement (PE). Additionally, the study explores whether PE moderates the indirect influence of CI on WFC through psychological distress.Design/methodology/approachWe gathered data from 326 employees employed in the Indian service sector and analyzed them using partial least squares structural equation modeling (PLS-SEM) with SmartPLS v4.FindingsThe findings demonstrate that customer incivility increases employee WFC. Additionally, PD served as a partial mediator in CI and WFC relationships. Moreover, the study uncovered that psychological entitlement (PE) moderates the association between CI and PD. Importantly, the indirect influence of customer incivility on WFC via psychological distress was high at higher PE.Practical implicationsThis study offers practical insights for mitigating customer incivility and work-family conflict. Organizations can implement employee assistance programs (EAPs) to offer confidential counseling services to the victim of CI. Additionally, managers should promote a performance-driven culture where incentives and recognition are based on genuine accomplishments to manage psychologically entitled employees.Originality/valueOur research is the first to propose and validate the predictive influence of CI on WFC through psychological distress. Furthermore, by exploring the moderating effect of PE in comprehending the connection between customer incivility, PD and work-family conflict, our study contributes novelty to the existing literature.

The Influence of Job Stress Mediates Work-Family Conflict on Employee Job Satisfaction

Employees are one of the important elements in achieving company goals, therefore, employees as an important source in the success of a company should be considered, especially regarding their satisfaction at work or what is commonly known as job satisfaction. The objectives of this study are (1) Testing the effect of work-family conflict on job satisfaction in employees (2) Testing the effect of work-family conflict on job stress in employees. (3) Testing the effect of job stress on job satisfaction in employees. (4) Testing job stress in mediating the effect of work- family conflict on job satisfaction in employees. The population in this study were 119 employees. Sampling using purposive sampling method using criteria in the study amounted to 80 people. The data collection instrument uses a questionnaire with a Likert scale, each of which has been tested and has met the validity and reliability requirements. Data analysis using SmartPLS 3.0 tools. The results of this study indicate that (1) Work-family conflict has a negative and significant effect on job satisfaction in employees. (2) Work-family conflict has a positive and significant effect on job stress in employees. (3) Job stress has a negative and significant effect on job satisfaction in employees (4) Job stress mediates the effect of workfamily conflict on job satisfaction in employees.

Neoliberal Feminism and Work-Family Tensions among Professional Women in Beijing

ABSTRACT Unlike liberal feminism, which critiques how liberal democracies exclude women on numerous fronts, neoliberal feminism denies gender differences even as it calls for women to craft their own work-family balance. Drawing upon ethnographic data gathered from professional women in Beijing, this paper argues that these women expend considerable emotional labor to suppress negative emotions and keep their jobs. In doing so, they embody “emergent femininity,” a local expression of neoliberal feminism centered on self-confidence, a willingness to articulate and satisfy personal desires, and heavy use of social media. Yet, pro-work attitudes affect these professional women’s family lives. However, insofar as emergent femininity and neoliberal feminism focus only on individual accomplishments, they cannot provide systemic betterment for women, regardless of personal achievements.

A meta-analytic evaluation of the reliability of work-family and family-work conflict scales

AbstractIn occupational psychology, measuring the interplay between work and family roles is crucial. The Work-family conflict (WFC) and Family-Work Conflict (FWC) scales are indispensable tools in this endeavour. However, their reliability across diverse geographical locations and work settings, particularly during the global pandemic, requires thorough examination. This meta-analysis evaluates the reliability generalisation of WFC and FWC scales across different studies. Registered with PROSPERO (ID: CRD42024509030), we systematically searched four major databases: EBSCOhost, Web of Science, Scopus, and ScienceDirect, yielding 506 potential studies. After deduplication and screening, 44 studies published between 2000 and 2024 were selected. These studies analysed reliability coefficients (Cronbach’s alpha) and the impact of geographical location, work setting, and events like the COVID-19 pandemic on scale reliability. The analysis showed high reliability for both scales, with a pooled Cronbach’s alpha of 0.91 (95% CI [0.87, 0.95]) indicating strong internal consistency. Test-retest reliability was also high, with a pooled estimate of 0.89 (95% CI: [0.84, 0.93]). Subgroup analyses revealed minimal variability in reliability across sectors, regions, and the pandemic period, with no heterogeneity (I2 = 0.0%), suggesting the scales’ broad applicability. The WFC and FWC scales demonstrate high reliability across various global contexts, underscoring their value in occupational psychology. Their adaptability to different cultural and work scenarios, including during the COVID-19 pandemic, highlights their potential for widespread use. The uniform reliability across studies emphasises their effectiveness in capturing work-family dynamics, supporting their generalizability and relevance for cultural adaptation.

Emotional Intelligence and Work-Life Balance in Employees

The purpose of this study was to investigate the impact of Emotional Intelligence and work-life balance on the quality of life of workers. The study used a quantitative methodology to meet the objectives of the study. While on the other hand, primary data was collected from responses to questionnaires widely distributed on the Google Forms platform. The sample of the study consisted of workers from different public and private sectors in the city of Tirana. In general, the participants in this study were a young age group, newly familiar with work and as such may still be trying to balance not only work-family conflicts but also to manage emotional intelligence in the workplace. The results of the study showed that there is no significant relationship between Emotional Intelligence and Work-Family conflict among the study participants. However, there was a significant relationship between Emotional Intelligence and Family-Work conflicts. The study also found that a high emotional intelligence also translated into a better quality of life among the study respondents, and these results varied depending on age, gender, education, length of time in the current job, and overall work experience. This synthesis of research on work-family conflict and emotional intelligence offers a multifaceted contribution to theory, practice, and policy. By integrating findings from diverse theoretical frameworks, it enhances our understanding of the complex interplay between emotional intelligence and the experience of work-family conflict. Practically, it highlights the significance of emotional intelligence in managing work-family conflict, suggesting interventions such as training programs and supportive organizational cultures. From a policy perspective, it suggests incorporating emotional intelligence measures into recruitment and advocating for work-life balance policies. These insights pave the way for more effective strategies to promote well-being and productivity in the workplace.

Workaholism as a Trigger for Marital Conflict: Psychological and Legal Perspectives

Workaholism is a phenomenon that is increasingly prevalent in modern society. While working is a positive activity, excessive focus on work can trigger an imbalance between professional and personal life. In the context of marriage, this imbalance can lead to conflicts, relationship breakdowns, and even divorce. A concrete example of the impact of workaholism on family life can be found in the Bantul Religious Court Decision No. 840/Pdt.G/2022/PA.Btl. In this case, workaholism was cited by the plaintiff as the reason for filing for divorce in court. This study employs a library research method with descriptive-analytical analysis of the court ruling as the object of research. The purpose is to explore the psychological and legal impacts of workaholism from a psychological perspective using the work-family conflict theory and the theory of spouses of workaholics. Additionally, the maslahah mursalah approach is used to assess whether workaholism as a social phenomenon brings benefits or harms. The findings of this study reveal that workaholism can trigger disputes between married couples, leading to divorce. From the perspective of maslahah mursalah, workaholism provides benefits, such as fulfilling the family’s economic needs and achieving career goals. Moreover, there is also harm, such as being a trigger for conflicts within the household.

Nurturing Work Engagement: Unravelling the Impact of Servant Leadership, Employee Emotional Intelligence, and Work-Family Conflict

This study explores the influence of servant leadership (SL), emotional intelligence (EI), and work interfere with family (WIF) on work engagement (WE) among the service sector workforce in Klang Valley, Malaysia. A quantitative approach via survey was administered to 150 employees from the food and beverage, retail and wholesale trade, and accommodation sectors. The Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis revealed that SL and EI positively affect WE, while WIF negatively impacts WE among service sector employees. The practical implications emphasise the importance of fostering EI, implementing SL practices, and addressing WIF to enhance employee WE. This study also offers theoretical contributions to further enhance the understanding of these factors within the Job Demands-Resources (JD-R) framework.

Nurturing Work Engagement: Unravelling the Impact of Servant Leadership, Employee Emotional Intelligence, and Work-Family Conflict

This study explores the influence of servant leadership (SL), emotional intelligence (EI), and work interfere with family (WIF) on work engagement (WE) among the service sector workforce in Klang Valley, Malaysia. A quantitative approach via survey was administered to 150 employees from the food and beverage, retail and wholesale trade, and accommodation sectors. The Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis revealed that SL and EI positively affect WE, while WIF negatively impacts WE among service sector employees. The practical implications emphasise the importance of fostering EI, implementing SL practices, and addressing WIF to enhance employee WE. This study also offers theoretical contributions to further enhance the understanding of these factors within the Job Demands-Resources (JD-R) framework.

Study on the Trend of Low Fertility Rate in China and Its Influencing Factors

In recent years, China's population fertility rate has continued to decline, becoming a major issue of widespread concern in all sectors of society. This paper aims to analyze the trend of China's low fertility rate and its main influencing factors. Through the analysis of national statistical data and a review of relevant literature, this paper finds that China's total fertility rate is already far below the world level. Due to the family planning policy, China is now facing the challenges of a low birth rate and an aging population. China has problems such as insufficient government support for fertility policies and low public enthusiasm for fertility, especially in large cities, where high living costs and work pressures have a significant inhibitory effect on fertility. This paper suggests that in the future, policies should pay more attention to improving the parenting capacity of individual families, strengthening work-family balance, and improving parenting supply, to alleviate the restrictions and challenges of socioeconomic development brought about by low fertility rates.