High Levels Of Work-family Conflict Research Articles

Relationship between work-family conflict and anxiety/depression among Chinese correctional officers: a moderated mediation model of burnout and resilience

BackgroundCorrectional officers tend to have high levels of work-family conflict (WFC). WFC has been found associated with various forms of psychological distress and to affect the overall well-being of correctional officers. Burnout and resilience may affect the relationship between WFC and psychological distress, however, this association still remains unclear. This study aimed to examine the mediating effect of burnout on the relationship between WFC and anxiety/depression and the moderating role of resilience, within the context of correctional officers.MethodsA cross-sectional online survey was conducted in China from October 2021 to January 2022. WFC, burnout, resilience, anxiety, and depression were evaluated using the Work-Family Conflict Scale (WFCS), Maslach Burnout Inventory-General Survey (MBI-GS), 10-item Connor-Davidson Resilience Scale (CD-RISC-10), and the Depression Anxiety Stress Scale (DASS). Mediation and moderation models were then tested using the PROCESS macro in SPSS, with burnout being a mediator and resilience playing a moderating role in the relationship between WFC and anxiety/depression.ResultsA total of 472 correctional officers were included. Burnout was found to mediate the relationship between WFC and anxiety (b = 0.14, 95%CI [0.10, 0.19]) and the relationship between WFC and depression (b = 0.23, 95%CI [0.18, 0.28]). Additionally, resilience played a moderating role in the direct effect of WFC on anxiety (b = − 0.02, p < 0.01) and the first half of the indirect effect of WFC on anxiety (b = − 0.007, p < 0.05). Furthermore, resilience was also found to moderate the first half of the indirect effect of WFC on depression (b = − 0.02, p < 0.01), but not the direct effect of WFC on depression (b = − 0.005, p > 0.05).ConclusionThe findings of the present study may improve our understanding by elucidating the fundamental mechanisms of the connection between WFC and psychological distress among correctional officers. The results have significant implications for policymakers and individuals, as they suggest that diverse interventions may help promote the mental well-being of correctional officers.

Role of Work-Family Conflict on Work Performance Among Employees in Chinese National AMCS

Purpose: The objective of this study was t to investigate the impact of work-family conflict on work performance, with a particular focus on the mediating role of employee innovative behavior and the moderating role of creative self-efficacy, based on the principles of the Stimulus-Organism-Response (SOR) theory among employees in Chinese national AMCs. Theoretical framework: Recent literature has reported good results in work-family conflict in work performance (Hendra and Made, 2019). However, there is still much to investigate and learn about WP because it is a recent development. Design/Methodology/Approach: This study adopted SEM (Structural Equation Modeling) research method and using the software PLS 3.0 processing data collected from 548 questionnaires distributed through email-box to the general employees of four main cities of the four national AMCs in China. Findings: Based on this study, it can be concluded that work-family conflict has a significant negative impact on work performance in the AMC industry. Higher levels of work-family conflict leading to lower work performance. However, employee’s creative self-efficacy and innovative behavior can improve their performance. Research, Practical &amp; Social implications: This study contributes to the existing literature exploring the role of work-family conflict as a negative factor affecting employees' work performance within the framework of the Stimulus-Organism-Response (SOR) theory. Practically, this study provides valuable guidance for managers in noticing and addressing specific challenges within China's national AMCs. We suggest a future research of framework in this research in other industries or countries with different cultural, economic, and organizational contexts with longitudinal or experimental designs. Originality/Value: The results highlight the relevance of the SOR framework in guiding managerial considerations, addressing practical problems, and fostering positive work environments that lead to improved work performance in national asset management companies.

Work-Family Boundaries in the Digital Age: A Study in France on Technological Intrusion, Work-Family Conflict, and Stress.

Since previous studies have shown that the request of off-work technology-assisted supplemental work (off-TASW) can contribute to blurring the boundaries between the work and family domain by increasing work- family conflict (WFC), the purpose of this study is to go further, investigating how this relationship impacts stress perceptions. A cross-sectional study that involved a sample of 221 French workers was carried out using a self-reported questionnaire. The data collected were analyzed by IBM SPSS 25.0 software, and a mediation model was tested. The results showed that off-TASW was associated with higher levels of WFC (b=.32; p=.000), which was in turn associated with stress perceptions (b=.42; p=.000). This study contributes to un- derstanding how the intrusion of technologies during off-work times impacts workers' perceptions of psychological wellbeing through work-family conflict. These findings should encourage the debate on the risks of staying connected to work through technologies during off-work and leisure time and stimulate the promotion of campaigns to make workers aware of their right to disconnection, to the benefits of detachment from work and recovery experiences.

Work-family conflict and work alienation among seafarers: The mediating role of emotional exhaustion

Working on ships in challenging conditions and with limited social contact, seafarers are separated from their families for much of the year. Moreover, the recent global crises have restricted seafarers’ connections with the shore. The necessity to work away from family can cause emotional exhaustion and work alienation among seafarers. Today, when the demand for maritime transportation has reached the highest levels, it is important to identify the factors that lead to the alienation of seafarers, who are the building blocks of the sector in the profession. Therefore, this study investigated the mediating role of emotional exhaustion in the association between work-family conflict and work alienation among seafarers. The participants of this study were 360 seafarers. The researchers used structural equation modeling to analyze the proposed hypotheses. The results of the mediation model indicated a significant and positive association between work-family conflict and work alienation, with emotional exhaustion partially mediating this association. Therefore, the study found that higher levels of work-family conflict were associated with higher levels of emotional exhaustion and work alienation. The results provide a different perspective on the challenges faced by seafarers and have practical implications.

Work-family conflict and its related factors among emergency department physicians in China: A national cross-sectional study.

Work-family conflict is common among emergency department physicians. Identifying the factors associated with work-family conflict is key to reducing its negative impact on mental health and work attitudes. However, the work-family conflict of Chinese emergency department physicians and the related factors have been scarcely studied. This study aimed to investigate the current status and related factors of work-family conflict among Chinese emergency department physicians. A national cross-sectional study was conducted among emergency department physicians in China from June 2018 to August 2018. A standard questionnaire was used to investigate the demographic characteristics, work-related factors, and work-family conflict of emergency department physicians. The generalized linear regression analysis was used to identify the related factors of work-family conflict. A total of 10,457 licensed emergency department physicians participated in the study. The average score of work-family conflict among the enrolled emergency department physicians was 19.27 ± 3.94, and the prevalence of high levels of work-family conflict was 69.19%. The multivariable regression analysis showed that emergency physicians who were female (linear regression coefficient, -0.25; SE, 0.08; P = 0.002), older than 40 years (linear regression coefficient,-0.53; SE, 0.14; P < 0.001), and earning more than 4,000 CNY per month (e.g., 4,001~6,000 vs. ≤4,000 CNY: linear regression coefficient, -0.17; SE, 0.09; P = 0.04) had lower work-family conflicts. However, emergency department physicians who were married (linear regression coefficient, 0.37; SE, 0.11; P < 0.001), highly educated (linear regression coefficient, 0.46; SE, 0.10; P < 0.001), had a high technical title (e.g., intermediate vs. junior technical title: linear regression coefficient, 0.61; SE, 0.09; P < 0.001), worked in a high-grade hospital (e.g., tertiary hospital vs. emergency center: linear regression coefficient, 0.38; SE, 0.11; P < 0.001), had a higher frequency of night shifts (e.g., 6~10 night shifts per month vs. 0~5 night shifts per month: linear regression coefficient, 0.43; SE, 0.10; P < 0.001), self-perceived shortage of physicians in the department (linear regression coefficient, 2.22; SE, 0.08; P < 0.001), and experienced verbal abuse (linear regression coefficient, 1.48; SE, 0.10; P < 0.001) and physical violence (linear regression coefficient, 0.84; SE, 0.08; P < 0.001) in the workplace had higher work-family conflict scores. Most emergency department physicians in China experience a high-level work-family conflict. Hospital administrations are recommended to develop family-friendly workplace policies, establish a scientific shift system, and keep the number of emergency department physicians to meet the demand to reduce work-family conflict.

Examining the Relationship Between Maternal Employment Guilt and Internalized Sexism in Mothers with Preschool Children

Motherhood is an important part of gender inequality discussions and the basis of the unequal division of labor based on gender is mostly based on motherhood roles. It is stated that employed women have a high level of work-family conflict, perceive themselves to be far from being the "ideal" mother, and have higher levels of guilt. The internalization of sexist standards is thought to be effective in triggering and increasing feelings of guilt. In this context, this research sought to examine the sense of guilt felt by working mothers of pre-school children and the relationship of this feeling with internalized sexism and sociodemographic variables. 209 working mothers of pre-school children either in a part-time or full-time job participated in the study. Descriptive analysis, correlation analysis, and regression analysis were employed in the study. The results showed that the mother’s guilt was positively related to the sub-dimensions of internalized sexism. Specifically, internalized powerlessness/loss of self and self-objectification from sub-dimensions of internalized sexism significantly predicted the mother’s guilt. Additionally, weekly working hours and the number of children also predicted the mother’s guilt. These results are important in terms of revealing the risks caused by the internalization of sexist norms that put serious pressure on mothers. Efforts towards gender equality are of great importance in increasing the quality of life for mothers in the family life and workplace.

Work–family strain of employees with children with disabilities

PurposeThe purpose of this study is to investigate the relationships between (1) employed parents' work–family conflict (WFC), (2) their children with disabilities' support needs, (3) their children's age, and (4) those parents' levels of school engagement.Design/methodology/approachData were collected from 193 US parents of children with disabilities who completed a survey regarding work and family strain as well as school engagement. Descriptive statistical and correlational analyses were used, followed by moderated regression analysis.FindingsResults indicate that higher levels of WFC have a negative impact on parents' school engagement. Similarly, children with disabilities' increased needs for parental support have a negative impact on school engagement. Moreover, the age of children with disabilities holds a moderating role in the relationship between support needs and school engagement.Research limitations/implicationsHuman resource managers can acquire information regarding employed parents of children with disabilities' increased support needs and formalize flexible policies leading to supportive workplace cultures. School personnel can instigate a range of options that facilitate parents' school engagement, such as maximizing use of technology via virtual meetings and activities.Originality/valueThese innovative findings contribute to theoretical underpinnings in work and family strain research as well as conservation of resources theory, given the lack of previous empirical work specific to children with disabilities and their employed parents.

How parenthood contributes to gender gaps in academia.

Being a parent has long been associated with gender disparities in academia. However, details of the mechanisms by which parenthood and gender influence academic career achievement and progression are not fully understood. Here, using data from a survey of 7,764 academics in North America and publication data from the Web of Science, we analyze gender differences in parenthood and academic achievements and explore the influence of work-family conflict and partner support on these gender gaps. Our results suggest that gender gaps in academic achievement are, in fact, "parenthood gender gaps." Specifically, we found significant gender gaps in most of the measures of academic achievement (both objective and subjective) in the parent group but not in the non-parent group. Mothers are more likely than fathers to experience higher levels of work-family conflict and to receive lower levels of partner support, contributing significantly to the gender gaps in academic achievement for the parent group. We also discuss possible interventions and actions for reducing gender gaps in academia.

Analysis of the Work-family Conflict in Small Companies in the South Colombian Region: The Differential Perception between Men and Women

The present investigation was carried out with the objective of measuring the perception of the work-family conflict, experienced by men and women, in the organizations of the Surcolombiana region. In this sense, the deductive method was used, in a quantitative and descriptive study, since it was attempted to determine the level of perception of the variable in question, for which the Survey Work-Home Interaction-Nijmegen scale was used (SWING) for work-family conflict, validated internationally, on a sample of 397 people. The analysis of the information and the relationship of variables was carried out with the SPSS 25 software. In this regard, it was found that in general all the collaborators present high levels of work-family conflict; however, it is evident that women who work in organizations experience higher levels of work-family conflict, compared to men.

Association of Work-Family Conflict With Depression, Parenting Behaviors, and Socio-Behavioral Development of Children

This study investigated the associations of work-family conflict with the psychological well-being, parenting behaviors, and socio-emotional development of children aged between 2 and 6 (M = 4.14, SD = 1.30) and their working mothers. The sample was constructed with a random sampling method from Turkey, with nationally representative 700 working mothers. The age of the mothers ranged from 20 to 49 (M = 34.02, SD = 5.46). The data was based on maternal reports. The data was collected through the Organizational Support Scale, Work-Family Conflict Scale, Parenting Questionnaire, Temperament Scale, Eyberg Child Behavior Inventory, Adaptive Social Behavior Inventory, Child Behavior Checklist, Brief Symptoms Inventory, Multidimensional Scale of Perceived Social Support, and Work-Family Guilt Scale. The results of the study showed that (i) the mothers who reported higher levels of guilt due to working and lower levels of social support experienced higher levels of work-family conflict; (ii) the higher levels of work-family conflict increased the depression level and negative parenting behaviors in mothers while decreased the positive social-behavioral development in children, (iii) the social support had a buffering role in decreasing the negative effects of depression in mothers. This is the first study conducted with a nationally representative sample from Turkey to investigate an extensive ecology from mothers’ work-family conflict to their children’s socio-emotional development. The need for supporting policies to ameliorate working conditions and labor divisions for working mothers were emphasized by the study results. Keywords: Work-family conflict, parenting, support, socio-behavioral development

The Phenomenon of Work-Family Conflict and Work Stress and Their Effect on Employee Performance

The purpose of this research is to examine work-family conflict, work stress, and employee performance, as well as to determine the impact of work-family conflict and work stress on employee performance at PT Bank Mandiri Taspen KCP Ujungberung during the COVID-19 pandemic. The research method used in this study is a survey method. Descriptive and verificative surveys are the type of study used in this research by using multiple regression analysis. The sample in this research was 30 respondents from PT Bank Mandiri Taspen Branch of Ujung Berung - Bandung. Determination of respondents was taken by using the non-probability sampling method with the saturated sampling technique. The data used are the primary results obtained from distributing questionnaires. According to the findings of this study, there is a high level of work-family conflict, a high level of work stress at the company, and a high level of employee performance. Hypothesis testing shows that work-family conflict partially doesn’t have a significant impact on employee performance, work stress partially doesn’t have a significant impact on employee performance, and simultaneously work-family conflict and work stress do not have a significant impact on employee performance at PT Bank Mandiri Taspen Branch of Ujung Berung – Bandung.

Shift Work and Work-Family Conflict: A Systematic Review

Shift work occupies precious time for family and social life. The aim of this review was to systematically assess the state of research on the impact of shift work on work-fam-ily conflict. A systematic literature search was conducted in PubMed and EBSCO to identify studies published between 1990 and 2017. In the end, 36 articles met the inclusion criteria and were considered in this review. Shift workers show higher levels of work-family conflict in comparison to workers in regular day schedules. Different shift types and a large variation of shift characteristics have been studied. Results point to a higher work-family conflict especially among night shift workers and those working in a shift schedule, including weekend work. Research testing for causality is missing.

Between Home and Work: Commuting as an Opportunity for Role Transitions

Across the globe, every workday people commute an average of 38 minutes each way, yet surprisingly little research has examined the implications of this daily routine for work-related outcomes. Integrating theories of boundary work, self-control, and work-family conflict, we propose that the commute to work serves as a liminal role transition between home and work roles, prompting employees to engage in boundary management strategies. Across three field studies (n = 1,736), including a four-week-long intervention study, we find that lengthy morning commutes are more aversive for employees with lower trait self-control and greater work-family conflict, leading to decreased job satisfaction and increased turnover. In addition, we find that employees who engage in a specific boundary management strategy we term role-clarifying prospection (i.e., thinking about the upcoming work role) are less likely to be negatively affected by lengthy commutes to work. Results further show that employees with higher levels of trait self-control are more likely to engage in role-clarifying prospection, and employees who experience higher levels of work-family conflict are more likely to benefit from role-clarifying prospection. Although the commute to work is typically seen as an undesirable part of the workday, our theory and results point to the benefits of using it as an opportunity to transition into one’s work role.

WORK-FAMILY CONFLICT AND EMPLOYEE PERFORMANCE IN GHANA’S BANKING SECTOR

Studies indicate that in recent times, many working adults have combined family and work roles but they find it difficult to effectively execute their duties. This is due to the fact that these roles are incompatible, and therefore cause work-family conflict which has adverse concerns for both employees and organizations. This study therefore examined effects of work-family conflict on job performance in a selected bank in Ghana. It is a cross-sectional study and it employed the quantitative research method. Simple random and stratified sampling techniques were used to sample 100 respondents and both primary and secondary data were used. The findings revealed that family demand, long working hours and heavy workload were among the reasons for work-family conflict. Flexible time schedule, supervisory support, supportive work environment, and formulation of family friendly policies such as child care services were strategies the bank used to minimise work-family conflict. A significantly negative correlation was established between work-family conflict and job performance showing that high levels of work-family conflict in employees leads to lower job performance. It was recommended that other banks without work-family conflict strategies should emulate the best practices of the study bank to help enhance the performance of their employees.

English

Nurses are faced with a lot of responsibilities, at work and home. This gives rise to work-family conflict. There are several factors which could affect work-family conflict. This study identifies specific job characteristics and their influence on work-family conflict among nurses working in the teaching hospitals in Anambra State. Descriptive survey design was adopted for the study, as a proportionate sampling technique was used to select 257 nurses from the two teaching hospitals in Anambra State. The instrument for data collection was work-family conflict instrument, and Work-design questionnaire which was adopted, modified and revalidated. The data generated was statistically analyzed using Kruskal-Wallis and Spearman correlation with the aid of Statistical Package for Social Science (SPSS) version 23. Results stated that high level of work-family conflict was reported by nurses. Average number of patients served per day and workload influenced work-family conflict positively with a p-value of 0.044 and 0.00, respectively. Workload and average number of patient served per shift are the job characteristics that influence work-family conflict. Therefore, workload of nurses should be analyzed critically and the review of nurses workload for further adjustments so as to increase their productivity both at work and home. Key words: Job characteristics, work-family conflict, workload, job autonomy, Nigeria, Anambra State. &nbsp

Alcohol and cigarette use affecting the relationship between work-life conflict and physical health

ABSTRACT Poor worker health is estimated to cost employers more than half a trillion dollars per year in lost productivity [Japsen, B. (2018, November 15). Poor worker health costs U.S. employer’s half trillion dollars a year. Retrieved March 8, 2019, from https://www.forbes.com/sites/brucejapsen/2018/11/15/poor-worker-health-costs-u-s-employers-half-trillion-dollars-a-year/]. Stress, especially as it pertains to work-family conflicts, has been shown to be a primary contributor to employee health problems [Gisler, S., Omansky, R., Alenick, P., Tumminia, A., Eatough, E., & Johnson, R. (2018). Work-life conflict and employee health: A review. Journal of Applied Biobehavioral Research, 23(4), 1–46. https://doi.org/10.1111/jabr.12157]. This paper investigates how physical health symptoms resulting from increased work-family conflict may be mediated through increased alcohol and cigarette use, and how that relationship is moderated by factors such as family-friendly policies implemented by the organizations, time management, sex of the individual, and norms around the use of these substances among employees. The study examined 1275 blue collar/front-line workers from 60 different small businesses. Alcohol and cigarette use were found to partially mediate the relationship between high levels of work-family conflict and negative physical health symptoms. The availability and ease of use of family-friendly policies moderated the effects of the relationship as well. Results and implications are further discussed.

Quality of work life and work-family conflict: a cross-sectional study among nurses in teaching hospitals.

The nursing profession is known to induce high levels of stress, and being simultaneously engaged in a stressful professional occupation and having a family life can lead to work-family conflict. Healthcare providers require recruitment and retention strategies that preserve nurses' quality of work-life and mitigate work-family conflict. To investigate the relationship between quality of work-life and work-family conflict among hospital nurses in Iran, as well as the relationships between work-family conflict and quality of work life, and between age, professional experience, type of employment, work shift and marital status. This cross-sectional study was conducted among 378 nurses working in six Iranian teaching hospitals, who were selected using random quota sampling. Data on age, professional experience, type of employment, work shift and marital status was collected. The study questionnaire was based on the 53-item Quality of Work Life scale and the 18-item Work-Family Conflict scale. Correlations were established using Pearson's chi-squared and eta-squared tests. A total of 93% of participants experienced moderate or high levels of work-family conflict and 83% had a low or moderate quality of work life. On average, the levels of work-family conflict and quality of work life were moderate. Quality of work life decreased with increasing work-family conflict. Healthcare providers can use these results to inform their recruitment and retention strategies. Nurse managers can mitigate any adverse effects of work-family conflict on quality of work life by offering staff interventions such as short training courses on how to manage work-family conflict.

Work-family conflict and psychophysical health conditions of nurses: Gender differences and moderating variables.

This study aims to investigate the associations of perceived work-family conflict with nurses' psychophysical health conditions, exploring gender differences and analyzing the potential moderating effects of perceived job control (skill discretion and decision authority), social support, and job satisfaction. The study was carried out in five hospitals of the Italian Public Health Service. Participants were 450 nurses (206 men, 244 women). Self-administered questionnaires were used to collect data. Descriptive statistics and hierarchical regression analyses were conducted. Female nurses perceived significantly higher levels of work-family conflict, anxiety, depression and somatization. Significant gender differences emerged in the associations between work-family conflict and nurses' psychological health conditions and in moderating variables. Work-family conflict was significantly associated with anxiety and depression in male nurses and with somatization in both genders. The associations of work-family conflict with nurses' psychophysical health conditions were moderated by decision authority and job satisfaction, in male nurses, and by social support, in female nurses. Findings suggest including gender-specific moderating variables for defining tailored policies and interventions within healthcare organizations to reduce perceived work-family conflict and to promote nurses' wellbeing.

Weekend Work and Work-Family Conflict: Evidence from Australian Panel Data

Objective: This paper investigates whether weekend work is associated with higher levels of work-family conflict (WFC) among parents, and whether resources like schedule control or presence of a partner mitigate this effect. Background: The 24/7 economy requires many workers to work on weekends. Nevertheless, research on the impact of weekend work on families, and on WFC in particular, is underdeveloped, with previous studies relying on cross-sectional data and small samples. Method: Associations between regular weekend work and a measure of WFC are examined using data from fourteen waves of the Household, Income and Labour Dynamics in Australia (HILDA) Survey. The sample is restricted to workers aged 18 to 64 years with parenting responsibilities for children aged 17 or less (7,753 individuals, 40,216 observations). Both pooled ordinary least squares and fixed-effects regression models are estimated. Results: Among both genders, weekend workers have significantly higher levels of WFC than those who only work weekdays. WFC is particularly high for those who work weekends and simultaneously have little control over their schedule. And whereas WFC is generally higher for single parents, weekend work affects WFC similarly for couple and single parents. Conclusion: Weekend work generally has a detrimental effect on workers’ ability to combine employment with parenting commitments. However, work-domain resources like schedule control can buffer the impact of weekend work.

The health effects of work-family conflict in men and women Japanese civil servants: a longitudinal study.

High level of work-family conflict (WFC) is an important risk factor for stress-related health outcomes. However, many studies are cross-sectional studies. In this study, we aimed to clarify how changes in WFC levels over a period 5 yr can affect workers’ mental and physical health, and to clarify whether there are gender differences of them. This study examined 1,808 civil servants (1,258 men and 550 women) aged 20–65 yr working in a local government in the west coast of Japan from 2003 to 2008. Logistic regression analyses were used to examine whether the change in WFC contributes to workers’ health problems and whether there are gender differences. This study revealed association sustained high WFC and deterioration of WFC conflict with poor mental health and poor job satisfaction for both men and women. In men high WFC conflict and deterioration was associated with poor mental health (OR=2.74). On the other hand, women had strong relationship between WFC changes and poor physical health (OR=2.64). WFC was an important factor as a social determinant of health of Japanese civil servants, and the change in WFC affects subsequent health problems with different trends in men and women.