High Work-family Conflict Research Articles

Prevalence and predictors of near misses and road traffic crashes among long-distance bus drivers in Ghana

IntroductionDespite the critical role of bus drivers in the Ghanaian economy, research on their safety is limited, hindering progress towards reducing road traffic crashes (RTCs) in line with Sustainable Development Goal (SDG) 3.6. This study aimed to investigate the rate of RTCs and near misses among long-distance bus drivers, identifying key predictors.MethodThis cross-sectionl survey sampled 7,315 long-distance bus drivers operating from Accra and Tema to other parts of Ghana and sub-region. Descriptive and binary logistic regression analyses were condcuted using Jamovi software version 2.5.3.ResultsThe study found that 53.7% and 96.9% of bus drivers had at least one RTC and one near-miss two years prior to data collection respectively. Older age, higher education, and extensive driving experience (≥ 21 years) reduced RTC risk, while factors like 6–20 years of experience, individual bus ownership, irregular shifts, long driving hours, sleepiness, job security, low decision authority, and skill discretion increased RTC risk. Near-misses were more likely with public bus ownership, not driving alone, low decision authority, skill discretion, and supervisor support, while high work-family conflict reduced near-miss likelihood.ConclusionConcerted efforts are needed to implement targeted interventions aimed at regulating working hours, enhancing job security and integrating occupationl health and safety standards in the Ghanaian bus transport industry. By prioritizing evidence-based policies and practices, stakeholders can work towards creating safer roads and healthier work environments for bus drivers.

Investigating the association between work family conflict (WFC) and generalized anxiety disorder (GAD) in an Australian community-based cohort study.

Difficulties managing work and family demands are common and have been found to be associated with stress and poor mental health. However, very few studies have examined Work Family Conflict (WFC) in connection with diagnosable anxiety disorders (and none with Australian representative data). The current study investigated whether high WFC was significantly associated with a diagnosis of Generalised Anxiety Disorder (GAD) after controlling for a broad range of socio-demographic contextual factors, related psychosocial job, family and individual characteristics, and prior anxiety symptom history. Data was analysed from an Australian population-based community cohort - the Personality and Total Health (PATH) Through Life project. Eligible participants (N = 1159) were employed full-time or part-time, with data collected by both online questionnaire and face-to-face interview. Presence of Generalised Anxiety Disorder (GAD) in the past 12-months was diagnosed by the GAD module in the Composite International Diagnostic Interview (CIDI) (based on DSM-IV criteria) and severe anxiety symptoms were measured using the Patient Health Questionnaire (PHQ) 7-item 'other anxiety' model. The findings consistently showed that those experiencing high WFC had higher odds of a GAD diagnosis (final adjusted model: CIDI: OR: 2.55, CI: 1.38-4.70) as well as clinical levels of anxiety symptoms (PHQ: OR:2.61, CI:1.44,4.72). This was the case after controlling for an extensive range of covariates. This is one of the first studies to show that WFC is associated with greater likelihood of GAD. The challenge of juggling both work and family can have far-reaching impacts - not just increasing distress broadly, but also potentially increasing the likelihood of clinically diagnosable anxiety.

Examining parental stress and its link to hair cortisol and DHEA levels in kindergartners

Background Parental work-family conflict (WFC) and parental household income have been linked to negative outcomes for children. So far, no study has associated these two stressors with the hair concentration of cortisol (HCC) and dehydroepiandrosterone (DHEA) in kindergarteners as a measurement of their objective stress. Methods and measures 44 children (40.91% female) with a mean age of 5.16 years and their parents participated in this cross-sectional study. Children’s cortisol and DHEA measurements reflected the hormones produced over the past two months. Parents filled out questionnaires concerning their WFC and parenting behavior. Results Higher maternal WFC and a lower parental net household income were negatively associated with the DHEA and positively with HCC/DHEA ratio of their children. No significant associations were found between HCC and any included variables. Paternal WFC had no impact on the stress hormones and negatively affected parenting behavior of both parents. Levels of stress hormones were not correlated with parenting behavior. Conclusion The present results indicated a higher stress exposure in children of mothers with a higher WFC and lower net household income. Conceivably, this may have led to an accumulation of allostatic load. Potential influences of demographic variables on the children’s hormones are discussed.

Work-family conflict categories and support strategies for married female nurses: a latent profile analysis.

To clarify subgroups of married female nurses experiencing work-family conflict (WFC), explore the factors associated with the subgroups, and determine how desired support strategies differ among the subgroups. Data was collected from a sample of 646 married female nurses from public hospitals in Zhejiang Province, China, in December 2021. Latent profile analysis was used to group the participants, and multiple logistic regression was used to identify factors associated with higher WFC. The STROBE criteria were used to report results. According to latent profile analysis, there were three distinct profiles of WFC among married female nurses: "low-conflict type," "work-dominant-conflict type," and "high-conflict type." These profiles differed in the number of children, night shifts, family economic burden, childcare during working hours, family harmony, colleague support, and nurse-patient relationships. Nurses with multiple children, higher pressures in childcare during working hours, heavier family economic burdens, lower family harmony, lower colleague support, and poorer nurse-patient relationships are more likely to be classified as "high-conflict type" nurses. This study found that married female nurses experience different types of WFCs. The structure of these WFCs and their associated factors suggests that customized intervention strategies can be developed to address the specific needs of married female nurses.

Work-family conflict among primary health workers during the COVID-19 pandemic: Its mediating role in the relationship between workload and job burnout.

This study explores the situation of workload, work-family conflict and job burnout among primary health workers in China in the context of COVID-19 and identifies the mediating effect of work-family conflict between workload and job burnout. Since the breakout of the COVID-19 pandemic, primary health workers have been working on the frontline of the epidemic and may experience increasing workload, work-family conflict and job burnout. It is important to focus on the issue of how to alleviate job burnout of primary health workers. A cross-sectional study (STROBE) was used. Data were collected from 785 primary health workers in China. Multiple regression analysis was used to examine the mediating effect of work-family conflict between workload and job burnout. 18.7%, 10.4% and 39.5% of respondents had high job burnout in the dimensions of emotional exhaustion, depersonalization and personal accomplishment, respectively. 34.6% of the respondents had high or very high workload, and 12.8% of the respondents had high or very high work-family conflict. Results of multiple regression analysis indicated that work-family conflict mediated the relationship between workload and job burnout. Workload (β = .163, CI = .207-.549) and work-family conflict (β = .211, CI = .311-.640) positively influenced job burnout, and workload (β = .428, CI = .375-.508) positively influenced work-family conflict. The study indicated that primary health workers experienced a high level of job burnout, especially in the personal accomplishment dimension. Furthermore, this study verified the mediating effect of work-family conflict between workload and job burnout. Some interventions for alleviating workload, work-family conflict and job burnout should be taken, including workplace assistance programmes, family-friendly policies and a well-integrated healthcare system. This study does not involve patient or public contribution in any part. Nurses and other primary health workers are health gatekeepers of residents and play a vital role in the healthcare system. Due to the breakout of COVID-19, they have taken more work and are more vulnerable to work overload, work-family conflict and the consequent job burnout. Some interventions should be taken to effectively alleviate their job burnout and improve their health and performance.

High conflict, high performance? A time-lagged study on work-family conflict and family support congruence and safety performance

Numerous studies have pointed out the detrimental effects of work-family conflict on safety performance. However, we attempt to challenge common sense and focus on explaining why individuals with work-family conflict maintain a high safety performance. Drawing on the work-home resource theory, this study investigates the effects of work-family conflict and family support on safety performance and the mediating role of positive affect, to explain why and how work-family conflict coexists with high safety performance. We tested hypotheses using a time-lagged study of three waves over seven months with 378 employees by response surface analysis based on objective safety performance data. The data were collected in China from August 2022 to March 2023. This study indicates that when work-family conflict and family support are congruent, individuals experience higher positive affect and safety performance. This study also suggests that positive affect mediates the impact of the congruence of work-family conflict and family support on safety performance. The findings advance the understanding of the relationship between work-family conflict and safety performance. This study also highlights the critical role of family support on the safety performance of individuals with unavoidable high work-family conflict.

Moderating effects of personal resources on work engagement and work-family conflict

Orientation: There is a growing concern about the dark side of work engagement. Recent research has shown that employees who are highly engaged at work are more likely to suffer from high work–family conflict. As employees’ engagement is highly valuable to organisations, it would be useful to identify variables that mitigate this negative impact so that both employees and the organisation can benefit from this positive work behaviour.Research purpose: The study examined the moderating roles of work-family conflict self-efficacy and resilience on the relationship between work engagement and work-family conflict among female nurses in Nigeria.Motivation for the study: While prior research has established that work engagement is associated with higher work-family conflict, less research attention has been paid on the factors that can moderate or buffer this relationship. This study was therefore conducted in response to calls for empirical research on the potential moderators between engagement and work-family conflict.Research approach/design and method: The study used a cross-sectional survey approach to gather data from a sample comprising 233 female nurses in four public hospitals in Ondo State, Nigeria. They responded to measures of work-family conflict, work engagement, work-family conflict self-efficacy and resilience. The study hypotheses were tested using moderated regression statistics.Main findings: Findings indicated that work engagement positively predicted work-family conflict. Work–family conflict self-efficacy and resilience buffer the positive relationship between work engagement and work-family conflict.Practical/managerial implications: These findings implicate the need for intervention programmes that would enhance self-efficacy and resilience among female nurses in Nigeria.Contribution/value-add: This study is one of the first to examine the moderating roles of personal resources such as work-family conflict self-efficacy and resilience on the relationship between work engagement and work-family conflict within the framework of conservation of resources theory.

Anxiety-associated factors among employees with different personality profiles: a cross-sectional study in China.

Anxiety not only harms employees' work efficiency and satisfaction but also presents as a hazard to their mental health. This study aimed to investigate the prevalence of anxiety among Chinese employees, identify their personality profiles and explore the anxiety-related factors in different personality profiles. This national investigation adopted the multistage random sampling method to recruit employees. A total of 3,875 employees were enrolled in this study, and 39.1% (1,515/3,875) of them were experiencing anxiety at the time of the study. Latent profile analysis (LPA) was conducted to identify personality subgroups among Chinese employees based on their BFI-10 scores. LPA identified a three-profile solution among Chinese employees: average, resilient, and introverted. Employees in the resilient profile had the lowest anxiety rate (16.1%, 132/822), and those in the average profile had the highest rate (46.8%, 1,166/2,494). Multivariate analysis results showed that for all personality profiles, self-efficacy was positively associated with anxiety, and work-family conflict was negatively associated with anxiety. High levels of perceived social support and self-efficacy reduced the risk of anxiety and higher work-family conflict and no partner increased the odds of anxiety in the average profile. For the introverted profile, female gender, and living in a city increased the chances of suffering from anxiety. This study identified that each personality profile of Chinese employees had its own set of factors associated with anxiety, which could facilitate employers to provide targeted interventions to alleviate employees' anxiety.

Work-Family Conflict and Coping Strategies among Nurses of a Selected Teaching Hospital in Pokhara, Nepal

Introduction: Conflict between work and family is a consequence of incompatibilities between different roles of nurses. Nurses need to maintain equilibrium between the demands of work and family life because it is important for their physical and mental health. The elimination of distress is primarily achieved through effective coping. The objective of this study was to assess the status of work family conflict and coping strategies among nurses.
 Methods: A cross-sectional study was conducted among the nurses of a teaching hospital. Consecutive sampling was employed for the selection of 110 nurses. A self-administered structured questionnaire consisting of Carlson work family conflict scale and brief cope inventory was used for data collection. Work-Family Conflict was categorized into high and low level based on the mean score. Similarly, Coping Strategies was also categorized into high and low coping based on the mean score. A Chi-square test was used to find the association between variables and status of work-family conflict.
 Results: Nearly half (44.5%) of the nurses were suffering from high work family conflict and more than half (51.8%) of the participants were adopting high coping strategies. The religion(p=0.042) and schedule flexibility (p=0.026) were found to be significantly associated with the status of work-family conflict.
 Conclusion: The study concludes that almost half of the nurses working in teaching hospital suffer from high work-family conflict. So, there is a need to pay attention to the interface of work and family roles in order to reduce the conflict level and enhance work output among nurses.

Exploring the Social Determinants of Mental Health by Race and Ethnicity in Army Wives

ObjectiveTo explore the social determinants of mental health (SDoMH) by race/ethnicity in a sample with equal access to healthcare. Using an adaptation of the World Health Organization’s SDoMH Framework, this secondary analysis examines the socio-economic factors that make up the SDoMH by race/ethnicity.MethodThis paper employed configurational comparative methods (CCMs) to analyze various racial/ethnic subsets from quantitative survey data from (N = 327) active-duty Army wives. Data was collected in 2012 by Walter Reed Army Institute of Research.ResultsInitial exploratory analysis revealed the highest-scoring factors for each racial/ethnic subgroup: non-Hispanic Black: employment and a history of adverse childhood events (ACEs); Hispanic: living off post and a recent childbirth; junior enlisted non-Hispanic White: high work-family conflict and ACEs; non-Hispanic other race: high work-family conflict and not having a military history. Final analysis showed four models consistently explained clinically significant depression symptoms and four models consistently explained the absence of clinical depression symptoms, providing a solution for each racial/ethnic minority group (non-Hispanic Black, Hispanic, junior enlisted non-Hispanic White, and non-Hispanic other).DiscussionThese findings highlight that Army wives are not a monolithic group, despite their collective exposure to military-specific stressors. These findings also highlight the potential for applying configurational approaches to gain new insights into mental health outcomes for social science and clinical researchers.

Risk of insomnia symptoms according to Work-Family Conflict by workers' characteristics.

Work-Family Conflict means that the demands of work and family roles cannot be met simultaneously, so one cannot concentrate on one's work or family role. This conflict can negatively affect mental health and cause insomnia symptoms. This study was conducted on 20,442 subjects. Insomnia symptoms were assessed using the Minimal Insomnia Symptom Scale, and other variables were assessed using the questionnaire method. Logistic regression analyses were performed to evaluate the effect of Work-Family Conflict on insomnia symptoms, and subgroup logistic regression analyses were also performed. The number of people with insomnia symptoms was 4,322 (15.1%). Compared with Low Work-Family Conflict, the odds ratios (ORs) for the risk of insomnia symptoms were 1.84 (95% confidence interval: 1.56-2.16) in High work-to-family conflict, 1.16 (1.02-1.32) in High family-to-work conflict, and 3.19 (2.87-3.55) in High Work-Family Conflict. The ORs were higher for men than women in High WFC but higher for women than men in High Work-Family Conflict. The risk of insomnia symptoms was highest in High Work-Family Conflict.

Through the Lens of Workers’ Motivation: Does It Relate to Work–Family Relationship Perceptions?

Workers’ motivations and the work–family relationship are two subjects that have been capturing the attention of researchers and practitioners. However, to date, little is known about the link between the two subjects. Thus, this research aimed to investigate the relationships among each type of motivation conceptualized in self-determination theory and work–family conflict, work–family enrichment, and work–family balance. In addition, the current study intended to investigate the relationships among work–family conflict, work–family enrichment, and Work–family balance. Data were collected through a self-administered questionnaire. To test the hypotheses, the PROCESS macro was used. The results suggested that intrinsic motivation is negatively associated with work–family conflict and positively associated with work–family enrichment and work–family balance. Additionally, identified regulations seem to be positively associated with work–family enrichment and work–family balance. However, contrary to expectations, this study revealed a positive relationship between introjected regulation and work–family enrichment and work–family balance. Concerning external regulation (material and social) and amotivation, globally, the findings were consistent with the hypotheses, i.e., the higher the external regulation and amotivation, the higher work–family conflict and the lower the work–family enrichment and work–family balance. Moreover, the higher the work–family conflict, the lower the work–family balance, and the higher the work–family enrichment, the higher the work–family balance. Theoretical and practical implications are discussed.

Associations of Work-Family Conflict with Family-Specific, Work-Specific, and Well-Being-Related Variables in a Sample of Polish and Ukrainian Adults during the Second Wave of the COVID-19 Pandemic: A Cross-Sectional Study.

The conflict between work and family demands increased during the COVID-19 pandemic due to changes in lifestyle related to the lockdown. This study examines the associations between work-family conflict (WFC) and family-work conflict (FWC) with work-specific, family-specific, and well-being-related variables during the second wave of the COVID-19 pandemic. The results may be used in practice to improve the well-being of employees by adjusting home-based work and family areas of life to dynamic changes during the pandemic. The sample of 736 adults from Poland (53.26%) and Ukraine (46.74%), aged between 19 and 72 (M = 39.40; SD = 10.80), participated in the study. The cross-sectional study was performed using an online survey, including sociodemographic variables, measures of WFC, time pressure, remote work assessment (RWAS), physical health (GSRH), life satisfaction (SWLS), perceived stress (PSS-10), anxiety (GAD-7), and depression (PHQ-9). This study showed numerous inter-group differences in all variables across the country, gender, relationship status, parenthood, caring for children under 12, and remote working status. A high WFC is more likely among Polish workers (than Ukrainian workers), people with a low level of self-perceived time pressure, and high symptoms of stress. Caring for children under 12, low self-perceived time pressure, and high stress can predict FWC. Various paths lead from perceived stress via WFC and FWC, physical health, anxiety, and depression to life satisfaction, as suggested by the structural equation modeling analysis. Parents of children under 12 and women are the most vulnerable groups for increased WFC, FWC, and worse mental health and well-being. Prevention programs should focus on reducing stress, anxiety, and work demands in these adult populations. A unique contribution to the existing knowledge revealed patterns of associations between WFC and FWC in relation to well-being dimensions in a cross-cultural context during the pandemic.

Work-Family Conflict and Family Role Performance Among Collegiate Athletic Trainers.

Work-life balance continues to be a focal point of athletic training research, particularly due to the job challenges and demands of healthcare providers. Despite a large body of literature, much is still unexplored, especially in the area of family role performance. Examine the relationship between work-family conflict (WFC), family role performance (FRP) and various demographic variables among athletic trainers employed in the collegiate setting. Cross-sectional online survey. Collegiate setting. 586 collegiate athletic trainers (females=374, males=210, gender variant/non-conforming=1, preferred not to answer=1). Data were collected through an online survey (Qualtrics) where participants responded to demographic questions and previously validated WFC and FRP scales. Demographic data were reported and analyzed for descriptives and frequencies. Mann-Whitney U tests were performed to identify differences among groups. Participants mean scores were 28.19±6.01 and 45.86±11.55 for the FRP and WFC scales respectively. Mann Whitney-U tests revealed statistically different differences between men and women for WFC scores (U=344667, p=.021). Family role performance was moderately negatively correlated with WFC total score (rs[584] = -.497, p<.001) and predicted WFC scores (b=72.02, t582=-13.30, p=.001). Mann Whitney-U test demonstrated married athletic trainers (47.20±11.92) had statistically significantly higher WFC scores (U=19847.00, p=.003) than those who were not married (43.48±11.78). Mann Whitney U analysis (U=32096.00 p=.001) also found a significant difference between college athletic trainers with children (48.16±12.44) and those without children (44.68±10.90). Collegiate athletic trainers experience more WFC with marriage and having children. These findings indicate that time required to raise a family and build relationships may cause WFC due to time incongruencies. Athletic trainers want to engage in their family roles, when this is limited WFC increases.

Association between work-family conflict and depressive symptoms in female workers: An exploration of potential moderators

Work-family conflict (WFC), an inter-role conflict between work and family, negatively affects mental health. Using a nationally representative systematic sample, this study aimed to investigate the association between WFC, depressive symptoms, and potential moderators in the association of adult female workers. Data of 4714 female workers (aged ≥19 years) were obtained cross-sectionally from the 2018 nationwide Korean Longitudinal Survey of Women and Families (KLoWF). WFC was assessed using a 7-item questionnaire, based on which scores were classified into high (>75th percentile score) and low (≤75th percentile score) levels of WFC. Significant depressive symptoms were defined as a score of ≥10 on the 10-item version of the Center for Epidemiologic Studies for Depression Scale. Female workers with high WFC levels were more likely to have depressive symptoms than those with low WFC levels (odds ratio = 2.29, 95% confidence interval = 1.91–2.74). In stratified analyses, high WFC levels were associated with the highest odds of depressive symptoms in the following groups: young adults (19–39 years), those with a college degree or above or with high income, never-married individuals, those with a family size of three or a single child, nonstandard workers, and pink-collar workers. This study replicated and extended previous findings on the association between WFC and depressive symptoms. The association was moderated by age, education and income levels, marital status, family size, number of children, and job conditions.

Does Job Resources Affect Individual Performance?

The Job Demands–Resources (JD-R) model stated that job demands and job resources constitute two processes: the health impairment process, leading to negative outcomes, and the motivational process, leading to positive outcomes. This study extended the JD-R model by including counterproductive work behavior (CWB) as dependent variable and work-family conflict (WFC) as moderator. A total of 110 questionnaires were given to employees who work in Indonesia companies. On this study job demands were found have no direct relationship with CWB, as when WFC acted as a moderator due to job demands have relationship with CWB through other variables found in other studies. Meanwhile job resources were found have a negative correlation with CWB, as when WFC acted as a moderator, which means job resources did motivate employee to engage in a more positive behavior and with a high WFC employee tend to engage in more negative behavior.

Stressing Experience and Stigma of Covid-19 Pandemic: Analysis Of Pre-Service Nurses Intention Toward Infectious Diseases Centres in Ghana

This paper explored perceived stressing experience and perceived stigma of Coronavirus (COVID-19) pandemic among pre-service nurses and how these perceptual factors could affect their intention to work at infectious treatment centres in the future. The paper followed mixed analytical procedure where both quantitative and qualitative approaches were employed. Concurrent analytical procedures were adopted where both qualitative and quantitative data were collected concurrent through the use of questionnaire. Questionnaire and interview guide were used for the collecting the data. Multi-stage sampling technique was employed where cluster, stratified and simple random sampling techniques were employed concurrently. Sample size of 150 was used. However, 117 questionnaires were obtained and processed. 11 students were also interviewed. Content and thematic analysis was used to analyse the qualitative data while mean scale and standard multiple regression were employed for the quantitative analysis. The study revealed high perception score of stigmatisation, perceived high stressing experience, and high work-family conflict. The study further found that all the perceptual factors: perceived Covid-19 stigma, perceived covid-19 stressing experience and perceived covid-19 related work-family conflict have significant negative influence on the pre-service nurses’ intention to provide care for infectious diseases. It is recommended that training of these pre-service nurses should emphasis these experiences and possible stigmas to minimise elements of surprise. Health administrators should regular gather data on nurses' experience and perceive stigmas of epidemics and infectious diseases and integrate them in their training programmes. There is no funding to report. Keywords: Coronavirus (Covid-19) Pandemic, Pre-Service Nurses, Perceived Stressing Experience, Stigma, Work-Family Conflict and Pre-Service Nurses Intention DOI: 10.7176/JMPB/72-03 Publication date: February 28 th 2022

Exploring Employees’ After-Hour Work Communication on Public Social Media: Antecedents and Outcomes

This study focused on employees’ work-related social media use outside regular work hours and explored its antecedents and outcomes. Drawing from boundary theory and employee-organization relationship management literature, this study investigated how employees’ preference for work–family segmentation and quality employee-organization relationship affected employees’ work-related social media use. In addition, informed by the effort-recovery model, the current study proposed low psychological detachment from work and high work–family conflict as outcomes of work-related social media use. Through an online survey with 815 employees in the United States, findings of the study supported the proposed antecedents and outcomes. Specifically, employees with a stronger preference for segmenting the work from the home domain engaged less in work-related social media use, and in turn, experienced higher levels of psychological detachment from work and less work–family conflict. On the other hand, those who had high-quality relationships with their organizations reported higher engagement levels in work-related social media, which resulted in lower psychological detachment from work and higher work–family conflict.

Work-Family Conflict of Emergency Nurses and Its Related Factors: A National Cross-Sectional Survey in China.

The prevalence of work-family conflict (WFC) among nurses was high, especially in the emergency department. WFC has a series of negative influences on emergency nurses, but factors associated with WFC require elucidation. Thus, we conducted a national cross-sectional survey among emergency nurses in China. In this study, we described the current situation of WFC and explored its related factors among emergency nurses in China. We found that the WFC of emergency nurses was severe, and emergency nurses aged 25 to 34, male, married, highly educated, with high professional title and long years of service, perceiving the shortage of nurses, experiencing a high frequency of night shift, tended to have higher WFC. Targeted interventions, such as reasonable work allocation, adequate staffing, and a scientific night shift system should be implemented to alleviate the WFC of emergency nurses.

Does work-family conflict play a role in the relationship between work-related hazards and musculoskeletal pain?

Previous research identified an association between work-family conflict and musculoskeletal pain. This study explores how conflict arising from participating in both the work and nonwork domains might influence the relationships between musculoskeletal pain experienced by workers and particular work-related hazards. A cross-sectional survey of data was collected from 401 workers in Belgium across seven organizations in the service and production sector. Subjective measures of the physical and psychosocial work environments, and musculoskeletal pain, were collected by questionnaire, using either an online or paper version. Moderation analyses were conducted using PROCESS v. 3.5 and SPSS v. 26. Work-related hazards appeared to directly influence musculoskeletal pain differently for men and women. In addition, low levels of work-family conflict and supervisor support combined interactively to reduce low back pain in women. For men, the combination of high physical demands and relatively high work-family conflict were associated with increased levels of low back pain. Addressing the work-life interface is worthy of further investigation as a legitimate means through which musculoskeletal pain can be reduced. Musculoskeletal risk management strategies need to include risk factors related to the work-life interface, along with those related to physical and psychosocial work-related hazards.