Levels Of Work-family Conflict Research Articles

Relationships between work-family conflict, infertility-related stress, resilience and social support in patients undergoing infertility treatment

ABSTRACT Fertility treatments can be physically and psychologically exhausting for those who do it due to high expectations and possible frustration with the negative results. Moreover, it demands time and high financial investment, which are sometimes stressful factors for the working patient. Two aspects that can ease this context are resilience and social support. The present article aims to investigate the levels of work-family conflict in individuals undergoing infertility treatment and their associations with stress, resilience, and social support. The survey of 242 patients addressed sociodemographic data, Infertility-Related Stress Scale-Brazil (IRSS-BP), Connor-Davidson Resilience Scale 10 (CD-RISC 10), Perceived Social Support Scale (PSSS), and Work-Family Conflict Scale. Data were analyzed using R (4.3.2). Findings suggest that the level of Work-Family Conflict is higher in men (p = 0.020). The scale is also positively associated with Infertility Stress and negatively correlated with Resilience and Social Support.

PENGARUH WORK-FAMILY CONFLICT DAN BEBAN KERJA TERHADAP STRES KERJA PEGAWAI PADA UPTD. PELAYANAN TRANSPORTASI DARATDINAS PERHUBUNGAN DENPASAR

The transportation system has a vital role in regional development, especially in Denpasar City. UPTD. Land Transportation Services Transportation Departement Denpasar is a government organitation that oversees this field, so to produce good service, need employees with good mentalality, including not experiencing work stress. This research aims to determine the effect of work-family conflict and workload on employee work stress at UPTD. Land Transportation Services Transportation Departement Denpasar. The data analysis technique used is multiple linear regression analysis. The research results show that work-family conflict and workload have a positive and significant effect on work stress, both partially and simultaneously. This means that the higher level of work-family conflict and workload, the level of employee work stress at UPTD. Land Transportation Services Transportation Departement Denpasar will also be higher, and vice versa.

Workplace fear of missing out and job burnout: The chain mediating effect of psychological detachment and work–family conflict

We explored the chain mediating role of psychological detachment and work–family conflict in the relationship between workplace fear of missing out (FOMO) and job burnout. Participants comprised 324 Chinese employees who completed online surveys at four time points. Results were as follows: (a) workplace FOMO was negatively correlated with psychological detachment and positively correlated with work–family conflict and job burnout, (b) psychological detachment and work–family conflict played a mediating role in the relationship between workplace FOMO and job burnout, and (c) psychological detachment and work–family conflict played a chain mediating role in the relationship between workplace FOMO and job burnout. The multiple mediating mechanisms by which workplace FOMO affects job burnout point to its harmful effects and indicate a need to reduce its potential impact on job burnout by increasing employees' psychological detachment and reducing their work–family conflict levels.

Employee’s Well Being dan Job Satisfaction : Tinjauan Peran Family Supportive Supervisor Behaviors dan Work-Family Conflict

This research aims to explore the influence of family supportive supervisor behaviors on work-family conflict and its impact on work life balance and work engagement, which in turn influences employee job satisfaction. This research method used purposive sampling and involved 357 aircraft cabin crew from airlines in Indonesia. Data analysis was carried out using Structural Equation Modeling (SEM). The research results show that family supportive supervisor behaviors have a negative influence on work-family conflict. Furthermore, work-family conflict also has a negative influence on employee work-life balance and work engagement. However, work life balance and work engagement positively influence employee job satisfaction. The managerial implication of this research is that the implementation of family supportive supervisor behaviors in companies can help reduce the level of work-family conflict, so that employee performance and productivity can increase. Thus, companies can obtain long-term benefits through attention to these aspects. Conclusion, this research contributes to the understanding of the relationship between family supportive supervisor behaviors, work-family conflict, and employee work welfare factors. The practical implications of this research provide guidance for companies in developing management policies and practices that support balance between work life and personal life of employees, so as to increase overall job satisfaction and productivity. Keywords: Employee's Well-Being, Family Supportive Supervisor Behaviors, Job Satisfaction, Role Analysis, Work-Family Conflict

Factors Associated with Israeli Social Workers' Intention to Stay in the Profession.

The phenomenon of social workers leaving the profession occurs frequently, underscoring the importance of understanding factors contributing to the intention to stay (ITS) in the profession. Based on the job demands-resources theory (JD-R), this study examined selected social worker workplace "demands" (i.e., their organizational sector of employment and level of work-family conflict) and "resources" (i.e., levels of meaning, locus of control, and salary satisfaction at work). Online survey data were obtained from 407 Israeli social workers. The findings showed that higher levels of meaning and salary satisfaction at work, greater professional seniority, and lower levels of work-family conflict were associated with greater ITS in the profession. Data were gathered during the COVID-19 pandemic, enabling examination of variables contributing to the ITS during times of crisis. These findings confirm that meaning at work is the main factor that motivates social worker ITS in the profession. Salary satisfaction was also found to be an essential factor, highlighting the recent escalation in social worker demands for fair compensation in Israel. Greater work-family balance also contributed to ITS. These findings should be considered by governmental decision makers and welfare service providers wishing to preserve this essential workforce, not just in Israel but also in other countries.

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.

The Silent Threat in Women's Health: Work and Family Conflict.

This study aimed to examine the level of work-family conflict and the factors affecting it among women academic and administrative staff working at the university. The study is descriptive and cross-sectional. We collected data online from women academic and administrative staff at two different universities from December 2022 to June 2023. The data for the study were collected by using the Personal Information Form, Work-Family Conflict Scale, and Family-Work Conflict Scale. The mean Work-Family and Family-Work Conflict Scale scores of the female university staff participating in the study were 15.40 ± 5.02 and 12.02 ± 4.76, respectively. Academic staff were found to have higher mean scores in the Work-Family Conflict Scale (U = 1942.5, p = 0.034) and the Family-Work Conflict Scale (U = 1972, p = 0.042) than administrative staff. The Work-Family Conflict Scale score was affected by the status of sharing domestic responsibilities with the spouse (χ2 = 8.855, p = 0.012). Likewise, it was found that the Family-Work Conflict Scale score was affected by the presence of elderly and/or disabled individuals who were in need of help and support at home (U = 772, p = 0.030), family type (χ2 = 8.013, p = 0.018), and having children (U = 2917, p = 0.028). There was a significant negative correlation between the Work-Family Conflict Scale and daily time allocated to oneself and their spouse (r = -0.163, p = 0.034; r = -0.189, p = 0.013), and a significant positive correlation between the Work-Family Conflict Scale and number of children (r = 0.185, p = 0.04), age of children (r = 0.204, p = 0.03), and daily time allocated to child/children (r = 0.250, p = 0.001). Work-family conflict is affected by variables related to the work and family roles of university staff.

A Study on The Sandwich Generation Differences in Level of Work-Family Conflict and Marital Satisfaction among Working Couple

Dual-earner couples in the sandwich generation are overcoming unique challenges to their marital satisfaction. Therefore, this study aimed to explore gender differences in work-family conflict and marital satisfaction in dual-earner couples among the sandwich generation. To achieve this, a quantitative mathod comprising 105 participants (Mage = 39.10; SD = 9.842) from Greater Jakarta, was used. The results showed that there was no significant differences between working men and women in the sandwich generation concerning marital satisfaction and work-family conflict. Based on observations, there was no correlation between work-family conflict and marital satisfaction in women. Conversely, a negative correlation existed between marital satisfaction and the number of children, a trend discovered exclusively in men. In conclusion, this study provided information to improve the marriage quality for dual-earner couples and contributed novel perspective to the discourse on marital satisfaction and work-family conflict.

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.

Dual Role Conflict of Working Women: A Pilot Study on Female Public Bank Manager in West Java

Purpose: The present study aimed to explore factors causing work-family conflicts and family-work conflicts among married female public bank managers in West Java, Indonesia. Theoretical framework: Variables such as family size, child's age, working hours, and level of social support are found to affect one's experience of work-family and family-work conflicts. These variables have been conceptualized as the antecedents of work-family and family-work conflicts. However, it is important to consider the effect of these variables on working women's psychological stress and wellbeing. This study aimed to identify the antecedents of work-family conflict and family-work conflicts among married working women. Although many studies have investigated issues on work-life balance, there is no study that reports the antecedents of work- family and family-work conflicts. Design/Methodology/Approach: The participants were 93 married female managers aged between 30 to 50 years old who lived together with their family and were directly involved in their job. The survey was conducted by administering a six-point likert scale questionnaire, ranging from 1 (strongly agree) to 6 (strongly disagree). The obtained data had passed the normality, validity, and reliability test. After that, ANOVA was applied to find out the significance difference in the two data group. Findings: This study found different levels of work-family conflict among female managers due to number and age of children and manager level, which affect their job quality and motivation. Research, practical &amp; social implications: The implication of this study is the growing needs of providing a working environment for women, including job satisfaction, communication, family support, and flexible working hours. Originality/Value: This study fills the gap of knowledge by investigating the dual roles conflict among female public bank managers in West Java Province, Indonesia.

Menguji peran komitmen organisasi terhadap perawat wanita

This study aims to measure and analyze the effect of work-family conflict on employee performance through organizational commitment as a mediating variable for married female nurses at hospital X. This research is a causal study with a quantitative approach with a population of 129 married female nurses and sampling techniques using purposive sampling with a total of 98 samples. Data analysis in this study used SEM-PLS with the help of SmartPLS 4.0.9 software. The estimated coefficient is positive at 0.319, indicating that the higher the work-family conflict, the performance of female nurses at hospital X will also increase. The estimated coefficient is positive at 0.459, meaning that the higher the level of work-family conflict, the organizational commitment to female nurses at Hospital X will also increase. The estimated coefficient is positive by 0.358, indicating that as organizational commitment increases, employee performance of female nurses at hospital X will also increase, with a t-statistic value of 3.047 &gt; 1.96, proving that organizational commitment contributes to mediating between work-family conflict on employee performance.

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 Conflicts, Psychological Well-being and Quality of Life among Working Officials: A Comparative Study

The current study deals with the comparison of three variables among working officials, i.e. work-family conflict with psychological well-being and the quality of life of the employees. The participants of this study were officials belonging to different fields of life, such as doctors, teachers, lawyers and bankers. The sample of this study was (N=20) individuals screened out with higher levels of work-family conflicts out of the sample of (N=100) officials. Data was collected by using three scales. The level of work-family conflict was checked by administering WFC-Scale developed by Haslam et al. (2015). The level of psychological well-being was measured by using Psychological Well-being Scale developed by Ryff (1995), and the level of Quality of Life was measured by using the Quality of Life scale developed by WHO (1998). The collected data was analyzed by SPSS. The statistical analysis of the data showed that the overall level of WFC was higher among females as compared to male working officials. The quality of life was higher among males as compared with female working officials. The comparison also showed that the WFC was higher among unmarried officials, and the PW &amp; QL was higher among married officials. Hence, the study concluded that female officials are suffering from more WFC instead of males.

Impact of Organizational and Supervisory Support Perceptions on the Turnover Intentions of Working Mothers-to-Be

The purpose of the paper is to examine the various factors that influence turnover intentions of working women at the threshold of motherhood. The impact and interrelationships of variables like organisational and supervisory support perceptions, flexible-work-options, work-family conflict, job and family satisfaction, and their effect on turnover intentions are examined. A questionnaire survey of 203 working women of three categories—women undergoing infertility treatment, pregnant women, and new mothers of the Indian IT sector—was conducted and hypotheses tested through structural equation modelling. Results validated the model developed and confirmed the causal relationships whereby employees working in family-supportive work environments experienced lower levels of work-family conflict, and reduced work-family conflict thereby led to greater job and family satisfaction followed by lesser turnover intentions. The study reiterates the need for organisations to offer specific policies that allow working-women to continue their careers as they go through motherhood.

LEGAL ASPECTS AND EFFECT WORK FAMILY CONFLICT, JOB INSECURITY, AND TRANSFORMATIONAL LEADERSHIP STYLE ON TURNOVER INTENTION

Purpose: The objective of this study is to analyze the relationship between legal aspects, work-family conflict, job insecurity, transformational leadership style, and turnover intention..&#x0D; Theoretical framework: The role theory proposed by Khan et al. (1964) emphasizes the individual's social role and how it effects his conduct in the workplace and society.&#x0D; Design/methodology/approach: This investigation is quantitative in nature. The subjects of this study were 200 SME employees in Palopo City who were selected using a procedure of random sampling. Through social media, online questionnaires with a Likert scale ranging from 1 to 5 were distributed to collect data. The study employed Structural Equation Modeling (SEM), whereas SmartPLS 3.0 was used for data processing.&#x0D; Findings: Legal aspects play a crucial role in determining the level of work-family conflict, job insecurity, transformational leadership style, and turnover intention in an organization. For instance, laws and regulations pertaining to employment contracts, compensation, benefits, and job security can directly impact an employee's level of job satisfaction and intention to leave their job. Additionally, legal requirements such as mandatory leave and flexible working arrangements can reduce work-family conflict and enhance employee well-being. Moreover, legal frameworks for leadership development and training can foster transformational leadership styles that have been shown to decrease turnover intention among employees. Therefore, understanding the legal aspects that impact the workforce can help organizations develop effective policies and practices that address work-family conflict, job insecurity, and leadership style, and ultimately reduce turnover intention among their employees.&#x0D; Research, Practical &amp; Social implications: Legal aspects are crucial for the development and success of small and medium-sized enterprises (SMEs) in Indonesia. Compliance with employment laws and regulations, such as those related to labor rights, employee benefits, and job security, can help SMEs to attract and retain skilled and talented employees. Moreover, transformational leadership styles, which have been shown to enhance employee engagement and job satisfaction, can be developed and nurtured through legal frameworks such as leadership training programs. By understanding and complying with legal aspects and providing effective leadership training, SMEs in Indonesia can improve their employee productivity, foster innovation and growth, and ultimately contribute to the economic development of both the organization and the country as a whole.&#x0D; Originality/value: This study explores the relationship between family conflict, Job Insecurity, and Transformational Leadership Style on turnover intention, and psychological attachment that has not been explored theoretically and tested empirically in the Indonesian context.

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.

The relationship between nurses' work stress levels and work-family conflict during the COVID-19 pandemic and the affecting factors: A study from Turkey

PurposeHigh work-family conflict affects nurses' physical, mental and psychological health and reduces their job satisfaction and performance. This study was conducted to determine the effect of work stress experienced by nurses during the COVID-19 pandemic on family life and the factors affecting work stress and work-family conflict. MethodThis descriptive and cross-sectional study was conducted on 820 nurses who agreed to participate in the research working in a hospital serving only patients with confirmed COVID-19 in a province in eastern Turkey. ResultsIt was found that the average PJSS score of the nurses included in the study was 3.26 ± 0.56; the average WAFCS score was 3.00 ± 0.81. It was found that there was a moderately positive, statistically significant relationship between the PJSS and WAFCS average scores for the nurses, and the impact of work stress on the levels of work-family conflict was 28 % (p < 0.001). ConclusionIt was determined that the work stress levels of the nurses included in the study were at a level that could threaten their health, the conflict levels in work-family life were high, and the conflict levels in work and family life increased as the levels of work stress increased.

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.

Remote and on-site work stress severity during the COVID-19 pandemic: comparison and selected conditions.

The aim of the present study was to explore whether remote and on-site work stress during the COVID-19 pandemic was experienced with different severity. The second goal was to investigate stress conditions at both working modes. The study involved 946 individuals working in the education system and BSS sector in different Polish organizations. The following tools were used: the Brief Scale of Vocational Stress by Dudek and Hauk, the Polish version of the scales to measure work-family conflicts by Grzywacz, Frone, Brewer and Kovner, Meyer and Allen's Affective, Continuance, and Normative Commitment Scales in the Polish adaptation by Bańka, Wołowska and Bazińska, the Satisfaction with Job Scale by Zalewska. The analysis of intergroup differences revealed that remote work stress severity was significantly lower than on-site work stress severity. The regression analyses proved that work-family conflict and job satisfaction were significant predictors of remote and on-site work stress. Continuance commitment positively predicted on-site work stress. Both models turned out to be statistically significant. The variables included in the models explained 39% and 35% of the variability of the remote work and on-site work stress, respectively. Remote work is associated with lower stress severity than on-site work. For both types of work, the higher the level of work-family conflict, the higher the level of stress severity, but the higher the job satisfaction, the lower the stress severity. Continuance commitment is positively related to on-site stress, which means that people who work for an organization and see no alternative feel more stressed. Such an effect was observed only in the case of on-site work. The study findings are discussed in light of previous research, and implications for organizational practice are considered. Int J Occup Med Environ Health. 2023;36(1):96-111.