Levels Of Work-family Conflict Research Articles

The Canadian family-friendly community resources study for better balance, health and well-being

ABSTRACT The Canadian Family-Friendly Community Resources for Better Balance, Health, and Well-Being study (FFCR) is the first study in North America to comprehensively examine the impact of regional community context on work-family conflict, health, and wellbeing. The study was designed to collate data from disparate sources on a variety of community characteristics across Canada over time, including education services, food stores, recreational facilities, religious organizations, police, and fire protection services, for example. These data were then linked to individual-level data from the Canadian Work, Stress and Health study – a longitudinal national sample of Canadians across a myriad of work and family circumstances. These data are more comprehensive than any other dataset attempting to link work, family, and community data. We situate our contribution of the FFCR in literature on ‘work-family conflict’, which is defined as the incompatibility between role obligations. Context-level data were compiled at years corresponding to the individual-level data (2011–2019). Using multilevel analyses based on both cross-sectional and longitudinal data, we find that that resources, like the prevalence of food stores, education resources, recreation facilities, and public safety outlets are negatively associated with residents’ work-family conflict levels. However, these findings are more pronounced across a combination of FFCR overtime.

Work-family Conflict and Psychological Stress among Nurses in Irbid Hospitals

Objectives: This study aimed to investigate the relationship between work-family conflict and psychological stress among Nurses working in Irbid hospitals, in Jordan.
 Methods: The study relied on the correlational descriptive approach. The study sample consisted of (730) nurses who were selected using the convenience sampling method. To achieve the objectives of the study, two scales were developed. The first scale was to measure work-family conflict, and the other scale was to measure psychological stress, the validity and stability of both scales were verified.
 Results: The results showed that both levels of work-family conflict and psychological stress were (high). Moreover, there was a significant positive relationship between work-family conflict and psychological stress among participants. The results also showed that there were statistically significant differences in the level of work-family conflict due to the variables (marital status, number of family members, and the department), and there were statistically significant differences in the level of psychological stress due to the variables (marital status, and the department).
 Conclusions: Based on the results above, it was recommended to improve the financial and psychological support provided to nurses, in order to enable them to confront the influences of work-family conflict. And providing family and vocational counseling programs for nurses, to help them to cope with psychological stress caused by work-family conflict.

Work–family conflict, financial issues and their association with self-reported health complaints among ready-made garment workers in Bangladesh: a cross-sectional study

ObjectivesThis study aims to quantify the degree of work–family conflict (WFC) and financial issues among ready-made garment (RMG) workers in Bangladesh and to investigate their potential associations with self-reported health outcomes.MethodsWe conducted a cross-sectional survey among 1118 RMG workers in labor colonies in Dhaka, Bangladesh, in February and March 2021. Descriptive analyses were performed to characterize WFC (i.e., family life disturbing the job or facing problems in family due to the job) and financial issues (i.e., savings, debt, financial obligations, financial support). We ran multivariable Poisson regression models to examine possible associations between WFC and financial issues and workers’ health (self-reported general health and 10 specific health complaints).ResultsWe found low levels of WFC, low levels of savings, moderate levels of debt, and high levels of financial obligations: virtually all workers agreed they had to keep their job to financially support their spouse, children or other relatives. Only about a third of workers expected they would be able to receive financial support in case of a job loss. Work–family conflict was positively associated with poor health but not consistently with specific symptoms. Financial support was negatively associated, whereas being indebted was weakly positively associated with poor health.ConclusionsOur findings suggest low levels of WFC among RMG workers but high levels of financial obligations. Work–family conflict was positively associated with poor health, but not consistently with specific symptoms. Being indebted was weakly positively associated with poor health. Future prospective studies are needed to confirm these findings.

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.

Gambaran Stres Kerja Yang Disebabkan Oleh Peran Ganda Serta Hubungan Antara Work-Family Conflict Dan Work-Family Balance Pada Ibu Bali Bekerja

This study aims to describe job stress caused by multiple roles and the relationship between work-family conflict and work-family balance in working Balinese mothers. The independent variable in this study is work-family conflict, while the dependent variable in this study is work-family balance. This study has one hypothesis, this hypothesis is that work-family conflict has a negative and significant relationship to work-family balance. This type of research is mixed methods research, which combines qualitative research methods and quantitative research. This study uses a convenience sampling technique. The subjects of this are women who are Hindu, live in Bali, and carry out the roles of mother, wife, work, and krama adat, totaling 388 people. The scale used in this study is a scale that has been adapted from Carlson et al. (2000) for work-family conflict variables with a reliability of 0.87 for time-based WIF, 0.79 for time-based FIW, 0.85 for strain-based WIF, 0.87 for strain-based FIW, 0.78 for behavior-based WIF, and 0.85 at behavior-based FIW. In addition, the scale used for the work-family balance variable was adapted from Bintang and Astiti (2016) with a reliability of 0.911. The scale is filled by the subject in a self-report. The analysis technique used for qualitative data is thematic analysis techniques with MAXQDA 2018 tools. The result of qualitative research is that work-family conflict is one of the causes of work stress in working Balinese mothers. In quantitative data, non-parametric correlation analysis techniques are used with SPSS for windows version 22. The results of the analysis that have been carried out show that there is a negative and significant relationship between work-family conflict and work-family balance. This means, the higher the level of work-family conflict in an individual, the lower the level of work-family balance in that individual. The results of quantitative research can also be used to see the level of work stress in working Balinese mothers, namely Balinese mothers working in this study have a low level of work stress. Keywords: Work-Family Conflict, Work-Family Balance, Job Stress

Analysis of the Effect of Work-Life Balance on Employee Engagement Employees PT. XYZ

Employee engagement has become an interesting topic in the discussion of organizational behaviour in recent years. Amid increasingly fierce company competition, it is very necessary for engaged employees, employee engagement can create success for the company through several things, one of which is related to employee performance and makes employees have higher loyalty to reduce the desire to leave the company (turnover intention). Employee engagement will appear when employees have a high level of work-life balance. Work-life balance can be described as a condition when a person can share roles and feel satisfaction in these roles as indicated by low levels of work-family conflict and high levels of work-family facilitation or work-family enrichment. In other words, work-life balance is an aspect that must appear first in employees before employees feel engaged. When employees have a high level of role satisfaction, employees will give more time, energy and initiative to be able to contribute to the company. This study uses a descriptive type of research with a quantitative approach. The nature of this research is explanatory research which is research that explains the position of the variables studied and the relationship between the work-life balance variable and the employee engagement variable. The subjects in this study were employees of PT. XYZ, totalling 71 people. The measuring instrument used in this study is a scale, namely the employee engagement scale and work-life balance scale which is based on the employee engagement dimension by Anitha (2014) and the work-life balance aspect by Fisher, Bulger and Smith (2009). The data analysis technique used in this study uses Smart PLS (Partial Least Square) software. Based on the results of the analysis and discussion, it can be concluded that work-life balance has a positive and significant effect on employee engagement. The effective contribution of the work-life balance variable is 49.5% to employee engagement. The results of this study then become the basis for determining interventions in the form of training to improve work-life balance which will ultimately increase employee engagement in employees. Keywords: employee engagement, work-life balance.

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.

The Influence of Work and Family as A Factor of Antecedents of Work-Family Conflict among Staff at Uitm Pahang

Work and family are two vital aspects that are challenging to integrate and balance. Work-family conflict is becoming increasingly common among both men and women. As a result, the purpose of this study was to determine the level of work-family conflict among UiTM Pahang staff. The relationship between work-related factor (job participation, role conflict, role ambiguity, and role overload) and family-related factor (family involvement and family support) in relation to work-family conflict was also investigated in this study, which included 144 participants. SPSS was used to evaluate quantitative data. All of the factors had a positive link with work-family conflict, according to the findings. Role conflict, role ambiguity, role overload, family involvement, and family support all had a significant impact on work-family conflict in regression analysis. The result from this study reveals that the role ambiguity had the greatest influence on work-family conflict, followed by role overload and role conflict. Family support and involvement, on the other hand, had a negative influence on work-family conflict. To sum, work-related factors are one of several determinants that may have a significant impact on work-family conflict among staff.

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.

WORK AND HOME: THE INTERACTIONS BETWEEN TWO DOMAINS IN LIFE OF WORKING PEOPLE IN KYRGYZSTAN

Similarly to other countries, working people in Kyrgyzstan experience a dramatic increase in the interrelationship between two domains of home and work, due to changes in the family structure, enhanced demands in the workplace and child-raising practices, an increasing number of women in the workforce in the last several decades, etc. The goal of the study was to explore the most common types of work/home interactions among working people in Kyrgyzstan, gender differences in the interactions between two domains, the demographic characteristics of the group that experiences the highest level of work-family conflict, and types of social support in organization and family life that is most helpful in reducing negative work-home interactions. The research compared interactions between home and work among males and females, governmental, nongovernmental and commercial organizations, married and single employees. The findings revealed that both social support at home and organizational support at workplace relate to work-home interactions. The study showed that both male and female employees in Kyrgyzstan evaluate positive workhome and home-work interactions significantly higher than negative interactions and no gender differences were revealed in the level of assessment of positive and negative interactions between work and home.

Examining the Impact of Stressors during COVID-19 on Emergency Department Healthcare Workers: An International Perspective.

Emergency department healthcare workers are known to face a unique combination of pressures from their careers and work environments regularly. Caring for dying patients and making difficult lifesaving decisions not only continued but also became more prevalent for emergency department healthcare workers during the COVID-19 pandemic. A growing body of literature revealed that the mental and emotional toll of COVID-19 has been tremendous. However, the burden of COVID-19 on the overall physical health and work–life balance on this group needs to be understood. This study aimed to describe the impact of stress on wellbeing and health across the globe among emergency department healthcare workers. A cross-sectional survey comprising work–family and family–work conflict scale, work–life balance, physical symptoms inventory, Oldenburg Burnout Inventory, satisfaction with job and life, and life change index scale was distributed to a convenience sample through listservs and social media. In total, 287 participants responded, 109 completing all questions. Fatigue was the most common symptom reported to occur daily (28.4%, n = 31), followed by muscle pain (13.8%, n = 15) and backache (11.9%, n = 13). Nurse practitioners reported the highest number of physical symptoms and the highest average scores and counts of stressful life events, while registered nurses indicated the highest work–family conflict levels. Linear regressions showed that stressful life events are significantly associated with both physical symptoms and work–family conflict. Results underscore the need to better support emergency department workers to mitigate the risks associated with occupational stress. Protective organizational policies and increased support strategies may be employed to improve wellbeing and cultivate a more sustainable workforce.

Do parenting stress, work-family conflict, and resilience affect retention intention in Korean nurses returning to work after parental leave?: a cross-sectional study

This study investigated whether parenting stress, work-family conflict, resilience affect retention intent in Korean nurses returning to work after parental leave. The participants in this study were 111 nurses recruited from 10 hospitals in Korea, who were working after formal parental leave from their hospitals. Collected data were analyzed using descriptive statistics, the t-test, analysis of variance, the Mann-Whitney U-test, Pearson correlation coefficients, and hierarchical regression. Retention intention (33.80±7.78), parenting stress (101.70±17.57), and resilience (85.02±12.75) were at greater than moderate levels and a midpoint level of work-family conflict (29.63±7.00) was noted in this sample of mostly women nurses in their 30s. The factors affecting retention intent were parental leave duration, the number of times that participants had taken parental leave, health condition, work-family conflict, and resilience. The total explanatory power of these variables was 36.7%. Retention intent had a negative correlation with parenting stress and work-family conflict. Conversely, retention intent was positively correlated with resilience. This study supports the need for flexible adjustment of returning nurses' working hours and family-friendly policies to promote balance between work and family. It is also necessary to develop and apply measures that boost resilience and support health improvement for nurses returning to work.As nurses are often assigned to new areas of work upon return, training programs to aid their adjustment may also be helpful.

Are Business-to-Business Employees More Engaged or Burned Out amid A Global Health Crisis: A Comparative Study

ABSTRACT Purpose The most recent health crisis, COVID-19, has been the greatest disruptor to society in centuries. This disruption has significantly impacted how business-to-business organizations conduct business. These disruptions may create changes in work-related attitudes and perceptions for business-to-business employees. However, due to the recency of the pandemic, there is a lack of published comparison studies on employee attitudes and perceptions. Specifically, the overarching research question in this study investigates if differences between pre-pandemic and mid-pandemic exist for ten work-related attitudes and perceptions. Methodology/approach Quantitative survey data using a Qualtrics panel was collected from currently employed business-to-business salespeople from two different time periods. The first survey of three hundred sixty-one participants was completed pre-pandemic (2018) while the second survey of three hundred five participants was completed mid-pandemic (late-2020). All measures were taken from the extant literature using a seven-point scale. Findings Overall, out of ten constructs investigated, five significant differences were identified. Results found that employees mid-pandemic experienced higher levels of organizational support and personal accomplishment than employees pre-pandemic. These employees experienced lower levels of work-family conflict, emotional exhaustion, and turnover intentions mid-pandemic compared to pre-pandemic. No statistically significant differences existed between pre-pandemic and mid-pandemic employees’ attitudes and behaviors for supervisory support, engagement, depersonalization, job satisfaction, and organizational commitment. Contribution of the article This is the first study that has compared the impact of a global health crisis on business-to-business salespeople’s job-related attitudes and behaviors. This study is important because it highlights the impact that a health crisis can have on employees within the organization. In a time of great negativity and uncertainty, these results showcase how a pandemic may have also positively impacted organizations, especially as it relates to the sudden adoption of new technologies. For sales organizations, we provide guidance on ways organizations can be successful post-pandemic.

Analisis Peran Ganda dalam Produktivitas Tenaga Kerja Wanita di PT Pelindo III Cabang Gresik

Background - Women's labor have multiple roles and must be able to balance work and household. Female workers who have a level of work-family conflict will have an impact on their ability to fulfill their jobs. Objective - This research aims to analyze the dual role in women's labor productivity in pelindo III Gresik Branch office. Design/Methodology/Approach - This study uses qualitative approach, the subject of this study is a female workforce of 12 people. Findings - Based on the results of the study, it can be concluded that female workers who have multiple roles continue to carry out their jobs well so that they are able to complete their duties properly. Research implications - This research can be used as consideration for the company in accepting female employees who already have a role in the household. Research limitations - This study has limitations on the factors behind women choosing to work and have a household.

The Influence of COVID-19 on Women’s Perceptions of Work-Family Conflict in Singapore

The COVID-19 pandemic has facilitated a shift in working arrangements. Work from home may blur work and family boundaries, with potential deleterious influence on Work-Family conflict levels. This is especially so for women, who have traditionally been associated with a greater share of homecare and family duties. Using a sample of 754 married, working mothers in Singapore, this study seeks to examine the conflicting roles of women in Singapore during COVID-19 and their consequences on Work-Family conflict. Results show that the negative impacts of COVID-19 increased Work-Family conflict levels. Additionally, factors such as work occupational commitment, work role overload, parental demands, and family support are found to be key predictors for Work-Family conflict during COVID-19. Implications are then discussed, and the findings can inform companies and governmental institutions on strategies to reduce Work-Family conflict levels.

THE EMOTIONAL LABOR AND BURNOUT IN MARRIED FEMALE DOCTORS OF PAKISTAN: THE MODERATING ROLE OF WORK-FAMILY CONFLICT

The current study aimed to investigate the moderating role of work-family conflict between emotional labor (surface acting) and burnout (emotional exhaustion) in married female doctors. A cross-sectional study was carried out on 200 married female doctors working in public and private hospitals. Data was collected using the three reliable and valid scales. Findings revealed that work-family conflict is the significant moderator. The results indicated that at the low level of work-family conflict, the association of surface acting and emotional exhaustion was not significant (B = .02, SE = .17, p > .05) whereas at a moderate level of work-family conflict (B = .46, SE = .12, p < .01) the association between the surface acting and emotional exhaustion is significant. When the level of work-family conflict is high then the association of surface acting and emotional exhaustion is highly significant (B = .91, SE = .19, p = >.001).The findings are discussed in light of existing literature.

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

Don’t worry, be happy! Positive affect at work, greater balance at home. A daily diary study on work-family balance

IntroductionThe dynamics pertaining to work-family interface such as conflict, enrichment, etc. have received considerable scholarly attention in social sciences. However, the daily processes that are involved have been examined to a lesser extent, least of all including the role played by emotions. ObjectiveThis study aimed at examining, consistently with the Affective Events Theory, if positive and negative affect experienced during the working day played a mediational role in the associations between daily levels of work-family conflict and work-family enrichment on one side, and work-family balance on the other. Moreover, the moderating cross-level role of trait emotional stability was examined. MethodThe study included a convenience sample of 104 Italian employees who completed a diary-book over five consecutive working days. ResultsMultilevel-modelling results highlighted, controlling for emotional stability, a mediational role of only daily positive affect in the relationships between both work-family conflict and enrichment on the one side and work-family balance on the other side. ConclusionThis study contributed to the literature emphasizing the role of positive affective states experienced at the workplace and their connections with the private life. Limitations and implications for research and practice are described.

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.