Negative Effects Of Work-family Conflict Research Articles

Making policies more effective: The differentiated impact of work-family conflict on environmental public participation

With the accelerated pace of society, work pressures and life matters deplete the public’s time, energy, and emotional resources, consequently impacting their engagement in environmental public activities. This study utilizes the data from the China Social Survey 2019 and the Chinese General Social Survey 2021 to explore the effect of work-family conflict on two types of environmental public participation (daily participation and resistance participation). The findings include: (1) Work-family conflict negatively affects daily participation and positively affects resistance participation. (2) Environmental concern strengthens the negative effect of work-family conflict on daily participation. (3) Government environmental work satisfaction strengthens the positive effect of work-family conflict on resistance participation. The current study provides clarity on the relationship between work-family conflict and environmental public participation. The authors also propose targeted policy recommendations to mitigate work-family conflict in the public sphere and promote effective environmental public participation.

Promoting Women's Well-Being: A Systematic Review of Protective Factors for Work-Family Conflict.

Work-family conflict is a prominent issue, especially in our society, where people are expected to fulfil many roles simultaneously. Work and family life demands significantly impact an individual's overall well-being, especially for women, since they typically balance caregiving for children and elderly relatives with careers. Therefore, highlighting which factors might protect women from experiencing work-family conflict is essential to enhance women's and their family's well-being. Thus, the main aim of the present study was to systematically review previous research on women's coping strategies and protective factors which can reduce the negative effects of work-family conflict. Following the PRISMA guidelines, we conducted a literature search of three databases (PubMed, PsycINFO, and Scopus). After the screening and the eligibility phases, we included a final set of 13 studies. Most of these studies adopted a cross-sectional design (N = 10), and a few adopted a longitudinal one (N = 3). Results highlighted the role of different personal (e.g., hardiness, self-esteem, locus of control) and relational factors (e.g., family and work support) that significantly reduce the negative effects of work-family conflict in women's lives. Findings, practical implications, and future research directions are discussed.

The importance of external social support for workplace-related stress as we grow older.

For older employees, a mismatch between work and nonwork roles can lead to work-family conflict (WFC) and stress. This paper examines whether the availability of social support from outside the workplace can assist these employees in coping with the stress-related consequences of WFC. This study used data from Waves 16 (Time 1) and 17 (Time 2) of the Household, Income and Labour Dynamics in Australia (HILDA) survey (N = 2867). Sociodemographic characteristics were measured using age, sex and employment tenure. A moderated regression model was applied to the older employees in this sample using stress, WFC with external social support as the moderator. Analysis was additionally undertaken for the different aged employee cohorts, younger than 30 years and middle-aged (30-50). We found that external social support dampened the effect of WFC on employee stress for older employees. This effect was more powerful for older employees than for younger employees. Interestingly, older employees reported the same levels of external social support as employees between 30 and 50, but less than that of employees younger than 30 years. Following our hypothesised relationships based on conservation of resources (COR), selection, optimisation with compensation (SOC) and socio-emotional selectivity theories (SST), this paper demonstrates that older employees benefit significantly from external social support. As external social support increased among older employees, the negative effect of WFC on stress decreased. However, this effect was only significant for employees up to the 68th percentile. Overall, this effect was less powerful for both groups of younger employees. Consistent with SOC and SST, older employees possessed different social motives (less reported external social support). Employer and government strategies assisting employees to develop social networks outside the workplace may provide significant benefits to organisations in addition to employees.

Work-family conflict and anxiety among nurses of the maternal and child health institutions: the mediating role of job satisfaction.

Over the past decades, anxiety has garnered significant attention from nursing population. Investigations have centered on the correlation between work-family conflict (WFC) and anxiety as well as the link between job satisfaction and anxiety among nurses. However, the role of job satisfaction plays in the relationship between work-family conflict and anxiety remains relatively unexplored. In April 2021, a cross-sectional survey was conducted among nurses (N = 3,770) working at the maternal and child health institutions in Henan province, China. Multiple linear regression model was used to explore the factors associated with anxiety. Model 4 in Hayes's PROCESS macro and Bootstrap method was performed to examine the mediating role of job satisfaction in the relationship between work-family conflict and anxiety. The median (interquartile range) anxiety score was 5.00 (6.00). Work-family conflict was shown to be significantly correlated to job satisfaction (r = -0.517, p < 0.001) and anxiety (r = 0.457, p < 0.01). There was a strong negative correlation between job satisfaction and anxiety (r = -0.379, p < 0.01). The study also found that nurses aged 31-40 years, those with a junior college education (p = 0.001), those with an undergraduate or above education (p < 0.001), those who reported experiencing work-family conflict (p < 0.001), and those with lower job satisfaction (p < 0.001) were more likely to experience anxiety. Additionally, job satisfaction partially (a*b = 20.90%) mediated the relationship between work-family conflict and anxiety. The association between work-family conflict and anxiety among nurses in maternity and child health institutions was moderated by job satisfaction. Therefore, it is critical to enhance working conditions, minimize work-family conflict, and promoting job satisfaction among nurses may help to mitigate the negative effects of work-family conflict on anxiety.

Work-Family Conflict and Safety Behaviour among Dual-Earner Couples; Does Family Supportive Supervisor Behavior Matter?

The study considered the moderating role of family supportive supervisor behaviour in the relationship between work-family conflict as a source of stress and employees’ safety behaviour. A survey research design was employed and data collection was done using questionnaires. A sample of two hundred and twenty-six (226) was purposefully drawn from 330 dual-earner couple nurses. The data retrieved from the respondents were analyzed with the aid of IBM SPSS (V23.0), Smart Partial Least Square 3.0, and Haye’s PROCESS Macro. The results indicated that work-family conflict is negatively related to employees’ safety behaviour (i.e., safety participation and safety compliance). Further, family-work conflict was negatively and significantly related to safety behaviour (safety participation and safety compliance). Additionally, family-supportive supervisor behaviour significantly buffered the link between work-family conflicts and safety behaviour (safety participation and safety compliance). Finally, the findings of the study revealed that family-supportive supervisor behaviour moderated the relationship between family-work conflict and safety behaviour (safety participation and safety compliance).”Hospital managers and administrators must take steps to reduce the extent of work-family conflict to circumvent its impact on employees’ safety behaviours at work. Moreover, social support from supervisors and family-friendly policies might play a crucial role in reducing the negative effects of work-family conflict on employees’ adhere to safety rules and conduct themselves safely at the workplace. This study has made contributions to the growing stream of work-family interface literature by investigating its influence on safety behaviour and exploring the moderating role of family supportive supervisor behaviour simultaneously.”

The Moderating Role of Self-Consciousness in the Effect of Work-Family Conflict on Work Engagement

In this study, it was aimed to determine the moderating role of self-consciousness in the effect of work-family conflict on work engagement. This research conducted on 438 academics working in two public universities in Turkey has the relational model. The model created for research purposes was tested with SPSS Process macro software. As a result of the research, significant negative relations were found between work-family conflict and work engagement. Again, As a result of the hierarchical regression analysis, it was observed that self-consciousness does plays a moderating role in the effect of work-family conflict on the job attachment and vigor, sub-dimension of vigor and dedicatin. Accordingly, individuals with high self-consciousness feel less of the negative effects of work-family conflict than individuals with low self-consciousness.

Employee Political Skill, Supervisor-Subordinate Guanxi, and Work-Family Conflict: The Cross-Level Moderating Role of Family-Friendly Practices.

Many studies have examined the negative effects of work-family conflict on society, organizations, and individuals. Nonetheless, alleviating employee work-family conflict is a topic worthy of further investigation. Few studies examine the antecedent variables of work-family conflict from personal skill and Guanxi perspectives. Studies that test the moderating role of family-friendly practices at the organization level are also rare. Accordingly, we collected data from 404 employees of 51 organizations. The research data are time-lagged and multileveled. The results of hierarchical linear model (HLM) show: (1) Employee political skill negatively affects employee perceived work-family conflict; (2) Employee political skill positively affects supervisor-subordinate Guanxi; (3) Supervisor-subordinate Guanxi partially mediates the relationship between employee political skill and employee work-family conflict (that is, employees can use their political skill to build high-quality supervisor-subordinate Guanxi, further reducing their perceived work-family conflict); (4) Organization family-friendly practices negatively moderate the relationship between supervisor-subordinate Guanxi and work-family conflict (that is, in organizations with high level family-friendly practices, the negative relationship between supervisor-subordinate Guanxi and work-family conflict becomes weak); Furthermore, by coding with Mplus software (Muthen & Muthen, Los Angeles, CA, USA), we also find: (5) Organization family-friendly practices moderate the indirect effect of employee political skill on employee work-family conflict. The results have both theoretical and empirical implications. Further research directions are addressed at the end.

Unpartnered Mothers' Work-Family Conflict and Parenting Stress: The Moderating Effects of Nonstandard Work Schedules.

Using the Fragile Families and Child Wellbeing Study dataset, we examined the moderating effects of nonstandard work schedules on the association between work-family conflict and parenting stress among unpartnered mothers one year after childbirth. A multiple-group analysis was conducted to examine the interaction between a latent continuous variable (work-family conflict) and observed categorical variables (four types of work schedules: daytime weekday, daytime weekend, nighttime weekday, and nighttime weekend). Results showed that unpartnered mothers' work-family conflict was positively associated with their parenting stress, regardless of their work schedules. In addition, unpartnered mothers' nonstandard work schedules moderated the association between work-family conflict and parenting stress. Contrary to our expectations, however, the negative effects of work-family conflict on parenting stress were alleviated in unpartnered mothers who worked nighttime compared to those who worked daytime weekend. This result indicates that working nights can be a strategy by which unpartnered mothers can balance work and family life. Specifically, using informal caregiving support, unpartnered mothers can have a respite from parenting by working nonstandard hours. Implications are discussed in terms of the importance of researchers' and policymakers' attention regarding unpartnered mothers' work and parenting issues.

Gender as a moderator between work-family conflict, job and family satisfaction

The study examined the effect of work-family conflict on job and family satisfaction among university junior staff in Ghana. It further tested the moderating role of gender on the relationship between work-family conflict dimensions and job and family satisfaction. A quantitative approach was adopted. A multi-stage sampling technique was employed to select 339 respondents. Descriptive and inferential statistics were used to analyse the data. The results revealed a negative effect of work-family conflict on both job satisfaction and family satisfaction. Further analysis showed that gender moderates the relationship between work-family conflict (FIW) and family satisfaction. Recommendations are made to the University authorities and employees on how to minimize the negative effects of work-family which can lead to better job and family satisfaction in this paper.Keywords: work-family conflict, job satisfaction, family satisfaction, gender, junior staff

Work-Family Conflict, Perceived Organizational Support and Professional Commitment: A Mediation Mechanism for Chinese Project Professionals.

Projects are characterized by long working hours, complex tasks and being a kind of temporary organization. As such, work-family conflict is particularly prominent for project employees. This research examined whether and how work-family conflict affects professional commitment among Chinese project professionals. Research hypotheses were developed to explore the relationship between work-family conflict, professional commitment to the project and the mediating effects of perceived organizational support. Data were collected from 327 project managers or professionals working in construction enterprises in China; data were analyzed using structural equation modeling, applying the bootstrapping method. Results showed that there were three dimensions of work-family conflict: time-based conflict, strain-based conflict and behavior-based conflict. There were two dimensions of perceived organizational support: emotional support and instrumental support. The study also tested the negative effect of work-family conflict on professional commitment and the positive effect of perceived organizational support on professional commitment. Specifically, time-based conflict and emotional support had positive effects on professional commitment. Perceived organizational support had a total mediating effect between work-family conflict and professional commitment. The strain-based conflict dimension of work-family conflict had negative impacts on professional commitment through perceived emotional support and instrumental support. Overall, our findings extend a better understanding of work-family conflict and professional commitment in the project setting and verify the importance of social support in balancing work and family and improving employee mobility.

Cross-domain negative effect of work-family conflict on project citizenship behavior: Study on Chinese project managers

This research aims to examine whether and how the bidirectional work-family conflict—work-to-family conflict (WFC) and family-to-work conflict (FWC)—would influence project citizenship behavior (PCB) among Chinese project managers. We proposed hypotheses regarding the relationships between work-family conflict and PCB and the mediating effects of project commitment, which considered the role of national context. Data collected from 154 Chinese project managers were analyzed using structural equation modeling. It was found that FWC had negative relationships with all the three chosen PCBs, i.e., helping behavior, individual initiative, and relationship maintenance, and project commitment mediated these relationships. However, no negative influences of WFC on the three PCBs and project commitment were found. Further comparisons of effects of WFC and FWC on PCBs and project commitment indicated that Chinese project managers were less subject to the negative impacts of WFC. Overall, our results supported the cross-domain negative effect but rejected matching-domain negative effect of work-family conflict among Chinese project managers. We extend understandings of work-family conflict and PCB in the project context, and verify the importance of national context in interpreting work-family issues. Practical suggestions are also discussed regarding increasing project managers' PCB.

The role of polychronicity and intrinsic motivation as personality traits on frontline employees’ job outcomes

Purpose – The purpose of this paper is to investigate the impact of polychronicity and intrinsic motivation on frontline employees (FLEs)’ work-family conflict, and service recovery performance (SRP) in a service setting. Design/methodology/approach – In this survey, a total number of 312 usable questionnaires were personally retrieved from FLEs in the research location. The hypothesized relationships were tested using hierarchical regression analysis. This paper presented an integrative model to test the aforementioned effects and relationships. Findings – Polychronicity and intrinsic motivation had negative impact on work-family conflict and positive impact on SRP. Significantly, while gender was found to be positively related to work-family conflict, on the other hand, job tenure was found to be negatively related to work-family conflict. Practical implications – This paper provides implications for managers in terms of minimizing the negative effects of work-family conflict and maximizing the FLEs’ SRP. Also, this study provides useful guidelines to implement effective management practices and improve organizational outcomes within the service setting of Peninsular Malaysia. Originality/value – Theoretically, the current study by examining the untried effects and relationships such as the effect of intrinsic motivation on work-family conflict, the effect of polychronicity on FLEs’ work-family conflict and SRP lends further contribution to the related literature.

The relation between work-family conflict, job stress, organizational commitment and job performance: A study on turkish primary teachers

Modern life has many problems within different dimensions and work-family conflict is one of the factors that have considerable effects. This topic is under scrutiny of many scholars to discover out the attitudes of employees’ during their study life. Work-family conflict can have effects on employees’ organizational commitment, job stress and job performance besides other common factors. In this setting, this research holds the aim of examining the effects of work-family conflict on job stress, organizational commitment and job performance of teachers. General findings of the research are the concrete negative effect of work-family conflict on job stress and partial effect on organizational commitment. It is also found out that job stress causes a negative effect on organizational commitment.

Work-family conflict and organizational citizenship behaviors

While recent studies have demonstrated several negative effects of work-family conflict for correctional employees, none have examined the impact of work-family conflict on the organizational citizenship behaviors of correctional personnel. To help fill this gap in the research, this study examined the relationship between four types of work-family conflict and organizational citizenship behaviors for 160 correctional staff of a private Midwestern maximum security prison for juveniles adjudicated as adults. Based on the job demands model of person-environment fit theory, strain-based conflict, time-based conflict, behavior-based conflict, and family-on-work conflict were predicted to relate negatively with employee organizational citizenship behaviors. Results supported only two of the four predictions. While both strain-based conflict and family-on-work conflict were negatively associated with organizational citizenship behaviors, time-based conflict and behavior-based conflict had non-significant relationships. Discussion focuses on the comparative levels of strain produced by the different types of work-family conflict and ways that correctional agencies can minimize work-on-family conflict strain to enhance the organizational citizenship behaviors of their personnel.

Work–family/family–work conflict: the moderating roles of gender and spousal working status

This study investigates the moderating role of gender and spousal working status on between work–family conflict (WFC)/family–work conflict (FWC) and affective commitment (AC). Based on 196 employees from a diverse range of industries in Hong Kong, a structural equation model is employed to examine the influences of WFC and FWC on AC. Multi‐group structural equation modelling and a t‐test analysis are used to examine whether such influences differ significantly by gender and spousal working group. Results indicate that negative effects of WFC and FWC on AC are stronger among employees with working spouses than non‐working spouses. Moreover, females have more negative perceptions of the relationship between WFC and AC than their males. Unexpectedly, the link between FWC and AC is found to be stronger among males than females. This study contributes to the human resource management literature by identifying circumstances that affect the influences of WFC and FWC on AC.

Work-Family Conflict and Alcohol Use: Examination of a moderated mediation model

Research consistently documents the negative effects of work-family conflict; however, little research focuses on alcohol use. This study embraces a tension reduction theory of drinking, wherein alcohol use is thought to reduce the negative effects of stress. The purpose of the study was to test a moderated mediation model of the relationship between work-family conflict and alcohol use in a Chicagoland community sample of 998 caregivers. Structural equation models showed that distress mediated the relationship between work-family conflict and alcohol use. Furthermore, tension reduction expectancies of alcohol exacerbated the relationship between distress and alcohol use. The results advance the study of work-family conflict and alcohol use, helping explain this complicated relationship using sophisticated statistical techniques. Implications for theory and practice are discussed.

Work‐family Conflict and Burnout among Chinese Doctors: The Mediating Role of Psychological Capital

The aim of this study was to investigate the relation between work-family conflict and burnout, and the mediating role of psychological capital (PsyCap) in the relation between work-family conflict and burnout, among Chinese doctors. This cross-sectional study was performed during the period of September/October 2010. A questionnaire that comprised work-family conflict assessed by the work-family conflict scale, PsyCap assessed by the PCQ-24 scale and burnout assessed by the Maslach Burnout Inventory-General Survey (MBI-GS), as well as age and gender, was distributed to 1,300 doctors in Liaoning Province, China. A total of 1,011 effective respondents became our final study subjects. Hierarchical linear regression analyses were performed by using SPSS 17.0 to explore the mediating role of PsyCap in the relation between work-family conflict and burnout. Both work interfering family conflict (WIF) and family interfering work conflict (FIW) were positively related with emotional exhaustion and cynicism among both male and females doctors. However, WIF was positively related with professional efficacy only among male doctors, whereas FIW was negatively related with professional efficacy among both male and female doctors. PsyCap partially mediated the relation between WIF and professional efficacy among male doctors and partially mediated the relations of FIW with emotional exhaustion, cynicism and professional efficacy among female doctors. Work-family conflict was associated with burnout among Chinese doctors. PsyCap was a mediator between work-family conflict and burnout. PsyCap might be a positive resource to reduce the negative effect of work-family conflict on burnout of doctors, especially female doctors, in China.

The Impact of Work Family Conflict on Psychological Well-Being among School Teachers in Malaysia

Work–family conflict is an inter-role conflict arising from incompatible pressures from work and family roles (1985). Research has verified repeatedly the negative effects of work-family conflict on employees’ behaviour, emotions and health (see Frone, 2003) underscoring the importance of helping workers to reduce the conflict. To date, few authors have examined work-family conflict among school teacher in collectivistic culture such as Malaysia. There are six dimensions of conflict (time, strain, behaviour) and two directions of work-family conflict (work interference with family and family interference with work). This study examines the levels of work-family conflict among respondents and their differences based on demographic factors such gender, marital status, and type of school. This study also determines the impact of work-family conflict on life satisfaction, mental health, and turnover intentions. This study utilized a survey design using questionnaires to gather the data. A total of responded to the questionnaires. All the data were analyzed using the PASW 18. Means, frequencies, and percentages were used to measure the level of work-family conflict. Meanwhile, t-test and one-way analysis of variance were used to analyze differences in the levels of work-family conflict. Multiple regression analysis was performed to determine whether work-family conflict predicted life satisfaction, mental health, and turnover intentions. Results show that the level of work interference with family (WIF) is higher compared to the level of family interference with work (FIW) among the respondents. Time dimension the highest level to contribute the level of work-family conflict. Work-family conflict has negative influence on mental health, life satisfaction and mental health. This study provides a discussion on the implication of this research to the development education institutions and for future research.

Work–family Conflict and Job Satisfaction Relationship: The Roles of Gender and Interpretive Habits

This study examined the effects of gender and interpretive habits on the relationship between work–family conflict (WFC) and job satisfaction. The results of the analysis of the data collected from 286 academic personnel suggest that interpretive habits moderate the relationship between WFC and job satisfaction such that the negative effect of WFC and job satisfaction is stronger for employees focusing highly on deficiency, with high necessitating, and low skill recognition, referred to as stress‐predisposing interpretive habits. Furthermore, gender was found to have an influence on the role of interpretive habits in the WFC–job satisfaction relationship. Specifically, WFC had a negative association with job satisfaction for stress‐predisposed male employees while no relationship was found between WFC and job satisfaction for men with a low focus on deficiency, low necessitating and high skill recognition namely, stress‐resilient interpretive habits. Moreover, although WFC had a negative association with job satisfaction for female employees, this relationship was even stronger for stress‐resilient females. The implications of the findings and suggestions for future studies are discussed.

Value attainment: an explanation for the negative effects of work-family conflict on job and life satisfaction.

Perceptions of work interfering with family life and family issues interfering with work are examined as 2 distinct constructs representing work-family conflict. Experienced work-family conflict is argued to reduce one's value attainment which, in turn, lowers both job and life satisfaction. This study examines value attainment as a mediating variable in the work-family conflict and satisfaction relationship. Responses from 270 hotel managers indicate that value attainment either partially or fully mediates the relationship between work interference with family and family interference with work and both job and life satisfaction. Value attainment is argued to be a meaningful explanatory variable for the negative relationship between work-family conflict and job-life satisfaction.