Outcomes Of Work-family Conflict Research Articles

Predictors and Outcomes of Work-family Conflict among Nurses in Mbujimayi, Democratic Republic of Congo

Work-family conflict, an important issue in nursing management, has been widely studied around the world. Over the past 20 years, many hospitals and care institutions have been faced with an increasing demand for healthcare due to an ageing population. The purpose of this study is to to determine the prevalence and factors Associate with the occurrence of WFC among nurses in the town of Mbujimayi. A cross-sectional study was conducted in 9 referral hospitals in the town of Mbuji-Mayi. Data were collected using a questionnaire, including items related to nurses’ demographic characteristics, the WFC questionnaire. Our study indicates that the prevalence of work-family conflict among nurses was 49.8%. Nurses’ age [ORa: 12.13(1.54-2.93)], marital status [ORa: 1.54(1.15-2.07)], hospital categories[ORa:1.59(1.15-2.21)], work experience in years [ORa: 3.20(2.16-4.75)], occupancy status[ORa: 1.38(1.03-1.85)] and having an additional activity[ORa: 1.38[1.03-1.85]) predicted work–family conflict. Given the extent of work-life conflict among nurses and its negative repercussions on both their health and the quality of their care, preventive measures aimed at improving the work-life balance should be introduced in the care environment.

Antecedents and outcomes of work-family conflict: A mega-meta path analysis.

This study examines the mediating role of work-to-family conflict and family-to-work conflict between the Big Five personality traits and mental health thereby enhancing theoretical development based upon empirical evidence. Integrating Conservation of Resources theory with the self-medication hypothesis, we conducted a mega-meta analytic path analysis examining the relationships among employees' Big Five traits, work-to-family conflict and family-to-work conflict, anxiety and depression, and substance use. We produced a ten-by-ten synthetic correlation matrix from existing meta-analytic bivariate relationships to test our sequential mediation model. Results from our path analysis model showed that agreeableness and conscientiousness predicted substance use via mediated paths through both work-to-family conflict and family-to-work conflict and sequentially through depression as well as through family-to-work conflict followed by anxiety. Extroversion and openness-to-experience had relatively weaker influences on substance use through work-to-family conflict, anxiety, and depression. Neuroticism was the strongest driver of the two forms of conflict, the two mental health conditions, and substance use. From this model it can be inferred that work-to-family conflict and family-to-work conflict may be generative mechanisms by which the impact of personality is transmitted to mental health outcomes and then to substance use when analyzed via a Conservation of Resources theory lens.

Predictors and outcomes of work-family conflict among nurses.

Work-family conflict, an issue important to nursing management, has been examined extensively worldwide. With an increasing number of nurses leaving and intending to leave the country, and considering the traditional family arrangement, it is increasingly relevant to examine the precursors and outcomes of work-family conflict among Filipino nurses. To identify the predictors of work-family conflict and its relationship to Filipino nurses' work outcomes and perceived quality of care. A descriptive research design was utilized to collect data from one thousand one hundred (n=1010) registered nurses with more than three months of experience working in the hospital using the Work-Family Conflict Scale, Job Satisfaction Index, Perceived Stress Scale, the two single-item measures of turnover intention, and a single-item measure of care quality. Filipino nurses experience moderate levels of work-family conflict. Nurses' age, education, facility size, and hospital location predicted work-family conflict. Work-family predicted job satisfaction, job stress, intention to leave the organization, and perceived quality of care. In accordance with international studies, Filipino nurses experience significant levels of work-family conflict. Addressing work-family conflict may result in improved work outcomes and increased care quality rating. Organizational measures to address work-family conflict in nurses should take into account the different predictors identified, particularly those that are modifiable. Nurses' work outcomes and care quality can be improved by employing empirically based measures to effectively address work-family conflict.

Unpacking Antecedents and Outcomes of Work-Family Conflict: A Mega- Meta-Analytic Path Analysis

Although research on the relationship between the Big Five personality traits and substance use is well-established, the notion of how these traits predict substance use needs more theoretical attention and empirical evidence. Building upon Conservation of Resources theory and the self-medication hypothesis, we conducted a mega-meta analytic path analysis examining the relationships among the Big Five traits, work-to-family conflict (WFC) and family-to-work conflict (FWC), anxiety and depression, and substance use. By coding existing meta-analyses on bivariate relationships in our model, we accumulated a 10-by-10 correlation matrix as input to a path modeling software program. We found that agreeableness and conscientiousness predicted substance use through both WFC and FWC and depression as well as through FWC and anxiety. Extraversion and openness-to- experience had relatively weaker influences on substance use through WFC, anxiety, and depression. Neuroticism was the strongest driver of the two forms of conflict, the two mental health conditions, and substance use. From this model it can be inferred that WFC and FWC may be generative mechanisms by which the impact of personality is transmitted to mental health outcomes when analyzed via the Conservation of Resources lens.

A Study on The Outcomes of Work Family Conflict

Work family conflict has been continuous increasing due to which it grabbed the attention of the researchers. The interrelation between work and family is important to organization researchers and managers because of its potential to influence Job Satisfaction, Job Involvement and Organizational Commitment. There have also been swift social changes in the workplace but the organization does not believe that employ family conflict affects its output. More people are understanding and consulting about the difficulty of managing both work and home life and are maintaining the balance in their personal and professional lives. This paper discuss about the various outcomes of Work Family Conflict and their inter-relationship and It finally concludes with the results of Organization and their Employees.

Work-Family Conflict in Nursing: The Role of Work Schedules, Familial Antecedents and Emotional Regulation

This paper explores the influences of Emotional Regulation (ER) and work schedules on work-family conflict (WFC) among Italian nurses, also accounting for some familial variables. The data used in this study come from a survey conducted on 191 nurses working in two public hospitals of Tuscany (Italy). Stepwise multiple regressions were applied to examine the relationships among these variables, using the WFC as dependent variable. We found that some work related dimensions had direct effects on WFC outcomes; however, these impacts on the criterion variables are modified by the effects exerted by specific ER strategies.

The effects of a cluster randomized controlled workplace intervention on sleep and work-family conflict outcomes in an extended care setting

ObjectivesTo evaluate the effects of a workplace-based intervention on actigraphic and self-reported sleep outcomes in an extended-care setting. DesignCluster randomized trial. SettingExtended-care (nursing) facilities. ParticipantsUS employees and managers at nursing homes. Nursing homes were randomly selected to intervention or control settings. InterventionThe Work, Family, and Health Study developed an intervention aimed at reducing work-family conflict within a 4-month work-family organizational change process. Employees participated in interactive sessions with facilitated discussions, role-playing, and games designed to increase control over work processes and work time. Managers completed training in family-supportive supervision. MeasurementsPrimary actigraphic outcomes included total sleep duration, wake after sleep onset, nighttime sleep, variation in nighttime sleep, nap duration, and number of naps. Secondary survey outcomes included work-to-family conflict, sleep insufficiency, insomnia symptoms, and sleep quality. Measures were obtained at baseline, 6 months, and 12 months postintervention. ResultsA total of 1522 employees and 184 managers provided survey data at baseline. Managers and employees in the intervention arm showed no significant difference in sleep outcomes over time compared with control participants. Sleep outcomes were not moderated by work-to-family conflict or presence of children in the household for managers or employees. Age significantly moderated an intervention effect on nighttime sleep among employees (P=.040), where younger employees benefited more from the intervention. ConclusionIn the context of an extended-care nursing home workplace, the intervention did not significantly alter sleep outcomes in either managers or employees. Moderating effects of age were identified where younger employees' sleep outcomes benefited more from the intervention.

Balance between volunteer work and family roles: Testing a theoretical model of work–family conflict in the volunteer emergency services

Trends indicate overall declines in numbers of volunteer emergency service workers and suggest negative organisational factors impacting adversely on volunteers and organisations. Conflict between emergency service work and family is implicated in falling volunteer numbers, and there is thus a need for research on difficulties experienced in balancing volunteer work and family. The current study tested an adaptation of the work–family conflict (WFC) model originally proposed by Frone, Russell, and Cooper, in a sample of 102 couples in which one partner was an Australian emergency service volunteer. Results supported a model in which volunteer work-related antecedents, including time invested in on-call emergency activities and post-traumatic stress symptoms, had indirect links with outcomes, including volunteer burnout and their partners' support for the volunteer work role, through the effects of WFC. These results add to research using theoretical models of paid work processes to better understand the problems faced by volunteer workers, and identify specific antecedents and outcomes of WFC in the volunteer emergency services. Implications for future research and organisations reliant on volunteer workers are discussed.

View on Work-family Linkage and Work-family Conflict Model

Separate pattern, mutual pattern and blending pattern are the relationship between work and family which can be explained by role theory, spillover theory, Compensation theory and Boundary theory. Work family conflict represents six dimension. Role conflict model, Gender differences model, work-family interface model give an explanation of causation and outcomes of work-family conflict.

An Examination of the Selected Antecedents and Outcomes of Work-Family Conflict and Family-Work Conflict in Frontline Service Jobs

ABSTRACT The purpose of this study is to develop and test a model that investigates the selected antecedents and consequences of work-family conflict and family-work conflict in frontline service jobs. Data were obtained from a sample of full-time frontline employees in Northern Cyprus hotels as its setting. The results of the path analysis showed that negative affectivity (NA) amplified employees' work-family conflict and family-work conflict. Work-family conflict was found to be a significant outcome of work overload, whereas family-work conflict was not. Neither work-family conflict nor family-work conflict significantly influenced creative performance. The results indicated that work-family conflict was significantly and negatively related to career satisfaction, whereas family-work conflict was not. In addition, conflict between family and work domains exacerbated turnover intentions. However, the results did not lend any support to the relationship between work-family conflict and turnover intentions. There was no empirical support for the impact of NA on work overload. The results demonstrated that career satisfaction had a significant negative impact on turnover intentions. The findings regarding the relationships among work overload, creative performance, and career satisfaction were in the hypothesized directions. Implications of the findings and avenues for future research are presented in the study.

Individual and Organizational Issues in Work-Family Conflict. A Research Agenda

In this paper I review the literature on the antecedents and outcomes of work-family conflict and family-supportive policies. The purpose of this paper is to review and confront two practically divorced literatures and point to the gaps in the literature on work-family conflict and work-family policies in order to recognize avenues for future research. First, I review the literature on work-family conflict, distinguishing theories, antecedents, consequences, typologies, and measures. Second, I focus on the literature of work-family policies. The analysis and comparison of the literatures described in the first and second part serve as sources for summarizing the weaknesses of these literatures and formulating recommendations for future research in the domain of work-family conflict and family-supportive policies. In a last section, I provide a number of broad categories with which to build a framework for research on the work-family interface.

Reduction of work-family conflict through the use of selection, optimization, and compensation behaviors.

Prior research has examined both the antecedents to and outcomes of work-family conflict. However, little is known about the existence and efficacy of behavioral strategies that may be used by individuals to reduce the amount of stressors experienced both on the job and at home, which result in work-family conflict. The purpose of this study was to examine the role of selection, optimization, and compensation (SOC) behaviors in relation to both job and family stressors and work-in-family (WIF) conflict and family-in-work (FIW) conflict. Results suggest that the use of general SOC behaviors in both the work and family domains are related to lower amounts of job and family stressors and subsequently lower amounts of WIF conflict and FIW conflict. In general, these results held true even when additional variables (e.g., hours worked, gender, job involvement, family involvement, social support, and supervisor support) were controlled. Implications of these results are discussed.

Antecedents and Outcomes of Work-Family Conflict: Toward a Motivational Model

The purpose of the present study was to propose and test a model of work-family conflict based on Self-Determination Theory and the Hierarchical Model of Intrinsic and Extrinsic Motivation. The model posits that positive interpersonal factors both at work (i.e., one’s employer) and at home (e.g., one’s spouse) influence work and family motivation. Moreover, the model proposes that low levels of self-determined family and work motivation both contribute to family alienation, which in turn influences the experience of work-family conflict. Finally, work-family conflict leads to feelings of emotional exhaustion. Results from structural equation modeling supported the model. Although the model was supported for both men and women, some sex differences were uncovered at the mean level. Theoretical implications of the findings are discussed.

Gender Differences in Outcomes of Work-Family Conflict: The Case of Hong Kong Managers

This study evaluated the effects of two types of work-family conflict, namely work interference with family and family interference with work, on several work-related attitudes. In addition, it examined whether such effects were gender-specific. Survey data were obtained from a sample of 772 managers in Hong Kong. Hierarchical regression analyses revealed that work interference with family, but not family interference with work, had a significant and negative impact on job satisfaction, subjective career achievement and perceived work pressure. Such effect was also found to be stronger for women than men.

Antecedents and Outcomes of Work-Family Conflict Among Employed Women and Men in Finland

The aim of this study was to examine the prevalence, antecedents, and consequences of work-family conflict among employed women and men in Finland. The data were obtained by questionnaire from a sample of 501 employees working in four organizations. The results showed that work-family conflict was more prevalent than family-work conflict among both sexes, but that there were no gender differences in experiencing either work-family or family-work conflict. Family-work conflict was best explained by family domain variables (e.g., number of children living at home) for both sexes, and work-family conflict by work domain variables (e.g., full-time job, poor leadership relations) among the women, and by high education and high number of children living at home among the men. Family-work conflict had negative consequences on family well-being, and work-family conflict, in particular, on occupational well-being. The findings suggest that in particular improvements in working life are needed to prevent problems in the work-family interface.

Antecedents and Outcomes of Work-Family Conflict Among Employed Women and Men in Finland

The aim of this study was to examine theprevalence, antecedents, and consequences of work familyconflict among employed women and men in Finland. Thedata were obtained by questionnaire from a sample of 501 employees working in four organizations.The results showed that work family conflict was moreprevalent than family work conflict among both sexes,but that there were no gender differences inexperiencing either work family or family work conflict.Family work conflict was best explained by family domainvariables (e.g., number of children living at home) forboth sexes, and work family conflict by work domain variables (e.g., full-time job, poorleadership relations) among the women, and by higheducation and high number of children living at homeamong the men. Family work conflict had negativeconsequences on family well-being, and work family conflict,in particular, on occupational well-being. The findingssuggest that in particular improvements in working lifeare needed to prevent problems in the work family interface.

Antecedents and Outcomes of Work-Family Conflict Among Married Professional Women: Evidence from Singapore

The study reported here examined the impact ol fivc antecedent sets of work and family domain variables on three types of work-lamily conflict (job-spouse, job-parent, and job-homemakcr) and the impact of these types of work-family conflict on well-being and work outcome measures. Data were obtained from 354 married professional women from duil-career families in Singapore. Results indicate that married professional women in this study experienced moderate amounts of each type of work-lamily conflict. Role stressors explained the most variance in job-spouse and job-homemaker conflicts while task characteristics explained the most variance in job-parent conflict. The three types of work-family conflict explained only modest amounts of the variance in the well-being and work outcome measures. The findings are discussed within a feminist framework and an option for combining work and family lives is suggested.

Antecedents and outcomes of work-family conflict: Testing a model of the work-family interface.

A comprehensive model of the work-family interface was developed and tested. The proposed model extended prior research by explicitly distinguishing between work interfering with family and family interfering with work. This distinction allowed testing of hypotheses concerning the unique antecedents and outcomes of both forms of work-family conflict and a reciprocal relationship between them. The influence of gender, race, and job type on the generalizability of the model was also examined. Data were obtained through household interviews with a random sample of 631 individuals. The model was tested with structural equation modeling techniques. Results were strongly supportive. In addition, although the model was invariant across gender and race, there were differences across blue- and white-collar workers. Implications for future research on the work-family interface are discussed.

Outcomes of Work-Family Conflict Among Married Male and Female Professionals

The assumption that work and family are separate domains with little cross-impact has been increasingly questioned. Drawing on a sample of 423 male and 335 female accounting professionals, this study evaluates a model of the process by which work-related role stress and parental demands interact to influence job satisfaction and marital satisfaction and, ultimately, overall life satisfaction. Results indicate general support for the hypothesized model, revealing only minor sex differences. The relationship between parental demands and life satisfaction was mediated by satisfaction with childcare arrangementsfor women, but not men, with young children at home.