Perceptions Of Work-family Conflict Research Articles

Intervention for work-family conflict and work deviance behavior among female workers in Tourism, Museum, Art Gallery Exhibition Centers: Implications for sustainable Tourism development intervention study.

This study was motivated due to psychological exhaustion, demands, and conflict degenerating from the work environment and family responsibilities facing career female workers. These roles and expectations have posed serious dilemmas to female populations in workplaces. Leaving them untreated is risky and could lead to severe psychological disturbances. Based on these, this study investigated the effect of the occupation health model of Rational Emotive Behaviour Therapy on work-family conflict and work-deviant behavior among female workers in Tourism, Museum, Art Gallery and Exhibition Centers in Enugu State. A randomized control design was used. A total of 119 female workers were randomized into intervention and control groups, measured at 3 points (pretest, posttest, and follow-up test), and the data collected were analyzed using repeated measure statistics. The finding showed that the intervention is significantly effective in reducing the work-family conflict and work deviance behavior among female workers in Tourism, Museum, and Art Gallery Exhibition Centers. Nonetheless, the findings show that the gender and time interaction effects did not significantly affect the work-family conflict and work deviance behavior scores of the workers. The follow-up stage improved the intervention's favorable impact on the reduction of work-family conflict and work-deviant behaviors. This suggest that occupation health model of Rational Emotive Behaviour Therapy has significant impact in reducing and changing female workers' perceptions of work-family conflict and work deviant behaviors.

Do working parents in the United States expect work location to impact job and family satisfaction in the post-pandemic period? Evidence from a survey experiment.

The pandemic response allowed many parents in the United States and globally to work remotely for the first time ever which, for many, continued into the recovery. It is unclear whether, after a period when a large segment of the United States labor force worked remotely, remote work is viewed favorably or unfavorably among employed parents. We present results from a survey experiment assessing whether employed parents in the United States perceive that remote work will impact a hypothetical employed parents' job and family satisfaction and, critically, whether perceptions of work-family conflict and anticipated job rewards mediate this relationship. We find that respondents who are also employed parents perceive that hypothetical employed parents who access remote work will report lower job satisfaction and higher family satisfaction. Perceptions of work-family conflict do not mediate this association. Rather, we find that job rewards (e.g., pay, promotion, etc.) fully mediate the relationship between remote work and perceived job satisfaction. Ultimately, this indicates that employed parents perceive that remote work will bring workers like them less pay and thus lower job satisfaction but greater family satisfaction. This extends arguments about remote work in the light of the conceptualization of a flexibility stigma and a flexibility paradox. Implications for practice and theory are discussed.

The Mediating Role of Occupational Commitment in the Effects of Work–Family Conflict on Intention to Leave

Introduction: It is important to increase the occupational commitment of nurses who experience work-family conflict to decrease their intention to leave. Aim: This study’s aim was to demonstrate the role of occupational commitment in the effects of work–family conflict on the turnover intention of nurses during the COVID-19 pandemic. Method: This descriptive study was conducted with 390 nurses working in two different hospitals of a foundation university in Istanbul. Results: The results of this study showed that there was an effect of work–family conflict on intention to leave (r2 = 0.19; p < 0.05) and occupational commitment (r2 = 0.01; p < 0.05). Another result of the research is that occupational commitment also affected the intention to leave (r2 = 0.24; p < 0.05). In addition, according to the results of the mediation analysis carried out to test the hypothesis of the research, there was a mediating effect of occupational commitment since the β coefficient of nurses' perceptions of work-family conflict in the first stage was 0.43, while it decreased to 0.40 in the third stage. This result showed that occupational commitment had a mediating role in the effects of work–family conflict on the intention to leave. Conclusion: This study showed that occupational commitment had a mediating role in the effects of work–family conflict on the intention to leave. According to the research results, although nurses experience work–family conflict due to working conditions during the COVID-19 pandemic, their occupational commitment decreases their intention to leave.

Parents' experiences of work-family conflict: Does it matter if coworkers have children?

Objective: To examine how the perception of work-family conflict relates to the share of parents in women's and men's direct coworking environments. Background: The idea of relational demography posits that individuals' relative positions within their coworking environments have an impact on their wellbeing. Depending on women's and men's parenthood status and the corresponding (dis-)similarity compared to their colleagues, this idea was applied to the perception of work-to-family and family-to-work conflicts. Method: Time-based and strain-based work-to-family and family-to-work conflicts were analyzed by gender and parenthood with random effects panel regression models using longitudinal data from the LEEP-B3-survey, a large-scale linked employer-employee survey from Germany (2012/2013 and 2014/2015; 2,228 women and 2,656 men). The composition of the respondents’ working groups was included as a moderating variable. Results: Mothers and fathers of children aged 0-11 years reported higher work-to-family and family-to-work conflicts than parents of older children and childless women and men. For mothers of children aged 0-11 years, a higher share of parents in their working groups was associated with less time-based family-to-work conflict. For fathers of children aged 0-11 years, the same associations were found for overall work-to-family conflict, strain-based work-to-family conflict as well as for all dimensions of family-to-work conflict. Conclusion: Similarity between the team members regarding parenthood seemed to reduce mothers' and fathers' perceptions of work-family conflict beyond several other characteristics of the individuals and the workplaces.

The family side of work-family conflict: A literature review of antecedents and consequences

Objective: To review the empirical literature on family antecedents and consequences of work-family conflict. Background: Over the last decades, family living and working life have changed profoundly, affecting families' needs and expectations towards reconciliation, as well as perceptions of work-family conflict. Previous reviews of the relevant literature in this flourishing field of research have predominantly focused on the work side of sources and consequences of these conflicts. However, a review of the family side of work-family conflict is still missing. Method: The review of the existing literature followed the guidelines of "PRISMA - Preferred Reporting Items for Systematic Reviews and Meta-Analyses." 100 quantitative empirical studies were identified by relevant keywords, including research between 1988-2021. Results: The review of international and interdisciplinary empirical evidence remarkably shows the heterogeneity in research on family antecedents and consequences of work-family conflict in the directions of family-to-work and work-to-family. In addition, the findings of existing studies are inconsistent, if not ambivalent. However, the review also demonstrates a growing body of literature that considers or even focuses on the family side of work-family conflict. Conclusion: The family plays an essential role in reconciling the private and the working life, as it is a source of conflict and a resource for dealing with conflicts at the same time.

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.

Others’ perceptions of work-family conflict in the workplace: From stereotype perspective

Others’ perceptions of work-family conflict in the workplace: From stereotype perspective

When and How Does Work-family Conflict Turn into Psychological Disorder?

ABSTRACT
 The paper attempts to re-conceptualize work-family conflict based on qualitative contents from online survey of Indian managers. Researchers focus on perceptions of work-family conflict tracing the typology of antecedents and sources, dynamics of feelings aroused, covert adjustments, overt/behavioural manifestations, and the consequences to individuals and organizations. It is contended that covert adjustments (through ego defense mechanisms) in a conflict situation play a pivotal role before giving behavioural expression to feelings aroused. Further it is contributed to work-family conflict using 2(positive/negative)x2 (directed toward self/others)x3(location; workplace/family/both) model together with the adverse effects of psychological deviance. The researchers add value to the existing literature on conflict management by extending the role of psychological dynamics of affective arousal, covert adjustments and overt manifestations of conflict, and progression of the conflict experience into psychological distress possibly leading to adverse effects of psychological deviance requiring psychiatric or psychological help.

Realistic Recruitment as a Protective Antecedent of Work Interference with Family

Both managers and scholars maintain that the work and family roles are the two most central and prevalent roles performed in one's adult life (Frone, Russell, & Cooper, 1992; Michel, Mitchelson, Kotrba, LeBreton, & Baltes, 2009). Therefore, understanding the intersection of work and family roles is highly important for both research and practice (Frone, Yardley, & Markel, 1997). Previous research indicates that perceptions of conflict between these roles can engender negative work outcomes such as lower job satisfaction (Allen, Herst, Bruck, & Sutton, 2000), lower organizational commitment (Carr, Boyar, & Gregory, 2008), and higher physical symptoms of stress (Allen et al., 2000). Furthermore, recent research found that high levels of work-family conflict can exacerbate the relationship between burnout and organizational cynicism (Simha, Elloy, & Huang, 2014). Given these research findings, scholars and practitioners argue that aiding employees in their attempts to balance their work and family roles is a business and social imperative (Carlson, Grzywacz, & Zivnuska, 2009).Many organizations try to reduce the negative outcomes associated with work-family conflict by implementing alternative practices designed to promote work-life balance (Messersmith, 2007; Thompson & Aspinwall, 2009). Such alternative practices include compressed work weeks, flexible work hours, job sharing, and telecommuting (Johnson, 2004). However, the nature of work performance within some organizations prevents them from offering these types of alternatives (Rotondo, Carlson, & Kincaid, 2003). For instance, certain categories of employees, such as teachers or nurses, may be unable to take advantage of some common work-life benefits such as flexible work hours or compressed work weeks because their presence on the job is required during typical business hours (that is, 8:00 a.m.-5:00 p.m. Monday through Friday). Therefore, work-life benefits, although shown to reap positive benefits for some organizations, are simply not feasible in all organizations.Just as organizations vary in their ability to offer work-life benefits, individuals also have varying expectations regarding the work-family interface. Employee expectations regarding work-family balance are increasingly part of the psychological contract; that is, the individual employee's expectations relative to the conditions of employment and the nature of the exchange relationship with the employer (Blomme, van Rheede, & Tromp, 2010). For example, some employees expect flexible working arrangements, and perceive that the promises implied in the psychological contract have been broken when employers do not make these arrangements available to them (Smithson & Lewis, 2004). Research found that employee perceptions of the extent that the employer broke promises regarding workload and work hours was positively related to employees' perceptions of work-family conflict (Sturges & Guest, 2004). These findings suggest that realism in recruitment practices may influence individual expectations regarding the work-family interface. Further, the extent that these expectations are met may have important implications for employee reactions toward both their work arrangements and the organization.This study examines whether the use of realistic recruitment practices, such as realistic job previews (RJPs), affects the degree that employee expectations regarding work-life balance are met. The theoretical foundation for our examination is expectancy theory that addresses the role of alignment of instrumentality for work motivation (Vroom, 1964). This suggests RJPs could serve as a protective antecedent (Lu et al., 2010) to help reduce perceptions of work-family conflict by aligning employee expectations with reality. Figure 1 outlines our proposed model. Specifically, we test whether realistic recruitment practices containing information about the work-family interface will influence employees' expectations regarding work-family balance to be met, thus leading to decreases in employee perceptions of the work role interfering with the family role. …

Dads doing diapers: Individual and relational outcomes associated with the division of childcare across the transition to parenthood.

This longitudinal study examined how relative contributions to the division of childcare are related to individual and relational outcomes across the first 2 years of the transition to parenthood. Data were collected from a large sample of first-time parents 6 weeks before the birth of their child and then at 6, 12, 18, and 24 months postpartum. The results revealed that certain individual differences-especially gender and attachment avoidance-shape individual reactions to childcare, above and beyond the proportion of childcare tasks that partners report completing. Women and less avoidantly attached new parents handle the introduction of childcare tasks better than most men, especially those who are more avoidantly attached. In addition, certain reactions to childcare, such as childcare self-efficacy and perceptions of work-family conflict, moderate the relation between contributions to childcare and relationship satisfaction over the course of the transition. We also discuss the need for more research on men's adjustment during this particularly stressful transition.

Role Stressors, Mood Spillover, and Perceptions of Work-Family Conflict in Employed Parents

Role Stressors, Mood Spillover, and Perceptions of Work-Family Conflict in Employed Parents

WOMEN IN MANAGEMENT DIVISION.

Academy of Management Annual Meeting Proceedings includes abstracts of all papers and symposia presented at the annual conference, plus 6-page abridged versions of the “Best Papers” accepted for inclusion in the program (approximately 10%). Papers published in the Proceedings are abridged because presenting papers at their full length could preclude subsequent journal publication. Please contact the author(s) directly for the full papers. ArticlesWOMEN IN MANAGEMENT DIVISION.Published Online:13 Dec 2017https://doi.org/10.5465/ambpp.1993.10317214AboutSectionsPDF/EPUB ToolsDownload CitationsAdd to favoritesTrack Citations ShareShare onFacebookTwitterLinkedInRedditEmail AbstractThe article presents several research papers which discuss various issues regarding women in management. The paper "The Effect of type of Feedback Information on Group Members' Perceptions in Preferential and Merit-Based Leader Selection Situations," by Jacquelyn S. DeMatteo examines the effects of sex-based leader selection and type of feedback on group members' perceptions. The study addresses how females are categorized as leaders and how group members perceive their leadership ability for both selection method and feedback manipulations. The paper "The Effect of Gender and Sex-Role Identity on Leader Emergence" examines the effects of gender and sex-role orientation on leader emergence. The results indicate that gender does not predict leader emergence but that individuals classified as either masculine or androgynous according to Ben's Sex Role Inventory are most likely to emerge as leaders. The paper "The Effect of Supervisor Support and Intragroup Competitive Climate on the Relationship Between Work-Family Conflict and Organizational Attitudes" explores the relationships between perceptions of work-family conflict and workplace attitudes, and the moderating effects of supervisor supportiveness and intragroup competitive climate.FiguresReferencesRelatedDetails Vol. 1993, No. 1 Permissions Metrics in the past 12 months History Published online 13 December 2017 Published in print 1 August 1993 InformationCopyright of Academy of Management Journal is the property of Academy of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder’s express written permission. However, users may print, download, or email articles for individual use.KeywordsWOMEN executivesPERFORMANCE standardsWORK environmentEMPLOYEES -- Rating ofLEADERSMANIPULATIVE behaviorDownload PDF