Predictors Of Work-family Conflict Research Articles

Predictors of work-family conflict among married women in Israel

ABSTRACT This article compares work-family conflict (WFC) among more than 2000 married Israeli Jewish and Arab women. The data was taken from Israel Social Surveys and included varied life-course variables that allowed to explore in depth relationships between WFC and family formation. Our findings reveal that Arab women experienced WFC more than Jewish women. Delaying first marriage and first birth and having more children are related to higher WFC. Furthermore, WFC was associated positively with women’s wage and work experience. The implications of the research and recommendations for public policymakers are discussed.

일-가정 갈등 예측요인에 대한 관련변인 메타분석

일-가정 갈등 예측요인에 대한 관련변인 메타분석

Relating Personality Traits as Predictors of Work-Family Conflict among Hospital Workforce

The work pressure of health personnel has remained a challenge ravaging the efficiency of their indispensable roles in saving other lives and their satisfaction with the management of their own family lives. This study related possible linkages between personality traits and work family conflicts among health personnel. A cross sectional survey design was adopted and 260 (male 116 (44.4%) and female 144 (55.6%)) from six state owned hospitals were randomly selected to participate in this study. They responded to Big Five Inventory (BFI) and Work Family Conflict Scale, both of which are standardized instruments. Four hypotheses were tested and the structural equation model (SEM) with AMOS 26 results revealed a significant positive relationship between work-family conflict and neuroticism. Work-family conflict was negatively linked with openness and agreeableness. Neuroticism (β = 0.320, CR = 5.355, p < 0.001) and openness (β = -0.125, CR = -2.111, p < 0.05) significantly predicted work-family conflict positively and negatively respectively. All the personality traits jointly explained 12% variance in work-family conflict. Age was not found to significantly predict work-family conflict. SPSS 23 results showed a statistically significant reliable difference between the mean scores of the work-family conflict of doctors compared with nurses [t (258) = 2.58, p < .05]. The implications of the findings are discussed in line with family focused hospital management policies.

Work-Family Organizational Support as a Predictor of Work-Family Conflict, Enrichment, and Balance: Crossover and Spillover Effects in Dual-Income Couples.

Dual-income families are challenged by several issues in terms of conciliation between the working environment, the family context and the management of children. This paper, consistently with spillover and crossover hypotheses, aimed at examining the intermediate role of work-family balance, linking on work-family organizational support, work-to-family enrichment and conflict as predictors, and on family-life satisfaction of dual-income families’ both partners as final outcomes. It was expected that work-family organizational support would be related to lower work-to-family conflict and higher enrichment and, through them, with higher work-family balance; moreover, a positive association between work-family balance and family-life satisfaction of both partners was assumed. 390 double-income heterosexual couples participated in our study; 76.2% of the couples were parents. Structural equation modelling results showed that work-family balance was negatively predicted by work-to-family conflict and positively predicted by work-to-family enrichment. Furthermore, work-family organizational support positively predicted work-to-family enrichment, which also mediated its effect on work-family balance. Crossover and spillover effects were also confirmed, given that positive associations between work-family balance and family-life satisfaction of both partners were found. Implications for future research and organizational interventions aimed at both improving work-family balance and promoting greater satisfaction in family life are discussed.

Work-family Conflict of Women Entrepreneurs in the Informal sector in India.

The objective of the study is to investigate the work-family conflict of women entrepreneurs in the informal sector in India. It considers the impact of demographic variables on the work-family conflict. It also focuses on the obstacles, namely, the economic and legal factors along with family-related factors, gender-related issues and technical factors, faced by women entrepreneurs, and their impact on work-family conflict. The study used a survey instrument to collect data from 245 women entrepreneurs from Tamil Nadu, India. The findings of the study depict that among the demographic variables, the time spent at home had the highest impact on the work-family conflict. The overall findings conclude that lack of spousal support, one of the family related factors is the best predictor of work-family conflict among the various obstacles faced by women entrepreneurs.

Functions of psychological healthy work place' components in preventing of work-family conflict perception

Background: In today’s work settings, work-family conflict as a main stressor has become an important and influential factor as well as a strong predictor of various personal and work-related outcomes. Consequently, the main purpose of this research was to predict perceived work-family conflict through components of psychological healthy work place. 
 Methods: The study population included all employees of all public organizations of a city in Isfahan province, among them, large organization affiliated to Tehran Municipality with 832 employees, in the spring of 1395, among them, 202 were selected through random sampling. The research instruments consisted of work-family conflict and psychological healthy work place questionnaires. Data were analyzed by using of Pearson's correlation coefficient and stepwise multiple regression analysis.
 Results: The results showed that there were significant negative relationship between all components of psychological healthy work place with perceived work-family conflict (P<0/01). Moreover, the result of stepwise multiple regression analysis showed that, from all components of psychological healthy work place, only access to money could predict significantly 18.7 percent of work- family conflict variances (P<0/01).
 Conclusion: According to the findings, despite the association between components of psychological healthy work place with work-family conflict, "access to money" as one of the most important components is strongest and only predictor of work-family conflict. Consequently, work-family conflict perception could be decreased through increasing of psychological healthy work place' components.
 Keywords: Psychological healthy workplace, work-family conflict, public organizations

The “I believe” and the “I invest” of Work-Family Balance: The indirect influences of personal values and work engagement via perceived organizational climate and workplace burnout

Based on Schwartz's (1992, 1994) Human Values Theory and the Conservation of Resources Theory (Hobfoll, 1988, 1998, 2001), the present research sought to advance the understanding of Work-Family Balance antecedents by examining personal values and work engagement as predictors of Work-Family Conflict via their associations with perceived organizational climate and work burnout. The results of two studies supported the hypotheses, and indicated that perceived organizational climate mediated the relations between values of hedonism, self-direction, power, and achievement and Work-Family Conflict, and that work burnout mediated the relations between work engagement and Work-Family Conflict. Theoretical and practical implications regarding individual differences and experiences of Work-Family Balance are discussed.

Demographic Predictors of Work-Family Conflict for Men and Women: The Case of Nigeria

This study investigates the impact of several demographic factors (gender, age, marital status, and position, number of children and employment of the spouse) on work-family conflict and family-work conflict. The study includes the employees in manufacturing and service sectors in Lagos. According to the results in this study, the level of work-family conflict of males and females is high, and no statistically meaningful difference is found between their means. Logistic regression analysis shows that the log of odds of males experiencing work-family conflict is negatively correlated with education and job tenure, but positively correlated with marital status. The log of odds of females experiencing work-family conflict is negatively correlated with education whereas it is positively correlated with marital status. Job tenure has an impact on family-work conflict of males, and age of children and having to care elderly parents are noted to have an impact on family-work conflict of females.

Acculturation and Individualism as Predictors of Work‐Family Conflict in a Diverse Workforce

AbstractEthnic and cultural diversity is an increasing reality in the US workplace. The current study highlights the importance of acknowledging the culturally heterogeneous nature of ethnic groups, and the need to focus on social identity characteristics such as cultural values when assessing group differences. We demonstrate that cultural values (i.e., individualism) contribute to employees' experiences of work‐family conflict beyond the effects of ethnicity. Specifically, we introduce a model informed by social identity theory that explains why acculturation is related to work‐family conflict. The model was tested with a sample of 309 employed Caucasian and Hispanic Americans. An empirical test of our model provides evidence that individualism mediates the relationship between language‐ and social‐based acculturation and work‐family conflict, even when controlling for ethnicity. Additionally, alternative models further reveal that the effects of acculturation and individualism contribute to work interfering with family. As an implication of the current study, we suggest that researchers and organizational managers should consider the cultural values of their diverse workforce when implementing policies that affect conflict between work and family. © 2013 Wiley Periodicals, Inc.

Supportive work–family environments: implications for work–family conflict and well-being

Work–family conflict (WFC) remains a growing type of stress and concern for many employees. Recognizing these difficulties, organizations are offering various formal programs (e.g. on-site childcare, flextime, compressed work week, telecommuting and so on.) to help their employees in balancing both work and family life. However, many employees are hesitant to use them due to ‘stigmas’ attached to them. A work environment that is supportive of such programs is likely a contributing factor in the success and effectiveness of these programs. This study tested a model that examines the availability of work–family programs and work–family culture (i.e. in terms of managerial support, organizational demands and career consequences) as predictors of WFC. The model also examined the effects of WFC on individual's well-being (i.e. life satisfaction and work engagement). Data were collected from 112 employees, and the overall fit of the model was good (i.e. the model was reasonably consistent with the data). Results demonstrated that the availability of work–family benefits promoted a supportive work–family culture, which was inversely related to WFC. WFC contributed negatively to both life satisfaction and work engagement. That is, employees who reported more WFC were less satisfied with their life and were less inclined to be engaged at work. Results of the study highlight the importance of inculcating an accommodating work environment, and will be discussed.

Contextual and Dispositional Coping Resources as Predictors of Work–family Conflict and Enrichment: Which of These Resources or their Combinations are the Most Beneficial?

This study examined contextual (support, control at work/home) and dispositional (personal coping strategies) coping resources as predictors of work-family conflict (WFC) and work-family enrichment (WFE) by using the data from Finnish health care and service employees (n = 1,956). The contextual coping resources related more strongly to WFC and WFE than the dispositional ones. The contextual home-related coping resources (spousal support, sense of control) also predicted most WFC and WFE from home-to-work, whereas the work-related coping resources (co-worker, managerial support, sense of control) mattered most in the work-to-home direction. Moreover, a combination of high contextual coping with high dispositional coping showed the most positive outcomes (low WFC, high WFE).

Work-Home Conflict and Domestic Violence: A Test of a Conceptual Model

The relationship between work-home conflict and domestic violence is examined using data from 295 adults, who worked full time and were in serious relationships. Job satisfaction, gender, gender role attitudes, type of employment, and socioeconomic status were examined as predictors of work-family conflict. Backward stepwise regression analysis revealed that job satisfaction was the only predictor of work-home conflict. Regression analyses were again conducted to determine the moderating effects of general well-being, alcohol use, family of origin violence witnessed or experienced, communication skills, and social support on the relationship between work-home conflict and domestic violence. Both family of origin violence witnessed and personally experienced were revealed as moderators of this relationship. The remaining potential moderators were submitted to regression analyses to determine if they might, instead, be mediators. These analyses revealed that negative communication skills and social support mediated the relationship between work-home conflict and domestic violence.

Gender Difference in Work‐Family Conflict among Japanese Information Technology Engineers with Preschool Children

Since the Family Policy Act, which requires companies to develop action plans to support their employees who have children in an attempt to reverse the declining birthrate in Japan, was enacted in 2003, many Japanese organizations and occupational health staff have become interested in work-family conflict (WFC), especially WFC in employees with young children. A cross-sectional survey of regularly employed information technology (IT) engineers with preschool children in Japan was conducted to examine the gender difference in WFC, relationship of WFC with outcomes, and predictors of WFC by gender. Data from 78 male and 102 female respondents were analyzed. There was no significant gender difference in total level of WFC. However, the level of work interference with family (WIF) was significantly higher in males than in females and the level of family interference with work (FIW) was significantly higher in females. Regarding outcomes, WIF was significantly related to depression and fatigue in both genders. Moreover, different predictors were related to WIF and FIW by gender. A family-friendly culture in the company was related to WIF only in males. To prevent depression and cumulative fatigue in employees with young children, occupational practitioners have to pay attention to not only employees' work stress but also their family stress or amount of family role in both genders.

Predicting Work–Family Conflict From Workload, Job Attitudes, Group Attributes, and Health: A Longitudinal Study

This article examined the concurrent and longitudinal predictors of work–family conflict (WFC) among soldiers stationed in Europe. Aspects of workload (work hours, hours of sleep, days training, perceived work overload) and measures of health and morale were the strongest concurrent predictors of WFC. For the entire sample, physical symptoms and horizontal cohesion at Time 1 were the only significant predictors of WFC 3 to 4 months later (Time 2) after controlling for WFC at Time 1. Higher levels of physical symptoms and horizontal cohesion at Time 1 predicted greater WFC at Time 2. Job satisfaction and significance emerged as additional longitudinal predictors of WFC for soldiers who were married or who had a child at home. Job satisfaction predicted reduced WFC conflict at Time 2, whereas job significance predicted increased WFC. Moderated regressions revealed that ratings of officer leadership moderated many of the longitudinal predictors of WFC, with the most consistent moderating effect being that high ratings of officer leadership increased the relation between a predictor at Time 1 and WFC at Time 2. Moderated regressions also revealed that higher unit cohesion led to increased WFC only when soldiers felt a low sense of job significance. The importance of conducting longitudinal research to investigate the antecedents of WFC is discussed.

Predictors of Work-Family Conflict and Satisfaction with Family, Job, Career, and Life

Predictors of work family conflict and different types of satisfaction were investigated among 177 married, employed MBA and public administration students. Job involvement was signifitcantly related to work-to-family conflict but no support was found for paths to family-to-work conflict. Family involvement predicted family satisfaction whereas the number of children was negatively related to family satisfaction. Similarly, job involvement predicted job and career satisfaction. Salary predicted both job and career satisfaction as well. Sex was directly related to life satisfaction, with men reporting significantly higher satisfaction than women. Family, job, and career satisfaction each accounted for significant, unique variation in life satisfaction. Implications of these findings and suggestions for additional research were discussed.

PREDICTORS OF WORK-FAMILY CONFLICT AND SATISFACTION WITH FAMILY, JOB, CAREER, AND LIFE

PREDICTORS OF WORK-FAMILY CONFLICT AND SATISFACTION WITH FAMILY, JOB, CAREER, AND LIFE