Time-based Work-family Conflict Research Articles

Gender differences in the association between nonstandard work schedules and work-family conflict: A mixed methods analysis in France

Objective: This study aims to examine the association between nonstandard work schedules and time-based work–family conflict (WFC) among employed parents. Taking a gender perspective, it further considers whether job and family resources mediates this association. Background: The recent increase in nonstandard work schedules has proportionally affected women more than men in various EU countries. Previous research has established a link between nonstandard work schedules and WFC. However, limited attention has been given to directly investigating time-based WFC and exploring the factors that drive gender-specific effects. Method: Employing a mixed methods design, we use cross-sectional data from a large-scale French Working Conditions survey and qualitative interviews with couples who work nonstandard schedules. Results: Quantitative findings demonstrate that nonstandard work schedules increase time-based work–family conflict for women more than men. Early morning and evening work disrupts socially valuable time for women, while weekend work negatively affects both genders. Lack of family support explains a significant portion of the association, with work schedule unpredictability being crucial for women. The qualitative findings shed light on the gender-specific generation of perceptions regarding time-based WFC among couples and the interaction of job and family resources in their daily lives. Conclusion: The findings suggest that a comprehensive understanding of the gendered interferences between family and work dynamics is vital for informing policy decisions, reducing gender inequalities, and enhancing workers’ wellbeing.

Exploring the gendered nature of work-family conflict on job stress, job satisfaction, and organizational commitment among correctional officers

ABSTRACT Due to the difficult nature of correctional work, a large body of research has examined factors like job stress, job satisfaction, and organizational commitment among correctional officers. Although this research is valuable, there has been limited research examining how correctional work may differentially impact males and females, which is particularly true for work-family conflict (WFC) research. Given the increase in females working in correctional institutions and the barriers and conflict they faced, the current study assesses the gendered nature of strain-based and time-based WFC on job stress, job satisfaction, and organizational commitment among male and female correctional officers from two Southwestern state-run prisons. The findings reveal that the effects of WFC were similar and different in some ways for male and female correctional officers. Specifically, strain-based WFC was a significant predictor of job stress for male and female correctional officers, whereas strain-based and time-based WFC was only significant for male correctional officers. Finally, neither dimension of WFC was related to organizational commitment. These findings are contextualized and explored against a backdrop of research on WFC and gender.

Is exercise good for all? Time- and strain-based work–family conflict and its impacts

ABSTRACT While many people believe that exercise can relieve stress and enrich well-being, it is unclear whether this relationship always holds when employees suffer from work–family conflict (WFC). Drawing on the transactional theory of stress and conservation of resources theory, we examine how exercise moderates the impact of time- and strain-based WFC on employees’ vitality at work and, subsequently, employees’ subjective well-being. With data collected in multiple waves from a sample in China (N = 243), we found that when employees experienced time-based WFC, strong adherence to exercise did not benefit their vitality as weak adherence to exercise did. However, when employees experienced strain-based work interference with family demands, strong (rather than weak) adherence to exercise benefited their vitality. In addition, the moderating effect of exercise on the relationship between WFC and vitality transited to affect employee job satisfaction.

Associations Between Work–Family Conflict, Psychological Distress, and Well-Being Among Taiwanese Clergy

The study examined the associations between work–family conflict (WFC), psychological distress, and well-being in a sample of 336 clergy ( mean age = 46.1 years, SD = 11.7 years) in Taiwan. Specifically, we examined how each of the four types of WFC (time-based work interference with family, time-based family interference with work, strain-based work interference with family, and strain-based family interference with work) were related to psychological distress (depression, anxiety, and burnout) and well-being (life satisfaction, flourishing, and spiritual well-being). Results from the bivariate analysis indicated that all four types of WFC were positively associated with psychological distress and negatively associated with well-being. However, when they were modeled simultaneously in the structural equation model, only strain-based WFC, but not time-based WFC, were related to the outcomes. Finally, younger, female, or single clergy, as well as clergy who work alone or who earn below the median income reported higher levels of psychological distress and lower levels of well-being compared with their counterparts. Practical implications of protecting and promoting clergy mental health were discussed in the article.

Challenge job demands, time-based work–family conflict, and family well-being outcomes: The moderating effect of conscientiousness.

Challenge job demands, time-based work–family conflict, and family well-being outcomes: The moderating effect of conscientiousness.

Relationship Between Work-Family Conflict and Perceived Organizational Support Among Nurses of Kurdistan University of Medical Sciences

Background: Due to the importance of work-family conflict, it is necessary to find its relationship with organizational variables like perceived organizational support. The present study investigated the relationship between work-family conflict and perceived organizational support in nurses of Kurdistan University of Medical Sciences. Materials & Methods: The present study was a descriptive cross-sectional study conducted on 300 nurses working at educational hospitals of Kurdistan University of Medical Sciences, Iran. A three-part questionnaire including demographic information, Carlson’s family-work conflict, and perceived organizational support of Eisenberg was used. Descriptive statistics and analytical statistical tests (Mann-Whitney and Kruskal-Wallis) and Spearman correlation coefficient were used. Results: The majority of the participants were female (64.2%) and married (55.9%). Work-family conflict was slightly higher than the mean. The dimensions of time-based work-family conflict (10.79±2.95) and strain-based work-family conflict (10.66±2.72) had the highest scores compared to other dimensions of work-family conflicts. Perceived organizational support was less than mean and there was a negative correlation between work-family conflict and perceived organizational support (r=-0.21, P=0.001). Conclusion: The present study showed the importance of paying attention to reducing workfamily conflict by increasing perceived organizational support. Therefore, reducing the dimensions of work-family conflict is necessary and organizational managers should increase organizational support for nurses and thus reduce the conflict between nurses and family work.

Personality meta–traits and time-based work–family conflict: the mediating role of work–home boundaries

PurposeThis study aims to examine the complex relationship between the personality meta-traits of stability and plasticity and time-based work–family conflict (WFC). Stability and plasticity are hypothesized to influence WFC directly and indirectly, via boundary strength at work (BSW) and boundary strength at home (BSH) domains. WFC has two dimensions – conflict due to family interfering in work (FIW) and conflict due to work interfering in family (WIF).Design/methodology/approachData was collected from 419 full-time employees in multiple US companies. Hypotheses were tested using structural equation modeling.FindingsStability was associated with lower levels of WFC and stronger boundaries around the work and home domains. BSW mediated the relationship between stability and FIW; BSH mediated the relationship between stability and WIF. plasticity was associated with weaker boundaries around the work and home domains. BSW and BSH had a negative relationship with FIW and WIF, respectively.Research limitations/implicationsThe study is cross-sectional and limited to time-based work–family conflict. The results support the adoption of a more agentic view of personality in the boundary setting and WFC literatures.Practical implicationsEmployers need to design flexible work programs that offer employees control over work–home boundary strength.Originality/valueThe study links stability and plasticity to WFC. It expands the nomological network of work–home boundaries.

Work-Family Conflict of Collegiate and Secondary School Athletic Trainers Who Are Parents.

The work-life interface has been a much discussed and researched area within athletic training. The National Athletic Trainers' Association position statement on work-life balance highlighted the profession's interest in this topic. However, gaps in the literature remain and include the roles of time-based conflict and social support. To compare work-family conflict (WFC) and social support among athletic trainers (ATs) employed in the 2 most common practice settings. Cross-sectional observational survey. Collegiate and secondary school settings. A total of 474 (females = 231, males = 243) ATs who were employed in the collegiate (205, 43.2%) or secondary school (269, 56.8%) setting. Data were collected through a Web-based survey designed to measure conflict and social support. Likert responses were summed. Demographic information was analyzed for frequency and distribution. Independent t tests and Mann-Whitney U tests were calculated to determine group differences. Linear regression was used to determine if social support predicted WFC. Social provisions and WFC were negatively correlated, and the social provisions score predicted WFC. No WFC differences (P = .778) were found between collegiate and high school ATs even though collegiate ATs worked more hours (63 ± 11) during their busiest seasons compared with those in the high school setting (54 ± 13, P < .001). Similarly, no difference (P = .969) was present between men and women, although men worked more hours. Our participants scored highest on time-based WFC items. Work-family conflict was experienced globally in 2 of the most common athletic training settings and between sexes. This indicates WFC is universally experienced and therefore needs to be addressed, specifically with a focus on time-based conflict. In addition to time-management strategies, ATs need support from coworkers, peers, and family members.

Commuting as a work-related demand: Effects on work-to-family conflict, affective commitment, and intention to quit.

Commuting time is the duration of the transition between the work and private (typically family) domains. The status of commuting in theories dealing with work-family issues or boundary management is not very clear. We discuss commuting taking a different perspective from the literature (e.g., as a demand, source of time-based work-family conflict, impediment to the flexibility and permeability of the work-home boundary, and as a resource for work-family boundary management), concluding that the demand aspects of commuting are dominant. From this perspective, we analyzed the association between the commuting time as a work-related demand at baseline and work-family conflict (WFC), affective commitment (AC), and intention to quit (ITQ) 1 year later (N = 838). We assessed commuting time objectively by using Google Maps to estimate travel time based on postal codes of home and workplace. As expected, longer commuting predicted all three outcomes. Furthermore, autonomy-manifested in flexible work arrangements-moderated these effects for two out of three outcome variables: Temporospatial autonomy reduced the positive associations between commuting time and WFC and ITQ. The effect sizes were small; however, effects were adjusted for baseline levels of the relevant outcome, demographic variables, and several work and private stressors.

Time-Based Work-Family Conflict: Myth or Reality?

Time-Based Work-Family Conflict: Myth or Reality?

Harmony and Help: Recognizing the Impact of Work-Life Balance for Women Leaders

Women leaders operate within multiple roles, managing both work and nonwork obligations. Exploring work-life balance constructs, this study examined role integration, social support sources, and work-family conflict to determine their influence on women leaders. Findings suggested that women leaders felt the benefit of a variety of social support services, but especially from sources external to the organization. Women leaders were diverse in role integration strategies, with respondents largely divided between blurring and segregating their work and nonwork roles. Time-based work-family conflict was slightly more apparent than strain-based conflict. Women leaders also indicated that their work interfered with their family more than their family interfered with their work. Findings provide valuable insights as to how women view work-life balance within their roles as leaders.

Working Mothers Satisfaction: The Influence of Time Demands and Time- Based Conflict

A comprehensive model of work-family conflict and family-work conflict for working mothers was examined and tested. Specifically, the hypothesis that time-based work-family conflict and time-based family-work conflict was expected to fully mediate the relations between work hours, work demands, and family demands on work and family satisfaction. The 677 working mother participants were well-educated and married, a limitation and consideration. Results demonstrated support for the hypothesized fully mediating model. Working mothers with greater demands and higher work hours had higher work-family conflict, and this in turn was related to lower work satisfaction. Working mothers with greater demands experienced significantly higher family-to-work conflict and subsequently had lower family satisfaction. Implications, strengths, limitations and directions for future research are addressed.

Work Schedules and Work–Family Conflict Among Dual Earners in Finland, the Netherlands, and the United Kingdom

Many European families are affected by the 24/7 economy, but relatively little is known about how working parents experience nonstandard hours. The aim of this study was to analyze the possible associations of dual earners’ work schedules and other work-related factors with their experience of time- and strain-based work–family conflict. These phenomena were examined among dual earners living in Finland, the Netherlands, and the United Kingdom, countries that differ in working time practices and policies. Multigroup structural equation modeling was used to analyze cross-cultural data on dual earners with children aged 0 to 12 years ( N = 1,000). The results showed that working nonstandard schedules was associated with increased time-based work–family conflict, but only among Finnish and British parents. Poorer financial situation, working longer hours, more time spent working at very high speed, and lower work satisfaction were associated with both types of work–family conflict in all countries.

Moderating Role of Acculturation in a Mediation Model of Work-Family Conflict among Chinese Immigrants in New Zealand.

This study examined the antecedents of work-family conflict (WFC) and the mediation effects of WFC on well-being consequences among Chinese immigrants to New Zealand, along with the moderating role of acculturation. Four types of WFC were explored: time-based and strain-based work interference with family, and time-based and strain-based family interference with work. Data were collected from 577 Chinese immigrants in New Zealand, who had full-time or part-time work and lived with family members in New Zealand. The four types of WFC were differentially related to the antecedents and well-being consequences, providing some evidence that both Chinese and New Zealand cultures may exert influences on Chinese immigrants' experiences of WFC. Both directions of WFC (work interference with family, and family interference with work) were related to job satisfaction and family satisfaction, and strain-based WFC influenced their well-being more than time-based WFC. Most importantly, we found immigrants who were proficient in English perceived greater WFC and psychological strain. Copyright © 2016 John Wiley & Sons, Ltd.

Commitment to life roles and work-family conflict among managers in a post-socialist country

Purpose– The purpose of this paper is to contribute to work-family literature by examining antecedents and outcomes of work-family and family-work conflict (FWC) in an under-researched post-socialist country. Building on the conservation of resources theory and identity theory, the conceptual model tests relationships among occupational and marital commitment, two types of work-family conflict (WFC) and FWC, and domain satisfaction.Design/methodology/approach– Data were collected using a self-report survey filled out by married top and middle managers from Slovenia, a Central and Eastern European country. Hypotheses were tested with structural equation modelling.Findings– While occupational commitment was positively related to perceived time- and strain-based WFC, no support was found for the path between marital commitment and the two types of FWC. The results further reveal that although time- and strain-based FWC were related to career satisfaction, only time-based WFC was associated with marital satisfaction.Research limitations/implications– A cross-sectional research design and the validation of the model using a managerial sample limit generalizability. The study points to the relevance of the institutional and cultural context regarding interpretation of links between established concepts.Originality/value– The study advances knowledge concerning WFC and FWC in a country that has undergone a process of transition from a socialist regime to a free-market economy. It adopts an integrative perspective and encompasses managers’ professional, as well as personal domains. The study tests how theories developed with samples from traditional capitalist countries apply to post-socialist countries, characterized by disparate values, norms, and societal expectations.

Anticipated regret in time-based work-family conflict

Purpose– The primary purpose of this research was to investigate the role of anticipated regret in time-based work-family conflict decisions.Design/methodology/approach– A total of 90 working parents responded to a decision making problem describing a time-based conflict between a work event and a family event. Participants' preference for which event to attend constituted the dependent variable. Independent variables were participants' work and family centralities. Anticipated regret for choosing the work option and anticipated regret for choosing the family option were measured as hypothesized mediators.Findings– Structural equation modeling revealed that anticipated regret for choosing the family option mediated the relationship between work centrality and preference for the family option. Similarly, it was found that anticipated regret for choosing the work option mediated the relationship between family centrality and preference for the family option.Originality/value– This article contributes to work-family and decision making literatures by studying the intersection of the two fields. Although most work-family research studies ongoing conflict, this study focuses on one decision event. The findings suggest that anticipated regret plays a significant role in how individuals resolve time-based work-family conflict.

The Relations between Work Intensity and Work-Family Conflict in Collectivist Culture: Evidence from Turkish Health Care Professionals

The main purpose of this article is to advance the understanding of the relations between work intensity factors and work-family conflict factors in the collectivist culture pattern of Turkey. Data were collected using questionnaires from 462 health care professionals who are working in 25 different state hospitals and 12 cities in Turkey. SEM using by LISREL 8.0, hierarchical regression analysis, and ANOVA were used in analyzing the data. The structural equation modelling results showed that work intensity factors were the significant predictors of work-to-family conflict factors for Turkish health care professions. Hierarchical multiple regression analyses showed that personal demographics and work situation characteristics accounted for a significant increment in explained variance on the time based work family conflict factors measure. Support was found for the hypothesis that samples would demonstrate a positive relation between work intensity and work-family conflict for Turkish health care professions. There are no statistically significant differences of time, strain and behaviour based work-to-family conflict according to gender, age, marital status, having children and function. There is a significant difference between the work-family conflict levels of health care professionals according to number of children, education level, work hours per week and organizational position.

What Influences Work-Family Conflict? The Function of Work Support and Working from Home

The current study examined how work support resources and working from home influenced forms of work-family conflict (WFC) in employees at a large corporation. Scales measuring employee’s general WFC, time-based WFC, and strain-based WFC were used to evaluate the extent to which employees experienced work-induced conflict at home. Two forms of working at home were assessed, days worked at home and extra hours worked at home, and five variables measured the extent of one’s support resources: work social support, organizational support, individual consideration from one’s manager, idealized influence from one’s manager and contingent reward from one’s manager. We predicted that days worked at home would be negatively related to the three forms of WFC, while the extra hours worked at home would be positively related. Moreover, we hypothesized that the five support variables would moderate the relationship between extra hours worked at home and the types of WFC. The data supported some of the predictions, and the implications of these findings are discussed.

High prevalence of work-family conflict among female physicians: lack of social support as a potential antecedent

According to stress theory, social support from work and non-work-related sources may influence the level of perceived work-family conflict. Despite the high prevalence of work-family conflict as a source of distress among female physicians, no information is available on the associations between work-family conflict and social support in a traditional, family-centric cultural setting, where female role expectations are demanding. The author hypothesized that high prevalence of work-family conflict could be attributed to the lack of social support among female physicians. To investigate the prevalence and psychosocial characteristics of social support and its relations to work-family conflict among female physicians. Quantitative and qualitative study using questionnaires ( n = 420) and in-depth interviews ( n = 123) among female and male physicians. Female physicians reported significantly higher mean level and prevalence of work-family conflict compared to men. The predominant form of work-family was work-to-family conflict among physicians; however, significantly more female physicians experienced family-to-work conflict and strain-based work-family conflict compared to men (39% vs. 18% and 68% vs. 20%, respectively). Significantly more male physicians experienced time-based work-family conflict compared to women. Content analyses of interview data revealed that provision of support to physicians manifested itself in parental support in career selection, spousal support with household duties, peer support with enabling access to professional role models-mentors, peer support to ensure gender equity, and organizational support with family-centric policies. Female physicians reported significantly less parental, spousal, and peer support compared to men. Female physicians lacking parental, peer, or organizational support experienced significantly higher level of work-family conflict compared to appropriate control. In regression analyses, high job demands, job strain, high workload and number of children, younger age, and lack of support in the workplace predicted work-family conflict best (adjusted R 2 0.59). Lack of social - particularly parental, peer, and organizational - support may play an important role in the pathogenesis of work-family conflict experienced by female physicians.

Moderating Effects of Gender-Role Stereotype on the Percetion of Time-Based Work-Family Conflict

Moderating Effects of Gender-Role Stereotype on the Percetion of Time-Based Work-Family Conflict