Types Of Work-family Conflict Research Articles

Work-family conflict categories and support strategies for married female nurses: a latent profile analysis.

To clarify subgroups of married female nurses experiencing work-family conflict (WFC), explore the factors associated with the subgroups, and determine how desired support strategies differ among the subgroups. Data was collected from a sample of 646 married female nurses from public hospitals in Zhejiang Province, China, in December 2021. Latent profile analysis was used to group the participants, and multiple logistic regression was used to identify factors associated with higher WFC. The STROBE criteria were used to report results. According to latent profile analysis, there were three distinct profiles of WFC among married female nurses: "low-conflict type," "work-dominant-conflict type," and "high-conflict type." These profiles differed in the number of children, night shifts, family economic burden, childcare during working hours, family harmony, colleague support, and nurse-patient relationships. Nurses with multiple children, higher pressures in childcare during working hours, heavier family economic burdens, lower family harmony, lower colleague support, and poorer nurse-patient relationships are more likely to be classified as "high-conflict type" nurses. This study found that married female nurses experience different types of WFCs. The structure of these WFCs and their associated factors suggests that customized intervention strategies can be developed to address the specific needs of married female nurses.

Spillover of domains: testing the influence of work-family conflict on staff at a Southern U.S. prison

ABSTRACT Correctional staff are a valuable resource for prisons. Nevertheless, they work in a unique environment characterized by numerous stressors that may affect them at work and at home. The literature on predictors of job stress (both in corrections and in other work environments) is extensive, but few studies have examined the role of work-family conflict. The current study examined how the four types of work-family conflict (i.e., time-, strain-, behavior-, and family-based) affect job stress among staff at a large, state-operated correctional facility in the Southern U.S. While time-, strain-, and behavior-based conflict were positively correlated with job stress at the bivariate level, the influence of time-based conflict on job stress became non-significant after controlling for other demographic and contextual variables. Only strain- and behavior-based conflict remained significant predictors of job stress in the multivariate regression analyses. These findings highlight the importance of differentiating between the various dimensions of work-family conflict. Furthermore, all correctional staff need to be aware of the signs and symptoms of work-family conflict and should be trained in the proper responses and places to refer colleagues when necessary.

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.

Social Support and Employee Turnover Intention: Mediating Role of Work-Family Conflict

Purpose – The purpose of this study is to investigate the impact of work social support (WSS) and family social support (FSS) on employee turnover intention (TI) through both forms of work-family conflict (WFC), namely, work interfering family (WIF) and family interfering work (FIW). Theoretical framework – The theoretical foundation of the study is grounded on Social Exchange Theory (Blau, 1964), Job Demand-Control-Support Model (Johnson & Hall 1988). Cognitive Appraisal Theory (Lazarus & Folkman, 1984), and Hobfoll’s (1989) Theory of Conservation of Resources. Design/methodology/approach – The study used a cross-sectional survey design. The multi-item measurement scales were developed based on prior studies to design survey questionnaires. Analysis has been performed on 277 responses from employees working in different government and private firms in the Western Region, Saudi Arabia. The hypotheses were tested using SmartPLS3. Findings – The investigation finds that both WSS and FSS significantly predict TI, and both WIF and FIW partially mediate the WSS-TI and FSS-TI relationships. The results demonstrate that support from both family and work domains have a reciprocal relationship, and they play important roles in reducing work-family conflict with their ultimate desirable impact on turnover. Research Practical & Social implications – Management should create a supportive environment for the employees within the workplace and ensure family-friendly policies so that the employees can minimize work-family conflict. The study indicates that family members have a crucial role in reducing the stress associated with the work domain. Therefore, everybody should extend support to his/her working members of the family. Originality/value – It is a pioneering attempt to investigate the implications of both WSS and FSS on both types of WFC (i.e., WIF and FIW) and their ultimate effect on TI. Keywords – Work social support. Family social support. Turnover intention. Work-family conflict. Saudi Arabia

Type A/B personality, work–family, and family–work conflict: The moderating effects of emotional intelligence

AbstractMany employees experience work–family conflict (WFC) and family–work conflict (FWC), multidimensional states of resource depletion. In this paper, we conceptualize Type A and B personality as resource depletion and resource gain scenarios that have implications for perceptions of WFC and FWC. We draw on conservation of resources (COR) theory to examine the resource loss and gain resulting respectively from Type A and B personality and the resource‐generating role of ability‐based emotional intelligence (EI) on multiple dimensions of WFC and FWC. Utilizing a sample of 305 managers for 15 Information and Communication Technology (ICT) organizations in India, we uncover a fine‐grained pattern of results indicating that Type A personality represents resource loss while Type B personality represents resource gain in the context of time, strain and behavior based WFC and FWC. We also found that ability‐based EI performed restorative and additive resource functions as a moderator in the context of these relationships. The key outcome of the study is that ability‐based EI performs an important role in the context of different types of WFC and FWC because it generates resources to address these conflicts.

Physical activity buffers the effects of work-family conflict on work engagement through mastery recovery experience

Based on the Effort-Recovery model and the Job Demands-Resources model, this study investigated the moderated mediational process in which physical activity after work interacted with one type of work-family conflict, work-to-family conflict (work interference with family), to predict mastery recovery experience, which in turn explained work engagement (i.e., vigor, dedication, and absorption). Participants were 373 employees in South Korea who responded to an online survey twice with a two-day interval. Work-to-family conflict was measured on Tuesday, physical activity and mastery experience during Wednesday after work were retrospectively measured on Thursday, and three subtypes of work engagement were measured on Thursday. Our results indicated that physical activity after work moderated the relationship between work-to-family conflict and mastery experience such that the negative effect of work-to-family conflict on mastery experience was reduced in longer hours of physical activity. Furthermore, work-to-family conflict had conditional indirect effects on three subtypes of work engagement through mastery experience depending on the hours of physical activity, and the conditional indirect effect was strongest for vigor. These findings suggest that physical activity can promote recovery experience even in harsh conditions including the experience of work-family conflict, ultimately improving work engagement.

Exploring the link between work-family conflict and job burnout among Indian police officers

Working in law enforcement can be a trying experience that can result in work-family conflict. Work-family conflict occurs when the domains of work and home spill into one another, causing strain and conflict for a person. There are four major dimensions of work-family conflict: time-based, behaviour-based, strain-based and family-based. One consequence of being exposed to the stressor of work-family conflict over time is job burnout. Job burnout has three major dimensions: emotional exhaustion, depersonalisation and a reduced sense of personal accomplishment on the job. The current study explored the association between four types of work-family conflict with the three dimensions of burnout among Indian police officers. All four types of work-family conflict were positively related to emotional burnout. Time-based, behaviour-based and family-based conflict had significant positive associations with depersonalisation burnout and with reduced sense of personal accomplishment burnout.

Disentangling the relationship between gender and work-family conflict: An integration of theoretical perspectives using meta-analytic methods.

Implicit in many discussions of work-family issues is the idea that managing the work-family interface is more challenging for women than men. We address whether this intuition is supported by the empirical data via a meta-analysis of gender differences in work-family conflict (WFC) based on more than 350 independent samples (N > 250,000 workers). Challenging lay perceptions, our results demonstrate that men and women generally do not differ on their reports of WFC, though there were some modest moderating effects of dual-earner status, parental status, type of WFC (i.e., time-, strain-, vs. behavior-based), and when limiting samples to men and women who held the same job. To better understand the relationship between gender and WFC, we engaged in theory-testing of mediating mechanisms based on commonly invoked theoretical perspectives. We found evidence in support of the rational view, no support for the sensitization and male segmentation perspectives, and partial support for the asymmetrical domain permeability model. Finally, we build theory by seeking to identify omitted mediators that explain the relationship between gender and work-interference-with-family, given evidence that existing theoretically specified mechanisms are insufficient to explain this relationship. Overall, we find more evidence for similarity rather than difference in the degree of WFC experienced by men and women. (PsycINFO Database Record

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.

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.

The impact of social support on work-to-family and family-to-work conflict: An analysis on the female primary school teachers of Bangladesh

Employed women usually face work-family conflict, as they need to maintain both the work and family responsibilities. In Bangladesh, a large number of educated women are employed as female teachers in the primary education sector. Like any other sector, these primary school teachers are also expected to have a significant amount of work-family conflict. Literature review suggests that social support, i.e. support from supervisor, co-worker, spouse, and family members can significantly reduce two types of work-family conflict; (a) work-to-family conflict and (b) family-to-work conflict. Based on this background the current study initiated to investigate how social support from supervisor, co-workers, life partner, and family members is associated with work–family conflicts in N = 90 female primary school teachers. A structured questionnaire was used as a mean primary source of data collection. Results revealed that spouse support and family support was negatively related with family-work conflict, though no negative relation were found between supervisor support and work-family conflict, and co-worker support and work-family conflict.

The moderating effects of personality on work-family conflicts and stress among Malaysian working parents

The study examined the relationships between the two types of Work-Family Conflict (WFC): Work Interfering with Family (WIF) and Family Interfering with Work (FIW) and perceived stress as well as the role of the big five personality factors as possible moderators in the WFC-Stress relationship. Data was collected from 188 working parents in Malaysia. Hierarchical moderated regression analyses revealed that both WIF and FIW were significant predictors of stress. Among the big five personality factors, agreeableness and emotional stability moderated the WFC-stress relationships but in different ways. Agreeableness exacerbates stress as WIF increases but alleviates stress when FIW increases. Emotional stability on the other hand heightened stress when work interfered with the family. Practical implications and suggestions for reducing stress among working parents are discussed in accordance to the findings.

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.

The Factor Structure of the Work—Family Conflict Multidimensional Scale: Exploring the Expectations of College Students

Work-family conflict (WFC) has been examined from a unidimensional approach, yet recent research has revealed three types (i.e., time, strain, and behavior) and two directions of work— family conflict. Previous researchers suggested that college students are unable to discern between the multiple-facets of WFC, thus measured anticipated WFC addressing only the bidirectional component. This approach assumes that college students have not fully considered each facet of work—family balance. The current study is the first to examine the use of measuring anticipated work—family conflict with college students from a multidimensional perspective. We investigated anticipated levels of three types and two directions of WFC of 295 college students by examining the factor structure of a modified version of the Multidimensional Work—Family Conflict Scale. Participants discerned between the three types of WFC yet were unable to differentiate between the directions of behavior and strain-based conflict. Implications for research and career counseling are also discussed.

Crossover specificity of team‐level work‐family conflict to individual‐level work‐family conflict

PurposeThis study aims to investigate the crossover specificity of team‐level stressors to individual‐level work‐family conflict.Design/methodology/approachThe paper takes the form of a multilevel analyses with data from 428 employees of a Dutch municipality working in 49 teams.FindingsThe results indicate the expected crossover specificity of different types of work‐family conflicts. After controlling for individual‐level demands there is little evidence that team‐level work demands influence work‐family conflict (WFC) or family‐work conflict (FWC), but team‐level WFC and FWC do influence individual‐level WFC and FWC, respectively.Research limitations/implicationsThe paper distinguishes two types of WFC, but it did not distinguish between strain‐ and time‐based conflicts. Further, it did not pay attention to individual differences (e.g., susceptibility to distress of team members), although such differences may be important moderators of the crossover process.Originality/valueThis study is one of the first that empirically linked team‐level stressors and WFC to individual‐level WFC and that tested crossover specificity. Findings indicated the associations of team‐level WFC and FWC and focal employees' WFC and FWC respectively, thereby underscoring the importance of crossover specificity.

Work-Family Conflict, and Psychological Distress in Men and Women among Canadian Police Officers

The present study examined the relations among sex, work-family conflict, and psychological distress in 78 Canadian police officers (50 men and 28 women). The average age of the officers was 36.1 yr. (SD=8.0), and nearly one-third of the respondents had been in policing 16 years or more. Ordinary least-squares regression was conducted to examine the association of Psychological Distress scores, as measured by the K6, with four types of work-family conflict: Time-based Work-to-Family Conflict, Time-based Family-to-Work Conflict, Strain-based Work-to-Family Conflict, and Strain-based Family-to-Work Conflict. Being single and having higher perceived Strain-based Work-to-Family Conflict were associated with greater scores on Psychological Distress. No statistically significant sex differences emerged in the self-reported type or direction of work-family conflict or in the factors associated with Psychological Distress.

How work and family can facilitate each other: Distinct types of work-family facilitation and outcomes for women and men.

This study was designed to gain more insight in the different ways in which work and family roles can benefit each other. Both qualitative (N=25) and quantitative (N=352) results obtained in a financial service organization supported the distinction between energy-based, time-based, behavioral, and psychological work-family facilitation, in addition to different types of work-family conflict that were identified in previous research. As expected, facilitation contributed substantially and differentially to the prediction of work and nonwork outcomes, over and above the effects of conflict. As predicted, women experienced higher levels of facilitation than men did. Furthermore, results indicate that examining facilitation, in addition to conflict, is especially important to predict the work and home life experiences of women.

A comparative study of Work and Family Conflict in Norwegian and Indian Hospitals

This study investigated the gender and cultural differences experienced in the work-family conflict (WFC) by Norwegian and Indian doctors and nurses. Do Norwegian and Indian doctors and nurses experience a similar or different type of work-family conflict for their respective gender? Our sample consisted of 27 doctors and 328 nurses from Norway, as well as 111 doctors and 136 nurses from India. The analyses revealed that there was no gender difference visible between the doctors and nurses of both countries in relation to the perception of WFC, but there were differences between the two countries’ doctors and nurses in relation to their job control and flexibility in working hours on the work-family conflict. By splitting the data into four groups we found that Norwegian nurses experienced high job demands associated with WFC and Indian nurses perceived high job control and low flexibility in working hours associated with WFC.

The Relationship Between Work-to-Family Conflict and Family-to-Work Conflict: A Longitudinal Study

The relationship between work-to-family conflict and family-to-work conflict was tested using a longitudinal research design with 234 dual-earner couples caring for both children and aging parents. Two waves of mailed survey data were collected. The mediating effects of role-related satisfaction were hypothesized to link these two forms of work-family conflict. The analytical steps for determining mediating effects followed suggestions by Baron and Kenny (1986). The results failed to show significant mediating effects of role-related satisfaction between the two forms of conflict over time for both husbands and wives, contrary to suggestions by Frone, Yardley, and Markel (1997). Instead, positive, direct relationships between the two types of work-family conflict were found. Limitations and implications are discussed.