Work-family Interface Research Articles

Is family motivation family-friendly? How and when family motivation leads to work interference with family

PurposeIntegrating self-determination theory with work-family boundary theory, this study delves into the mechanism (i.e. workplace anxiety) and boundary (i.e. intrinsic motivation) by which family motivation can inadvertently escalate work interference with family.Design/methodology/approachWe conducted two three-wave field survey studies of 468 employees and 298 employees in China to test the theoretical model.FindingsWhen intrinsic motivation is weak, employees with high family motivation feel anxious at work and thus experience more work interference with family.Practical implicationsThe motivation to support one’s family through work increases the possibility of workplace anxiety and work interference with family. To alleviate this impact, cultivating intrinsic motivation is important. Thus, we encourage employees to be compassionate toward their internal feelings and needs while performing their jobs. Moreover, organizations are encouraged to improve employees’ intrinsic motivation by implementing practices that support their basic psychological needs.Originality/valueThis study casts new light on the potential adverse effects that family motivation may have on the work-family interface, challenging the prevalent belief that working for the family invariably improves the work-family interface. Moreover, it provides a new lens to understand how valuing the family inadvertently increases work interference with family.

Work-family interference and life satisfaction: the role of life goals

ABSTRACT The interface between work and family domains has received considerable scholarly attention in recent decades due to its substantial impact on outcomes related to work, family, health, and well-being. However, individuals experience this impact differently, with some demonstrating resilience while others are more vulnerable to negative effects. In this study, we investigate the role of individuals’ life goals and gender in the work-family interface, using the framework of the work-home resources model and selfregulation theory. Using Structural Equation Modeling with data from Waves 8 and 10 of the German Family Panel (pairfam), we found that life goals significantly moderate these effects: individuals prioritizing agentic goals feel the detrimental impact of work-to-family interference (WtFI) on life satisfaction more intensely than those who prioritize communal goals and those whose goals are balanced. In contrast, the effect of family-to-work interference (FtWI) on life satisfaction was significant only for individuals prioritizing communal goals, with no significant moderation effect observed across the other life goal groups. We observed no significant gender difference in the impact of either WtFI or FtWI on life satisfaction. We also discuss potential theoretical and practical implications in light of our findings.

Returning to work after childbirth and women’s mental health: the place of work-family conflict and of social supports in a population of working mothers in Paris area

Abstract Objective Analyzing in a cross-sectional study the factors associated with mental health in 1511 recently delivered women returning to work, the mediating role of work-family interface and the moderating role of social supports. Methods Data were collected at 3 months after returning to work to assess work characteristics (COPSOQ), work-family conflict (SWING), anxiodepressive symptoms (HADS), commuting, childcare, household demands, social supports. Results Anxiety and to lesser extent depressive symptoms were associated with work factors, the opposite for the non work demands. The mediation by work-family conflict and the moderation of social supports were present especially for anxiety symptoms. Taking into account the parental constraints by the hierarchy, family/friends support and paid personnel reduced anxiodepressive symptoms. Conclusions Promoting mental health at returning to work of new mothers needs the assessment of total workload and resources.

Work-Family Interface Profiles and Their Associations with Personal and Social Factors among South Korean Dual-Earner Parents.

The work-family interface literature has focused on a variable-centered approach, and few studies have used a person-centered approach to investigate work-family interface types and their associations with psychosocial factors. This study explored whether distinct work-family interface types could be identified at a dyadic level in dual-earner couples by combining work-family conflict (WFC) and enrichment (WFE) for both parents. It also examined how these couples' comprehensive types of work-family interface were related to psychosocial outcomes. Conducting a latent profile analysis in a sample of 558 dual-earner couples (Mage: 40.43 ± 4.07 years for fathers, 37.97 ± 3.57 years for mothers) with first-grade children in elementary schools participating in the Panel Study on Korean Children, this study identified three work-family interface profiles: Beneficial fathers/Moderate active mothers (fathers reporting low WFC and high WFE/mothers reporting moderate WFC and WFE), Beneficial (both parents reporting low conflict and high enrichment), and Harmful (both parents reporting high conflict and low enrichment). Fathers' education, household income, and social support influenced their membership in work-family interface profiles. Overall, members with Beneficial fathers/Moderate active mothers and Beneficial profiles showed more positive personal and family outcomes than those with Harmful profiles.

The relationship between workplace bullying and family functioning: A systematic review.

While the occupational and health-related consequences of workplace bullying have received extensive research attention, the effects of workplace bullying on the family domain have been largely ignored. Based on the PRISMA framework, the Scopus, Web of Science, PsycINFO, and PubMed databases were searched up to May 12, 2024, for articles on associations between workplace bullying and family functioning. A total of 1347 articles were identified, of which 37 were found after review to meet the criteria for inclusion. All the included studies found a direct or indirect association between workplace bullying and family functioning. Most studies are grounded in the conservation of resources (COR) theory, spillover theory, crossover theory, and work-family interface model. Negative affect (emotions), work-family conflict (WFC), and burnout were considered essential mechanisms explaining the links between workplace bullying and family functioning, with personal resources (demands) as the main moderators. Most studies focus on the one-way impact of workplace bullying on family functioning, mainly using cross-sectional, non-randomized self-report designs. Future research will benefit from using a longitudinal design, continued characterization of the workplace bullying-family functioning relationship, including its nature, direction, processes, and boundary conditions in various industrial and cultural contexts, together with the use of models for the integration of research findings.

Something to Take Home: A Two-Wave Study of Work–Family Facilitation and Well-Being Among Brazilian Soldiers Prior to and During a Humanitarian Mission

Despite ongoing war scenarios, on today’s global, socio-political stage there are many situations that call for noncombat deployments. However, humanitarian missions have been understudied, particularly from a positive perspective. This study aims to ascertain the moderating role of work–family facilitation in the influence of work engagement on life satisfaction in a military context. To this end, 217 Brazilian soldiers on a humanitarian mission completed our surveys in two distinct waves: predeployment and mid-mission. Findings support the positive influence of work engagement on life satisfaction, as well as the moderating, enhancing effect of work–family facilitation on the relationship between work engagement and life satisfaction. The study contributes to the literature concerning work-related features (work engagement) and subjective well-being (life satisfaction) among soldiers on a humanitarian mission. Evidence is provided of the importance of the work–family interface as a factor promoting soldiers’ individual well-being in potentially threatening situations. Practical implications are discussed.

Unequal Ground: Gender Disparities at Work Life in the Construction Industry

This research intends to explore how gender impacts different aspects of the quality of work life, emotional intelligence, and the work–family interface among professionals in the Indian construction industry. This study employs quantitative methodology using a questionnaire survey. The questionnaires were circulated to 900 construction professionals, and 724 valid responses were received, resulting in a response rate of 80.44%. The data were analyzed using descriptive analysis and independent sample t-Tests. The independent samples t-Test revealed significant (p < 0.05) gender disparities in various quality of work life factors, emotional intelligence, and work–family interface. Males had a more positive perception of career growth, management, and the working environment. In contrast, females experienced higher job satisfaction, work commitment, personal satisfaction towards their workplace and personal life, a higher work–family interface, and a better work–life balance. Females also experienced a higher level of physical exhaustion and had a higher level of emotional intelligence, while males experienced a higher level of mental exhaustion. There were no significant gender differences in satisfaction towards remuneration and fringe benefits, work culture, or the level of psychological exhaustion. The findings suggest that construction industry organizations could implement policies and practices that promote equal opportunities, provide support for work–family integration, and foster a culture of emotional intelligence. This research adds to the current body of knowledge by igniting novel empirical proof of gender-based differences in the Indian construction industry. It highlights the importance of addressing these disparities to improve the quality of work life, emotional intelligence, and work–family interface among professionals in the industry.

Blurred lines: The spillover and crossover effects of interpersonal experiences at work on family behaviors and well-being

Drawing on the spillover-crossover model, we examine both the enriching and conflicting effects of interpersonal experiences at work on the family domain using experience sampling methodology with 567 daily observations from 70 couples. As a positive spillover-crossover process, we find that employees' help provision at work indirectly and positively influences couples' relationship satisfaction, employees' life satisfaction, and spouses' life satisfaction via support provision to the spouse at home. As a negative spillover-crossover process, employees' experiences of interpersonal conflict at work indirectly and negatively influence couples' relationship satisfaction and employees' life satisfaction via undermining behaviors toward the spouse at home. We further theorize and find that the negative spillover-crossover process is less pronounced when spouses are more responsive to employees' disclosures of negative work experiences. Overall, this study provides new insights regarding behavioral pathways underlying interpersonal models of the work-family interface, with important practical implications for working couples and the organizations employing them.

Work-family interface during COVID-19: a sociolinguistic study of working mums’ identity and mental health

BackgroundThe dramatic reconfigurations of work-family roles and social boundaries resulting from the social restrictions imposed during the Covid-19 pandemic led working mums to look for online sites as spaces of emotional support and regulation where they could vent their emotions, share their concerns and griefs, and seek advice. They also became interactional spaces where mums’ relevant identities were reassessed and enacted as they aimed to balance work-family roles and improve their wellbeing. The paper explores how working mums discursively negotiated their multiple identities in an online support forum during times of global struggle, how these identity constructions reflect the domains of Work-Family Conflict (WFC) and how working mums perceived these identities are related to their mental health.Methods127 posts of Chilean working mums published in a public online support forum for working mums collected during the first half of 2020 were analysed in three phases. The first one involved a thematic analysis to identify themes and subthemes related to working mums’ identity construction in the data. The second phase involved conducting a narrative analysis of working mums’ microstorias in order to identify a master narrative crafted by these working mums, and contesting and conforming ideologies of motherhood, among others. Finally, the third phase involved a fine-grained discourse analysis of the most representative extracts illustrating working mums’ identity negotiation.ResultsThe sociolinguistic analysis showed that working mums’ discourses displayed three themes of self-reflection, namely, diminishing self-care, reassessing their self, and enhancing self through self-care. Identity-related sub-themes for each main theme are discussed and discursively analysed. Two main points are emphasised: (1) the identity that was most salient in working mums’ discourse was their personal identity (rather than work-family roles and identities), and (2) microstorias allowed working mums to challenge the hegemonic power of dominant discourses around their identities and their work-family roles.ConclusionsThe study shows that a sociolinguistic approach to the exploration of working mums’ identity negotiation is useful to highlight the ways in which mums contest binary assumptions of work-family roles and the need to reconsider working mums’ life domains so that they reflect working mums’ actual identity needs and lived experiences. Future lines of research are outlined.

Self-efficacy mediation of spiritual well-being and work-family balance

ABSTRACT Work and family are two of the most important aspects of individual identity, but conflict can occur when these domains fall out of balance. Through the conceptual lens of job demands-resource theory, this study examines how spiritual well-being can help employees balance competing roles by strengthening self-efficacy in managing work-family conflict. A quantitative, correlational research design was used to analyze responses from 475 working adults in a mediated multiple regression model. The results indicated that the positive relationship between spiritual well-being and satisfaction with work-family balance is fully mediated by self-efficacy in managing work-family conflict. These findings empirically support the influential roles spiritual well-being and self-efficacy have in balancing conflicting demands in the work-family interface. For organizations and managers, this research underscores the importance of supporting spiritual well-being in a diverse workforce to reduce stress and sustain employee engagement.

Exploring the Determinants of Quality of Work Life in the Construction Industry: A Quantitative Approach

This research aims to identify and quantify the factors affecting quality of work life (QWL) among professionals in the Indian construction industry. The study employs a structured questionnaire, distributed to 900 construction professionals, yielding a response rate of 80.44%. The QWL construct was assessed through eight factors: career growth, management, job satisfaction, remuneration and fringe benefits, the work–family interface, emotional intelligence, work culture, and work commitment. Both descriptive and inferential analysis were carried out. The relative importance index method was used to rank these factors based on their relative importance. Work commitment (RII = 0.772) ranked as the most important factor, this was due to work commitment including significant items. The high ranking of this factor suggests that commitment to work is highly valued in the construction industry. The study also employed structural equation modelling to validate the association among these QWL factors. The findings reveal that job satisfaction (t = 0.765) and career growth (t = 0.751) play significant roles in QWL, suggesting that these factors should be prioritized to enhance QWL in the construction industry. The results of this study provide valuable insights for organizations, HR practitioners, and researchers in the construction industry, emphasizing the need to focus on job satisfaction and career growth to enhance QWL. This study contributes to the existing literature by providing a comprehensive analysis of QWL in the construction industry, offering valuable insights for organizations, HR practitioners, and researchers. Future research could adopt longitudinal study designs or qualitative methods to further explore the QWL among construction professionals.

A Mediating Effect of Work-Family on the Relationship between Idiosyncratics Deals and Employees’ Job Satisfaction of Knowledge-Based Employees New Generation in Jiangxi Province of China

This study investigates the intricate dynamics between idiosyncratic deals, work-family interface, and job satisfaction among knowledge-based employees of the new generation in Jiangxi Province, China. Idiosyncratic deals, characterized by personalized arrangements between employees and their organizations, have gained prominence as mechanisms for addressing individual needs and preferences. However, the extent to which these deals influence job satisfaction among knowledge-based employees remains underexplored, particularly within the unique cultural and organizational context of Jiangxi Province. Drawing upon social exchange theory and the conservation of resources theory, this research proposes a conceptual framework to examine the mediating role of the work-family interface in the relationship between idiosyncratic deals and job satisfaction. The work-family interface serves as a crucial mechanism through which idiosyncratic deals may impact employees' job satisfaction, as it reflects the balance and integration of work and family roles, responsibilities, and resources. Utilizing a mixed-methods approach, data will be collected from a sample of knowledge-based employees from various industries in Jiangxi Province. Quantitative data will be obtained through structured surveys measuring idiosyncratic deals, work-family interface, and job satisfaction, while qualitative data will be gathered through in-depth interviews to provide nuanced insights into the experiences and perceptions of participants. The findings of this study are expected to contribute to both theoretical and practical domains. Theoretically, it will advance our understanding of the mechanisms underlying the relationship between idiosyncratic deals and job satisfaction, shedding light on the mediating role of the work-family interface. Practically, the findings will offer valuable implications for organizational leaders and policymakers in Jiangxi Province, providing guidance on how to optimize idiosyncratic deal structures and support mechanisms to enhance the job satisfaction and well-being of knowledge-based employees, thereby fostering sustainable organizational success in the region.

How Passion for Work Shapes Work-Family Interactions: A Conceptual Framework Exploring the Roles of Psychological Capital and Self-Regulation Failure

The belief that a life of passion is a life well-lived serves as a perpetual motivator to pursue work aligned with one’s passion. Both work and family are essential life domains in many people’s lives, and they often interconnect, impacting each other. In the workplace, passion is a highly desired but under-researched employee characteristic, offering benefits like positive emotions and improved performance but also carrying risks, such as inflexibility. Drawing on job demands-resources theory and conservation of resources theory, our inquiry offers an integrative conceptual framework that combines insights from positive psychology, organizational behavior, and human resource development (HRD) literature. This framework enhances our understanding of how work passion connects to the work-family interface, considering the roles of psychological capital and self-regulation failure in interactions beyond work. Our study includes implications for HRD practitioners motivated to promote change initiatives and an agenda for future research for HRD scholars.

Reporting good news but not bad: the dual effect of employee stewardship behavior on work–family interface

Reporting good news but not bad: the dual effect of employee stewardship behavior on work–family interface

Actor, Partner and (Dis)Similarity Effects of Vocational Interests on Work-Family Interface

The study explored the predictive role of vocational interests in work-family conflict and work-family enrichment in 271 employed heterosexual couples. We administered questionnaires measuring vocational interests, time-based and strain-based work-family conflicts and work-family enrichment. Going beyond prior studies, we (a) utilized a dyadic paradigm to examine actor and partner effects of interest types, (b) considered two characteristics of the interest profile - differentiation and elevation, and (c) simultaneously tested (dis)similarity effects. Actor-partner interdependence modelling and dyadic response surface analysis were employed. The results revealed modest negative actor effects of Investigative, Social, and Enterprising interests on various types of work-family conflict, along with positive actor effects of Social, Enterprising and Conventional interests, profile elevation and differentiation on work-family enrichment. Partner effects supported the interpersonal relevance of people-oriented interest types. The effects obtained were similar for women and men, and evidence generally spoke against the (dis)similarity effects of interests on work-family conflict or enrichment. A higher educational level in women was associated with increased work-family enrichment but also family-work conflict. This study highlights the interdependence of vocational interests in romantic dyads and their contribution to work-family dynamics.

Recharging exhausted parents: How and when involvement in children's education increases working parents' flourishing at home and engagement at work

AbstractParental involvement in children's education is highly valued and encouraged in many societies. While existing research has mainly focused on the positive effects parental involvement has for children, we argue that engaging in such quality parent–child interactions can also be a resource‐gaining process for parents. Drawing on the conservation of resources theory and the work–home resources model, the current study aims to investigate how and when working parents' involvement in children's education enhances their well‐being at home and engagement at work. Using a two‐wave survey of 206 full‐time employees with at least one school‐aged child, our results indicate that for parents experiencing higher levels of parental burnout, involvement in their children's education enhances their flourishing experience at home and subsequently improves work engagement and creative process engagement at work. Overall, our study contributes to the well‐being and work–family interface literature by highlighting the positive effect of parental involvement, an underexplored construct, on working parents' well‐being both at home and in the workplace. This study also provides practical implications for burned‐out working parents that they can benefit from involving themselves in their children's education to cope with and thrive from family demands.

TOWARDS ORGANIZATIONAL FLOURISHING: PRIORITIZING EMPLOYEE WELL-BEING

Employee well-being is crucial for a healthy and pleasant workplace, especially in the context of the COVID-19 pandemic. The definition of work has evolved, with flexible terms encompassing location and time. To foster a healthy organization, inclusive working employees well-being is essential. Studies highlight the importance of workplace spirituality, moral leadership, and health-oriented tactics in supporting employee well-being. Integrating well-being treatments into daily routines can improve employee resilience. Ethics and social responsibility are also essential in fostering employee health. The COVID-19 pandemic underscored the need to address stress and family conflict at the work-family interface. A healthy work environment is essential for improving employee wellness and productivity. This study investigates the relationship between employee well-being and organizational health, focusing on employee perceptions, organizational support, and effectiveness of initiatives. The goal is to inform strategies and interventions to enhance employee well-being and organizational health. KEYWORDS : Healthy organizations, employee well-being, leadership, inclusive environment

Spillover–Crossover Effect of Work–Family Interface: A Systematic Review

Work and family are essential aspects of adulthood, exerting a substantial impact on well-being and satisfaction. Work–family conflict refers to conflicts that originate at work and then affect family life and vice versa. Higher levels of stress, the emergence of physical and mental health issues, detrimental effects on family relationships, and poorer life satisfaction are a few outcomes that may have an influence on both individuals and other family members. Work–family conflict can have a socioeconomic impact on broader public health, as it may result in poor job performance and high absenteeism rates at work. This current study aims to identify the mechanisms of spillover–crossover within the work–family interferences. Using a systematic literature review from 57 articles collected from three prestigious databases: Scopus, Web of Science, and PsycINFO, the study found that direct crossover is the predominant form of transmission. However, the crossover phenomenon is not only found in marital relationships but includes interactions between parents-children, superiors-subordinates, and employees-customers. This systematic literature review advances a novel framework by synthesizing these findings, thereby promoting a comprehensive understanding of the spillover–crossover effects of work–family conflict. In turn, this understanding can serve as the basis for the formulation of workplace policies, offering a promising path forward for both individuals and society.

Bibliometric analysis on positive work–family interface

PurposeResearch on work–family interface (WFI) is almost two decades old. It is widely believed that the archetype of work and family after COVID has changed. Post-COVID emphases and outcomes would be different. Accordingly, a bibliometric analysis of the research would help to understand the state of the research and positive WFI patterns that guide further investigations. The present study used measures such as journals, citations, etc. to determine the bibliometric patterns from 2003 to August 2023 using VOSviewer software.Design/methodology/approachData were obtained from Scopus. 1,601 works were found in the first search. This figure was narrowed down to 525 based on a few conditions. The most commonly referenced journals, sources, authors, etc. were used for the analysis.FindingsResearch on positive WFI has increased in recent years. The total number of articles in positive WFI was 525 between 2003 and August 2023. Greenhaus, Powell and Carlson were the most cited authors in this field. Carlson had produced the highest number of documents in WFI. Most WFI authors focused on antecedents, treating positive WFI as the outcome variable.Research limitations/implicationsThis is the first bibliometric analysis conducted on a positive WFI, although there have been a few on work–family conflict. However, other sources such as the Australian Business Deans Council (ABDC) and Web of Science may throw different results on journals, citations, etc. Hence, future researchers might emphasize if the same results originate from data in other databases. Other analytical tools may be used in the place of VOSviewer.Originality/valueThis is the first article on bibliometric analysis of positive WFI. This paper’s primary objective is to understand the patterns of literature available on positive WFI and its significance comprehensively.

Empowered or overwhelmed? Procrastination extinguishes the positive effects of work flexibility on work–family conflict

AbstractProviding flexibility at work is the most pervasive tool for organizations to help employees manage the work–family (WF) interface. Extant research, however, indicates that flexibility does not consistently reduce WF conflict. This paper reports on two studies that contribute to our understanding of how, and for whom, perceived work flexibility improves these outcomes. We extend work on the mechanisms by which flexibility influences outcomes and extend conservation of resources theory using choice overload theory to understand the boundaries of flexibility as a positive resource, specifically, in the form of procrastination. In Study 1, we found that perceived work flexibility was negatively related to subjective work demand for those low on procrastination. In Study 2, we replicate these effects and extend them by finding that effects of flexibility on WF conflict were mediated by its influence on subjective work demand. We discuss the implications of these findings for future research and practice around flexibility in the WF interface.