Work-family Interface Research Articles

Domain-specific and nonspecific outcomes of work-family interface

Purpose The purpose of this paper is to examine the pattern of work-family interface outcomes by empirically testing work-family conflict and facilitation bidirectional dimensions simultaneously in relation to domains-specific (job and family) and domain nonspecific (life) satisfactions. In addition, the indirect effects of work-family interface dimensions on life satisfaction (LS), mediated through both domain-specific satisfactions are also examined to understand which domain satisfaction elicits major impact on LS. Design/methodology/approach Structural equation modeling analysis was conducted on questionnaire data obtained from 212 fulltime journalists working in top ten dailies of Punjab, India. Parallel multiple mediated regression was used to estimate specific indirect effects caused by each of the two parallel mediators (job satisfaction (JS) and family satisfaction (FS)). Findings Results illustrate that both dimensions of work-family conflict strongly decreased satisfaction of an originating domain than satisfaction of the receiving domain while both dimensions of work-family facilitation increased satisfaction of both the domains on equal basis. Results further reveal that the effect of work-family conflict and facilitation dimensions on LS is indirect rather than direct. On comparison of specific indirect effects results demonstrate that only originating domain satisfaction act as a mediator to work-family conflict and LS relationship, while both JS and FS act as mediators to work-family facilitation and LS relationship. Practical implications Media organizations can offer interventions like family friendly policies, overtime pay, more autonomy, work rewards and skill variety, so that employees’ workplace resource reservoir can be strongly built up to meet future work and family demands. In this way, positive intrusion from work-to-family takes place, which leads to more JS and FS and in turn increased overall LS. Originality/value The study removes inconsistency regarding pattern of work-family conflict and facilitation outcomes by testing a comprehensive model that integrates originating domain, receiving-domain and domain-nonspecific outcomes.

CONTESTING EFFECTS OF WORK FAMILY CONFLICT AND ENRICHMENT ON LIFE SATISFACTION

ABSTRACT The objective of this study was to investigate the Simple and interactive contesting effects of work to family enrichment and work interference with family on life satisfaction. This study used primary data which were collected through survey questionnaire, from the female nurses working in public and private nursing hospital of district Khairpur (N=220). The results of this study showed that the negative effect of work interference with family was severe than the positive effect of work to family enrichment. Further, work to family enrichment was found as the significant moderator in the negative relationship between work interference with family and life satisfaction, such that the said relationship was weaker when employees were high on positive experiences of work to family enrichment. The policy makers in health sector should pay serious attention to the issue of work interference with family in the nurses. The optimal solution recommended by our study can be the positive experiences of work to family enrichment. Employees can apply such resources to reduce the level of WIF. Based on work family enrichment theory and work family conflict theory, this study contributes into the existing work family interface studies by testing the contesting effects of both sides of work family interface on nurses’ life satisfaction. Keywords work to family enrichment, work interference with family, life satisfaction, Work Family Enrichment, Work Family Conflict.

Women entrepreneurs, individual and collective work–family interface strategies and emancipation

PurposeThis paper aims to examine the experience of women entrepreneurs and the challenges and issues they face in reconciling the work activities of the family sphere with those of the entrepreneurial sphere.Design/methodology/approachThis study is based on a materialist feminist perspective and a theory of living work that take into account the visible and invisible dimensions of the real work performed by women entrepreneurs. The methodology is based on a qualitative research design involving individual and group interviews conducted with 70 women entrepreneurs.FindingsThe results show the various individual and collective strategies deployed by women entrepreneurs to reconcile the work activities of the family and entrepreneurial spheres.Originality/valueOne of the major findings emerging from the results of this study relates to the re-appropriation of the world of work and organization of work by women entrepreneurs and its emancipatory potential for the division of labour. Through the authority and autonomy they possessed as business owners, and with their employees’ cooperation, they integrated and internalized tasks related to the work activities of the family sphere into the organization of work itself. Thus, not only new forms of work organization and cooperation at work but also new ways of conceiving of entrepreneurship as serving women’s life choices and emancipation could be seen to be emerging.

Community Domain and Work-Family Enrichment: an Exploratory Study

Recently, the positive side of work-family interface, work-family enrichment has been highlighted. However, most research came from Western cultural context and mostly focus on work and family domain only. Therefore, this study aims to investigate community domains demands and resources and its relationship to work-family enrichment in the Eastern cultural context, i.e. Malaysia. Self-administered questionnaire were answered by 506 employees from six organizations. It was found that family-work enrichment (FWE) is higher than work-family enrichment (WFE). Resources from neighbors and relatives were positively related to WFE and FWE. Interestingly, friends’ resources were negatively related to WFE and FWE. The findings strengthened the link between resources and enrichment. This study has shown that support outside the workplace, particularly from relatives and neighbours are important in enhancing work-family and family work enrichment. Thus, organizations in collectivist society should create community supportive culture to enhance the experience of work family enrichment among the employees.

The effects of work-family interface on domain-specific satisfaction and well-being across nations: The moderating effects of individualistic culture and economic development.

Work-family conflict (WFC) and work-family enrichment (WFE) have been shown to be important predictors of employees' domain-specific satisfaction and well-being. In this meta-analysis, we consider how the effects of WFC/WFE on various outcomes differ across different national cultures and economic settings. We hypothesized that WFC would have stronger effects on employees' domain-specific satisfaction and well-being in high individualistic nations and economies with higher levels of economic development, whereas WFE would have stronger effects on employees' domain-specific satisfaction and well-being in low individualistic nations and economies with lower levels of economic development. Results generally supported these hypotheses, suggesting that employees in more individualistic and more developed countries are more sensitive to how work interferes with family life, whereas employees in less individualistic and less developed countries are more sensitive to how work provides material, social, and cognitive resources that help in the fulfillment of family roles. Further research is needed exploring more detailed explanations for these differences and their implications for spillover theory and work-family practices in organizations.

A Dyadic Look at the Work-Family Interface

The current symposium seeks to foster a better understanding of the work-family interface by assembling four papers that examine an employee’s work-family interface within the context of a dyadic relationship with a nonwork role partner. Ecological systems theory argues that an employee’s experience managing work, family and personal demands can only be understood within the context of the relationships that are part of that employee’s environment (Bronfenbrenner, 1989). As such, incorporation of key role partners from the nonwork domain is critical to a full understanding of the experiences of these employees. Three papers in this symposium examine the work-family interface within the context of the employee- spouse relationship. Two of these are empirical papers with large dyadic data sets and one is a theoretical paper. A forth paper examines the work-family interface within a unique dyad: working women and their domestic employees who help with paid caregiving and domestic tasks. The symposium will close with comments and discussion by Jeff Greenhaus, a prolific work-family scholar who conducted some of the earliest work-family studies considering both members of the couple in the management literature. Dissatisfaction-Colored Glasses: Marital Satisfaction and Work-Family Conflict among Dual-Earners Presenter: Kevin Thomas Wynne; U. of Baltimore Presenter: Reed J. Bramble; Wayne State U. Presenter: Boris Baltes; Wayne State U. Congruence Between Boundary Flexibility Preferences and Ability with Self and Spouse Burnout Presenter: Tae Seok Yang; Western Illinois U. Presenter: Amy-Nicole Baker; U. of New Haven Presenter: Wendy J. Casper; U. of Texas At Arlington Pulling Back The Curtain: An Exploration of Domestic Employment Relationships Presenter: Jenny M. Hoobler; U. of Pretoria Presenter: Courtney R. Masterson; U. of San Francisco Work-Life Events Theory: Making Sense of Shock Events in Dual-Earner Couples Presenter: Wayne S. Crawford; U. of Texas At Arlington Presenter: Merideth Thompson; Utah State U.

The ‘Bright Side’ of Emotion Regulation: A Conceptual Exploration of the Work-to- Family Interface

This conceptual paper applies the construct of emotion regulation to the work- family interface in order to continue the exploration of the bright side of emotional labour. Contrary to the predominant view that emotional labour is stressful and brings about harmful outcomes, we propose that engagement in emotion regulation in transitioning from work to family roles improves individuals’ psychological detachment from work, thereby enhancing work-life balance and life satisfaction. Job stress can inhibit a person’s psychological detachment from work during non-work time, causing them to remain beset with work-related thoughts and negative moods when moving from work to family. We argue that, ‘social display rules’ (i.e. social and emotional display requirements) positively influence individuals’ engagement in emotion regulation to meet family role demands. Drawing on current research on role boundaries, emotional regulation, emotional labour, work- family conflict, and recovery, we offer testable propositions to encourage future research on emotional labour in the work-family interface. Emotional intelligence, family role identity, spousal support, and national culture are proposed as moderators. Theoretical and practical implications are discussed in closing.

Mediating role of energy in the relationship between working hours and work- family interface

Drawing from work-family enrichment theory, the current study introduces a framework that investigates the curvilinear relationship of working hours with the work-family interface. A curvilinear ap...

Implications of Servant Leadership for Leaders

Recent years have witnessed a surge of scholarly interest in servant leadership, resulting in substantial evidence of its beneficial effects for employees, group and organizational outcomes. Despite the impressive progress researchers made over these years, the implications of servant leadership for leaders still remains largely unknown. This study attempts to address this issue by looking into the questions related to what consequences servant leadership brings to leaders, how the process unfolds, and when the influence is more likely to occur. Adopting conservation of resources theory as overarching framework and using multilevel, multisource, multistage data collected from a sample of 89 supervisors and 536 employees, we found that servant leadership was beneficial for leaders'workplace (i.e., task performance, job satisfaction) and work-family interface (i.e., work-to-family conflict, work-to-family enrichment) outcomes through leaders reducing their resource loss (operationalized by emotional exhaustion) and generating psychological resources in terms of positive affect, work meaningfulness, and need satisfaction. Moreover, our results revealed boundary conditions for the resource generating mechanisms. Specifically, the positive effects of servant leadership on positive affect, work meaningfulness, and need satisfaction were less salient when leaders' perceived organizational support was high. Key words: Servant leadership, COR theory, resource loss, resource generation, workplace and work-family interface outcomes

Work-family Conflict, Work Engagement and Satisfaction: A Diary Study of Solicitors in the UK

By extending the existing literature on work engagement and the work-family interface, the present study aims to uncover the potential impact of family- interference-with-work (FIW) on work engagement and how this, in turn, affects an individual’s job and family satisfaction from the perspective of role scarcity theory. It is further hypothesised, based on a culture-specific view, that ethnicity (South Asian vs white British) plays a role as a boundary condition to explain those associations. To empirically test the moderated mediation effects, we adopted an experience-sampling method with a sample of 215 solicitors in the private sector in the U.K. and conducted two daily surveys over five working days. The findings of a Bayesian multilevel structural equation model indeed suggest that daily work engagement is negatively related to daily FIW, and that work engagement mediates the relationship between daily FIW and job satisfaction, but not between daily FIW and family satisfaction. Also, there was an interactive effect between ethnicity and work engagement, which was found to moderate the indirect effect of FIW on family satisfaction through work engagement, but not on job satisfaction. The implications of the current study and directions for future research are discussed.

Too much to do, too little time: Role overload and stress in a multi-role environment.

Using data from a national survey of Canadian employees, a model linking family-role overload, work-role overload, total-role overload, and perceived stress was tested on a sample of 4,947 women and 3,923 men. All members of the sample were married/living with a partner, worked full-time (at least 37.5 hr per week), and had children under 18 living at home. The results verified our model as work-role overload and family-role overload were significant predictors of total-role overload and family-role overload, work-role overload, and total-role overload were significant predictors of perceived stress, regardless of employee gender. The results also showed that the paths between family-role overload and total-role overload and between family-role overload and perceived stress were significantly stronger for women than men. No gender differences were observed in any of the other paths in our model. At time of writing, this is the only empirical study to include work, family, and total-role overload in one model, and the first to examine the relationship between gender and role overload across the workfamily interface. As such, the study advances our theoretical understanding of role overload in a multi-role environment. The results also suggest that researchers and practitioners would benefit from the consideration of domain-specific and total-role overload in studies of employee stress.

Without the support of your family, entrepreneurial success means nothing

This paper expands our understanding of work-family interface by looking at the different dimensions of work-family interface and how women entrepreneurs in a patriarchal society make conscious choices in regards to their entrepreneurial journey to construct that interface. Contrary to the prominent view that sees work-family interfaces as problematic and fraught with tension, we find that that this tension is not present when these women operate within the boundaries of what is deemed as legitimate for a woman in relation to work-life interface, i.e., work and family are not understood as separate realms of life, instead work is embedded in the family.

Birth Cohort and Economic Period Differences in Work-Family and their Health Implications

The work-family interface research has focused almost exclusively on within- individual and within-organization variables. The goal of this article was to explore the role of two contextual variables, birth cohort and the economic environment, on both positive and negative work-family experiences of individuals, and in turn, the effect of these work-family experiences on physical and psychological health outcomes of individuals. Using two samples from the National Survey of Midlife Development in the United States (MIDUS) from 1995 (N = 1,545) and 2013 (N = 625) we are able to differentiate the effects of age, birth cohort, and economic period on work-family experiences of individuals and in turn, the effect of work-family experiences on six indicators of physiological and psychological health. Results indicate that the economic environment plays a strong role in work-family experiences of individuals while birth cohorts play little to no role in work-family experiences. Work-family experiences are associated with both physical and psychological health indicators. The results demonstrate the importance of context in individuals’ work-family experiences and the importance of work-family experiences in individual’s health.

Flexible Work Arrangements and Work–Family Conflict: A Metasynthesis of Qualitative Studies Among Academics

Quantitative research has reported variable and inconsistent findings regarding the relationship between flexible work arrangements (FWA) and work–family conflict (WFC). In this article, we address this inconsistency through the lens of qualitative research. We synthesize the findings of 45 qualitative studies from a variety of disciplines that have explored work–family interface (WFI) among academics whose profession offers high levels of FWA by nature. Analyzing the findings of these qualitative studies, we developed six themes of which five could be translated to moderators of the relationship between FWA and WFC. These moderator variables are boundary management preferences, time management skills and approach, career/family stage, nature of an academic job, and workplace culture. Our findings have theoretical, methodological, and practical implications for work–family and human resource development (HRD) scholars and practitioners motivated to improve the quality of employees’ work–life through initiation of FWA interventions.

Longitudinal associations between work-family conflict and enrichment, inter-parental conflict, and child internalizing and externalizing problems

RationaleWork-family conflict and enrichment refer to parents' challenges and benefits of combining work and family roles. Emerging evidence suggests detrimental effects of work-family conflict and facilitating effects of work-family enrichment on couple, family, and child functioning. This effect may be more pronounced in mothers, who must juggle different roles within the family and work context. To date, research has examined these relations as unidirectional, but reciprocal associations may be possible. ObjectiveThis study investigated the shape and direction of associations between maternal work-family conflict and enrichment, child internalizing and externalizing problems, and inter-parental conflict. MethodGrowth curve modelling used six waves of biennial data spanning ten years of childhood (4–5 to 14–15 years) for 2946 children and their employed mothers from the Longitudinal Study of Australian Children. ResultsResults indicated bidirectional associations between the work-family interface and child outcomes; mothers' initial work-family conflict was associated with a quadratic increase in child internalizing (but not externalizing) problems over time. Child internalizing problems at 4–5 years predicted a linear decrease in mothers' work-family enrichment over time. However, work-family enrichment at 4–5 years was not associated with the change in either child internalizing or externalizing problems. Work-family conflict and inter-parental conflict at 4–5 years were not associated with change in one another. Initial work-family enrichment was associated with a quadratic decrease in inter-parental conflict, and initial inter-parental conflict was associated with a linear increase in externalizing problems; no evident reverse association was found. ConclusionFindings demonstrate the importance of the work-family interface in shaping family health outcomes. The primary direction of influence was from work-family factors to inter-parental conflict and child mental health problems. Thus, interventions aimed at promoting family-friendly work environments and policies would likely yield benefits for parents and their families.

Does the psychosocial quality of unpaid family work contribute to educational disparities in mental health among employed partnered mothers?

The contribution of unpaid family work quality to understanding social inequalities in women's mental health has been understudied and further limited by a scarcity of psychometrically sound instruments available to measure family work. Therefore, using a multi-item scale of family work quality with evidence of validity and reliability, the overall aim of the present study was to determine whether psychosocial qualities of unpaid family work contribute to educational inequities in women's mental health. Study participants in this cross-sectional study were 512 employed partnered mothers living in a Canadian province and recruited from an online research panel. The dependent variable was psychological distress. In addition to a 28-item measure assessing five dimensions of unpaid family work quality, independent variables included material deprivation, job decision latitude, job demands and several measures of the work-family interface. Multiple linear regression was the primary analysis. Compared to women with high school or less, university educated women reported lower psychological distress [b=- 2.23 (SE = 0.50) p = 0.001]. The introduction of material deprivation into the model resulted in the largest reduction to the education disparity (51%), followed by equity in responsibility for unpaid family work (25%), family-to-work facilitation (22%), and decision latitude in paid work (21%). When entered simultaneously into the final model, the association between education and psychological distress was reduced by 70% and became statistically non-significant [b=- 0.68 (SE = 0.47) p = 0.10]. In addition to the more established mechanisms of material conditions and decision latitude to explain mental health disparities, inequity in responsibility for unpaid family work may also play a role.

‘Negative work-family spillover: The relationship between perceived subordinates’ negative workplace gossip and supervisor family satisfaction: The role of workhome segmentation preferences’

This study considers experienced immediate employees' negative workplace gossip as a social stressor and examines its spillover effect on the supervisor's family satisfaction. Based on the integration of work-family interface model and boundary theory, our study investigates the influence of perceived subordinates’ negative workplace gossip on supervisor’s family satisfaction through the mediation of supervisor's Work-Family Conflict (WFC) and moderation of Work-Home Segmentation Preferences (WHSP). The result from three waves (N = 326) reveal that immediate employees negative workplace gossip is negatively related to supervisor family satisfaction, and this relationship is mediated by supervisor's WFC. Additionally, the WHSP mitigate the mediating effect of WFC between subordinates’ negative workplace gossip and supervisor family satisfaction. The data hold while controlling the family role conflict, family role ambiguous, and general job stress. The theoretical, and managerial implications of these findings and future research are discussed.

Business-family interface and the performance of women entrepreneurs

PurposeThe purpose of this paper is to examine the relationships between women entrepreneurs’ firm performance and two dimensions (enrichment and interference) of the business-family interface (BFI) in the moderating context of the level of economic development in two emerging countries – Morocco and Turkey. The enrichment perspective was operationalized as family instrumental (financial) and affective (moral) support, while interference was operationalized as gender-related personal problems.Design/methodology/approachThe study drew upon the work-family interface (WFI) theory from the family embeddedness perspective in the context of institutional economics. In Morocco, a purposive sample of 116 women entrepreneurs completed a self-administered questionnaire using field collection, mail, and phone surveying methods. In Turkey, 147 women entrepreneurs completed the questionnaire online and through personal contacts in business organizations.FindingsThe findings indicated a positive relationship of family financial support with business performance of female entrepreneurs in Morocco, a less economically advanced country. However, family moral support is related to better firm performance in Turkey, a more advanced economy. Gender-related personal problems of women entrepreneurs appear to hamper their business performance in Turkey; while in Morocco, the performance of women entrepreneurs seems to improve in the face of such impediments.Practical implicationsThe results provide initial evidence that female entrepreneurs benefit from the linkages of family-to-business enrichment in different ways, depending on the country’s level of economic development. In less economically developed countries, women entrepreneurs benefit more from instrumental rather than affective components of the enrichment dimension of the BFI. Conversely, in more economically advanced countries, female entrepreneurs benefit more from affective rather than the instrumental elements of this dimension. Likewise, the components of the interference dimension of the BFI affect female entrepreneurs differently depending on the economic development of the countries. Women in the less-developed country of Morocco are less impeded by their personal problems compared to their counterparts in Turkey, a more developed economy. Actually, Moroccan women entrepreneurs improved their business performance when facing obstacles, most likely due to their increased inner strength and resilience acquired when battling adversarial institutional conditions.Originality/valueThe present study makes three unique contributions to the entrepreneurship literature. First, the study links the two BFI dimensions (enrichment and interference) to firm performance with an exclusive focus on female business owners. Second, within the construct of enrichment, the study employs both family instrumental and emotional support. Third, the study shows that the country’s level of economic development moderates the relationships between the BFI dimensions and firm performance.

The Impact of Work–Family Issues on Turnover Intentions among Nurses? A Study from North-eastern India

The aim of this article is to identify the effects of work–family interface on turnover intentions (TIs) for nurses in public and private hospitals in the Assam region of India. Thus, this study intends to examine the impact of work–family enrichment (WFE) and conflict on TIs among nursing staff. One structured questionnaire was administered to nurses of public and private hospitals located in Guwahati, Barpeta, Dhemaji, Lakhimpur, Tezpur, Jorhat, Dibrugarh, Tinsukia, Duliajan and Silchar regions of Assam, India Republic. The data were analysed using Statistical Package for Social Sciences version 23. Results indicated significant positive relationship between work–family conflict (WFC) and TIs of nurses. On the other hand, findings revealed that WFE also influences TIs but negatively. Thus, both proposed hypotheses were accepted. Implications, contributions and limitations are discussed. Recommendations are made for future work directions.

Gender Norms and Other Factors Explaining the Gender Gap in Students’ Entrepreneurial Inclination in Spain and Iceland

Young women still have a lower entrepreneurial inclination (EI) than young men in both a Latin society (Spain) and in a Nordic society (Iceland). Our data come from a survey conducted among university students who attended the Complutense University of Madrid and the University of Iceland. After constructing a set of variables and indicators that served as explanatory variables, and after conducting a statistical and regression analysis, this study provides evidence about the determinants of this gender gap in EI. The EI of male students was more sensitive to having higher self-confidence than in the case of female students. In turn, the EI of female students was more sensitive to both positive (enrichment) and negative (conflict) perspectives about the work–family interface than in the case of males. Additionally, the EI of students was positively related with entrepreneurial family antecedents, and with the level of parental income; and it was negatively related with their tolerance for risk. Some cross-cultural differences were also found between the Spanish and Icelandic samples.