Work-family Interference Research Articles

Bring Back Mothers in Management: First-time Mothers’ Identity Integration and Managerial Career

The influx of women into professional careers in the last four decades represents a move toward a more egalitarian society. However, the underrepresentation of women at senior management levels indicates the next frontier in achieving a more egalitarian workplace. Although previous research has suggested that women’s dual-identity concerns as mothers and professionals may contribute to them ‘opting out’ of management roles, it offers little explanation for how the relationship between these two identities influences women’s career advancement in management. In this paper, we provide an identity perspective on how first-time mothers’ identity integration following motherhood influences their continuous pursue of managerial career and their leader emergence in top management positions. Our conceptual development is grounded on assorted research and theoretical descriptions to ultimately illustrate how first-time mothers’ maternal-professional identity integration affects their career attitudes and promotion via their self-perceptional and interactional identity enhancement and identity conflict. Whereas existing research focuses on work-family interference and gendered career preference, we describe how women’s intrapersonal identity integration leads their opting out decision and promotion to the top management positions.

Comparing the acute effects of shiftwork on mothers and fathers.

BackgroundShift work may impact women more negatively than men due to the increased burden of coping with demanding work schedules while also undertaking more of the domestic chores, including childcare.AimsTo examine whether the combination of shift working and caring for children affects the sleep, fatigue and work–family conflict experienced by women more than it affects men.MethodsUsing data from a survey of the Swedish working population, mixed linear regression models examined work schedule (daywork, shift work with nights, shift work without nights), gender and presence of children <13 years at home as predictors of sleep insufficiency, sleep disturbance, fatigue and work–family conflict, over up to three successive measurement occasions. Adjustments were made for age, education, full/part-time working and baseline year.ResultsIn fully adjusted models (N = 8938), shift work was associated with insufficient sleep (P < 0.01), disturbed sleep (P < 0.01), fatigue (P < 0.05) and work–family conflict (P < 0.001). Interactions in the analyses of sleep disturbance (P < 0.001) and work–family interference (P < 0.05) indicated that among participants with no children, females reported more disturbed sleep and more work–family conflict than their male counterparts, irrespective of schedule; while among participants with children, female dayworkers reported more disturbed sleep than their male counterparts, and females working shifts without nights reported more work–family interference.ConclusionsHaving young children did not exacerbate negative effects of shift work, in either men or women. This may reflect high levels of gender equality and childcare provision in Sweden.

Work-Family Conflict, Burnout, and Turnover Intention among Chinese Social Workers: The Moderating Role of Work Support

While the work-family interference in employees’ work experiences and turnover intention has been empirically supported in the previous literature, it remains unexplored in the social work domain in the Chinese context. Based on Conservation of Resources Theory, the current study aims to examine the impact of work-family interference and four specific sources of work support on social workers’ perceived job burnout and turnover intention. Using a representative sub-sample (N = 1,414) in a national survey of Chinese social workers, multiple OLS regression analyses with simple slope checks on moderation effects were conducted. The results indicate that work-family interference has a significant and negative impact on both burnout and turnover intention, whereas work support from one’s top leader and manager moderated and reversed this impact. The study’s findings suggest that Conservation of Resources Theory is well suited to recognize the factors implicated in the burnout and turnover intention of social workers in China. Future research involving family factors will contribute to understand the full mechanism of work-family interference on social workers’ work outcomes. Further exploration of possible measures in mitigating burnout and turnover are suggested.

The Impact of Parenthood, Support, and Short-Term Contracts on Work-Family Conflict of Female and Male Residents' Career

Work factors and work-family interference play an important role in physicians leaving clinical practice. The purpose of this study was to examine residents' work-family conflict and family-work conflict in association with parental status, perceived support, and short-term contracts. Data acquisition was carried out within the multi-centric and prospective "KarMed" study in Germany at the end of the postgraduate training in 2016 (N=433). The Work-Family Conflict and Family-Work Conflict scales were used. Further independent variables were gender, parental status, short-term contracts, and perceived support from partner. Results Female physicians with children interrupted postgraduate training five times more often then female physicians without children and 18 times more often than male physicians with children. Female as well as male physicians with children showed greater family-work conflicts, and female physicians without children scored higher on work-family conflict. Male physicians did not show significant results on work-family conflict. Neither short-term contracts nor perceived support from the partner had a significant influence on work-family or family work conflict. There is a need to reduce work-family conflicts and their associated factors in female resident physicians.

The Buffering Effect of Perceived Organizational Support on the Relationships Among Workload, Work-Family Interference, and Affective Commitment: A Study on Nurses.

Minimal research has been conducted to explore the associations among workload, work-to-family conflict, family-to-work conflict, support, and affective commitment. This study was designed to explore the moderating role of perceived organizational support on the mediating effects of work-to-family conflict, family-to-work conflict in perceived workload, and affective commitment linkage. The data were collected using a self-report survey from 164 nurses working at two public hospitals. The hypothesized model was tested using PROCESS macro. Perceived organizational support was found to influence the mediating effect of work-to-family conflict on the linkage between workload and affective commitment, yet not to moderate the mediating effect of family-to-work conflict. The results revealed that workload predicts affective commitment negatively and work-to-family conflict positively. However, perceived organizational support was found to change the effect that workload has on affective commitment. The negative effect of workload on affective commitment was found to be weaker for nurses with adequate organizational support. Perceived organizational support was found to have both main and buffering effects on the emotional attachment of nurses toward their organizations. The findings support the importance of creating supportive work settings to alleviate the adverse effects on nurses of workload and work-family interference.

How the configurations of job autonomy, work–family interference, and demographics boost job satisfaction: an empirical study using fsQCA

In the gig economy era, job characteristics that affect employees’ job satisfaction have undergone significant changes. However, this has not been studied adequately in the context of Asia. This study applies the job demand–resource model to understand the effect of job autonomy and work–family interference on the job satisfaction of full-time and part-time employees in China, while considering the role of demographics. A total of 415 respondents were analyzed through fuzzy set qualitative comparative analysis. The results show that the employees’ demographics have a corrective effect on the impact of job characteristics and job satisfaction. This study also identifies six causal conditions for the high job satisfaction of full-time employees and three causal conditions for part-time employees. Our research finds that full-time employees need high job autonomy, while part-time employees need low work–family interference. The results provide guidelines for managers to redesign jobs in the era of the gig economy.

Caregivers, Gender, and the Law: An Analysis of Family Responsibility Discrimination Case Outcomes

As workers struggle to combine work and family responsibilities, discrimination against workers based on their status as caregivers is on the rise. Although both women and men feel the pinch, caregiver discrimination is particularly damaging for women, because care is intricately tied to gendered norms and expectations. In this article, we analyze caregiver discrimination cases resolved by Canadian Human Rights Tribunals from 1985 through 2016, to explore how work and caregiving clash. We identify issues involved in disputes and the ways gendered expectations about work–life facilitation inform disputes and outcomes. We find that although women are more likely to bring claims and obtain favorable outcomes, the legal interpretation of claims is highly gendered. Women bring claims involving both their presumed status as caregivers and the practical challenges of seeking accommodations for care, whereas men’s claims are largely accommodation based. In adjudicating cases, Tribunals are more likely to see women than men as lacking credibility when making their claims, questioning their competence and legitimacy. In contrast, men struggle to demonstrate the legal basis of work–family interference, failing to convey how seriously work interferes with family responsibilities.

Work and Non-Work Related Antecedents of Expatriates’ Well-Being: A Meta-Analysis

To increase the knowledge of antecedents of expatriates’ well-being, this meta-analytic review combines the empirical results from 24 studies. The study summarizes the impact of different work related and non-work related antecedents on work well-being and general well- being in expatriate employees. The meta-analysis shows that job roles have a negative impact on expatriates’ work well-being, whereas organizational support has a strong and positive meta-analytic relationships. Work adjustment showed to have both positive and negative impact on expatriates’ work well-being. Moreover, we found work-to-life interference factors to negatively correlate with expatriates’ work well-being and spouse support to have positive effects. Work-life interference factors have negative impact on expatriates’ general well-being. Thus, we find a spill-over effect from private life to work well-being; the spill-over effect from work life to general well-being remains underexplored. The antecedents with the highest relative effect size on expatriates’ well-being are job factors at the negative side and perceived organizational support on the positive side. Work adjustment and work-family interference are the variables with the broadest impact on both work well-being and general well-being and work adjustment shows to have the potential to both induce a resource gain, but also contribute to resource losses.

Work-Family Integration and Segmentation in the Gig Economy: Airbnb Hosts' Challenges and Strategies

This paper examines the work-family experiences of Airbnb hosts who represent a large and growing number of ‘gig’ workers (approaching 700,000 Airbnb hosts worldwide). Data were collected from a sample of Airbnb hosts (N = 181) using Qualtrics. We examined the relationships between preference for segmentation/integration in relation to major study variables including work-family interference, satisfaction with Airbnb, intention to stay with Airbnb, and life satisfaction. While Airbnb hosts have autonomy, flexibility, and discretion in their Airbnb roles, maintaining boundaries (physical and psychological), coping with isolation, and social support needs may affect work- family relationships. Findings indicated that overall, higher work- family conflict (both WIF and FIW) was associated with lower job satisfaction, lower life satisfaction, and lower intent to stay. In addition to direct effects we also found indirect effects: both WIF and FIW mediated the relationship between segmentation preference and job satisfaction, life satisfaction, as well as intention to stay with Airbnb. Taken together, the findings suggest that work-family conflict needs to be re-examined in light of the unique demands associated with the gig economy. This study breaks new ground by studying the work-family lives of Airbnb hosts, with important consequences for individuals, families, guests, and communities. Implications of these findings are discussed.

The Association Between Coworker Support and Work-Family Interference: A Test of Work Environment and Burnout as Mediators

Coworker support has been hypothesized to enhance work-life outcomes. However, the mechanisms underlying this association are unclear. Two studies examined how coworker support predicted work-life outcomes through positive work environment and burnout. It was hypothesized that coworker support enhances work environment, and that better work environment is associated with less burnout; in turn, reduced burnout is associated with less negative work-life interference. In two large studies of working adults (total N = 5,666), we found support for our model – coworker support predicted work-family outcomes and this association was mediated by more positive work environments and reduced burnout. Study 2 was a short-term lagged confirmation of the model. Results are discussed in the context of efforts to improve workplace climate, reduce turnover, and improve workers’ job satisfaction.

Assessment of Work-Life Integration: Scale Development and Validation

Personal life and work are both very important aspects of life and in today's work environment these two domains tend to interfere with each other due to the increasing demand and advancement of technology. These interferences can result in the tension of managing both at a time and can be taken in good sense of having the freedom to do a task at a preferred time. This paper attempts to develop a scale to measure work-life integration. To develop the scale data were collected from the working professionals (n = 351). Exploratory factor analysis results in 17 item scale with four constructs: work-life interference, family-work interference, work and family strain and work and family enrichment. The scale was validated with confirmatory factor analysis. The reliability of the scale was checked with Cronbach alpha and construct validity was verified with convergent and discriminant validity. The developed scale will be useful to measure work-life integration, and studies can be carried out with the association of other organisational and personal variables. The proposed scale can be combined with functions like motivation, job satisfaction, and performance management.

It Helps Leaders, but Harms Followers: An Experience Sampling Study of Work-family Interference and Smartphone Use in Leader-follower Dyads

It Helps Leaders, but Harms Followers: An Experience Sampling Study of Work-family Interference and Smartphone Use in Leader-follower Dyads

Longitudinal investigation on personality traits and mental health relationships: the mediating role of work-family interference and enhancement

BackgroundThe purpose of this paper is to investigate the impact of the Big Five personality traits on work-family interference/enhancement and mental health using a three-wave longitudinal design.Participants and procedureThe paper draws on a sample (N = 886) from the Household, Income and Labor Dynamics in Australia survey. Structural equa-tion modeling was used to examine the measures of the variables and assess their associations across three time periods.ResultsThe results indicate that conscientiousness and emotional stability are the personality traits that are associated with work-to-family enhancement over time. In addition, work-to-family enhancement is a mediator between emotional stability and mental health. Overall, there exists a positive reciprocal relationship between work-to-family enhancement and mental health throughout the three waves.ConclusionsThis study showed that there is a bidirectional positive link between work-to-family enhancement and mental health. The find-ings suggest that organizations will benefit not only from developing interventions to enrich employees’ work skills, behav-iors/attitudes but also from promoting their mental health and emotional stability. This study is the first to confirm the partial mediation role of work-to-family enhancement between emotional stability and mental health, and bidirectional relations of work-to-family enhancement and mental health. Moreover, the longitudinal design of this study overcomes the limitations of prior cross-sectional studies in evaluating the relationships of constructs.

WORK-LIFE FLEXIBILITY PRACTICES AND EMPLOYEE OUTCOMES: DOES THE CULTURAL CONTEXT MATTER?

ABSTRACT In this paper, we explore the relationship between work-life flexibility practices and two individual employee outcomes – job satisfaction and work-family interference. We compare results for two separate societal clusters defined by the GLOBE study (namely Anglo and Asian cultures). Using data from the 2015 International Social Survey Programme (ISSP) global study on work orientation, we find that time flexibility enhances job satisfaction and reduces employee work-family interference in both Anglo and Asian contexts. Flexibility in the place of work does not matter for job satisfaction but increases the levels of work-family interference experienced by employees in both societal clusters. In addition, results show that average weekly work hours reduce job satisfaction only in the Anglo context and make no difference in the Asian context. On the other hand, weekly work hours increase the perceived work-family interference of employees working in Asian societies but are not significant for employees in Anglo societies. Our findings have important managerial implications for the implementation of work-life flexibility practices in different countries. Keywords Work-Life Flexibility Practices, Cultural Context, Work-Family Interference, Job Satisfaction, Human Resource Practices

The Indirect Effect of Holistic Career Values on Work Engagement: A Longitudinal Study Spanning Two Decades.

In contrast to earlier assumptions that the "ideal worker" should embrace traditional notions of career success, there is growing recognition that possessing holistic career values may be beneficial in the work domain as well. However, there is little empirical evidence to support this argument. We hypothesised that individuals who at the time of their university graduation possessed holistic career values would display stronger personal life satisfaction 20years later, which in turn would enhance their work engagement (i.e. an individual's perceptions of the extent to which the work environment possesses engaging characteristics). Data from a longitudinal study of 158 university students who completed two questionnaires, one in 1992 and the other 20years later, supported our hypotheses. We found that individuals who possessed holistic career values displayed stronger personal life satisfaction 20years later, which in turn enhanced their work engagement. We further found that this indirect effect of holistic career values on work engagement (through personal life satisfaction) is conditionally moderated by work-family interference. Cultivating a holistic career perspective among employees is beneficial for both employee well-being (i.e. personal life satisfaction) and the flourishing of their organisations (i.e. work engagement).

Family-friendly for her, longer hours for him: Actor-partner model linking work-family environment to work-family interference.

Supportive work-family environments are associated with lower levels of perceived work-to-family interference (WFI; Kelly et al., 2014), but we know little about the mechanisms underlying this linkage. Nor is much known about the larger family contexts within which these processes take place, including crossover effects of spouses' work on one another's WFI (Westman, 2001). This study utilized longitudinal data collected in home interviews with dual-earner couples to examine mechanisms through which a supportive work-family environment has implications for employees' and their spouses' WFI-with a focus on work demands, specifically hours and pressure, as potential mediators. Participants were married heterosexual couples (N = 194 dyads) with at least two children living at home; reflecting the demographics of their communities, they were almost all white and working/middle class. In separate home interviews wives and husbands reported on their work-family environment, work demands (work hours; work pressure) and their work-to-family interference one year later. Results of an Actor-Partner Interdependence Mediation Model revealed that more supportive work-family environments predicted less WFI for both employees and their spouses. The mechanisms underlying this association, however, differed by employee gender and type of effect (spillover to the employee or crossover to the spouse). Work demands served as a mediator for wives' (but not husbands') spillover (but not crossover). Wives' supportive work-family environments, however, were associated with husbands working longer hours. Results suggest that supportive work-family environments may be particularly beneficial for dual-earner families. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Analysis on Satisfaction using Interference as Mediator

Job satisfaction explains the comfort and the content with the job of an individual. The enjoyment that an individual receive while performing the job makes the result of the job a favorable one and result in high level of satisfaction. Family satisfaction is the amount of happiness shared by the family members to fulfill their needs and interests. This study gives emphasis on both job and family satisfaction. This study tries to find out whether interference of work to family has any influence to family satisfaction and family-work interference has any influence on the job satisfaction. Understanding these aspects and bringing changes based on that can transform the work place to a fruitful place for growth and sustainability. More women are entering to information technology companies and contributing much to the success of the organization. Study is focused to women in information technology to find out the interference and satisfaction. Four selected information technology companies based in Bangalore are considered for the study. Questionnaires are prepared and emailed to the women employees. Three hundred and seventy one samples are collected. Full time women employees with minimum of one year experience in that particular company are considered in the study. In this study Hayes Regression test is done to find out the effect of mediating variable between dependent and independent variables. From the study it is found that mediating variables like work-family interference and family-work interference is not mediating between job satisfaction and family satisfaction and vice-versa.

직무요구와 직무스트레스의 관계에서 직장-가정 방해(WIF)와 가정-직장 방해(FIW)의 이중매개효과

직무요구와 직무스트레스의 관계에서 직장-가정 방해(WIF)와 가정-직장 방해(FIW)의 이중매개효과

Estresse ocupacional em mulheres trabalhadoras: estudo de correlatos individuais, familiares e ocupacionais

INTRODUÇÃO: O estresse ocupacional pode ser compreendido como um conjunto de inquietações psicológicas ou sofrimentos psíquicos vinculados às vivências de trabalho. OBJETIVO: identificar variáveis individuais, familiares e ocupacionais que estabeleçam relação com o estresse ocupacional em mulheres. MÉTODO: A amostra foi composta por 75 mulheres de diferentes ocupações e organizações. Foram aplicadas a versão resumida da Job Stress Scale, a Escala de Políticas e Práticas de Recursos Humanos e duas escalas sobre as interfaces trabalho-família. Para a análise dos dados, foram utilizadas estatísticas descritivas para a caracterização geral e, em seguida, análises de correlação de Pearson para a verificação das relações estabelecidas entre o estresse ocupacional e as demais variáveis do estudo. RESULTADOS: a média de estresse ocupacional das mulheres que participaram do estudo pode ser classificada como moderada (M=2,12; DP=0,36). Nas correlações, observou-se que, entre as variáveis pessoais investigadas, a escolaridade foi a única que apresentou resultado significativo (r =-0,260, p&lt;0,05). Em relação às variáveis familiares, nota-se que ambas as dimensões do conflito trabalho-família apresentaram correlações estatisticamente significativas entre o estresse ocupacional (r=0,492 e 0,278, para interferência trabalho-família e interferência família-trabalho, respectivamente, p&lt;0,01). Por fim, dentre as variáveis organizacionais contempladas no estudo, as práticas de RH que visam à promoção de envolvimento do trabalho e o oferecimento de boas condições de trabalho apresentaram correlações negativas e significativas com o estresse ocupacional (r=0,618 e 0,321, respectivamente, p&lt;0,01). CONCLUSÃO: variáveis que envolvem a percepção apresentaram relações mais importantes com o estresse ocupacional do que variáveis mais concretas.

Dental treatment as perceived etiology of temporomandibular disorders

ABSTRACTObjective: To characterize patients who believe their temporomandibular disorders (TMD) symptoms are caused by their prior dental treatment.Methods: A sample of 337 patients were selected and classified into dental treatment-related and non-dental treatment-related groups, according to their personal belief of their TMD etiology. The relationship between patients’ perceived etiology and patient characterization was analyzed using Chi-square and t-test.Results: One-hundred and thirty-one patients perceived that the cause of their TMD was dental-related. Within this group, 27.5% of the 131 patients considered that their TMD was specifically caused by prior dental treatment. These patients possessed significantly greater disability (self-reported work disability, family interference, and higher level of depression) compared to the patients who did not believe their TMD was caused by dental treatment.Conclusion: Dentists should recognize that their dental treatments could possibly be the cause of patients’ TMD symptoms, according to patients’ beliefs.