Work Interference With Family Research Articles

An Investigation of the Variables That Influence Female Counselors' Work–Family Conflict

This study investigated the relationship between female counselors' work–family conflict and their demographic, occupational, and family characteristics. Female counselors' engagement in work and family and the conflict that results were assessed in 2 directions: work interfering with family (WIF) and family interfering with work (FIW). Autonomy and hours spent at work significantly contributed to counselors' WIF scores. Autonomy; age of the youngest child; care of elderly, ill, or special needs family members; and support contributed to counselors' FIW scores.

Cross-National Examination of Work-Family in Parents of Children with Disabilities Using a Bioecological Model

Although work-family balance (WFB) has received much attention from researchers, there are relatively few studies exploring WFB in parents of children with disabilities. Such research is necessary because caregiving demands are greater among these parents than those caring for typically developing children. The objective was to examine the impact of person and context elements of Bronfenbrenner’s bioecological model (BM) on WFB among employed parents of children with disabilities. Hypotheses stated that personal resources, personal demands, and microsystem, exosystem, and macrosystem variables would impact work interference with family (WIF) and family interference with work (FIW). Parents (N = 145) from several English-speaking countries responded to an internet survey. They were recruited through advocacy groups for children with disabilities. They were employed at least part-time with a child under 18 years of age and diagnosed with a disability living with them. Regression analyses indicated that some personal resources (e.g. work-family enrichment) and some personal demands (e.g. rated severity of child disability) predicted both WIF and FIW in the expected direction. Microsystem (i.e. supervisory support) and exosystem (i.e. organizational culture) variables predicted lower levels of WIF and FIW. However, macrosystem variables (i.e. national family supportive policies) did not. The BM is useful for understanding WFB among employed parents of children with disabilities. Future research should include incorporating more aspects of the BM when exploring parents’ experiences. For example, examination of the chronosystem may be particularly important as the demands of parenting children with disabilities shift as children age.

Work-Family Issues Among Self-Employed Married Women

Purpose: This study examined work-family, work domain, and satisfaction differences between self-employed married women (N=206) who were independently self-employed (ISE) and those who owned a business with employees (Owners). Design/Methodology/Approach: ANOVAs and multiple regressions were used to identify differences on the study variables between ISEs and Owners. Findings: ISEs were significantly more likely to report higher flexibility in managing work and family, that their schedule met their needs, and have higher job satisfaction. Owners reported significantly higher work interfering with family (WIF), work hours, and were more likely to attend to work demands over family demands. Regression analysis revealed differential predictors of WIF for ISEs and Owners. Schedule fit, work hours, and depression were significant for ISEs. Life satisfaction was significant for Owners. Research Limitations: The identification of self-employed individuals as well as those who were ISEs or Owners was based on single questions. How individuals became self-employed cannot be addressed. The smaller sample size for Owners is a concern but it reflects the reality that ISE is a more accessible to many women. Originality/Value: The findings indicate that work-family issues and other variables are related to the type of small business for married women. There are similarities and differences between these two groups of married women.

Ghosts in the Nursery 2.0

SYNOPSISParental working is not unambiguously beneficial for children. On the one hand, working parents can be positive role models for their children, and income can improve children’s lives in many ways. On the other hand, work can impair parent-child interactions, especially when the parents experience high levels of working stress. In my commentary, I conclude that the paper by River, enjoys strong support for the impact of maternal state anxiety (attachment anxiety) and work-interfering-with-family (WIF)-conflict related guilt on parents behaviors. Considering the cognitive-relational stress-theory by Lazarus and Folkman, the balance of personal resources and external demands can explain parental stress, which could be associated with parental behavior. Full-time-working parents, who experience high levels of guilt and report high levels of attachment anxiety, are more prone to show low levels of stress resistance toward crying infants. However, these associations are not studied in families with high risk factors. Furthermore, future studies should include aspects of mental health status in a theoretical model. Taken together, the target article provides a solid foundation for further research. I also propose to transfer the findings into more realistic research setting, which includes high-risk groups (parents with low socioeconomic status, low-income, mental health problems) to study how infant cry can influence parents’ patterns of care and abuse. The commentary tries to enrich the study by including Fraiberg’s “ghosts in the nursery” to further integrating parental mentalizing processes in the model explaining parents’ reactions to infant cry signal in the context of WIF conflicts.

Tolerance of Infant Distress Among Working Parents: Examining the Roles of Attachment Anxiety and Work–Family Conflict

SYNOPSISObjective. Working parents of young children often face work–family conflict, but little is known about the impact of this stressor on distress tolerance in the parenting role. We examined whether work–family conflict is associated with heightened work–family guilt and reduced infant distress tolerance, and we tested whether these effects are strongest among parents high in attachment anxiety. Design. In an experimental study of 233 parents of children ages 1–3 years, parents first reported their attachment anxiety, then were randomly assigned to read a vignette depicting a subtype of work–family conflict—work-interfering-with-family (WIF) conflict—or to an attention control condition. Finally, parents reported their feelings of WIF-guilt and completed an infant distress tolerance paradigm. Results. Attachment anxiety predicted greater WIF-guilt and less distress tolerance cry task persistence and moderated associations between experimental condition and outcomes: Parents with low attachment anxiety reported less WIF-guilt when primed with WIF-conflict than parents with average or high attachment anxiety, and parents with high attachment anxiety displayed less distress tolerance when primed compared to parents with low or average attachment anxiety. Conclusions. Working parents with low attachment anxiety may fare better emotionally in the face of WIF-conflict than their peers with higher attachment anxiety. High attachment anxiety may represent a risk factor for the negative effects of WIF-conflict on distress tolerance in response to infant crying. Future work should explore interventions to support working parents with high attachment anxiety.

Work-Family Conflict and Work Exit in Later Career Stage.

ObjectivesThis study investigated relationships between work–family conflict and routes of later-life work exit.MethodsWe used a cohort of British civil servants (5,157 men; 2,027 women) who participated in the Whitehall II study. Work interference with family (WIF) and family interference with work (FIW) were measured up to three times over 10 years. Cause-specific Cox models were used to assess the influence of WIF/FIW on particular routes (“retirement,” “health-related exit,” “unemployment,” or “homemaker/other”) of work exit in later career stage and all routes combined.ResultsWIF was not associated with any route of work exit in men or women, after adjusting for confounders. For perceived higher FIW, men were less likely to exit work through retirement, homemaker/other, or all routes combined. This was not attenuated by adding family factors or working conditions. Women with higher FIW were more likely to exit through the homemaker route. This was no longer significant after adjusting for family factors. Neither FIW nor WIF was associated with health-related exit or unemployment.DiscussionFIW makes women more likely to become a homemaker at later career stage but reduces the risk of leaving work for men, which may reinforce gender inequality in work participation.

Home is where the mind is: Family interference with work and safety performance in two high risk industries

This study examines the process through which family interference with work (FIW) negatively relates to safety performance in two unique samples from high-risk industries. Using a sample from the construction industry, Study 1 finds that FIW is related to employees' workplace cognitive failures, which in turn, were a significant predictor of safety-related behaviors. Using a sample from a utility company, Study 2 replicates these results and demonstrates that psychological strain further explains the complex relationship between FIW and safety. Furthermore, in Study 2, the mediation pathways linking FIW with safety behaviors were moderated by employees' commitment to safety. The idea that family life can predict safety in the workplace through interference and distraction is important to the collective effort to protect worker health and critical to effective intervention design.

Work-family conflict and organizational citizenship behavior: the role of job satisfaction and decision authority

Drawing upon the conservation of resources theory (Hobfoll, Am Psychol 44:513–524, 1989), social exchange theory (Blau, Exchange and power in social life, 1964) and the job demand-control model (Karasek, Adm Sci Q 24:285–308, 1979), this study uncovers the theoretical mechanism that explains the relationship between work-family conflict and organizational citizenship behavior (OCB). First, this study focuses on how employee job satisfaction mediates the relationship. Then, we investigate the moderating role of decision authority in the mediated relationship. We employ three-wave data collected from 324 employees in 102 teams to test our hypotheses. Results of hierarchical linear modeling (HLM) first shows that job satisfaction mediates the relationship between work interference with family (WIF) and OCB. In addition, employees’ decision authority moderates the direct effect of WIF on OCB. Specifically, the negative relationship between WIF and OCB is stronger when employees’ decision authority is high. Moreover, decision authority moderates the indirect effect of WIF on OCB via job satisfaction. Specifically, the negative relationship between WIF and job satisfaction is weaker when employees’ decision authority is high. The results suggest that organizations should give employees enough decision authority over their work, as a high level of decision authority may act as a double-edged sword regarding critical organizational outcomes.

Impacts of Work–Family Conflict on Female Hospitality Employees’ Job Outcomes

ABSTRACTThe aims of this study were, first, to examine female hospitality employees’ perceptions of work–family conflict in both directions (work interfering with family and family interfering with work) and compare the differences between developed and developing areas; and, second, to test the mechanisms that link female hospitality employees’ work–family conflict to job satisfaction and turnover intention and examine the potential mediating effects of job satisfaction on the relationship between work–family conflict and turnover intention. A sample of 322 female hospitality employees in Guangzhou and Zhangjiajie completed the survey. Hierarchical regression analysis revealed that female employees perceived more work interfering with family (WIF) than family interfering with work (FIW). Female employees in Guangzhou perceived higher work–family conflict, both WIF and FIW, than their counterparts in Zhangjiajie. WIF was negatively related to job satisfaction and positively to turnover intention, but the effects of FIW on job outcomes were insignificant. Lastly, job satisfaction was demonstrated to partially mediate the relationship between WIF and turnover intention. Important implications and applications are provided for researchers and practitioners.

The impact of different supports on work-family conflict

PurposeThe purpose of this paper is to explore whether and how the actual use of supports available from the state, organisations and families helps workers reduce perceived work–family conflict (WFC), explored from both works interfering with family (WIF) and family interfering with work (FIW) perspectives.Design/methodology/approachThe study is based on a survey of 2,029 employees at six large Italian firms. To test hypotheses, a hierarchical regression analysis was performed.FindingsWFC should be explored considering its bi-directionality, as supports have different impacts on WIF and FIW. Workplace instrumental support elicits mixed effects on WFC, whereas workplace emotional support and familiar support reduce both FIW and WIF.Research limitations/implicationsThe study is limited to the Italian national context, and data were collected in a single moment of time, which did not allow for observing changes in employees’ lives.Practical implicationsHuman resource managers, as well as policy makers, will find this study’s results useful in designing effective work–life balance policies and supports, in which attention is devoted mainly to promoting workplace emotional supports and facilitating familiar support.Social implicationsThe study highlights that by reducing pressures from work and family responsibilities that generate WFC conditions, organisational and familiar supports elicit different effects, which should be considered carefully when defining policies and interventions.Originality/valueThis study is one of the few that compare the role of supports provided by actors in different sectors on FIW and WIF, thereby allowing for an understanding of whether the bi-directionality of the conflicts is a relevant perspective.

How to Buffer the Family Costs of Project Citizenship Behavior

Previous studies have mainly concentrated on the desirable aspects of project citizenship behavior (PCB) but largely ignored its dark sides. We seek to fill in this gap by exploring whether and when PCB would lead to one specific family cost—namely, work interference with family (WIF). Data were collected from a sample of 311 project employees. It was found that PCB was positively related with time-, strain-, and behavior-based WIF only when project employees possessed low levels of task self-efficacy or work meaningfulness. The theoretical and practical implications for project management are also discussed.

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.

Work-family conflict and job burn-out among Chinese doctors: the mediating role of coping styles

Background Burn-out among doctors threatens their own health, and that of their patients. To identify risk factors of the doctor burn-out is vital to improving their health and increasing the...

Decision Difficulty, Work-Family Conflict, and Social Support for Chinese Nurses in Guangzhou after the Two-Child Policy

Background: Although mainland China implemented a two-child policy (every legally married may have two children) on January 1, 2016, women in China are becoming increasingly cautious in their decision-making about family planning, due to work-family conflicts and a lack of social support. Objective: The aim of this study was to investigate Chinese nurses' intents to have a second child, and to explore the relationship between decision making difficulties in terms of childbearing intents, work-family conflict, and social support for Chinese nurses. Methods: Data were collected at three different hospital levels in four districts of Guangzhou, from 711 nurses of childbearing age (18-50 years) who had had at least one child. A structured questionnaire was used, composed of the Decisional Conflict Scale (DCS), Work-Family Conflict Scale (WFCS), and Scale of Perceived Social Support (SPSS). Results: Participants’ mean age was 33.6 years (18-50). The mean scores of decisional conflict by DCS, work-family conflict by WFCS and perceived social support by SPSS were 40.9 ( SD = 14.8), 55.83 ( SD = 15.18) and 57.85 ( SD = 15.77), respectively. Work-family conflict was positively correlated with decisional conflict (P < 0.01), and social support was negatively related to decisional conflict (P < 0.01). By logistic regression analysis, family interference with work (FIW), especially time-based FIW, was a significant predictor of nurses having decisional conflicts in their childbearing intents (OR=1.083, 95% CI: 1.045 to 1.123). Perceived social support was another significant predictor of decisional difficulty (OR=0.981, 95% CI: 0.970 to 0.992). Discussion: This study found that female nurses, working night shifts and with temporary job contract had higher decisional conflicts in intents of having a second child. The results showed that for Chinese nurses, work-family conflict influences decisional conflicts about having a second child. More importance should be attached to fulfill nurse’s needs of bearing children.

Why do women engineers leave the engineering profession? The roles of work–family conflict, occupational commitment, and perceived organizational support

This study investigated the factors that underlie the relationship between work–family conflict (WFC) and women engineers' intention to leave the occupation. The study draws from three theories: Conservation of Resources (COR) theory, turnover theory, and Rhodes and Doering's (1983) integrated model of career change. We proposed that both work interference with family (WIF) and family interference with work (FIW) influence women's intention to leave an engineering occupation by decreasing their commitment to the occupation. Using insights from the above theories and models, we further examined how perceptions of support from the organization changed the relationship between commitment to the occupation and intention to leave the occupation, as well as how conflict between work and family was related to intention to leave the occupation. We tested our predictions using time‐lagged data from a sample of 245 women engineers. The results revealed that occupational commitment mediated and explained the positive relationship between FIW and occupational turnover intentions but not the relationship between WIF and occupational turnover intentions. In addition, perceptions of organizational support influenced the relationship between occupational commitment and occupational turnover intentions and also the indirect relationship between FIW and occupational turnover intentions. Theoretical and practical implications of the findings as well as future research directions are discussed.

Öğretmenlerde İş ve Aile Çatışmasının Yaşam Doyumu Üzerindeki Etkisinde İş Doyumunun Aracı Rolü

This study aims to research the separate and collective (direct or indirect) effects of work-family conflict (independent variable) and job satisfaction (mediating variable) perceived by teachers on life satisfaction (dependent variable). Primary and elementary school teachers working at the district of Muratpasa in the Province of Antalya were involved in the study. The data was collected from 330 teachers for this purpose. Three different data collection tools, Life Satisfaction Scale, Job Satisfaction Scale and Work-Family Conflict Scale were used to acquire data within the scope of the study. A path analysis was formed by establishing a structural equation modeling in accordance with the purpose of the study. The collected data shows that work interference with family does not have a direct effect on life satisfaction, and family interference with work (FIW) does not have a direct effect on job satisfaction, either. WIF affects job satisfaction negatively and directly and this effect can predict life satisfaction. In other words, there is the mediating role of job satisfaction on the effect of life satisfaction of work-family conflict.

Work Schedule and Work Schedule Control Fit: Work-Family Conflict, Work-Family Synergy, Gender, and Satisfaction

This paper examines the effects of actual work schedules (e.g., shift, rotating, flexible) and work schedule control fit on work-family conflict and synergy using data (N=2822) from the 2008 National Study of the Changing Workforce. Gender and work schedules interacted to predict work interfering with family (WIF) and work-family synergy but not family interfering with work (FIW). Employee work schedule control-fit was related to both types of work-family conflict (WIF and FIW) and work-family synergy (controlling for employee gender and presence of a child six years of age or younger). Supervisor support was related to employee of work schedule control-fit. Work schedules moderated the relationship between conflict (synergy) and satisfaction outcomes. Implications and directions for future research were discussed.

PENGARUH WORK INTERFERING WITH FAMILY, FAMILY INTERFERING WITH WORK DAN ORIENTASI ETIKA TERHADAP TURNOVER INTENTIONS DENGAN JOB SATISFACTION SEBAGAI VARIABEL INTERVENING (Studi Empiris Pada Auditor Kap Jakarta Terdaftar Di Ojk)

This research examined the effect of work-family conflict and ethical orientation towards tunover intentions with job satisfaction as an intervening variable. The population of this research are all Public Accounting Firm in Jakarta and is listed in the OJK (Otoritas Jasa Keuangan). The sampling method in this research using a convenience sampling. Samples taken in this research were 150 auditors who have family of 116 Public Accounting Firm listed in the OJK (Otoritas Jasa Keuangan) were taken as samples. The data were analyzed using Structural Equation Model (SEM) with Smart PLS (Partial Least Squares) program. The results of the research hypothesis Work Interfering with Family (WIF) has positive effect on Job Satisfaction (JS). While Hypothesis Family Interfering with Work (FIW) has no effect on Job Satisfaction (JS). Besides that hypothesis Work Interfering with Family (WIF) has no effect on Turnover Intentions (TI). Hypothesis Family Interfering with Work (FIW) has no effect on Turnover Intentions (TI). Hypothesis Ethical Orientation (EO) has no effect on Job Satisfaction (JS). Hypothesis Ethical Orientation (EO) has no effect on Turnover Intentions (TI). Hypothesis Job Satisfaction (JS) has significant effect on Turnover Intentions (TI). And direct and indirect influence test result proved that the construct of Job Satisfaction (JS) mediated the relationship among Work interfering with Family (WIF), Family interfering with Work (FIW) and Ethical Orientation (EO) towards Turnover Intentions (TI). Keywords: Work-family conflict, ethical orientation, job satisfaction, turnover intentions, partial least squares (PLS). 1. PENDAHULUAN Kondisi dan perilaku karyawan yang dimiliki perusahaan sangat menentukan kinerja

Women entrepreneurs and work-family conflict: an analysis of the antecedents

Over the years, academic attention towards work-family conflict (WFC) issues has been constantly growing due to the socio-economic changes occurring in society. In line with this, great effort has been devoted to investigating WFC experienced by employees, while still almost untapped is the conversation with reference to women entrepreneurs. Moreover, the few studies that deal with women entrepreneurs’ WFC have mainly analysed its negative consequences rather than its predictors. Thus, this study aims to fill such research gap by analysing women entrepreneurs’ WFC antecedents. Based on the bidimensional conceptualization of WFC, distinguishing between work interference with family (WIF) and family interference with work (FIW), this study verifies an expanded model of the WFC which takes into consideration either the within-domain effects or the cross-domain effects of work and family stressors on WIF and FIW experienced by women entrepreneurs. In doing so, an analysis based on data from 669 women entrepreneurs has been conducted. Results show that both within-domain relationships and cross-domain relationships play a key role in explaining the WFC experienced by women entrepreneurs.

Family interference with work and its relationship with organizational citizenship and counterproductive work behaviors

Most employed adults must manage both work and family responsibilities. Consequently, many employees also experience conflict between their roles, which often leads to compromised performance in one or both domains. We examined family interference with work (FIW) as a potential drain on resources leading to increased counterproductive work behaviors (CWB) and decreased organizational citizenship behaviors (OCB) in three samples with a multi‐measure, time‐lagged design. Results demonstrated that employees who experience FIW display higher levels of CWB and lower levels of OCB, especially for organizationally targeted behaviors.