Work-family conflicts and work performance.

Science.gov (United States)

Roth, Lawrence; David, Emily M

2009-08-01

Prior research indicates that work-family conflict interferes with family far more than it interferes with work. Conservation of resources provides a possible explanation: when shifting resources from family is no longer sufficient to maintain satisfactory work performance, then workers must acquire additional resources or reduce investments in work. One source of such additional resources could be high performance peers in the work group. The performance of workers with resource-rich peers may be less adversely affected by work-family conflict. In this study, 136 employees of a wholesale distribution firm (61% women, 62% minority) working in groups of 7 to 11 in manual labor and low-level administrative jobs rated their own work-to-family conflict. Their supervisors rated workers' performance. Hierarchical regression analysis indicated that work-to-family conflict increasingly adversely affected job performance as work group performance decreased. Hence, work group performance may be an important moderator of the effects of work-family conflict.

Work-Family Facilitation and Conflict, Working Fathers and Mothers, Work-Family Stressors and Support

Science.gov (United States)

Hill, E. Jeffrey

2005-01-01

Work-family research frequently focuses on the conflict experienced by working mothers. Using data from the National Study of the Changing Workforce (N = 1,314), this study also examined work-family facilitation and working fathers. Ecological systems, family stress, family resilience, and sex role theories were used to organize the data and…

Strengthening Incarcerated Families: Evaluating a Pilot Program for Children of Incarcerated Parents and Their Caregivers

OpenAIRE

Miller, Alison L.; Perryman, Jamie; Markovitz, Lara; Franzen, Susan; Cochran, Shirley; Brown, Shavonnea

2013-01-01

Parental incarceration can be devastating for families. Children may experience difficulties, and the stress on caregivers who take on unexpected childrearing is high. We implemented and evaluated a family-level intervention with caregivers and children experiencing parental (typically maternal) incarceration, in a community setting. We partnered with a community-based organization serving families with an incarcerated parent to conduct a pilot trial of the Strengthening Families Program (SFP...

[Children with Multiple Risk Factor Exposition Benefit from the German "Strengthening Families Program"].

Science.gov (United States)

Bröning, Sonja; Sack, Peter-Michael; Thomsen, Monika; Thomasius, Rainer

2016-09-01

Children with Multiple Risk Factor Exposition Benefit from the German "Strengthening Families Program" The German adaptation of the substance use-preventive family-based Strengthening Families Program 10-14 (SFP, Iowa version) was evaluated in a longitudinal two-year follow-up trial. Participants were N = 292 children with a mean age of twelve years at baseline, and N = 292 parents. We employed a multi-centric, randomized-controlled, two-armed (SFP vs. minimal control condition) study design. Following a "risk moderation hypothesis", we assumed that children with an elevated risk-exposition R(+) would benefit more than children with a low risk-exposition R(-) irrespective of the preventive intervention, and that R(+) under SFP would benefit more than R(+) under the minimal control condition. "Risk-exposition" was measured in correspondence with the Communities That Care Youth Survey-questionnaire. A total of 28 % of children were classified with an elevated risk level. Children's reports confirmed our hypothesis: R(+) report a total of eleven improvements, four of these being significantly more distinct than in the other groups (Anxiety-Depressivity, Punitive Parenting of mother, Punitive Parenting of father, Unbalanced family functioning). In three measures an improvement appears solely in R(+) under SFP (Satisfaction with family functioning, School Attachment and Peer Relationship Quality, Quality of Life). Parents' reports showed a similar tendency, but were less pronounced.

Changing Work and Work-Family Conflict: Evidence from the Work, Family, and Health Network*

Science.gov (United States)

Kelly, Erin L; Moen, Phyllis; Oakes, J Michael; Fan, Wen; Okechukwu, Cassandra; Davis, Kelly D; Hammer, Leslie; Kossek, Ellen; King, Rosalind Berkowitz; Hanson, Ginger; Mierzwa, Frank; Casper, Lynne

2014-06-01

Schedule control and supervisor support for family and personal life are work resources that may help employees manage the work-family interface. However, existing data and designs have made it difficult to conclusively identify the effects of these work resources. This analysis utilizes a group-randomized trial in which some units in an information technology workplace were randomly assigned to participate in an initiative, called STAR, that targeted work practices, interactions, and expectations by (a) training supervisors on the value of demonstrating support for employees' personal lives and (b) prompting employees to reconsider when and where they work. We find statistically significant, though modest, improvements in employees' work-family conflict and family time adequacy and larger changes in schedule control and supervisor support for family and personal life. We find no evidence that this intervention increased work hours or perceived job demands, as might have happened with increased permeability of work across time and space. Subgroup analyses suggest the intervention brings greater benefits to employees more vulnerable to work-family conflict. This study advances our understanding of the impact of social structures on individual lives by investigating deliberate organizational changes and their effects on work resources and the work-family interface with a rigorous design.

Work Cultures and Work/Family Balance.

Science.gov (United States)

Clark, Sue Campbell

2001-01-01

For 179 workers with family responsibilities, flexibility of work was associated with job satisfaction and family well-being, flexible work schedules were not. Supportive supervision was associated only with increased employee citizenship and did not increase work-family balance of those at risk. Family-friendly culture did not appear to benefit…

Work hours and work-family conflict: the double-edged sword of involvement in work and family.

Science.gov (United States)

Matthews, Russell A; Swody, Cathleen A; Barnes-Farrell, Janet L

2012-08-01

In this study, we examine the role of work hours in a model that incorporates involvement in both work and family with experiences of work-family conflict and subjective well-being. Self-report data were collected from 383 full-time employees and analysed using structural equation modelling techniques. Results demonstrate that role salience was positively related to behavioural involvement with work and with family. In turn, behavioural family involvement was negatively related to work hours and family-to-work conflict, while behavioural work involvement was positively related to work hours. Behavioural family involvement was also positively related to life satisfaction. Finally, both family-to-work conflict and end-of-workday strain were negatively related to life satisfaction. Our results provide insight into unexpected problems that might arise when employees place overly high importance on work and work long hours. This study serves as a foundation for researchers to examine the interplay of time spent with work and family with other aspects of the work-family interface. Copyright © 2011 John Wiley & Sons, Ltd.

Work, family, and gender: elements for a theory of work-family balance.

Science.gov (United States)

Cantera, Leonor M; Cubells, Ma Eugenia; Martínez, Luz Ma; Blanch, Josep M

2009-11-01

Over last century, work was not only a means of economic survival, but also a very strong factor of psychological structuring and of organization of personal, family, and everyday life. The new world of work provides new challenges to the balance of work and family life. A questionnaire was administered to a sample of 453 people with the aim of analyzing the relation between variables such as family burdens and domestic responsibilities, and the appraisal of work and family, values involved in work-family balance. The results of this study show that, in the present economic and cultural context, assuming family burdens and domestic responsibilities increases the positive appraisal of work and family, both in men and women. This has theoretical and practical implications concerning the challenge of work-family balance.

Working toward a Cross-Sector Approach to Systemic Change in Services for Expectant Parents and Families with Infants and Toddlers

Science.gov (United States)

Nigrelli, Christina; Chacon, Jenifer

2017-01-01

Professionals who work with families during the prenatal to 5 years range (p-5) can work with colleagues across various sectors of the field to coordinate and collaborate on behalf of young children and their families. This article explores the efforts of p-5 professionals throughout Los Angeles County to strengthen their capacity to engage in…

Strengthening Low-Income Families: A Research Agenda for Parenting, Relationship, and Fatherhood Programs

Science.gov (United States)

MDRC, 2013

2013-01-01

Policymakers need to decide how to invest in strengthening the most basic foundation for early childhood development: family relationships. The challenges: (1) help parents provide the responsive and stimulating environments that will prepare young children for school; and (2) support fathers' engagement with their children regardless of whether…

Stressors and Enhancers in the Marital/Family Life of Family Professionals and Their Spouses.

Science.gov (United States)

Duncan, Stephen F.; Goddard, H. Wallace

1993-01-01

Assessed how work as family professional is uniquely enhancing and stressful and whether enhancers and stressors are correlated with marital and family quality. Findings from 59 family professionals and their spouses strengthen idea that there are marital and family life enhancers and stressors uniquely associated with work as family professional.…

Family economic strengthening and mental health functioning of caregivers for AIDS-affected children in rural Uganda

Science.gov (United States)

Wang, Julia Shu-Huah; Ssewamala, Fred M.; Han, Chang-Keun

2015-01-01

In sub-Saharan Africa, many extended families assume the role of caregivers for children orphaned by AIDS (AIDS-affected children). The economic and psychological stress ensued from caregiving duties often predispose caregivers to poor mental health outcomes. Yet, very few studies exist on effective interventions to support these caregivers. Using data from a randomized controlled trial called Suubi-Maka (N = 346), this paper examines whether a family economic strengthening intervention among families caring for AIDS-affected children (ages 12–14) in Uganda would improve the primary caregivers’ mental health functioning. The Suubi-Maka study comprised of a control condition (n = 167) receiving usual care for AIDS-affected children, and a treatment condition (n = 179) receiving a family economic strengthening intervention, including matched savings accounts, and financial planning and management training to incentivize families to save money for education and/or family-level income generating projects. This paper uses data from baseline/pre-intervention (wave 1) interviews with caregivers and 12-month post-intervention initiation (wave 2). The caregiver’s mental health measure adapted from previous studies in sub- Saharan Africa had an internal consistency of .88 at wave 1 and .90 at wave 2. At baseline, the two study groups did not significantly differ on caregiver’s mental health functioning. However, at 12-month follow-up, multiple regression analysis located significant differences between the two study groups on mental health functioning. Specifically, following the intervention, caregivers in the treatment condition reported positive improvements on their mental health functioning, especially in the symptom areas of obsession–compulsion, interpersonal sensitivity, hostility, and psychoticism. Findings point to a need for programs and policies aimed at supporting caregivers of AIDS-affected children to begin to consider incorporating family

Work-family fit: the impact of emergency medical services work on the family system.

Science.gov (United States)

Roth, Sheila Gillespie; Moore, Crystal Dea

2009-01-01

The stress associated with a career in emergency medical services (EMS) can impact the work-family fit and function of the family system for EMS personnel. Little research has been conducted on how the demands associated with a career in EMS influences family life. Objective. To describe salient EMS work factors that can impact the family system. Twelve family members (11 spouses and one parent) of EMS workers were interviewed using a semistructured qualitative interview guide that explored issues related to their family members' work that could impact the quality of family life. Using a phenomenological approach, transcribed interview data were examined for themes that illuminated factors that influence work-family fit. Data analysis revealed that shift work impacts numerous aspects of family life, including marital and parental roles, leisure and social opportunities, and home schedules and rhythms. Furthermore, families coped with challenges associated with their loved one's EMS work through negotiating role responsibilities, developing their own interests, giving their family member "space," and providing support by listening and helping the EMS worker process his or her reactions to difficult work. In addition, family members reported concern over their EMS worker's physical safety. Implications from the data are discussed vis-a-vis the work-family fit and family systems models. Education, communication, support systems, and individual interests are key ways to promote a healthy work-family fit.

Work Demands and Work-to-Family and Family-to-Work Conflict: Direct and Indirect Relationships

Science.gov (United States)

Voydanoff, Patricia

2005-01-01

This article uses a demands-and-resources approach to examine relationships between three types of work demands and work-to-family and family-to-work conflict: time-based demands, strain-based demands, and boundary-spanning demands. The analysis is based on data from 2,155 employed adults living with a family member who were interviewed for the…

Across the continuum of satisfaction with work-family balance: Work hours, flexibility-fit, and work-family culture.

Science.gov (United States)

McNamara, Tay K; Pitt-Catsouphes, Marcie; Matz-Costa, Christina; Brown, Melissa; Valcour, Monique

2013-03-01

This study investigated the association between hours worked per week and satisfaction with work-family balance, using data from a 2007-2008 survey of employees nested within organizations. We tested hypotheses informed by the resource drain and resources-and-demands perspectives using quantile regression. We found that the negative association between hours worked per week and satisfaction with work-family balance was significantly stronger at the 25th percentile, as compared to at the 75th percentile, of satisfaction with work-family balance. Further, there was some evidence that perceived flexibility-fit (i.e., the fit between worker needs and flexible work options available) and supportive work-family culture attenuated the relationship between hours worked and satisfaction with work-family balance. The results suggest that analyses focusing on the average relationship between long work hours (such as those using ordinary least squares regression) and satisfaction with work-family balance may underestimate the importance of long work hours for workers with lower satisfaction levels. Copyright © 2012 Elsevier Inc. All rights reserved.

The impact of leader-member exchange (LMX) on work-family interference and work-family facilitation

OpenAIRE

Tummers, Lars; Bronkhorst, Babette

2014-01-01

markdownabstract__Abstract__ Purpose – We analyze the effects of leadership on work-family spillovers. Specifically, we analyze the relationships between leadership (leader-member exchange, LMX) with one negative work-family spillover effect (work-family interference) and one positive work-family spillover effect (work-family facilitation). We hypothesize that LMX influences work-family spillover via different mediators, rather than one all-encompassing mediator, such as empowerment. Design/m...

Clarifying Work-Family Intervention Processes: The Roles of Work-Family Conflict and Family Supportive Supervisor Behaviors

Science.gov (United States)

Hammer, Leslie B.; Kossek, Ellen E.; Anger, W. Kent; Bodner, Todd; Zimmerman, Kristi L.

2010-01-01

Drawing on a conceptual model integrating research on training, work-family interventions, and social support, we conducted a quasi-experimental field study to assess the impact of a supervisory training and self-monitoring intervention designed to increase supervisors' use of family supportive supervisor behaviors. Pre- and post-intervention surveys were completed, nine months apart, by 239 employees at six intervention (N = 117) and six control (N = 122) grocery store sites. Thirty-nine supervisors in the six intervention sites received the training consisting of one hour of self-paced computer-based training, one hour of face-to-face group training, followed by instructions for behavioral self-monitoring (recording the frequency of supportive behaviors) to support on-the-job transfer. Results demonstrated a disordinal interaction for the effect of training and family-to-work conflict on employee job satisfaction, turnover intentions and physical health. In particular, for these outcomes, positive training effects were observed for employees with high family-to-work conflict, while negative training effects were observed for employees with low family-to-work conflict. These moderation effects were mediated by the interactive effect of training and family-to-work conflict on employee perceptions of family-supportive supervisor behaviors. Implications of our findings for future work-family intervention development and evaluation are discussed. PMID:20853943

The Role of Identity and Work-Family Support in Work-Family Enrichment and Its Work-Related Consequences

Science.gov (United States)

Wayne, Julie Holliday; Randel, Amy E.; Stevens, Jaclyn

2006-01-01

Despite growing research on the positive connections between work and family, antecedents and consequences of work-family enrichment are understudied. Using a sample of employees from a major insurance company, we assessed the relationship of (i) individual (i.e., work and family identities), (ii) family (emotional and instrumental support), and…

Work-family conflict among Indonesian working couples: In relation to work and family role importance, support, and satisfaction

NARCIS (Netherlands)

Kuntari, I.S.R.

2018-01-01

Over the past two decades, the number of women entering the labour market has grown sharply in Indonesia. This led to a situation in which many couples experience work-family conflicts. Work-family conflicts can occur in two directions, work-to-family (WFC) and family-to-work (FWC) conflicts. WFC

Work-family conflict and job performance in nurses: the moderating effects of social support.

Science.gov (United States)

Wang, Mei-Ling; Tsai, Li-Jane

2014-09-01

A large number of women are employed in the labor market. This phenomenon has widely supplanted the traditional family model of full-time working fathers and full-time housewives with the dual-income family model. Most nurses have both family and work responsibilities and hope to balance these two aspects of their lives. Work-family conflict (WFC) is thus a significant issue faced by professional nurses. This study examines the relationship between WFC and job performance in the nursing context and explores the moderating effects of different sources of social support. This study questionnaire used a self-reporting scale. To avoid common method variance, research data were collected at two time points. Five hundred twenty questionnaires were sent to nurses working at five hospitals in Taiwan, and 501 were returned, of which 495 were valid and used in analysis. Hierarchical regression analysis was used to test study hypotheses. Study findings were (a) degree of family-to-work conflict influenced job performance negatively, (b) level of WFC did not significantly affect job performance, (c) support from friends strengthened the negative effect of family-to-work conflict on job performance, and (d) support from coworkers weakened the relationship between WFC and job performance. It is hoped that the findings of this study will be useful for nursing managers, organizations, and future research. Hospital organizations and nursing departments have a positive role to play in fostering an organizational culture that helps its staffs balance work and family responsibilities. A strategy of human resource management that is consistent with the demands of nurses may help reduce WFC.

Another work-family interface: Work characteristics and family intentions in Japan

Directory of Open Access Journals (Sweden)

Wei-hsin Yu

2017-01-01

Full Text Available Background: Previous research highlights the importance of job and workplace characteristics in the work‒family interface. Nevertheless, we know little about how the specific context of work is related to singles' marriage and parenthood intentions. Objective: In this study we examine the links between work conditions and family intentions using a representative sample of never-married, childless adults in Japan, a country that is well known for rapid declines in marriage and fertility rates. Results: We find that, surprisingly, work characteristics conducive to less work‒family conflict are rarely associated with stronger desires to marry and have children. For never-married men in Japan, the job qualities most relevant to family intentions are those that imply a bright economic future. Job conditions with the potential for work‒family conflict can be positively related to the desire to marry and have children if they also indicate promising career prospects. Conversely, workplace sociability is highly relevant to women's marriage and fertility intentions. Never-married women working in more collaborative and interactive environments seek potential marriage partners more actively, want to marry and become parents more, and have higher preferred numbers of children. We suggest that in more sociable workplaces, childless singles tend to be more exposed to earlier cohorts' family experiences and beliefs and so become more interested in marriage and parenthood. Contribution: This study demonstrates that, in Japan, the work characteristics relevant to single men's family intentions differ from those that are relevant to the equivalent intentions of single women. In particular, the finding that women working in more sociable environments desire marriage and children more adds to the literature emphasizing the influence of social relations on family decisions in advanced economies, as well as suggesting a new channel through which social

Toward the assessment of the work-family interface: Validation of the Slovenian versions of work-family conflict and work-family enrichment scales

Directory of Open Access Journals (Sweden)

Sara Tement

2010-11-01

Full Text Available Research on the work-family interface has gained importance especially because of the changing composition of the working population and the rapidly changing working environment worldwide. However, there are no appropriate questionnaires available that would address negative and positive experiences of the work-family interface. Therefore, a study has been conducted in order to validate two existing scales measuring work-family conflict and work-family enrichment. The dimensionality, item adequacy, reliability, and construct validity were addressed by means of a sample of 214 employees from Slovenian enterprises and institutions. The results for the Slovenian scales confirmed the multiple dimensions of the original versions. Support was also found for acceptable reliability and construct validity of the two scales. Although some limitations were noticed, the scales represent an important step in examining the work-family interface of the Slovenian workforce.

The impact of leader-member exchange (LMX) on work-family interference and work-family facilitation

NARCIS (Netherlands)

L.G. Tummers (Lars); B.A.C. Bronkhorst (Babette)

2014-01-01

markdownabstract__Abstract__ Purpose – We analyze the effects of leadership on work-family spillovers. Specifically, we analyze the relationships between leadership (leader-member exchange, LMX) with one negative work-family spillover effect (work-family interference) and one positive work-family

Changing Work and Work-Family Conflict: Evidence from the Work, Family, and Health Network*

OpenAIRE

Kelly, Erin L.; Moen, Phyllis; Oakes, J. Michael; Fan, Wen; Okechukwu, Cassandra; Davis, Kelly D.; Hammer, Leslie; Kossek, Ellen; King, Rosalind Berkowitz; Hanson, Ginger; Mierzwa, Frank; Casper, Lynne

2014-01-01

Schedule control and supervisor support for family and personal life are work resources that may help employees manage the work-family interface. However, existing data and designs have made it difficult to conclusively identify the effects of these work resources. This analysis utilizes a group-randomized trial in which some units in an information technology workplace were randomly assigned to participate in an initiative, called STAR, that targeted work practices, interactions, and expecta...

The relationship between work arrangements and work-family conflict.

Science.gov (United States)

Higgins, Christopher; Duxbury, Linda; Julien, Mark

2014-01-01

A review of the literature determined that our understanding of the efficacy of flexible work arrangements (FWA) in reducing work-family conflict remains inconclusive. To shed light on this issue by examining the relationship between work-to-family conflict, in which work interferes with family (WFC), family-to-work conflict, in which family interferes with work (FWC), and four work arrangements: the traditional 9-5 schedule, compressed work weeks (CWWs) flextime, and telework. Hypotheses were tested on a sample of 16,145 employees with dependent care responsibilities. MANCOVA analysis was used with work arrangement as the independent variable and work interferes with family (WFC) and family interferes with work (FWC) as dependent variables. Work demands, non-work demands, income, job type and gender were entered into the analysis as covariates. The more flexible work arrangements such as flextime and telework were associated with higher levels of WFC than were fixed 9-to 5 and CWW schedules. Employees who teleworked reported higher FWC than their counterparts working a traditional 9-to-5 schedule particularly when work demands were high. The removal of both temporal and physical boundaries separating work and family domains results in higher levels of work-family interference in both directions. The results from this study suggest that policy makers and practitioners who are interested in improving employee well-being can reduce work-family conflict, and by extension improve employee mental health, by focusing on the effective use of traditional and CWW schedules rather than by implementing flextime and telework arrangements.

Family Care Responsibilities and Employment: Exploring the Impact of Type of Family Care on Work-Family and Family-Work Conflict

Science.gov (United States)

Stewart, Lisa M.

2013-01-01

This study compared work-family and family-work conflict for employed family caregivers with disability-related care responsibilities in contrast to employed family caregivers with typical care responsibilities. Using data from the 2002 National Study of the Changing Workforce, a population-based survey of the U.S. workforce, formal and informal…

Strengthening Incarcerated Families: Evaluating a Pilot Program for Children of Incarcerated Parents and Their Caregivers.

Science.gov (United States)

Miller, Alison L; Perryman, Jamie; Markovitz, Lara; Franzen, Susan; Cochran, Shirley; Brown, Shavonnea

2013-10-01

Parental incarceration can be devastating for families. Children may experience difficulties, and the stress on caregivers who take on unexpected childrearing is high. We implemented and evaluated a family-level intervention with caregivers and children experiencing parental (typically maternal) incarceration, in a community setting. We partnered with a community-based organization serving families with an incarcerated parent to conduct a pilot trial of the Strengthening Families Program (SFP). Process evaluation indicated high implementation fidelity, satisfaction, engagement, and attendance. Outcome evaluation results indicated positive changes in family-level functioning, caregivers' positive parenting, and caregiver depression symptoms from pre- to post-intervention, with some changes retained at follow-up 4 months later. Implications for preventive interventions with children of incarcerated parents, and their caregivers, are discussed.

Work-family conflict among Indonesian working couples: In relation to work and family role importance, support, and satisfaction

OpenAIRE

Kuntari, I.S.R.

2018-01-01

Over the past two decades, the number of women entering the labour market has grown sharply in Indonesia. This led to a situation in which many couples experience work-family conflicts. Work-family conflicts can occur in two directions, work-to-family (WFC) and family-to-work (FWC) conflicts. WFC and FWC decrease couples marital satisfaction and their job satisfaction. The negative impact of WFC decreases if couples receive social support from their supervisors, while spouse and extended fami...

work-family-conflict and family-work-conflict as correlates of job

African Journals Online (AJOL)

User

The above nature of conflicts that employees often try to strike role balance is tagged in organizational ... Therefore, women that assume multiple roles result in work-family conflict because time and energy are ... traditional single-income family to a double-income family. The new family structure calls for multiple roles to.

Work and Family. Special Focus.

Science.gov (United States)

Goetz, Kathy, Ed.

1992-01-01

This newsletter issue focuses on issues concerning families with both parents employed outside the home and describes several employer programs designed to help employees balance their work and family life. The newsletter includes the following articles: (1) "Work and Family: 1992"; (2) "Levi Strauss and Co.--A Work/Family Program…

A Family Affair : Explaining Co-Working By Family Members

NARCIS (Netherlands)

Ruijter, Esther de; Lippe, Tanja van der; Raub, Werner; Weessie, Jeroen

2008-01-01

This study focuses on co-working by intimate partners and other family members in entrepreneurs’ businesses. We hypothesize that co-working by family is beneficial because it reduces trust problems associated with employment relations. On the other hand, co-working is risky because co-working family

Investigating the relative importance of individual differences on the work-family interface and the moderating role of boundary preference for segmentation.

Science.gov (United States)

Michel, Jesse S; Clark, Malissa A

2013-10-01

This study examines the relative importance of individual differences in relation to perceptions of work-family conflict and facilitation, as well as the moderating role of boundary preference for segmentation on these relationships. Relative importance analyses, based on a diverse sample of 380 employees from the USA, revealed that individual differences were consistently predictive of self-reported work-family conflict and facilitation. Conscientiousness, neuroticism, negative affect and core self-evaluations were consistently related to both directions of work-family conflict, whereas agreeableness predicted significant variance in family-to-work conflict only. Positive affect and core self-evaluations were consistently related to both directions of work-family facilitation, whereas agreeableness and neuroticism predicted significant variance in family-to-work facilitation only. Collectively, individual differences explained 25-28% of the variance in work-family conflict (primarily predicted by neuroticism and negative affect) and 11-18% of the variance in work-family facilitation (primarily predicted by positive affect and core self-evaluations). Moderated regression analyses showed that boundary preference for segmentation strengthened many of the relationships between individual differences and work-family conflict and facilitation. Implications for addressing the nature of work and family are discussed. Copyright © 2012 John Wiley & Sons, Ltd.

Types of work-family interface: well-being correlates of negative and positive spillover between work and family.

Science.gov (United States)

Kinnunen, Ulla; Feldt, Taru; Geurts, Sabine; Pulkkinen, Lea

2006-04-01

The aim of the present study was to test the structure of the work-family interface measure, which was intended to take into account both the positive and negative spillover between work and family demands in both directions. In addition, the links among the types of work-family spillover and the subjects' general and domain-specific well-being were examined. The sample (n = 202) consisted of Finnish employees, aged 42, who had a spouse/partner. Confirmatory factor analyses indicated that a four-factor model, including negative work-to-family spillover, negative family-to-work spillover, positive work-to-family spillover, and positive family-to-work spillover, was superior compared to the other factor models examined. Path analysis showed, as hypothesized, that the negative work-to-family spillover was most strongly related to low well-being at work (job exhaustion) and next strongly to low general well-being (psychological distress), whereas the negative family-to-work spillover was associated with low well-being in the domain of family (marital dissatisfaction). Positive work-to-family spillover was positively related both to well-being at work and general well-being. Inconsistent with our expectations, positive family-to-work spillover was not directly related to any of the well-being indicators examined.

The impact of leader-member exchange (LMX) on work-family interference and work-family facilitation

NARCIS (Netherlands)

L.G. Tummers (Lars); B.A.C. Bronkhorst (Babette)

2014-01-01

markdownabstract__Abstract__ __Purpose__ – We analyze the effects of leadership on work-family spillovers. Specifically, we analyze the relationships between leadership (leader-member exchange, LMX) with one negative work-family spillover effect (work-family interference) and one positive

Reconciling Work and Family Life

DEFF Research Database (Denmark)

Holt, Helle

The problems of balancing work and family life have within the last years been heavily debated in the countries of the European Union. This anthology deals with the question of how to obtain a better balance between work and family life. Focus is set on the role of companies. The anthology tries...... to shed some light on questions such as: How can compagnies become more family friendly? What are the barriers and how can they be overcome? What is the social outcome when companies are playing an active role in employees’ possiblities for combining family life and work life? How are the solutions...... on work/ family unbalance/ problems related to the growing social problems related to unemployment? The anthology is the result of a reseach-network on ”Work-place Contributions ro Reconcile Work and Family Life” funded by the European Commission, DG V, and co-coordinated by the editors....

Work time, work interference with family, and psychological distress.

Science.gov (United States)

Major, Virginia Smith; Klein, Katherine J; Ehrhart, Mark G

2002-06-01

Despite public concern about time pressures experienced by working parents, few scholars have explicitly examined the effects of work time on work-family conflict. The authors developed and tested a model of the predictors of work time and the relationships between time, work interference with family (WIF). and psychological distress. Survey data came from 513 employees in a Fortune 500 company. As predicted, several work and family characteristics were significantly related to work time. In addition, work time was significantly, positively related to WIF, which in turn was significantly, negatively related to distress. The results suggest that work time fully or partially mediates the effects of many work and family characteristics on WIF.

Work-family conflict, work- and family-role salience, and women's well-being.

Science.gov (United States)

Noor, Noraini M

2004-08-01

The author considered both the direct effect and the moderator effect of role salience in the stress-strain relationship. In contrast to previous studies that have examined the effects of salience on well-being within specific social roles, the present study focused on the work-family interface. From a sample of 147 employed English women with children, the present results of the regression analyses showed that both effects are possible, depending on the outcome measures used. The author observed a direct effect of role salience in the prediction of job satisfaction; work salience was positively related to job satisfaction, over and above the main-effect terms of work-interfering-with-family (WIF) conflict and family-interfering-with-work (FIW) conflict. In contrast, the author found a moderator effect of role salience and conflict for symptoms of psychological distress. However, contrary to predictions, the author found that work salience exacerbated the negative impact of WIF conflict, rather than FIW conflict, on well-being. The author discussed these results in relation to the literature on work-family conflict, role salience, and the issue of stress-strain specificity.

Family matters at work : Depleting and enriching effects of employees' family lives on work outcomes

OpenAIRE

ten Brummelhuis, L.L.

2009-01-01

Juggling work and family life has become a daily topic of conversation. As more women enter the workforce and as men increasingly take on household chores and childcare duties, it has become more likely that employees are combining work and a considerable number of family responsibilities. The impact of working on family life has been widely discussed in the media, in research, and at home. Less attention has been paid to the question how family life affects work. Do employees with heavy fami...

Nurses' work demands and work-family conflict: a questionnaire survey.

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Yildirim, Dilek; Aycan, Zeynep

2008-09-01

Work-family conflict is a type of interrole conflict that occurs as a result of incompatible role pressures from the work and family domains. Work role characteristics that are associated with work demands refer to pressures arising from excessive workload and time pressures. Literature suggests that work demands such as number of hours worked, workload, shift work are positively associated with work-family conflict, which, in turn is related to poor mental health and negative organizational attitudes. The role of social support has been an issue of debate in the literature. This study examined social support both as a moderator and a main effect in the relationship among work demands, work-to-family conflict, and satisfaction with job and life. This study examined the extent to which work demands (i.e., work overload, irregular work schedules, long hours of work, and overtime work) were related to work-to-family conflict as well as life and job satisfaction of nurses in Turkey. The role of supervisory support in the relationship among work demands, work-to-family conflict, and satisfaction with job and life was also investigated. The sample was comprised of 243 participants: 106 academic nurses (43.6%) and 137 clinical nurses (56.4%). All of the respondents were female. The research instrument was a questionnaire comprising nine parts. The variables were measured under four categories: work demands, work support (i.e., supervisory support), work-to-family conflict and its outcomes (i.e., life and job satisfaction). The structural equation modeling results showed that work overload and irregular work schedules were the significant predictors of work-to-family conflict and that work-to-family conflict was associated with lower job and life satisfaction. Moderated multiple regression analyses showed that social support from the supervisor did not moderate the relationships among work demands, work-to-family conflict, and satisfaction with job and life. Exploratory

The Question Of Balance Work - Family And Reconciliation Regime Work - Family At European Level

Directory of Open Access Journals (Sweden)

Aida Cimpeanu

2011-06-01

Full Text Available Under the conditions of the continuous change of the work patterns and of the alert liferhythm, there is a real challenge to keep a favourable equilibrium between work and family life. Oneof the value orientations manifested on a major scale on the whole European continent, is the humanorientation able to give substance to the European social politics, oriented to permanent improvementof his life quality by the increasing of the life level, the improvement of the work conditions, the workflexibility support qt the European level, national and organizational by the elaboration etimplementation of the politics of the work conciliation with family, or of the family/friendly politics,in order to keep an optimal equilibrium between family life as well as in the professional one.According to the European Commission, the reconciliation politics represent key responses to thelong term economic and demographic challenges. A better family life reconciliation is supported bythe objectives of the European strategy for the economical growth and of the workforce occupationwork and family life represents the building stone of the modern familypolitics

Work-family conflict and retirement preferences.

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Raymo, James M; Sweeney, Megan M

2006-05-01

This study investigates relationships between retirement preferences and perceived levels of work-family conflict. Using the large sample of 52-54-year-old respondents to the 1992 Wisconsin Longitudinal Study, we estimated multinomial logistic regression models of preferences for partial and full retirement within the next 10 years. We examined the association between retirement preferences and perceived work-family conflict, evaluated the extent to which work-family conflict was a mediating mechanism between stressful work and family circumstances and preferences to retire, and explored potential gender differences in the association between work-family conflict and preferring retirement. Work-family conflict was positively related to preferences for both full and partial retirement. Yet work-family conflict did not appear to mediate relationships between stressful work and family environments and retirement preferences, nor did significant gender differences emerge in this association. Our analyses provide the first direct evidence of the role played by work-family conflict in the early stages of the retirement process, although we were not able to identify the sources of conflict underlying this relationship. Identifying the sources of this conflict and the psychological mechanisms linking work-family conflict to retirement preferences is an important task for future researchers.

Coping with family-to-work conflict: the role of informal work accommodations to family.

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Behson, Scott J

2002-10-01

The purposes of this study are to (a) construct and validate a scale measuring informal work accommodations to family (IWAF), (b) test the moderating effect of IWAF on the relationship between family-to-work conflict and work stress, and (c) examine the relationships between IWAF and a set of relevant antecedents and coping constructs. Two survey-based nonexperiments are used to accomplish these goals. Results indicate that (a) the IWAF scale is reliable, content valid, and meaningfully correlated to work-family and coping constructs; (b) more frequent use of IWAF attenuates the positive relationship between family-to-work conflict and stress; and (c) IWAF, along with organizational policies and climates, may be important for workplace stress management. Implications for research and practice are discussed.

Work-family conflict and enrichment in nurses: between job demands, perceived organisational support and work-family backlash.

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Ghislieri, Chiara; Gatti, Paola; Molino, Monica; Cortese, Claudio G

2017-01-01

This study investigated how work relationships (perceived organisational support, supervisor and co-worker work-family backlash) and job demands (workload, emotional dissonance) can interact with work-family conflict and work-family enrichment. Despite the extensive literature on the work-family interface, few studies on the nursing profession have considered the role of job demands and work relationships, focusing on both the positive and negative side of the work-family interface. The study involved a sample of 500 nurses working in an Italian hospital. Hierarchical multiple regression analyses were used to test hypotheses. Analyses showed that work-family conflict has a positive relationship with job demands and supervisor backlash, and a negative relationship with perceived organisational support. Work-family enrichment was found to have a negative relationship with job demands and a positive relationship with perceived organisational support. No significant relationships were found between work-family enrichment and both backlash dimensions. The study confirmed the importance of promoting a balance between job demands and resources in order to create favourable conditions for work-family enrichment and to prevent work-family conflict. The findings suggest that it may be advisable for health-care organisations to invest in measures at individual, team and organisational levels, specifically in training and counselling for nurses and supervisors. © 2016 John Wiley & Sons Ltd.

Work-family-conflict and family-work-conflict as correlates of job ...

African Journals Online (AJOL)

Family Conflict, Family-Work Conflict and Job Performance Questionnaire - WFCFWCAJPQ” adopted from Netemeyer et al. (1996) with 0.85 reliability coefficient. Data collected was analysed with mean, standard deviation and Pearson Product ...

Work family conflict in its relations to perceived working situation and work engagement.

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Mache, Stefanie; Bernburg, Monika; Groneberg, David A; Klapp, Burghard F; Danzer, Gerhard

2016-02-15

These days physicians' work is characterized by an increase in economic demands, pressure and challenges in establishing a balance between work and family life. The current study investigates the relationship between physicians' job demands and resources, perceived job stress, work-family conflict, work engagement and job satisfaction. 564 clinicians specialising in different medical fields participated in the cross-sectional study. Self-administered questionnaires, including the COPSOQ and the UWES- Scale were administered. Our results illustrated significant relationships between physicians' work engagement and their job satisfaction as well as between job stress and work family conflict. Moreover, perceived job stress moderated the effect of high job demands on work family conflict. In addition, significant gender differences have been found in perceived stress levels, work family conflict and work engagement. This study proves and verified associations between work engagement, work-family conflict, job demands and resources that may influence employees' satisfaction. Implications for both working physicians and hospital management are given.

Teachers' Occupation-Specific Work-Family Conflict

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Cinamon, Rachel Gali; Rich, Yisrael; Westman, Mina

2007-01-01

To expand work-family conflict (WFC) research to specific occupations, this study investigated how work and family generic and occupation-specific stressors and support variables related to family interfering with work (F [right arrow] W) and work interfering with family (W [right arrow] F) among 230 Israeli high school teachers. Further expanding…

A Comparative Test of Work-Family Conflict Models and Critical Examination of Work-Family Linkages

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Michel, Jesse S.; Mitchelson, Jacqueline K.; Kotrba, Lindsey M.; LeBreton, James M.; Baltes, Boris B.

2009-01-01

This paper is a comprehensive meta-analysis of over 20 years of work-family conflict research. A series of path analyses were conducted to compare and contrast existing work-family conflict models, as well as a new model we developed which integrates and synthesizes current work-family theory and research. This new model accounted for 40% of the…

Organizational work-family resources as predictors of job performance and attitudes: the process of work-family conflict and enrichment.

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Odle-Dusseau, Heather N; Britt, Thomas W; Greene-Shortridge, Tiffany M

2012-01-01

The goal of the current study was to test a model where organizational resources (aimed at managing work and family responsibilities) predict job attitudes and supervisor ratings of performance through the mechanisms of work-family conflict and work-family enrichment. Employees (n = 174) at a large metropolitan hospital were surveyed at two time periods regarding perceptions of family supportive supervisor behaviors (FSSB), family supportive organizational perceptions (FSOP), bidirectional work-family conflict, bidirectional work-family enrichment, and job attitudes. Supervisors were also asked to provide performance ratings at Time 2. Results revealed FSSB at Time 1 predicted job satisfaction, organizational commitment and intention to leave, as well as supervisor ratings of performance, at Time 2. In addition, both work-family enrichment and family-work enrichment were found to mediate relationships between FSSB and various organizational outcomes, while work-family conflict was not a significant mediator. Results support further testing of supervisor behaviors specific to family support, as well models that include bidirectional work-family enrichment as the mechanism by which work-family resources predict employee and organizational outcomes.

Work-family conflict and sleep disturbance: the Malaysian working women study

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AAZAMI, Sanaz; MOZAFARI, Mosayeb; SHAMSUDDIN, Khadijah; AKMAL, Syaqirah

2015-01-01

This study aimed at assessing effect of the four dimensions of work-family conflicts (strain and time-based work interference into family and family interference into work) on sleep disturbance in Malaysian working women. This cross-sectional study was conducted among 325 Malaysian married working women. Multiple-stage simple random sampling method was used to recruit women from public service departments of Malaysia. Self-administrated questionnaires were used to measure the study variables and data were analyzed using SPSS version 21. We found that high level of the four dimensions of work-family conflicts significantly increase sleep disturbance. Our analyses also revealed an age-dependent effect of the work-family conflict on sleep disturbance. Women in their 20 to 30 yr old suffer from sleep disturbance due to high level of time-based and strain-based work-interference into family. However, the quality of sleep among women aged 30–39 were affected by strain-based family-interference into work. Finally, women older than 40 yr had significantly disturbed sleep due to strain-based work-interference into family as well as time-based family interference into work. Our findings showed that sleep quality of working women might be disturbed by experiencing high level of work-family conflict. However, the effects of inter-role conflicts on sleep varied among different age groups. PMID:26423332

Work-family conflict and sleep disturbance: the Malaysian working women study.

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Aazami, Sanaz; Mozafari, Mosayeb; Shamsuddin, Khadijah; Akmal, Syaqirah

2016-01-01

This study aimed at assessing effect of the four dimensions of work-family conflicts (strain and time-based work interference into family and family interference into work) on sleep disturbance in Malaysian working women. This cross-sectional study was conducted among 325 Malaysian married working women. Multiple-stage simple random sampling method was used to recruit women from public service departments of Malaysia. Self-administrated questionnaires were used to measure the study variables and data were analyzed using SPSS version 21. We found that high level of the four dimensions of work-family conflicts significantly increase sleep disturbance. Our analyses also revealed an age-dependent effect of the work-family conflict on sleep disturbance. Women in their 20 to 30 yr old suffer from sleep disturbance due to high level of time-based and strain-based work-interference into family. However, the quality of sleep among women aged 30-39 were affected by strain-based family-interference into work. Finally, women older than 40 yr had significantly disturbed sleep due to strain-based work-interference into family as well as time-based family interference into work. Our findings showed that sleep quality of working women might be disturbed by experiencing high level of work-family conflict. However, the effects of inter-role conflicts on sleep varied among different age groups.

Work Demands, Work-Family Conflict, and Child Adjustment in African American Families: The Mediating Role of Family Routines

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McLoyd, Vonnie C.; Toyokawa, Teru; Kaplan, Rachel

2008-01-01

Using data from a sample of 455 African American children (ages 10 to 12 years) and their parents, this study tests a hypothesized model linking (a) maternal work demands to family routines through work-family conflict and depressive symptoms and (b) maternal work demands to children's externalizing and internalizing problems through family…

Clarifying Relationships among Work and Family Social Support, Stressors, and Work-Family Conflict

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Michel, Jesse S.; Mitchelson, Jacqueline K.; Pichler, Shaun; Cullen, Kristin L.

2010-01-01

Although work and family social support predict role stressors and work-family conflict, there has been much ambiguity regarding the conceptual relationships among these constructs. Using path analysis on meta-analytically derived validity coefficients (528 effect sizes from 156 samples), we compare three models to address these concerns and…

Sex differences in factors contributing to family-to-work and work-to-family conflict in Japanese civil servants.

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Fujimura, Yuko; Sekine, Michikazu; Tatsuse, Takashi

2014-01-01

As the number of dual-earner couples in Japan has increased, work-life balance has become important. This study aimed to examine the factors that contribute to work-family conflict. The participants included 3,594 (2,332 men and 1,262 women) civil servants aged 20-59 working for local government on the west coast of Japan. Logistic regression analysis was used to evaluate whether work, family, or lifestyle characteristics were associated with work-family conflict. For men, family-to-work conflict was associated with being elderly, having low-grade employment, working long hours, raising children, and sleeping shorter hours. For women, being married and raising children were strong determinants of family-to-work conflict, and being middle-aged, working long hours, and sleeping shorter hours were also associated with this type of conflict. Regarding work-to-family conflict, working long hours was the strongest determinant of conflict in both sexes. In men, being elderly, living with family, eating dinner late, and sleeping shorter hours were also associated with work-to-family conflict. In women, having high-grade employment, being married, raising children, and eating dinner late were associated with work-to-family conflict. This study showed that working long hours was the primary determinant of work-to-family conflict in both sexes and that being married and raising children were strong factors of family-to-work conflict in women only. Sex differences may reflect divergence of the social and domestic roles of men and women in Japanese society. To improve the work-life balance, general and sex-specific health policies may be required.

Work-Family Conflict, Family-Supportive Supervisor Behaviors (FSSB), and Sleep Outcomes

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Crain, Tori L.; Hammer, Leslie B.; Bodner, Todd; Kossek, Ellen Ernst; Moen, Phyllis; Lilienthal, Richard; Buxton, Orfeu M.

2014-01-01

Although critical to health and well-being, relatively little research has been conducted in the organizational literature on linkages between the work-family interface and sleep. Drawing on Conservation of Resources theory, we use a sample of 623 information technology workers to examine the relationships between work-family conflict, family-supportive supervisor behaviors (FSSB), and sleep quality and quantity. Validated wrist actigraphy methods were used to collect objective sleep quality and quantity data over a one week period of time, and survey methods were used to collect information on self-reported work-family conflict, FSSB, and sleep quality and quantity. Results demonstrated that the combination of predictors (i.e., work-to-family conflict, family-to-work conflict, FSSB) was significantly related to both objective and self-report measures of sleep quantity and quality. Future research should further examine the work-family interface to sleep link and make use of interventions targeting the work-family interface as a means for improving sleep health. PMID:24730425

Role Resources and Work-Family Enrichment: The Role of Work Engagement

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Siu, Oi-ling; Lu, Jia-fang; Brough, Paula; Lu, Chang-qin; Bakker, Arnold B.; Kalliath, Thomas; O'Driscoll, Michael; Phillips, David R.; Chen, Wei-qing; Lo, Danny; Sit, Cindy; Shi, Kan

2010-01-01

This article proposes a theoretical model of work-family enrichment and tests the mediating role of work engagement. The inclusion of work engagement extends prior research on work-family interface, and allows for examination of the effects of role resources (job resources, family support) on work-family enrichment. A two-wave survey was conducted…

Work, Family and Community Support as Predictors of Work-Family Conflict: A Study of Low-Income Workers

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Griggs, Tracy Lambert; Casper, Wendy J.; Eby, Lillian T.

2013-01-01

This study examines relationships between support from work, family and community domains with time- and strain-based work-family conflict in a sample of low-income workers. Results reveal significant within-domain and cross-domain relationships between support from all three life domains with work--family conflict. With respect to family support,…

Use of family-friendly work arrangements and work-family conflict: Crossover effects in dual-earner couples.

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Schooreel, Tess; Verbruggen, Marijke

2016-01-01

This study uses a dyadic approach to examine how an employee's work-family conflict is affected when his or her partner makes use of family-friendly work arrangements. We focused on 2 types of family-friendly practices, that is, reduced work hours and schedule or workplace flexibility. Hypotheses were tested with multilevel structural equation modeling using information of 186 dual-earner couples. In line with our hypotheses, we found support for both a positive and a negative crossover effect, though the results showed differences between the 2 types of family-friendly work arrangements. First, a positive crossover effect was found for both reduced work hours and schedule or workplace flexibility; however, the specific mechanisms explaining this effect differed per type of arrangements. In particular, employees whose partner made use of reduced work hours were found to experience less home demands, which was in turn associated with lower family-to-work conflict, whereas employees whose partner made use of schedule or workplace flexibility experienced a similar positive crossover effect but through an increase in the social support they perceived. Second, a negative crossover effect was found only for reduced work hours and not for schedule or workplace flexibility. Specifically, employees whose partner made use of reduced work hours were found to work on average more hours a week, which was in turn related with more work-to-family conflict, whereas employees whose partner made use of schedule or workplace flexibility worked on average fewer hours a week and consequently experienced lower work-to-family conflict. Implications for literature and practice are discussed. (c) 2016 APA, all rights reserved).

Work-Family Conflict and Working Conditions in Western Europe

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Gallie, Duncan; Russell, Helen

2009-01-01

This article explores the influence of working conditions on work-family conflict (WFC) among married/cohabiting employees across seven European countries. Using data from the European Social Survey, the paper first investigates the role of working conditions relative to household level characteristics in mediating work-family conflict at the…

Work-family balance, participation in the family work and parental self-efficacy in Chilean Workers

NARCIS (Netherlands)

Palomo Velez, G.F.P.V.

2017-01-01

The article analyzes differences regarding work-family balance, participation in family work, and parental self-efficacy in workers (N=300) in Chile according to their sex and their status as income providers. Three instruments (Survey Work-Home Interaction-Nijmegen, Questionnaire of Participation

Flexible work arrangements and work-family conflict after childbirth.

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Grice, Mira M; McGovern, Patricia M; Alexander, Bruce H

2008-10-01

Previous research has revealed that work-family conflict negatively influences women's health following childbirth. To examine if flexible work arrangements were associated with work-family conflict among women, 1 year after childbirth. Employed women, aged >or=18, were recruited while hospitalized for childbirth. Flexible work arrangements were measured at 6 months and work-family conflict was measured at 12 months. General linear models estimated the association between flexible work arrangements and work-family conflict. Of 1157 eligible participants, 522 were included in this analysis giving a 45% response rate. Compared to women who reported that taking time off was very hard, those who reported it was not too hard (beta = -0.80, SE = 0.36, P hours was associated with greater home spillover (beta = 0.46, SE = 0.18, P work home was associated with increased home spillover (beta = 0.35, SE = 0.14, P work hours and the ability to take work home were associated with increased home spillover to work. The ability to take time off was associated with decreased job spillover to home. Additional research is needed to examine the intentional and unintentional consequences of flexible work arrangements.

Work-family conflict and self-discrepant time allocation at work.

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Dahm, Patricia C; Glomb, Theresa M; Manchester, Colleen Flaherty; Leroy, Sophie

2015-05-01

We examine the relationships between work-to-family conflict, time allocation across work activities, and the outcomes of work satisfaction, well-being, and salary in the context of self-regulation and self-discrepancy theories. We posit work-to-family conflict is associated with self-discrepant time allocation such that employees with higher levels of work-to-family conflict are likely to allocate less time than preferred to work activities that require greater self-regulatory resources (e.g., tasks that are complex, or those with longer term goals that delay rewards and closure) and allocate more time than preferred to activities that demand fewer self-regulatory resources or are replenishing (e.g., those that provide closure or are prosocial). We suggest this self-discrepant time allocation (actual vs. preferred time allocation) is one mechanism by which work-to-family conflict leads to negative employee consequences (Allen, Herst, Bruck, & Sutton, 2000; Mesmer-Magnus & Viswesvaran, 2005). Using polynomial regression and response surface methodology, we find that discrepancies between actual and preferred time allocations to work activities negatively relate to work satisfaction, psychological well-being, and physical well-being. Self-discrepant time allocation mediates the relationship between work-to-family conflict and work satisfaction and well-being, while actual time allocation (rather than the discrepancy) mediates the relationship between work-to-family conflict and salary. We find that women are more likely than men to report self-discrepant time allocations as work-to-family conflict increases. (c) 2015 APA, all rights reserved.

Family Commitment and Work Characteristics among Pharmacists.

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Gubbins, Paul O; Ragland, Denise; Castleberry, Ashley N; Payakachat, Nalin

2015-12-17

Factors associated with family commitment among pharmacists in the south central U.S. are explored. In 2010, a cross-sectional mailed self-administered 70 item survey of 363 active licensed pharmacists was conducted. This analysis includes only 269 (74%) participants who reported being married. Outcome measures were family commitment (need for family commitment, spouse's family commitment), work-related characteristics (work challenge, stress, workload, flexibility of work schedule), and job and career satisfaction. Married participants' mean age was 48 (SD = 18) years; the male to female ratio was 1:1; 73% worked in retail settings and 199 (74%) completed the family commitment questions. Females reported a higher need for family commitment than males ( p = 0.02) but there was no significant difference in satisfaction with the commitment. Work challenge and work load were significantly associated with higher need for family commitment ( p work status, and practice setting. Higher work challenge was associated with higher career satisfaction. Higher job related stress was associated with lower job satisfaction. High work challenge and work load may negatively impact family function since married pharmacists would need higher family commitment from their counterparts. The impact of work-family interactions on pharmacy career satisfaction should be further investigated.

Family Commitment and Work Characteristics among Pharmacists

Directory of Open Access Journals (Sweden)

Paul O. Gubbins

2015-12-01

Full Text Available Factors associated with family commitment among pharmacists in the south central U.S. are explored. In 2010, a cross-sectional mailed self-administered 70 item survey of 363 active licensed pharmacists was conducted. This analysis includes only 269 (74% participants who reported being married. Outcome measures were family commitment (need for family commitment, spouse’s family commitment, work-related characteristics (work challenge, stress, workload, flexibility of work schedule, and job and career satisfaction. Married participants’ mean age was 48 (SD = 18 years; the male to female ratio was 1:1; 73% worked in retail settings and 199 (74% completed the family commitment questions. Females reported a higher need for family commitment than males (p = 0.02 but there was no significant difference in satisfaction with the commitment. Work challenge and work load were significantly associated with higher need for family commitment (p < 0.01, when controlled for age, gender, number of dependents, work status, and practice setting. Higher work challenge was associated with higher career satisfaction. Higher job related stress was associated with lower job satisfaction. High work challenge and work load may negatively impact family function since married pharmacists would need higher family commitment from their counterparts. The impact of work-family interactions on pharmacy career satisfaction should be further investigated.

The effects of organizational and community embeddedness on work-to-family and family-to-work conflict.

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Ng, Thomas W H; Feldman, Daniel C

2012-11-01

The present study offers competing hypotheses regarding the relationships of changes in organizational and community embeddedness with changes in work-to-family and family-to-work conflict. Data were collected from 250 U.S. and 165 Chinese managers and professionals, all of whom were married, at 3 points in time over a 10-month period. Results suggest that increases in perceptions of organizational and community embeddedness are associated with increases in work-to-family conflict and family-to-work conflict over time. Further, we found that these effects were even stronger for employees with highly individualistic values. Thus, although much of the previous research has focused on the positive effects of employee embeddedness for individuals' work lives, the present study provides some evidence of the potentially negative effects of employee embeddedness for individuals' family lives. (c) 2012 APA, all rights reserved.

Work-supportive family, family-supportive supervision, use of organizational benefits, and problem-focused coping: implications for work-family conflict and employee well-being.

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Lapierre, Laurent M; Allen, Tammy D

2006-04-01

Employees (n = 230) from multiple organizations and industries were involved in a study assessing how work-family conflict avoidance methods stemming from the family domain (emotional sustenance and instrumental assistance from the family), the work domain (family-supportive supervision, use of telework and flextime), and the individual (use of problem-focused coping) independently relate to different dimensions of work-family conflict and to employees' affective and physical well-being. Results suggest that support from one's family and one's supervisor and the use of problem-focused coping seem most promising in terms of avoiding work-family conflict and/or decreased well-being. Benefits associated with the use of flextime, however, are relatively less evident, and using telework may potentially increase the extent to which family time demands interfere with work responsibilities. (c) 2006 APA, all rights reserved.

All in the family: Work-family enrichment and crossover among farm couples.

Science.gov (United States)

Sprung, Justin M; Jex, Steve M

2017-04-01

This study expands upon the contextualization of the work-family interface by examining positive work-family experiences within the farming industry. Both individual and crossover effects were examined among a sample of 217 married farm couples. Results demonstrated multiple significant relationships between self-reported attitudes, work-family enrichment, and health outcomes. In addition, crossover effects reveal the importance of individual attitudes (husband work engagement and wife farm satisfaction) for spousal work-family enrichment and health outcomes. Furthermore, individual work-family enrichment was positively related to spousal psychological health and negatively related to spousal physical symptoms. Many of these findings remained significant after controlling for work-family conflict. Overall, our results suggest the potential beneficial impact of the integrated work-family dynamic associated with the farming profession for positive work-family experiences. Implications of these findings, as well as directions for future research, are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

See-sawing between work and home: Shift-working mothers’ perceptions on work/family balance

OpenAIRE

Huhtala, Eija; Uusiautti, Satu; Määttä, Kaarina

2012-01-01

Recent public discourse and studies are filled with issues related to work/family balance. Shift work concretely affects family life considerably already starting from the schedule the family has to follow because of one or both parents’ work shifts. The purpose of this study is to contribute by dissecting shift worker-mothers’ perceptions on the balance between shift work and family life. This research was a qualitative study where eight shift-working mothers were interviewed. This phenomeno...

Human Service Employees Coping with Job Stress, Family Stress and Work-Family Conflict.

Science.gov (United States)

Carbone, Dominic J.

The intersection of work and family life has always been a popular topic of discussion among family theorists. This study examined human service employees in direct service positions coping with work stress, family stress, and work-family conflict. The effects of work stress, family stress and work-family conflict on depression were examined.…

Work/Family Interactions: Trends and Applications.

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Engelbrecht, JoAnn D.; Nies, Joyce I.

1988-01-01

The authors discuss five trends and how family life educators can address them. The trends are (1) women's labor force participation, (2) growth of the service sector, (3) recognition that work and family life affect each other, (4) space sharing by work and family life, and (5) aging of the work force. (CH)

Understanding Work-Family Spillover in Hotel Managers

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Lawson, Katie M.; Davis, Kelly D.; Crouter, Ann C.; O’Neill, John W.

2013-01-01

The present study examined the experience of work-family spillover among 586 hotel managers (HMs) working in 50 full-service hotels throughout the U.S. Work-family spillover occurs when behaviors, moods, stresses, and emotions from work spill over into family. We first investigated which hotel managers were more likely to experience spillover and stressful work conditions based on their life circumstances (gender, parental status, age, decision-making latitude at work). Second, we investigated which work conditions (hours worked per week, organizational time expectations, emotional labor, and permeable boundaries) predicted more work-family spillover. Women, employees without children at home, and younger adults experienced the highest levels of negative work-family spillover. Work conditions, particularly organizational time expectations, put HMs at risk for experiencing more negative and less positive work-family spillover. The results provide evidence that modifying certain work conditions in the hotel industry may be helpful in improving the quality of HMs’ jobs and retention. PMID:23888092

Understanding Work-Family Spillover in Hotel Managers.

Science.gov (United States)

Lawson, Katie M; Davis, Kelly D; Crouter, Ann C; O'Neill, John W

2013-06-01

The present study examined the experience of work-family spillover among 586 hotel managers (HMs) working in 50 full-service hotels throughout the U.S. Work-family spillover occurs when behaviors, moods, stresses, and emotions from work spill over into family. We first investigated which hotel managers were more likely to experience spillover and stressful work conditions based on their life circumstances (gender, parental status, age, decision-making latitude at work). Second, we investigated which work conditions (hours worked per week, organizational time expectations, emotional labor, and permeable boundaries) predicted more work-family spillover. Women, employees without children at home, and younger adults experienced the highest levels of negative work-family spillover. Work conditions, particularly organizational time expectations, put HMs at risk for experiencing more negative and less positive work-family spillover. The results provide evidence that modifying certain work conditions in the hotel industry may be helpful in improving the quality of HMs' jobs and retention.

Family boundary characteristics, work-family conflict and life satisfaction: A moderated mediation model.

Science.gov (United States)

Qiu, Lin; Fan, Jinyan

2015-10-01

Although work-family border and boundary theory suggest individuals' boundary characteristics influence their work-family relationship, it is largely unknown how boundary flexibility and permeability mutually influence work-family conflict and subsequent employee outcomes. Moreover, the existing work-family conflict research has been mainly conducted in the United States and other Western countries. To address these gaps in the work-family literature, the present study examines a moderated mediation model regarding how family boundary characteristics may influence individuals' work-family conflict and life satisfaction with a sample of 278 Chinese full-time employees. Results showed that employees' family flexibility negatively related to their perceived work interference with family (WIF) and family interference with work (FIW), and both these two relationships were augmented by individuals' family permeability. In addition, WIF mediated the relationship between family flexibility and life satisfaction; the indirect effect of family flexibility on life satisfaction via WIF was stronger for individuals with higher family permeability. The theoretical and managerial implications of these findings are discussed. © 2014 International Union of Psychological Science.

Working with Chronically Dysfunctional Families.

Science.gov (United States)

Younger, Robert; And Others

This paper reviews family therapy with chronically dysfunctional families including the development of family therapy and current trends which appear to give little guidance toward working with severely dysfunctional families. A theoretical stance based upon the systems approach to family functioning and pathology is presented which suggests: (1)…

A model of work-family conflict and well-being among Malaysian working women.

Science.gov (United States)

Aazami, Sanaz; Akmal, Syaqirah; Shamsuddin, Khadijah

2015-01-01

Work and family are the two most important domains in a person's life. Lack of balance between work and family can lead to adverse consequences such as psychological distress; however, the effect of work-family conflict on psychological distress might be mediated by job and family dissatisfaction. This study examines a model of the four dimensions of work-family conflict and their consequences on psychological distress. In particular, we test whether job and family satisfaction mediate the effect of the four dimensions of work-family conflict on psychological distress. This cross-sectional study was conducted among 567 Malaysian women who are working in the public services. Structural Equation Modeling confirmed the mediating role of family satisfaction in the effect of strain-based work interference into family and time-based family interference into work on psychological distress. In addition, our results revealed a significant path that links job to family satisfaction. Moreover, time-based work interference into family and strain-based family interference into work significantly and negatively affect job satisfaction, which in turn influence family satisfaction and eventually affect psychological distress. The results of our study show that organizations need to develop and adapt family friendly policies to mitigate level of employees' work-family conflict.

Work-Family Planning Attitudes among Emerging Adults

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Basuil, Dynah A.; Casper, Wendy J.

2012-01-01

Using social learning theory as a framework, we explore two sets of antecedents to work and family role planning attitudes among emerging adults: their work-family balance self-efficacy and their perceptions of their parents' work-to-family conflict. A total of 187 college students completed a questionnaire concerning their work-family balance…

Types of work-family interface: well-being correlates of negative and positive spillover between work and family

NARCIS (Netherlands)

Kinnunen, U.; Feldt, T.; Geurts, S.A.E.; Pulkkinen, L.

2006-01-01

The aim of the present study was to test the structure of the work-family interface measure, which was intended to take into account both the positive and negative spillover between work and family demands in both directions. In addition, the links among the types of work-family spillover and the

Implementing and evaluating the German adaptation of the “Strengthening Families Program 10 - 14“– a randomized-controlled multicentre study

Science.gov (United States)

2014-01-01

Background Substance use problems in childhood and adolescence can severely impact youth’s physical and mental well-being. When substance use is initiated early, the risk for moving from hazardous substance use to substance use disorders (SUD) is particularly high to developmentally induced biological and psychological vulnerability towards chronic trajectories in youth. Thus, risk factors for developing SUD should be addressed early in life by adequate preventive measures reaching out to children, adolescents, and their families. The study described in this protocol will test the effectiveness of the German adaptation of the Strengthening Families Program for Parents and Youth 10–14 (SFP 10–14) aimed at ten to 14 year old adolescents and their caregivers. Methods/Design The study is conducted in four large German cities by counselling centres in the areas of youth welfare, social work and addiction aid. The effectiveness of the manualised group programme “Familien Stärken” consisting of seven sessions and four booster-sessions is tested among N = 288 children and participating parents in a multicentre randomised controlled trial with standardised assessment instruments. The control condition receives a minimal 2-hour intervention on parenting delivered in a school setting. Data are collected shortly before and after as well as six and 18 months after the intervention. We expect to replicate the favourable effects of the SFP 10–14 programme in the United States in the area of substance use initiation, family functioning and individual psychosocial adjustment. Discussion The trial is expected to contribute to the growing literature on family-based preventive interventions, their effectiveness and feasibility. It is in line with several other current European efforts aimed at strengthening families against the detrimental effects of substance abuse in youth. The results of these trials will expand our knowledge on adapting evidence

Unsociable Work? Nonstandard Work Schedules, Family Relationships, and Children's Well-Being

Science.gov (United States)

Strazdins, Lyndall; Clements, Mark S.; Korda, Rosemary J.; Broom, Dorothy H.; D'Souza, Rennie M.

2006-01-01

Many children live in families where one or both parents work evenings, nights, or weekends. Do these work schedules affect family relationships or well-being? Using cross-sectional survey data from dual-earner Canadian families (N=4,306) with children aged 2-11 years (N=6,156), we compared families where parents worked standard weekday times with…

The Moderating Effects of Work-Family Role Combinations and Work-Family Organizational Culture on the Relationship between Family-Friendly Workplace Supports and Job Satisfaction

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Sahibzada, Khatera; Hammer, Leslie B.; Neal, Margaret B.; Kuang, Daniel C.

2005-01-01

This study determined whether work-family role combinations (i.e., work and elder care, work and child care, work and elder care and child care) and work-family culture significantly moderate the relationship between availability of workplace supports and job satisfaction. The data were obtained from the Families and Work Institute's 1997 archival…

Generational Differences in Work-Family Conflict and Synergy

Directory of Open Access Journals (Sweden)

Nicholas J. Beutell

2013-06-01

Full Text Available This paper examines differences in work-family conflict and synergy among the four generational groups represented in the contemporary workforce: Generation Y Generation X, Baby Boomers, and Matures using data from the 2008 National Study of the Changing Workforce (n = 3,502. Significant generational differences were found for work-family conflict (work interfering with family and family interfering with work but not for work-family synergy. Mental health and job pressure were the best predictors of work interfering with family conflict for each generational group. Work-family synergy presented a more complex picture. Work-family conflict and synergy were significantly related to job, marital, and life satisfaction. Implications and directions for future research are discussed.

Generational differences in work-family conflict and synergy.

Science.gov (United States)

Beutell, Nicholas J

2013-06-19

This paper examines differences in work-family conflict and synergy among the four generational groups represented in the contemporary workforce: Generation Y Generation X, Baby Boomers, and Matures using data from the 2008 National Study of the Changing Workforce (n = 3,502). Significant generational differences were found for work-family conflict (work interfering with family and family interfering with work) but not for work-family synergy. Mental health and job pressure were the best predictors of work interfering with family conflict for each generational group. Work-family synergy presented a more complex picture. Work-family conflict and synergy were significantly related to job, marital, and life satisfaction. Implications and directions for future research are discussed.

Generational Differences in Work-Family Conflict and Synergy

Science.gov (United States)

Beutell, Nicholas J.

2013-01-01

This paper examines differences in work-family conflict and synergy among the four generational groups represented in the contemporary workforce: Generation Y Generation X, Baby Boomers, and Matures using data from the 2008 National Study of the Changing Workforce (n = 3,502). Significant generational differences were found for work-family conflict (work interfering with family and family interfering with work) but not for work-family synergy. Mental health and job pressure were the best predictors of work interfering with family conflict for each generational group. Work-family synergy presented a more complex picture. Work-family conflict and synergy were significantly related to job, marital, and life satisfaction. Implications and directions for future research are discussed. PMID:23783221

Clarifying Work-Family Intervention Processes: The Roles of Work-Family Conflict and Family-Supportive Supervisor Behaviors

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Hammer, Leslie B.; Kossek, Ellen Ernst; Anger, W. Kent; Bodner, Todd; Zimmerman, Kristi L.

2011-01-01

Drawing on a conceptual model integrating research on training, work-family interventions, and social support, we conducted a quasi-experimental field study to assess the impact of a supervisor training and self-monitoring intervention designed to increase supervisors' use of family-supportive supervisor behaviors. Pre- and postintervention…

Evaluation of a Swedish version of the Strengthening Families Programme.

Science.gov (United States)

Skärstrand, Eva; Sundell, Knut; Andréasson, Sven

2014-08-01

Adolescents' alcohol consumption is a public health concern in Sweden as well as in many other countries. Underage drinking is associated with increased risks of alcohol-related injuries, risky sexual behaviours and dependence later in life. Different strategies have been used in the effort to prevent this behaviour, and to postpone the onset of alcohol. The Strengthening Families Programme 10-14 (SFP 10-14) from the USA has been highlighted as one of the more effective prevention programmes. The aim of the present article was to evaluate the effectiveness of a culturally adapted Swedish version of the SFP 10-14. This was a cluster randomized controlled trial including 587 sixth-grade students (age 12) and their parents in 19 elementary schools in Stockholm. Schools were randomly assigned to either control (9 schools, 216 students) or to the family skills training intervention (10 schools, 371 students). The SFP Swedish version consisted of two parts with seven and five sessions, respectively, held separately for youths and parents except two joint family sessions. Measures of students' self-reported episodes of drunkenness, smoking, illicit drug use and other norm-breaking behaviours were collected at baseline (March 2003) and at three subsequent yearly surveys. Data were analysed using multilevel models with an intention-to-treat approach. No preventive effects were found for smoking, alcohol and illicit drug use and other norm-breaking behaviours, nor did moderators affect the outcome. The Swedish version of the SFP 10-14 was not effective in preventing youths' substance use in a Swedish context. © The Author 2013. Published by Oxford University Press on behalf of the European Public Health Association. All rights reserved.

The role of work-family enrichment in work-life balance & career success

OpenAIRE

Shah, Shalaka Sharad

2014-01-01

The issue of work-life balance is becoming increasingly important for employers and employees globally. The clearer becomes our understanding about this issue; the better it will be for an effective and positive integration of these dynamic domains of our lives. Work-family enrichment is a positive way of integrating work and family and it helps to achieve work-life balance. In this Indo-German study, work-life balance, work-family enrichment, work-family culture and career success are analys...

Work-Family Balance: Perspectives from Higher Education

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Pillay, Soma; Abhayawansa, Subhash

2014-01-01

The article examines different types of work-family pressures amongst people working within the Australian university sector. We were specifically interested in work-family experiences between domestic and migrant Australians. Among the major findings, domestic Australians experience greater levels of work-family imbalance across most of the…

Family matters at work : Depleting and enriching effects of employees' family lives on work outcomes

NARCIS (Netherlands)

ten Brummelhuis, L.L.

2009-01-01

Juggling work and family life has become a daily topic of conversation. As more women enter the workforce and as men increasingly take on household chores and childcare duties, it has become more likely that employees are combining work and a considerable number of family responsibilities. The

Parenting While Incarcerated: Tailoring the Strengthening Families Program for Use with Jailed Mothers.

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Miller, Alison L; Weston, Lauren E; Perryman, Jamie; Horwitz, Talia; Franzen, Susan; Cochran, Shirley

2014-09-01

Most incarcerated women are mothers. Parenting programs may benefit women, children and families, yet effectively intervening in correctional settings is a challenge. An evidence-based parenting intervention (the Strengthening Families Program) was tailored and implemented with women in a jail setting. Goals were to assess mothers' needs and interests regarding parenting while they were incarcerated, adapt the program to address those needs, and establish intervention delivery and evaluation methods in collaboration with a community-based agency. Women reported wanting to know more about effective communication; how children manage stress; finances; drug and alcohol use; self-care; and stress reduction. They reported high program satisfaction and reported reduced endorsement of corporal punishment after the intervention. Barriers to implementation included unpredictable attendance from session to session due to changing release dates, transfer to other facilities, and jail policies (e.g., lock-down; commissary hours). Implications for sustainable implementation of parenting programs in jail settings are discussed.

[Work-family conflict in call center].

Science.gov (United States)

Ghislieri, Chiara; Ricotta, Simona; Colombo, Lara

2012-01-01

The working environment of call centers, which have seen a significant growth in recent years, has been the subject of several studies aiming at understanding its specific dynamics, with particular attention to the possible causes of stress and discomfort. Despite the fact that the work-family conflict is considered a source of stress responsible for undermining workers' well-being, and as such has been explored in many work environments, there is still very little research specific to call centers. This study had the following aims: to explore work-family conflict perceived by call-center operators taking account of any differences related to respondents'professional and personal characteristics; to understand which demands and resources can have an impact on work-family conflict in this context. The study was carried out on a sample of 898 call center operators in a telecommunications company through the administration of a self-reporting questionnaire. Data analysis included: t-test, one-way analysis of variance, linear correlations and multiple regressions. A higher perception of work-family conflict among workers having a full-time contract was observed compared to those having part-time contracts. Multiple regression analysis identified as sources of influence on work-family conflict: emotional dissonance, uneasiness due customer dissatisfaction, workload, avoidance coping and working hours. Work-family conflict in the context studied is not particularly critical: it is in part influenced by professional and personal characteristics of respondents and primarily caused by work demands. Managerial implications are discussed, especially referred to training activities.

Work-Family Conflict among Female Teachers

Science.gov (United States)

Cinamon, R.G.; Rich, Y.

2005-01-01

Work-family conflict was investigated among 187 Israeli women teachers to better understand relationships between teachers' professional and family lives. The research examined perceived importance of work and family roles and effects of stress and support variables on W->F and F->W conflict. Additionally, effects of teachers' years of experience…

Multidisciplinary family-centred psychosocial care for patients with CHD: consensus recommendations from the AEPC Psychosocial Working Group.

Science.gov (United States)

Utens, Elisabeth M W J; Callus, Edward; Levert, Eveline M; Groote, Katya De; Casey, Frank

2018-02-01

Because of the enormous advances in the medical treatment of CHD, the long-term survival of patients suffering from this disease has increased significantly. Currently, about 90% of patients reach adulthood, which entails many new challenges both for patients and their families and for healthcare professionals. The main objective of family-centred psychosocial care is to strengthen the emotional resilience of chronically ill patients and their families by adopting a holistic approach. During the biannual meeting of the psychosocial working group in 2012, participants expressed the need for general European guidelines. The present recommendations were written to support medical staff and psychosocial healthcare professionals to provide the best care for children and adolescents with CHD as well as for their families. This article describes in detail how the integrated family-centred psychological care modules work, involving different healthcare specialists, including a paediatric/congenital cardiologist or a general paediatrician. The different clinical implications and specific needs have been taken into account and recommendations have been provided on the following: structured follow-up screening; identification of stressful periods related to cardiac surgery or invasive medical procedures; evidence-based, disease-specific, and family-oriented psychosocial interventions; and interactive media links to medical and psychosocial information.

Families at Work

Science.gov (United States)

Schomaker, Peggy K.

1988-01-01

Today, school age and preschool children are more likely to have a working mother and to be living with one parent than in the past. Many families headed by women are living in poverty. Much of the teaching in public schools and many work force benefits are geared to the traditional models of the past. (JOW)

[Neuroticism, work demands, work-family conflict and job stress consequences].

Science.gov (United States)

Lachowska, Bogusława Halina

2014-01-01

The objective of the study was to the determine of neuroticism, requirements of the labor market and work-family conflict while exploring consequences of various aspects of job stress in occupationally active parents. The investigations covered 159 females and 154 males from families where both parents are occupationally active and bring up at least one child aged up to 12 years. The following consequences of occupational stress were analyzed: the state of psychological health self-reported by the employees (symptoms of somatic disorders, anxiety and insomnia, functioning disorders, symptoms of depression, global distress), as well as distress experienced at work, employee intention to turnover, and job satisfaction. The importance of neuroticism, work demands, and work-family conflict varies when explaining individual consequences of job stress. Of all the predictors analyzed, neuroticism is significantly correlated with the majority of consequences. Having considered the importance of work-family conflict, the role of work demands in understanding various consequences of job stress is much lower or even statistically insignificant. The construction of complex theoretical models, taking account of a wide range of factors related with the sphere of occupational activity, the role of work-family conflict and individual factors, allow for a better understanding of the determinants of job stress and its consequences.

Work-Family Conflict and the Perception of Departmental and Institutional Work-Family Policies in Collegiate Athletic Trainers

Science.gov (United States)

Godek, Michelle M.

2012-01-01

Employees throughout the United States struggle to balance their work and family commitments, in part because the workforce makeup has changed significantly over the last half century. The evolving family structure also has contributed to this struggle. This research seeks to build on previous work-family literature by incorporating the six…

The commuter family as a geographical adaptive strategy for the work-family balance

NARCIS (Netherlands)

van der Klis, M.; Karsten, L.

2009-01-01

In this paper we raise the question of how commuter families create a work-family balance in a situation of incongruity of the geographical scales of work and family. Commuter families combine the work location of a commuting parent on the (inter)national scale, with the home-based parent's work

WORKPLACE SOCIAL SUPPORT AND WORK-FAMILY CONFLICT: A META-ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK-FAMILY-SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT.

Science.gov (United States)

Kossek, Ellen Ernst; Pichler, Shaun; Bodner, Todd; Hammer, Leslie B

2011-01-01

This article uses meta-analysis to develop a model integrating research on relationships between employee perceptions of general and work-family-specific supervisor and organizational support and work-family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work-family conflict: perceived organizational support (POS); supervisor support; perceived organizational work-family support, also known as family-supportive organizational perceptions (FSOP); and supervisor work-family support. Results show work-family-specific constructs of supervisor support and organization support are more strongly related to work-family conflict than general supervisor support and organization support, respectively. We then test a mediation model assessing the effects of all measures at once and show positive perceptions of general and work-family-specific supervisor indirectly relate to work-family conflict via organizational work-family support. These results demonstrate that work-family-specific support plays a central role in individuals' work-family conflict experiences.

A possibility for strengthening family life and health: Family members' lived experience when a sick child receives home care in Sweden.

Science.gov (United States)

Castor, Charlotte; Landgren, Kajsa; Hansson, Helena; Kristensson Hallström, Inger

2018-03-01

Families often prefer home care to hospital care, and home-care services for ill children are increasing worldwide with limited knowledge of families' needs during curative and palliative home care. The aim of this study was to elucidate family members' lived experience when a sick child received home care from county-based primary healthcare services. A descriptive qualitative design was chosen and 12 families including sick children receiving home care and their mothers, fathers and siblings in the south of Sweden were interviewed between December 2015 and January 2017. The transcribed interviews were analysed using a hermeneutic phenomenological approach. The family members' lived experience was described in three essential themes: "Strengthening family life" relates to how home care induced freedom and luxury in a strained period of life and supported the families' everyday life. Usual social activities and relations were maintained as time and energy was saved when receiving home care. "Promoting health" relates to how the family members' burden of illness decreased as the child's signs of illness alleviated and the well-being of the whole family increased when the child received care in the home. This provided a peaceful respite for family members' psychosocial recovery. The third theme, "Creating alliances," relates to the importance of creating trustful alliances for communicating participation in care. If trustful alliances were not created, parents felt an overwhelming responsibility and family members became anxious. The findings suggest that care in the family's home is a useful complement to hospital care. Home care should be given with close attention to family members' needs and conditions, as positive effects of home care might be jeopardised when expectations and possibilities are not successfully shared. © 2017 The Authors. Health and Social Care in the Community Published by John Wiley & Sons Ltd.

Work-family conflict and work engagement among working mothers : personality as a moderator

OpenAIRE

2014-01-01

M.Com. (Industrial Psychology) Orientation: An increasing number of women entering the workplace are experiencing inter-role conflict in their home and work domains. As a result, work-family conflict may occur. This may impact level of work engagement women experience. Research purpose: The study aimed to determine the effect of work-family conflict on work engagement amidst working mothers. In addition, the study investigated the moderating effect of the personality traits extraversion an...

Generational Differences in Work-Family Conflict and Synergy

OpenAIRE

Beutell, Nicholas

2013-01-01

This paper examines differences in work-family conflict and synergy among the four generational groups represented in the contemporary workforce: Generation Y Generation X, Baby Boomers, and Matures using data from the 2008 National Study of the Changing Workforce (n = 3,502). Significant generational differences were found for work-family conflict (work interfering with family and family interfering with work) but not for work-family synergy. Mental health and job pressure were the best pred...

CONSTRUCTING SERVICE DISCOURSES IN LITHUANIAN FAMILY SOCIAL WORK

Directory of Open Access Journals (Sweden)

Roberta Motiečienė

2016-09-01

Full Text Available In this paper, family social work is constructed through the analysis of social service discourses from the social workers’ perspective. Recent research shows how social workers are dealing with complex and fluid issues, as well as the societal uncertainty in their work with families (e.g., Spratt, 2009; Menéndez et al., 2015. Based on earlier studies, it is vital to analyse family social work in different contextual settings. Societal, political and organisational contexts affect the preconditions of social work, but social work also needs to operate within structures (e.g., Pohjola et al., 2014. This paper provides insights into the Lithuanian family social work. The focus is on what kinds of features construct Socialinis darbas su šeima Roberta Motiečienė, Merja Laitinen 12 family social work by analysing social workers’ discourses. This analysis continues the research of Eidukevičiūtė (2013, who analysed family social work practices in transitional Lithuanian society. This researcher aimed to deepen the knowledge about child protection services in Lithuania, the father’s role in child care and the mother’s performance in it. According to Eidukevičiūtė (2013, social workers are still struggling in the field of family social work. This study continues the research tradition in the field of family social work, paying attention to the different contextual settings where family social work is conducted. The Lithuanian government has stated that family policy is a key component of its mandate where (Social Report, 2014. The Council of Social Work plays a very important role in providing guidance on how to implement the government’s policy in the field of family social work. The European Commission Council (2015 provides recommendations for the implementation of the 2015 National Reform Programme, which should concentrate on the people (30% of the total population who are at risk of poverty. The council recommends working on

Module 1: Overview of Work-Family Issues in the United States. Work-Family Curriculum Guide

Science.gov (United States)

Kossek, Ellen Ernst; Leana, Carrie; MacDermid, Shelley; Pitt-Catsouphes, Marcie; Raskin, Patricia; Secret, Mary; Sweet, Stephen

2006-01-01

There is a long tradition of academic interest in the worlds of work and family. However, there was scant attention paid to the linkages between these two worlds until the mid 1970s. In the United States, the 1977 publication of Kanter's monograph, "Work and family in the United States: A critical review and agenda for research and…

Work and Family. Employers' Views. Monograph No. 11.

Science.gov (United States)

Wolcott, Ilene

The increasing number of families in which both partners work has focused attention on the relationship between work and family environments, and the consequences when employers and employees attempt to balance work and family responsibilities. This qualitative study explored whether the connections between family and work life were identified as…

Neuroticism, work demands, work-family conflict and job stress consequences

Directory of Open Access Journals (Sweden)

Bogusława Halina Lachowska

2014-06-01

Full Text Available Background: The objective of the study was to the determine of neuroticism, requirements of the labor market and work-family conflict while exploring consequences of various aspects of job stress in occupationally active parents. Material and Methods: The investigations covered 159 females and 154 males from families where both parents are occupationally active and bring up at least one child aged up to 12 years. The following consequences of occupational stress were analyzed: the state of psychological health self-reported by the employees (symptoms of somatic disorders, anxiety and insomnia, functioning disorders, symptoms of depression, global distress, as well as distress experienced at work, employee intention to turnover, and job satisfaction. Results: The importance of neuroticism, work demands, and work-family conflict varies when explaining individual consequences of job stress. Of all the predictors analyzed, neuroticism is significantly correlated with the majority of consequences. Having considered the importance of work-family conflict, the role of work demands in understanding various consequences of job stress is much lower or even statistically insignificant. Conclusions: The construction of complex theoretical models, taking account of a wide range of factors related with the sphere of occupational activity, the role of work-family conflict and individual factors, allow for a better understanding of the determinants of job stress and its consequences. Med Pr 2014;65(3:387–398

Is work-family balance more than conflict and enrichment?

Science.gov (United States)

Carlson, Dawn S; Grzywacz, Joseph G; Zivnuska, Suzanne

2009-10-01

This study deepens our theoretical and practical understanding of work-family balance, defined as the 'accomplishment of role-related expectations that are negotiated and shared between an individual and his/her role-related partners in the work and family domains' (Grzywacz & Carlson, 2007: 458). We develop a new measure of work-family balance and establish discriminant validity between it, work-family conflict, and work-family enrichment. Further, we examine the relationship of work-family balance with six key work and family outcomes. Results suggest that balance explains variance beyond that explained by traditional measures of conflict and enrichment for five of six outcomes tested: job satisfaction, organizational commitment, family satisfaction, family performance, and family functioning. We conclude with a discussion of the applications of our work.

Integrating family work into the treatment of young people with severe and complex depression: a developmentally focused model.

Science.gov (United States)

Rice, Simon; Halperin, Stephen; Blaikie, Simon; Monson, Katherine; Stefaniak, Rachel; Phelan, Mark; Davey, Christopher

2018-04-01

Although models of family intervention are clearly articulated in the child and early adolescent literature, there is less clarity regarding family intervention approaches in later adolescence and emerging adulthood. This study provides the rationale and intervention framework for a developmentally sensitive model of time-limited family work in the outpatient treatment of complex youth depression (15-25 years). Derived from current practice in the Youth Mood Clinic (YMC) at Orygen Youth Health, Melbourne, a stepped model of family intervention is discussed. YMC aims to provide comprehensive orientation, assessment and education to all families. For some, a family-based intervention, delivered either by the treating team or through the integration of a specialist family worker, offers an important adjunct in supporting the recovery of the young person. Developmental phases and challenges experienced by the young person with respect to family/caregiver involvement are discussed in the context of two case studies. A developmentally sensitive model is presented with particular attention to the developmental needs and preferences of young people. Formal evaluation of this model is required. Evaluation perspectives should include young people, caregivers, the broader family system (i.e. siblings) and the treating team (i.e. case manager, doctor and family worker) incorporating outcome measurement. Such work determines how best to apply a time-limited family-based intervention approach in strengthening family/caregiver relationships as part of the young person's recovery from severe and complex depression. © 2016 John Wiley & Sons Australia, Ltd.

Work-family and family-work conflicts amongst African nurses caring for patients with AIDS.

Science.gov (United States)

Makola, Lehlogonolo; Mashegoane, Solomon; Debusho, Legesse K

2015-12-14

South African nursing environments are marked by various incapacitating stressors. This study explores work-family (W-F) and family-work (F-W) conflicts as aspects of stress amongst nurses working with patients who have AIDS. The study sought to determine the value of W-F and F-W conflicts as predictors of work and family satisfaction, as well as turnover intentions and the moderating role of supervisor and significant other support, amongst nurses caring for patients with AIDS in public hospitals within the Capricorn and Mopani districts, Limpopo Province. The study used a cross-sectional design, with data collected at one point only. Ninety-one nursing staff provided the data for the study by completing structured, self-administered surveys. Analysis involved computing correlations of all study variables. Thereafter, associated variables were used as predictors. In each predictive analysis, the nurses' stress served as a control variable, W-F and F-W conflicts were the independent variables and significant others and supervisor supports were moderators. Interaction terms were derived from independent and moderator variables. Although the findings of the study were not generally supportive of the hypotheses advanced, they nevertheless showed, amongst other findings, that F-W conflict predicted work satisfaction whilst W-F conflict predicted turnover intentions. Moreover, significant other support had a direct effect on family satisfaction whilst supervisor support moderated reports of W-F conflict and experiences of work satisfaction. The study showed that inter-role models that appear to be established in the context of developed societies require some further investigations in South Africa.

The Contemporary Postmodern Family and the Division of Work Inside the Family

Directory of Open Access Journals (Sweden)

Eleonóra Mendelová

2014-04-01

Full Text Available In accordance with changes in social conditions, family life experiences its own development and as a result of it, the traditional family changed into the modern family and then to the postmodern family. The article presents descriptions of the current postmodern family, which form a basis for the analysis of the work division inside the family. The aim of the paper is to present the current state of patrimonial division of work inside the family and to detect the participation of men and women in everyday duties and work in the household and participation in child care, based on the empirical findings (with emphasis on Slovak and Czech research. The next aim is to analyse opinions and expectations of people in the area of parental roles and get an answer to the question, whether equal relationships exist in current families or there is a continuation of specific gender divisions of work in the household.

Negative Affectivity, Role Stress, and Work-Family Conflict.

Science.gov (United States)

Stoeva, Albena Z.; Chiu, Randy K.; Greenhaus, Jeffrey H.

2002-01-01

Measures of job and family stress and negative affectivity were completed by 148 (of 400) Hong Kong civil service employees. Persons with high negative affectivity experience more work and family stress. Job stress was associated with extensive interference of work with family, and family stress with extensive interference of family with work.…

[Some psychological problems in family planning work].

Science.gov (United States)

Chen, J

1983-11-29

Psychology has significance in family planning work, because it may promote the scientific nature of family planning work and thus increase its effectiveness. Since people have some common aspects in their psychological process, family planning workers should master some common rules of the people's psychological process in order to understand psychological trends and possible behavior. Through this method, family planning workers may find how to adjust to problems they may encounter in their daily work, such as the worries about a single child being too lonely, spoiled, and hard to handle for the parents, the traditional belief that more children represent good fortune, and more male children may provide security for one's old age. Traditionally, the Chinese people believed that only male children can carry on the family line and that more children will provide a larger labor force, which is beneficial to a family's financial situation. In family planning work, all such incorrect ways of thinking should be corrected and revised. Studies of children's psychology should also be developed so that children may develop a healthy mentality. All these are crucial to the success of family planning work and the promotion of population quality.

IS WORK-FAMILY CONFLICT A MULTILEVEL STRESSOR LINKING JOB CONDITIONS TO MENTAL HEALTH? EVIDENCE FROM THE WORK, FAMILY AND HEALTH NETWORK.

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Moen, Phyllis; Kaduk, Anne; Kossek, Ellen Ernst; Hammer, Leslie; Buxton, Orfeu M; O'Donnell, Emily; Almeida, David; Fox, Kimberly; Tranby, Eric; Oakes, J Michael; Casper, Lynne

Most research on the work conditions and family responsibilities associated with work-family conflict and other measures of mental health uses the individual employee as the unit of analysis. We argue that work conditions are both individual psychosocial assessments and objective characteristics of the proximal work environment, necessitating multilevel analyses of both individual- and team-level work conditions on mental health. This study uses multilevel data on 748 high-tech professionals in 120 teams to investigate relationships between team- and individual-level job conditions, work-family conflict, and four mental health outcomes (job satisfaction, emotional exhaustion, perceived stress, and psychological distress). We find that work-to-family conflict is socially patterned across teams, as are job satisfaction and emotional exhaustion. Team-level job conditions predict team-level outcomes, while individuals' perceptions of their job conditions are better predictors of individuals' work-to-family conflict and mental health. Work-to-family conflict operates as a partial mediator between job demands and mental health outcomes. Our findings suggest that organizational leaders concerned about presenteeism, sickness absences, and productivity would do well to focus on changing job conditions in ways that reduce job demands and work-to-family conflict in order to promote employees' mental health. We show that both work-to-family conflict and job conditions can be fruitfully framed as team characteristics, shared appraisals held in common by team members. This challenges the framing of work-to-family conflict as a "private trouble" and provides support for work-to-family conflict as a structural mismatch grounded in the social and temporal organization of work.

Work-family conflict and work engagement among mothers: Conscientiousness and neuroticism as moderators

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Tracy J. Opie

2013-07-01

Research purpose: The job demand-resources model is utilised to investigate the moderating role of conscientiousness and neuroticism on the relationship between work-family conflict and work engagement. Motivation for the study: Working mothers are challenged to establish a balance between work and family life. The resulting work-family conflict can negatively affect well-being. It is thus necessary to explore personal factors that relate to work-family conflict, particularly in the South African context. Research design, approach and method: A quantitative, cross-sectional survey design was used. The sample (N = 267 was comprised of working mothers from several organisations. Data was gathered using the work-to-family conflict questionnaire, the Basic Traits Inventory and the Utrecht Work Engagement Scale. Main findings: The results indicated that work-family conflict negatively predicts work engagement. Conscientiousness positively predicts work engagement, and neuroticism negatively predicts work engagement. A significant interaction effect was found for conscientiousness but not for neuroticism. The findings showed that for participants with high levels of conscientiousness, work engagement decreases significantly more with an increase in work-family conflict than for participants with low levels of conscientiousness. Practical/Managerial implications: Organisations should consider those individuals who have high levels of conscientiousness and low levels of neuroticism in the selection and placement of employees. In addition, organisations have a responsibility to provide conscientious women, particularly mothers, with adequate support to ensure that work-family conflict does not adversely impact their levels of work engagement.

PENGARUH WORK OVERLOAD DAN WORK FAMILY CONFLICT TERHADAP TURNOVER INTENTION YANG DIMEDIASI OLEH WORK EXHAUSTION

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Nurul Hidayatin Nisa

2016-01-01

Full Text Available The purpose of this research was to examine factors that determine turnover intention in medical representative at PT. APL. To be known before that medical representatives have high percentage in turnover. The research using work exhaustion as mediation to determine the relationship between works overload and work family conflict of turnover intention. Research method is quantitative approach in causal research. The analysis tools are AMOS and T-Sobel. Findings of this research are both work overload and work family conflict berpengaruh with work exhaustion and turnover intention, work exhaustion mediated work overload and work family conflict over turnover intention.

A research for Exploring the Social Intelligence as a Way of Copi ng with Work - Family (WFC/Family - Work (FWC Conflict

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Aysun Kanbur

2015-03-01

Full Text Available In today, life fiction of humanbeing has intensively focused on work and home dilemma. Greedy expectations of these two institution (which are always tried to be protected are always in the mind of the individual. If harmony between competing expectations cannot be achieved, work-family/family-work conflict arises. It is wondered that whether or not the tension between work and family can be managed with social intelligence, in which it makes strong the ability of establishing good relations with other people. The aim of this study is examining social intelligence in organizational context and exhibiting whether or not social intelligence takes a reducing role for work-family/family-work conflict. Findings of the study suggest that social intelligence and its all dimensions have negatively and significantly related with family-work conflict and social intelligence takes a role in reducing family-work conflict.

Job Stress with Supervisor’s Social Support as a Determinant of Work Intrusion on Family Conflict

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Azman Ismail

2013-09-01

Full Text Available Purpose: The primary objective of this study is to examine the influence of supervisor’s social support in the correlation between job stress and work intrusion on family conflict.Design/methodology/approach: A survey method was employed to gather survey questionnaires from academic staff in a Malaysian government university in Borneo. Findings: The outcomes of SmartPLS path model showed three major findings: first, supervisor’s social support does act as an important moderating variable in the relationship between role ambiguity and work intrusion on family conflict. Second, supervisor’s social support does not act as an important moderating variable in the relationship between role conflict and work intrusion on family conflict. Third, supervisor’s social support does not act as an important moderating variable in the relationship between role overload and work intrusion on family conflict. In sum, supervisor’s social support does act as a partial moderating variable in the hypothesized model.Practical implications: The findings of this study can be used as guidelines by management to overcome job stress problems through updating the content and methods of stress management training program, strengthening work groups and group cohesiveness in executing job, improving work-life balance programs to reduce the employee physiological and psychological stresses, revisiting the existing job designs based on the qualifications and expectations of individual employees, and  revising compensation and benefits policies and procedures to cover stress-related disorder diseases, and activating internal employee assistance programme in order to help employees and their families with problems arising from both work-related and external resources. If these suggestions are given highly attention this may increase the capability of employees to enhance the performance of institutions of higher learning.Originality/value: The role of supervisor�

Work-family conflict and job burnout among correctional staff.

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Lambert, Eric G; Hogan, Nancy L

2010-02-01

Work-family conflict and job burnout are both issues for 272 correctional staff (response rate of 68%). The two major forms of work-family conflict are work-on-family conflict and family-on-work conflict. Multivariate analysis of survey data from 272 correctional staff at a state prison indicated work-on-family conflict had a significant positive relation with job burnout, while family-on-work conflict did not.

IS WORK-FAMILY CONFLICT A MULTILEVEL STRESSOR LINKING JOB CONDITIONS TO MENTAL HEALTH? EVIDENCE FROM THE WORK, FAMILY AND HEALTH NETWORK

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Moen, Phyllis; Kaduk, Anne; Kossek, Ellen Ernst; Hammer, Leslie; Buxton, Orfeu M.; O’Donnell, Emily; Almeida, David; Fox, Kimberly; Tranby, Eric; Oakes, J. Michael; Casper, Lynne

2015-01-01

Purpose Most research on the work conditions and family responsibilities associated with work-family conflict and other measures of mental health uses the individual employee as the unit of analysis. We argue that work conditions are both individual psychosocial assessments and objective characteristics of the proximal work environment, necessitating multilevel analyses of both individual- and team-level work conditions on mental health. Methodology/approach This study uses multilevel data on 748 high-tech professionals in 120 teams to investigate relationships between team- and individual-level job conditions, work-family conflict, and four mental health outcomes (job satisfaction, emotional exhaustion, perceived stress, and psychological distress). Findings We find that work-to-family conflict is socially patterned across teams, as are job satisfaction and emotional exhaustion. Team-level job conditions predict team-level outcomes, while individuals’ perceptions of their job conditions are better predictors of individuals’ work-to-family conflict and mental health. Work-to-family conflict operates as a partial mediator between job demands and mental health outcomes. Practical implications Our findings suggest that organizational leaders concerned about presenteeism, sickness absences, and productivity would do well to focus on changing job conditions in ways that reduce job demands and work-to-family conflict in order to promote employees’ mental health. Originality/value of the chapter We show that both work-to-family conflict and job conditions can be fruitfully framed as team characteristics, shared appraisals held in common by team members. This challenges the framing of work-to-family conflict as a “private trouble” and provides support for work-to-family conflict as a structural mismatch grounded in the social and temporal organization of work. PMID:25866431

Use of family-friendly work Arrangements and work-family conflict: Crossover effects in dual-earner couples

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Schooreel, Tess; Verbruggen, Marijke

2016-01-01

This study uses a dyadic approach to examine how an employee’s work–family conflict is affected when his or her partner makes use of family-friendly work arrangements. We focused on 2 types of family-friendly practices, that is, reduced work hours and schedule or workplace flexibility. Hypotheses were tested with multilevel structural equation modeling using information of 186 dual-earner couples. In line with our hypotheses, we found support for both a positive and a negative crossover ef...

Work-family and family-work conflicts amongst African nurses caring for patients with AIDS

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Lehlogonolo Makola

2015-12-01

Full Text Available Background: South African nursing environments are marked by various incapacitating stressors. This study explores work-family (W-F and family-work (F-W conflicts as aspects of stress amongst nurses working with patients who have AIDS. Objectives: The study sought to determine the value of W-F and F-W conflicts as predictors of work and family satisfaction, as well as turnover intentions and the moderating role of supervisor and significant other support, amongst nurses caring for patients with AIDS in public hospitals within the Capricorn and Mopani districts, Limpopo Province. Methods: The study used a cross-sectional design, with data collected at one point only. Ninety-one nursing staff provided the data for the study by completing structured, self-administered surveys. Analysis involved computing correlations of all study variables. Thereafter, associated variables were used as predictors. In each predictive analysis, the nurses’ stress served as a control variable, W-F and F-W conflicts were the independent variables and significant others and supervisor supports were moderators. Interaction terms were derived from independent and moderator variables. Results: Although the findings of the study were not generally supportive of the hypotheses advanced, they nevertheless showed, amongst other findings, that F-W conflict predicted work satisfaction whilst W-F conflict predicted turnover intentions. Moreover, significant other support had a direct effect on family satisfaction whilst supervisor support moderated reports of W-F conflict and experiences of work satisfaction. Conclusions: The study showed that inter-role models that appear to be established in the context of developed societies require some further investigations in South Africa.

Work-family conflict and family-work conflict in aspects of sex and intergenerational differences

OpenAIRE

Anna Sylwia Lubrańska

2014-01-01

Background: This paper presents the results of the study concerning mutual relations between work–family conflict and family– work conflict in the context of age and sex. Material and Methods: The study included 223 subjects (115 women, 108 men, 74 mothers and 61 fathers), aged 21–63. The Work–Family and Family–Work Conflicts Questionnaire and socio-demographic questionnaire were used as the survey tools. To verify hypotheses the correlation analysis and the Mann-Whitney U-test were used. Res...

The Relationship between Core Self-Evaluations and Work and Family Satisfaction: The Mediating Role of Work-Family Conflict and Facilitation

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Boyar, Scott L.; Mosley, Donald C., Jr.

2007-01-01

This study examines the impact of work-family conflict and work-family facilitation on work and family outcomes and explores the influence of core self-evaluations (CSE) among these relationships. CSE is comprised of self-esteem, neuroticism, locus of control, and general self-efficacy. CSE was found to be negatively related to work interfering…

Work-based resources as moderators of the relationship between work hours and satisfaction with work-family balance.

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Valcour, Monique

2007-11-01

This study reports an investigation of the relationships of work hours, job complexity, and control over work time to satisfaction with work-family balance. Based on data from a sample of 570 telephone call center representatives, a moderated hierarchical regression analysis revealed that work hours were negatively related to satisfaction with work-family balance, consistent with the resource drain perspective. Job complexity and control over work time were positively associated with satisfaction with work-family balance. Control over work time moderated the relationship such that as work hours rose, workers with low control experienced a decline in work-family balance satisfaction, while workers with high control did not. Results encourage greater research attention to work characteristics, such as job complexity and control over work time, and skills that represent resources useful to the successful integration of work and family demands. (c) 2007 APA

Social Support from Work and Family Domains as an Antecedent or Moderator of Work-Family Conflicts?

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Seiger, Christine P.; Wiese, Bettina S.

2009-01-01

On the basis of Conservation of Resources theory, we investigated how social support from supervisor, co-workers, life partner, and family members is associated with work-family conflicts in N=107 working mothers. We used data from a cross-sectional questionnaire and a standardized diary to examine two possible forms of interplay: (a) Social…

Single Mothers, Social Capital, and Work--Family Conflict

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Ciabattari, Teresa

2007-01-01

The purpose of this article is to examine work-family conflict among low-income, unmarried mothers. Analyzing the Fragile Families and Child Wellbeing Study, a national sample of nonmarital births, I examine how social capital affects work-family conflict and how both social capital and work-family conflict affect employment. Results show that…

Work-Family Conflict and Employee Sleep: Evidence from IT Workers in the Work, Family and Health Study.

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Buxton, Orfeu M; Lee, Soomi; Beverly, Chloe; Berkman, Lisa F; Moen, Phyllis; Kelly, Erin L; Hammer, Leslie B; Almeida, David M

2016-10-01

Work-family conflict is a threat to healthy sleep behaviors among employees. This study aimed to examine how Work-to-Family Conflict (demands from work that interfere with one's family/personal life; WTFC) and Family-to-Work Conflict (demands from family/personal life that interfere with work; FTWC) are associated with several dimensions of sleep among information technology workers. Employees at a U.S. IT firm (n = 799) provided self-reports of sleep sufficiency (feeling rested upon waking), sleep quality, and sleep maintenance insomnia symptoms (waking up in the middle of the night or early morning) in the last month. They also provided a week of actigraphy for nighttime sleep duration, napping, sleep timing, and a novel sleep inconsistency measure. Analyses adjusted for work conditions (job demands, decision authority, schedule control, and family-supportive supervisor behavior), and household and sociodemographic characteristics. Employees who experienced higher WTFC reported less sleep sufficiency, poorer sleep quality, and more insomnia symptoms. Higher WTFC also predicted shorter nighttime sleep duration, greater likelihood of napping, and longer nap duration. Furthermore, higher WTFC was linked to greater inconsistency of nighttime sleep duration and sleep clock times, whereas higher FTWC was associated with more rigidity of sleep timing mostly driven by wake time. Results highlight the unique associations of WTFC/FTWC with employee sleep independent of other work conditions and household and sociodemographic characteristics. Our novel methodological approach demonstrates differential associations of WTFC and FTWC with inconsistency of sleep timing. Given the strong associations between WTFC and poor sleep, future research should focus on reducing WTFC. © 2016 Associated Professional Sleep Societies, LLC.

Overcoming Barriers in Working with Families

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Heru, Alison M.; Drury, Laura

2006-01-01

Objective: The Accreditation Council for Graduate Medical Education and the Residency Review Committee for psychiatry outline the expected competencies for residents. These competencies include working with families. This article describes barriers that residents face when working with families, and offers ways to overcome these barriers. Method:…

Parental employment and work-family stress: Associations with family food environments

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Bauer, Katherine W.; Hearst, Mary O.; Escoto, Kamisha; Berge, Jerica M.; Neumark-Sztainer, Dianne

2013-01-01

Parental employment provides many benefits to children's health. However, an increasing number of studies have observed associations between mothers' full-time employment and less healthful family food environments. Few studies have examined other ways in which parental employment may be associated with the family food environment, including the role of fathers' employment and parents' stress balancing work and home obligations. This study utilized data from Project F-EAT, a population-based study of a socio-demographically diverse sample of 3709 parents of adolescents living in a metropolitan area in the Midwestern United States, to examine cross-sectional associations between mothers' and fathers' employment status and parents' work-life stress with multiple aspects of the family food environment. Among parents participating in Project F-EAT, 64% of fathers and 46% of mothers were full-time employed, while 25% of fathers and 37% of mothers were not employed. Results showed that full-time employed mothers reported fewer family meals, less frequent encouragement of their adolescents' healthful eating, lower fruit and vegetable intake, and less time spent on food preparation, compared to part-time and not-employed mothers, after adjusting for socio-demographics. Full-time employed fathers reported significantly fewer hours of food preparation; no other associations were seen between fathers' employment status and characteristics of the family food environment. In contrast, higher work-life stress among both parents was associated with less healthful family food environment characteristics including less frequent family meals and more frequent sugar-sweetened beverage and fast food consumption by parents. Among dual-parent families, taking into account the employment characteristics of the other parent did not substantially alter the relationships between work-life stress and family food environment characteristics. While parental employment is beneficial for many

Parental employment and work-family stress: associations with family food environments.

Science.gov (United States)

Bauer, Katherine W; Hearst, Mary O; Escoto, Kamisha; Berge, Jerica M; Neumark-Sztainer, Dianne

2012-08-01

Parental employment provides many benefits to children's health. However, an increasing number of studies have observed associations between mothers' full-time employment and less healthful family food environments. Few studies have examined other ways in which parental employment may be associated with the family food environment, including the role of fathers' employment and parents' stress balancing work and home obligations. This study utilized data from Project F-EAT, a population-based study of a socio-demographically diverse sample of 3709 parents of adolescents living in a metropolitan area in the Midwestern United States, to examine cross-sectional associations between mothers' and fathers' employment status and parents' work-life stress with multiple aspects of the family food environment. Among parents participating in Project F-EAT, 64% of fathers and 46% of mothers were full-time employed, while 25% of fathers and 37% of mothers were not employed. Results showed that full-time employed mothers reported fewer family meals, less frequent encouragement of their adolescents' healthful eating, lower fruit and vegetable intake, and less time spent on food preparation, compared to part-time and not-employed mothers, after adjusting for socio-demographics. Full-time employed fathers reported significantly fewer hours of food preparation; no other associations were seen between fathers' employment status and characteristics of the family food environment. In contrast, higher work-life stress among both parents was associated with less healthful family food environment characteristics including less frequent family meals and more frequent sugar-sweetened beverage and fast food consumption by parents. Among dual-parent families, taking into account the employment characteristics of the other parent did not substantially alter the relationships between work-life stress and family food environment characteristics. While parental employment is beneficial for many

Relationship between Family-Work and Work-Family Conflict with Organizational Commitment and Desertion Intention among Nurses and Paramedical Staff at Hospitals

OpenAIRE

Hatam, Nahid; Jalali, Marzie Tajik; Askarian, Mehrdad; Kharazmi, Erfan

2016-01-01

Background: High turnover intention rate is one of the most common problems in healthcare organizations throughout the world. There are several factors that can potentially affect the individuals’ turnover intention; they include factors such as work-family conflict, family-work conflict, and organizational commitment. The aim of this research was to determine the relationship between family-work and work-family conflicts and organizational commitment and turnover intention among nurses and p...

Who benefits from family support? Work schedule and family differences.

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Jennings, Kristen S; Sinclair, Robert R; Mohr, Cynthia D

2016-01-01

Prior research has demonstrated the benefits of family-supportive organization perceptions (FSOP) for reducing stress, increasing satisfaction, and increasing worker commitment; however, less research has studied health outcomes or possible differences in the effects of FSOP based on worker characteristics. The present study examined relationships between FSOP and health outcomes, as well as how those relationships may depend on work schedule and family differences. Using a sample of 330 acute care nurses, the findings indicated that FSOP predicted several health and well-being outcomes obtained 9 months later. Further, the relationships between FSOP and the outcome variables depended on some work schedule and family differences. In terms of family differences, FSOP was most strongly related to life satisfaction for those who cared for dependent adults. The relationship between FSOP and health outcomes of depression, musculoskeletal pain, and physical health symptoms were generally significant for workers with dependent children, but not significant for workers with no children. Regarding schedule differences, the relationship between FSOP and life satisfaction was significant for those on nonstandard (evening/night) shifts but not significant for standard day shift workers; however, there were no differences in FSOP relationships by number of hours worked per week. The findings demonstrate that FSOP may benefit some employees more than others. Such differences need to be incorporated into both future work-family theory development and into efforts to document the effectiveness of family-supportive policies, programs, and practices. (c) 2016 APA, all rights reserved).

Relationship between Family-Work and Work-Family Conflict with Organizational Commitment and Desertion Intention among Nurses and Paramedical Staff at Hospitals.

Science.gov (United States)

Hatam, Nahid; Jalali, Marzie Tajik; Askarian, Mehrdad; Kharazmi, Erfan

2016-04-01

High turnover intention rate is one of the most common problems in healthcare organizations throughout the world. There are several factors that can potentially affect the individuals' turnover intention; they include factors such as work-family conflict, family-work conflict, and organizational commitment. The aim of this research was to determine the relationship between family-work and work-family conflicts and organizational commitment and turnover intention among nurses and paramedical staff at hospitals affiliated to Shiraz University of Medical Sciences (SUMS) and present a model using SEM. This is a questionnaire based cross-sectional study among 400 nurses and paramedical staff of hospitals affiliated to SUMS using a random-proportional (quota) sampling method. Data collection was performed using four standard questionnaires. SPSS software was used for data analysis and SmartPLS software for modeling variables. Mean scores of work-family conflict and desertion intention were 2.6 and 2.77, respectively. There was a significant relationship between gender and family-work conflict (P=0.02). Family-work conflict was significantly higher in married participants (P=0.001). Based on the findings of this study, there was a significant positive relationship between work-family and family-work conflict (P=0.001). Also, work-family conflict had a significant inverse relationship with organizational commitment (P=0.001). An inverse relationship was seen between organizational commitment and turnover intentions (P=0.001). Thus, regarding the prominent and preventative role of organizational commitment in employees' desertion intentions, in order to prevent negative effects of staff desertion in health sector, attempts to make policies to increase people's organizational commitment must be considered by health system managers more than ever.

From "Work-Family" to "Work-Life": Broadening Our Conceptualization and Measurement

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Keeney, Jessica; Boyd, Elizabeth M.; Sinha, Ruchi; Westring, Alyssa F.; Ryan, Ann Marie

2013-01-01

Despite frequent reference to "work-life" issues in the organizational literature, little theoretical or empirical attention has been paid to nonwork areas beyond family. The purpose of the research described here is to move beyond work-family conflict to a broader conceptualization and measurement of work interference with life. A measure of work…

Work-Family Conflict and Work-Related Attitude: The Mediating Effects of Stress Reactions

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Siti Aisyah Binti Panatik

2012-01-01

Full Text Available This study aims to investigate the relationship between work-family conflict (i.e.work-to-family and family-to-work and work-related attitudes (i.e. job satisfaction,affective commitment and turnover intentions among academician in Malaysia.Mediationeffects of stress reactionswhich arebehavioral stress, somatic stress andcognitive stresswere also tested. A survey method using questionnaire was utilizedto obtain the data. A total of 267 respondents were participated, giving the return rateof 20% from the entire ofpopulation. Research data were analyzed using PASW18and AMOS SPSS18.Result indicated that onlywork-to-family conflict wassignificantly related to stress reactions.While, behavioral stress mediates the effectsof work-to-family conflict on job satisfaction, affective commitment and turnoverintentions. Cognitive stress only mediates the effects of work-to-family conflict onaffective commitment. This paper also discusses the implication of this study to theorganization and future research.

The organizational work-family culture. The organizational time as an element of the work-family balance, in Europe

OpenAIRE

Mariana-Aida Cimpeanu

2012-01-01

Juggling work and family has become a challenge or any management system considering that the time to achieve is growing at the expanse of the necessary time to complete the tasks related to private life. The achievement of this balance is done on one hand by legislative means, and on the other hand at an organizational level, through an organizational culture that supports the achievement of a balance between the employee’s work and his family life – the work-family type of culture. The most...

Is Family-to-Work Interference Related to Co-Workers' Work Outcomes?

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ten Brummelhuis, Lieke L.; Bakker, Arnold B.; Euwema, Martin C.

2010-01-01

Previous studies have convincingly shown that employees' family lives can affect their work outcomes. We investigate whether family-to-work interference (FWI) experienced by the employee also affects the work outcomes of a co-worker. We predict that the employee's FWI has an effect on the co-worker's outcomes through the crossover of positive and…

The Impact of Emotional Labor on Work-Family Outcomes

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Yanchus, Nancy J.; Eby, Lilian T.; Lance, Charles E.; Drollinger, Sabrina

2010-01-01

Theory and research on emotional labor at work is applied to the study of the work-family interface to explore how emotional experiences in both the work and the family domain relate to the experience of work-family conflict and work-family enrichment, and ultimately attitudinal and health outcomes. Emotional intelligence is also examined as a…

How do people with different attachment styles balance work and family? A personality perspective on work-family linkage.

Science.gov (United States)

Sumer, H C; Knight, P A

2001-08-01

This study explored whether different models of work-family relationship were possible for individuals with different attachment styles. A mail survey was conducted using employees (N = 481) at a midwestern university in the United States. Results suggested that (a) individuals with a preoccupied attachment pattern were more likely to experience negative spillover from the family/home to the work domain than those with a secure or dismissing style, (b) securely attached individuals experienced positive spillover in both work and family domains more than those in the other groups, and (c) preoccupied individuals were much less likely to use a segmentation strategy than the other 3 attachment groups. However, when the conventional job satisfaction life satisfaction relationship was examined, the data provided unique support for the spillover model. Implications of the findings for both attachment and work family relationship literatures are discussed.

Relationship between Family-Work and Work-Family Conflict with Organizational Commitment and Desertion Intention among Nurses and Paramedical Staff at Hospitals

Directory of Open Access Journals (Sweden)

Nahid Hatam

2016-04-01

Full Text Available Background: High turnover intention rate is one of the most common problems in healthcare organizations throughout the world. There are several factors that can potentially affect the individuals’ turnover intention; they include factors such as work-family conflict, family-work conflict, and organizational commitment. The aim of this research was to determine the relationship between family-work and work-family conflicts and organizational commitment and turnover intention among nurses and paramedical staff at hospitals affiliated to Shiraz University of Medical Sciences (SUMS and present a model using SEM. Methods: This is a questionnaire based cross-sectional study among 400 nurses and paramedical staff of hospitals affiliated to SUMS using a random-proportional (quota sampling method. Data collection was performed using four standard questionnaires. SPSS software was used for data analysis and SmartPLS software for modeling variables. Results: Mean scores of work-family conflict and desertion intention were 2.6 and 2.77, respectively. There was a significant relationship between gender and family-work conflict (P=0.02. Family-work conflict was significantly higher in married participants (P=0.001. Based on the findings of this study, there was a significant positive relationship between work-family and family-work conflict (P=0.001. Also, work-family conflict had a significant inverse relationship with organizational commitment (P=0.001. An inverse relationship was seen between organizational commitment and turnover intentions (P=0.001. Conclusion: Thus, regarding the prominent and preventative role of organizational commitment in employees’ desertion intentions, in order to prevent negative effects of staff desertion in health sector, attempts to make policies to increase people’s organizational commitment must be considered by health system managers more than ever.

Perceived work stress, imbalance between work and family/personal lives, and mental disorders.

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Wang, Jian Li

2006-07-01

Occupational mental health research has been focusing on the relationship between work stress and depression. However, the impacts of work stress on anxiety disorders and of imbalance between work and family life on workers' mental health have not been well studied. This analysis investigated the association between levels of perceived work stress and of imbalance between work and family/personal lives and current mood/anxiety disorders. This was a cross-sectional study using data from the Canadian Community Health Survey-Mental Health and Well-being (CCHS-1.2) (n=36,984). Mood and anxiety disorders were measured using the World Mental Health-Composite International Diagnostic Interview. The 1-month prevalence of mood and anxiety disorders among those with a work stress score at the 75th percentile value and above was 3.6% and 4.0%. Among those who reported that their work and family/personal lives "never" balanced in the past month, the 1-month prevalence of mood and anxiety disorders was 21.2% and 17.9%. In multivariate analyses, work stress and imbalance between work and family/personal lives were independently associated with mood and anxiety disorders. There was no evidence that perceived work stress interacted with imbalance between work and family/personal lives to increase the likelihood of having mental disorders. Gender was associated with anxiety disorders, but not with major depressive disorder and mood disorders. Work stress and imbalance between work and family/personal lives may be part of the etiology of mood and anxiety disorders in the working population. Community based longitudinal studies are needed to delineate the causal relationships among work stress, imbalance between work and family/personal lives and mental disorders.

Impact of work pressure, work stress and work-family conflict on firefighter burnout.

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Smith, Todd D; DeJoy, David M; Dyal, Mari-Amanda Aimee; Huang, Gaojian

2017-10-25

Little research has explored burnout and its causes in the American fire service. Data were collected from career firefighters in the southeastern United States (n = 208) to explore these relationships. A hierarchical regression model was tested to examine predictors of burnout including sociodemographic characteristics (model 1), work pressure (model 2), work stress and work-family conflict (model 3) and interaction terms (model 4). The main findings suggest that perceived work stress and work-family conflict emerged as the significant predictors of burnout (both p < .001). Interventions and programs aimed at these predictors could potentially curtail burnout among firefighters.

Linking Mechanisms of Work-Family Conflict and Segmentation

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Michel, Jesse S.; Hargis, Michael B.

2008-01-01

Despite the abundance of work and family research, few studies have compared the linking mechanisms specified in theoretical models of work-family conflict and segmentation. Accordingly, the current study provides a greater degree of empirical clarity concerning the interplay of work and family by directly examining the indirect effects of…

Work-Family Conflict, Sleep, and Mental Health of Nursing Assistants Working in Nursing Homes.

Science.gov (United States)

Zhang, Yuan; Punnett, Laura; Nannini, Angela

2017-07-01

Work-family conflict is challenging for workers and may lead to depression, anxiety, and overall poor health. Sleep plays an important role in the maintenance of mental health; however, the role of sleep in the association between work-family conflict and mental health is not well-studied. Questionnaires were collected from 650 nursing assistants in 15 nursing homes. Multivariate linear regression modeling demonstrated that increased work-family conflict was associated with lower mental health scores (β = -2.56, p work-family conflict was correlated with more job demands, less job control, less social support, and longer work hours. Poor sleep quality, but not short sleep duration, mediated the association between work-family conflict and mental health. Workplace interventions to improve nursing assistants' mental health should increase their control over work schedules and responsibilities, provide support to meet their work and family needs, and address healthy sleep practices.

Work-Family Conflict and Work-Related Attitude: The Mediating Effects of Stress Reactions

OpenAIRE

Siti Aisyah Binti Panatik; Siti Khadijah Binti Zainal Badri; Azizah Binti Rajab; Rosman Bin Mohd. Yusof

2012-01-01

This study aims to investigate the relationship between work-family conflict (i.e.work-to-family and family-to-work) and work-related attitudes (i.e. job satisfaction,affective commitment and turnover intentions) among academician in Malaysia.Mediationeffects of stress reactionswhich arebehavioral stress, somatic stress andcognitive stresswere also tested. A survey method using questionnaire was utilizedto obtain the data. A total of 267 respondents were participated, giving...

Work-family and family-work conflict: does intrinsic-extrinsic satisfaction mediate the prediction of general job satisfaction?

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Calvo-Salguero, Antonia; Martínez-De-Lecea, José-María Salinas; Carrasco-González, Ana-María

2011-01-01

The objective of this study is to analyze the mediating role of intrinsic and extrinsic job satisfaction in the relationship between the 2 dimensions of work-family conflict-family interfering with work (FIW) and work interfering with family (WIF)-and general job satisfaction. Step-by-step hierarchical regression analyses were carried out on a sample of 151 men and women from a Spanish public organization. The results confirmed the mediating role of intrinsic job satisfaction in the case of FIW. This highlights the importance of taking into account the level of satisfaction with the intrinsic facets of one's job as a measure for understanding why FIW has a negative impact on general job satisfaction.

A Chinese Longitudinal Study on Work/Family Enrichment

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Lu, Luo

2011-01-01

Purpose: The purpose of this paper is to explore reciprocal relationships between work/family resources, work/family enrichment (WFE), and work/family satisfaction in a Chinese society. Design/methodology/approach: A longitudinal design was adopted using a three-wave panel sample. Data were obtained from 310 Taiwanese employees on three occasions,…

AdvoCasey: Documenting Programs That Work for Kids and Families, 1999-2000.

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AdvoCasey, 2000

2000-01-01

This periodical provides accessible, in-depth profiles of programs and policies that have made measurable differences in the lives of children and families. A particular focus is on initiatives that have helped reform child-serving institutions and systems and that have strengthened the physical infrastructure, economic vitality, and social fabric…

Household food insufficiency, financial strain, work-family spillover, and depressive symptoms in the working class: the Work, Family, and Health Network study.

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Okechukwu, Cassandra A; El Ayadi, Alison M; Tamers, Sara L; Sabbath, Erika L; Berkman, Lisa

2012-01-01

We evaluated the association of household-level stressors with depressive symptoms among low-wage nursing home employees. Data were collected in 2006 and 2007 from 452 multiethnic primary and nonprimary wage earners in 4 facilities in Massachusetts. We used logistic regression to estimate the association of depressive symptoms with household financial strain, food insufficiency, and work-family spillover (preoccupation with work-related concerns while at home and vice versa). Depressive symptoms were significantly associated with household financial strain (odds ratio [OR] = 1.82; 95% confidence interval [CI] = 1.03, 3.21) and food insufficiency (OR = 2.10; 95% CI = 1.10, 4.18). Among primary earners, stratified analyses showed that food insufficiency was associated with depressive symptoms (OR = 3.60; 95% CI = 1.42, 9.11) but financial strain was not. Among nonprimary wage earners, depressive symptoms correlated with financial strain (OR = 3.65; 95% CI = 1.48, 9.01) and work-family spillover (OR = 3.22; 95% CI = 1.11, 9.35). Household financial strain, food insufficiency, and work-family spillover are pervasive problems for working populations, but associations vary by primary wage earner status. The prevalence of food insufficiency among full-time employees was striking and might have a detrimental influence on depressive symptoms and the health of working-class families.

Estimation and correlation of strengthening components to the evolution of microstructure following cold work and articial aging in AA6111 aluminium

International Nuclear Information System (INIS)

Quainoo, G K; Yannacopoulos, S; Sargent, C M

2010-01-01

In this study, the contributions of the various strengthening components following the application of cold work and precipitation in AA6111 has been evaluated and correlated by means of tensile testing and transmission electron microscopy (TEM). The results show a considerable improvement in yield and tensile strength with increasing level of cold work. The component of strength developed from cold work and precipitation respectively increases with increasing level of cold work. The recovery strength (softening) also increases with increasing level of cold work. TEM showed a strong interaction of strengthening precipitates with dislocations. The density of dislocation tangles is shown to increase with increasing degree of cold work.

Thematic content analysis of work-family interactions: Retired cosmonauts’ reflections

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Johnson, Phyllis J.; Asmaro, Deyar; Suedfeld, Peter; Gushin, Vadim

2012-12-01

Anecdotal evidence and qualitative research attest to the importance of work-family interactions pre-, during and post-missions. This study uses thematic content analysis to quantify characteristics of work-family interactions and how these changed by stage of cosmonauts' career, identifying the effect of space career variables (e.g., time in space and station) on such interactions during and post-career. Using a thematic scoring scheme developed for this study, we coded work-family interactions identified from interviews with 20 retired male cosmonauts. The majority of work-family interactions were ones in which work overlapped into family life and work hindered or interfered with the family situation. The most common resolution was that family adjusted to work, and the mood or tone about this outcome was almost equally divided among negative, positive and neutral. Changes in work-family interactions and their resolution over the cosmonaut's life showed that the significant interactions were most evident during the cosmonaut career. Although the cosmonaut career has high work demands, it did adjust for family when the need arose. The Russian Space Agency (RKS) eased the impact of the periodic absences, especially through regular communication sessions. Positive work-family interactions, i.e., work or family helping the opposite role, were more likely for those who had been on ISS, not Mir, and for those whose last flight was after 2000. Our data reflect retired cosmonauts' recollections of work-family interactions during their career. Examples of work overlapping into family life and work viewed as interfering with family life were possibly more salient or better remembered than work or family helping the other role.

Work-Family Conflict and Retirement Preferences

OpenAIRE

Raymo, James M.; Sweeney, Megan M

2005-01-01

Objectives: This study investigates relationships between perceived levels of work-family conflict and retirement preferences. Methods: Using the large sample of 52-54 year-old respondents to the 1992 Wisconsin Longitudinal Study, we estimate multinomial logistic regression models of preferences for partial and full retirement within the next ten years. We examine the association between preferences for retirement and perceived work-family conflict...

Workplace Faculty Friendships and Work-Family Culture

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Watanabe, Megumi; Falci, Christina

2017-01-01

Although various work-family policies are available to faculty members, many underuse these policies due to concerns about negative career consequences. Therefore, we believe it is important to develop an academic work culture that is more supportive of work-family needs. Using network data gathered from faculty members at a Midwestern university,…

Work and Family Balance Among Icelandic Employees with Young Children

DEFF Research Database (Denmark)

Arnardottir, Audur Arna; Hreinsson, Sturla; Sigurjonsson, Olaf

Work-family balance is one of the major organizational challenges of the 21st century. Extensive research has been conducted that assesses wf-balance from the conflict standpoint, but in recent years, benefits, resulting from simultaneous participation in the work and family role, have gained......, and mothers experienced significantly more enrichment then men. Work-family enrichment and family-work enrichment were positively correlated to job satisfaction, emotional organizational commitment, life and family satisfaction (r=.25 to.45), whereas work-family conflict and family-work conflict were...... increased interest. This research literature is much less developed and scholars have called for more international studies that simultaneously look at the positive and negative sides of the work-family interface. This study answers to that call and assesses work and family conflict and enrichment from...

Designing Work, Family & Health Organizational Change Initiatives.

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Kossek, Ellen Ernst; Hammer, Leslie B; Kelly, Erin L; Moen, Phyllis

2014-01-01

For decades, leaders and scholars have been advocating change efforts to improve work-life relationships. Yet most initiatives have lacked rigor and not been developed using scientific principles. This has created an evidence gap for employer support of work and personal life as a win-win for productivity and employees' well-being. This paper examines the approach used by the U.S. Work Family Health Network (WFRN) to develop an innovative workplace intervention to improve employee and family health. The change initiative was designed to reduce organizationally based work-family conflict in two contrasting contexts representative of major segments of today's U.S. workforce: health care employees and informational technology professionals. The WFRN Intervention (called STAR) had three theoretically based change elements. They were: 1) increase job control over work time and schedule; 2) increase supervisor social support for family and job effectiveness; and 3) improve organizational culture and job design processes to foster results orientation. Seven practical lessons for developing work-life interventions emerged from this groundbreaking endeavor.

Female Physicians and the Work-Family Conflict.

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Treister-Goltzman, Yulia; Peleg, Roni

2016-05-01

There has been a dramatic increase in the number of female physicians in all fields and specializations of medicine, but this increase has not resulted in a redistribution of domestic tasks and responsibilities. Reviewing the literature of the last two decades (April 1994 to April 2014) on how female physicians cope with the challenge of balancing their family and professional lives for the duration of their professional careers revealed that they suffer from the work-family conflict more than other professionals and that it has a more negative effect on women than on men. Women physicians consider work-family balance significantly when making career choices. These considerations affect their career success, their productivity as faculty members, their marital life, and parenthood. Having a supportive spouse at home and a facilitating mentor at work are important for a positive work-family balance among female physicians. Special career-supporting measures, such as flexible work schedules and expanded support for childcare over the course of work and when taking part in academic activities, are critical for female physicians.

The role of family factors in explaining the women’s conflict of work and family roles

Directory of Open Access Journals (Sweden)

سیدعلیرضا افشانی

2016-09-01

Full Text Available This research aimed to investigate the relationship between family factors including socioeconomic status, family support, family attachment, family role overload, and family power structure with conflict of work and family roles among female employees in Yazd city. Research method was descriptive and correlational; and 323 female employees were selected by cluster sampling method. The work-family roles conflict scales, the perception of social support from family, the family involvement questionnaire, the family roles overload scale, and the scale of power structure in family were used in this study. Data were analyzed by SPSS and AMOS. The Findings indicated that socioeconomic status, family support to employed member, family attachment and family power structure had significant and negative relationship with work and family roles conflict. In contrast there were significant and positive relationships between family role overload with work and family roles conflict. Thus, family factors have a very significant role in amount of work and family roles conflict and also can play an effective role in reducing the conflict-induced pressure and stress.

Employee pathway to voluntary turnover: Testing the direct and ınteractive roles of work family conflict and work family facilitation

OpenAIRE

Okechukwu Ethelbert Amah

2009-01-01

The direct effect of work family conflict on turnover has received much attention in organizational studies. However, neither the direct effect of work family facilitation on turnover nor the effect of its interaction with work family conflict on voluntary turnover has received similar attention. This has resulted in low explained variance in turnover in models that excluded these relationships. Using 450 participants drawn from employees in Nigeria, I found significant direct and interaction...

Co-Creating Desired Outcomes and Strengthening the Resilience of Multi-Challenged Families

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Mešl, Nina; Kodele, Tadeja

2016-01-01

Families facing poverty suffer from many other stresses, with children's school performance being one of the common topics. A life of poverty and the related unfavourable circumstances should not define children's life stories. Ensuring this is not the case is partly the responsibility of professionals working with families. It is important to…

Work-Family Conflict, Children, and Hour Mismatches in Australia

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Reynolds, Jeremy; Aletraris, Lydia

2007-01-01

This article helps integrate research on work hours and work-family issues by examining how work-family conflict is related to the desire for more and fewer hours of work. Using the first wave of the Household Income and Labor Dynamics in Australia survey, we find that work-to-family conflict is associated with a desire for fewer hours of work.…

Family, Employment, and Individual Resource-Based Antecedents of Maternal Work-Family Enrichment from Infancy through Middle Childhood

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Zhou, Nan; Buehler, Cheryl

2015-01-01

This study used data from the NICHD Study of Early Child Care and Youth Development (N = 1,019) to examine family, employment, and individual antecedents of maternal work-family enrichment from infancy through middle childhood. Work-family conflict and important confounding factors were controlled. From the family domain, higher income-to-needs ratio and social support were associated with higher work-family enrichment. From the employment domain, greater job rewards, benefits of employment for children, and work commitment were associated with higher work-family enrichment. From the individual domain, higher maternal education and extroversion were associated with higher work-family enrichment. No family, employment, and individual characteristics were associated with work-family conflict across time except for partner intimacy. In general, the results supported antecedents of work-family enrichment that supply needed resources. The present study contributed to the literature by identifying antecedents of maternal work-family enrichment across early child developmental stages, which goes beyond examinations of particular life stages and a work-family conflict perspective. Implications for theory and practice are discussed. PMID:26641483

Living the academic life: A model for work-family conflict.

Science.gov (United States)

Beigi, Mina; Shirmohammadi, Melika; Kim, Sehoon

2015-01-01

Work-family conflict (WFC) is an inter-role conflict, which suggests that fulfilling expectations of family roles makes it difficult to satisfy expectations of work roles, and vice versa. Living an academic life includes balancing multiple work demands and family responsibilities, which may generate WFC for many faculty members. Researchers have emphasized the need for further studies of how faculty integrate work and family demands. This study explores WFC among Iranian faculty. We examine relationships among work hours, time spent with family, work-interference with family (WIF), family-interference with work (FIW), and job satisfaction. Faculty members from 25 Iranian public universities completed a questionnaire. Structural equation modeling was used to test hypotheses in a single model. Findings suggest a positive relationship between faculty weekly work hours and WIF, and between time spent with family and FIW. WIF correlated negatively with job satisfaction, and work hours correlated positively with job satisfaction. Time spent with family and FIW had no influence on job satisfaction, and spouse employment moderated the relationship between WIF and job satisfaction. Findings have implications for human resources and organizational development professionals seeking insight into how faculty members and other knowledge workers experience work-family interrelationships.

Key Working for Families with Young Disabled Children

Directory of Open Access Journals (Sweden)

Bernie Carter

2011-01-01

Full Text Available For families with a disabled child, the usual challenges of family life can be further complicated by the need to access a wide range of services provided by a plethora of professionals and agencies. Key working aims to support children and their families in navigating these complexities ensuring easy access to relevant, high quality, and coordinated care. The aim of this paper is to explore the key worker role in relation to “being a key worker” and “having a key worker”. The data within this paper draw on a larger evaluation study of the Blackpool Early Support Pilot Programme. The qualitative study used an appreciative and narrative approach and utilised mixed methods (interviews, surveys and a nominal group workshop. Data were collected from 43 participants (parents, key workers, and other stakeholders. All stakeholders who had been involved with the service were invited to participate. In the paper we present and discuss the ways in which key working made a difference to the lives of children and their families. We also consider how key working transformed the perspectives of the key workers creating a deeper and richer understanding of family lives and the ways in which other disciplines and agencies worked. Key working contributed to the shift to a much more family-centred approach, and enhanced communication and information sharing between professionals and agencies improved. This resulted in families feeling more informed. Key workers acted in an entrepreneurial fashion, forging new relationships with families and between families and other stakeholders. Parents of young disabled children and their service providers benefited from key working. Much of the benefit accrued came from strong, relational, and social-professional networking which facilitated the embedding of new ways of working into everyday practice. Using an appreciative inquiry approach provided an effective and relevant way of engaging with parents, professionals

Family, employment, and individual resource-based antecedents of maternal work-family enrichment from infancy through middle childhood.

Science.gov (United States)

Zhou, Nan; Buehler, Cheryl

2016-07-01

This study used data from the National Institute of Child Health and Human Development (NICHD) Study of Early Child Care and Youth Development (N = 1,019) to examine family, employment, and individual antecedents of maternal work-family enrichment from infancy through middle childhood. Work-family conflict and important confounding factors were controlled. From the family domain, higher income-to-needs ratio and social support were associated with higher work-family enrichment. From the employment domain, greater job rewards, benefits of employment for children, and work commitment were associated with higher work-family enrichment. From the individual domain, higher maternal education and extroversion were associated with higher work-family enrichment. No family, employment, and individual characteristics were associated with work-family conflict across time except for partner intimacy. In general, the results supported antecedents of work-family enrichment that supply needed resources. The present study contributed to the literature by identifying antecedents of maternal work-family enrichment across early child developmental stages, which goes beyond examinations of particular life stages and a work-family conflict perspective. Implications for theory and practice are discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Spousal Support and Work--Family Balance in Launching a Family Business

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Gudmunson, Clinton G.; Danes, Sharon M.; Werbel, James D.; Loy, Johnben Teik-Cheok

2009-01-01

This study examines whether emotional spousal support contributes to business owners' perceived work-family balance while launching a family business. Hobfoll's Conservation of Resources theory of stress is applied to 109 family business owners and their spouses. Results from structural equation models support several hypotheses. First, reports of…

Work Family Conflict dan Stress Kerja Perempuan Bekerja

Directory of Open Access Journals (Sweden)

Reni Yuliviona

2015-07-01

Full Text Available Perubahan secara demografis pada angkatan kerja di beberapa negara di  antara lain berupa bertambahnya kaum ibu yang bekerja, meningkatknya masalah masalah keluarga – pekerjaan di dalam lingkungan kerja. Walaupun   work family conflict  (konflik keluarga –pekerjaan dikenal sebagai masalah pria dan wanita, namun isu tersebut berlanjut hingga penempatan tanggung jawab bagi wanita karier. Perbedaan tanggung jawab disebabkanoleh peranan wanita secara tradisional, yang semula dianggap harus lebih bertanggung jawab daripada pria dalam masalah-masalah rumah tangga. Tanggung jawab wanita yang besar terhadap pekerjaan dan keluarga menimbulkan apa yang di sebut dengan stress,ketidak puasan kerja, absensi, perputaran kerja. Dengan demikian perusahaan harus serius manangani masalah ini.Kata kunci : konflik keluarga-pekerjaan, wanita-bekerja, stress kerja, kinerja karyawan Change in demography of the work force in American and some countries in Asia, such as the increase number of working mother has increase the work-family issue in work environment. Although work-family conflict is known as a man and women issue, but this issue is continues to place different responsibilities for working women. The different responsibilities is because of the tradisional role of women, who take more responsibilities than man for the domestic matter. Work-family issues forced organizations to adopt some policies in order to solve this issue, such as family-friendly policy. Some research acknowledge that organization abilities to adopt this kind of policy influence employee respon to their work life, such as job stress, job satisfaction/dissatisfaction, absence, and turnover. It is become clear that organizations have to be serious in handling this issue.Key words: Work-family conflict, work-women, work stress,job performance

[Study of the work and of working in Family Health Care Support Center].

Science.gov (United States)

Lancman, Selma; Gonçalves, Rita Maria de Abreu; Cordone, Nicole Guimarães; Barros, Juliana de Oliveira

2013-10-01

To understand the organization of and the working conditions in family health care support centers, as well as subjective experiences related to work in two of these centers. This was a case study carried out during 2011 and 2012 in two family health care support centers in Sao Paulo, Southeastern Brazil. Data were collected and analyzed using two theoretical-methodological references from ergonomics and work psychodynamics influenced, respectively, by ergonomic work analysis, developed based on open observations of a variety of tasks and on interviews and in practice in work psychodynamics, carried out using think tanks about the work. The work of the Family Health Care Support Centers in question is constituted on the bases of complex, diversified actions to be shared among the various professionals and teams involved. Innovative technological tools, which are not often adopted by primary health care professionals, are used and the parameters and productivity measures do not encompass the specificity and the complexity of the work performed. These situations require constant organizational rearrangement, especially between the Family Health Care Support Centers and the Family Health Care Teams, causing difficulties in carrying out the work as well as in constituting the identity of the professionals studied. The study attempts to lend greater visibility to the work processes at the Family Health Care Support Centers in order to contribute to advances in public policy on primary healthcare. It is important to stress that introducing changes at work, which affect both its organization and work conditions, is above all a commitment, which to be effective, must be permanent and must involve the different levels of hierarchy.

[The family-friendly hospital: (how) does it work?].

Science.gov (United States)

Heller, A R; Heller, S C

2009-06-01

The demographic development in Germany is heading towards a significant shortage in specialists within the next 10-15 years with an increased demand for health services at the same time. The three-stage model of family life planning (work, family phase, return) will also be gradually replaced by a model of simultaneous compatibility of family and work. This change in values, although initiated by the parents themselves, may turn out to be a crucial countermeasure in national economy against the demography-related loss of qualified personnel. For these three trends the economic need arises to minimize family-related absence of our well-trained, motivated and reliable doctors from the clinical departments through implementation of family-friendly human resources policies and supporting measures by the employers. In a representative survey 26% of respondents with children had in the past already changed their workplace to ensure a better match of work and family duties. In this regard the compatibility of family and professional responsibilities had a higher impact on the selection of the employer than a high income. Accordingly, a work-life competence oriented business plan will represent the crucial factor within the competition between universities, hospitals and professional disciplines to attract high potential bearers although a sustained change of the traditional hospital culture is mandatory. Anaesthesia-related fields of development regarding family-friendly corporate governance are working hours and organization of work, part-time jobs even for managers and fathers, and staff development. In the hospital daily routine, in particular, creative solutions meeting the local demands are deemed necessary that do not involve the use of high financial resources. Family-friendly personnel policy not only arises from altruistic enthusiasm but also pays off economically. This article discusses the necessity, opportunities and threads of family-oriented hospital

Linking Team Resources to Work-Family Enrichment and Satisfaction

Science.gov (United States)

Hunter, Emily M.; Perry, Sara Jansen; Carlson, Dawn S.; Smith, Steven A.

2010-01-01

Work-family scholars now recognize the potential positive effects of participation in one life domain (i.e., work or family) on performance in other life domains. We examined how employees might benefit from team resources, which are highly relevant to the modern workplace, in both work and nonwork domains via work-family enrichment. Using the…

Work-family culture, work-family interference and well-being at work : iIs it possible to distinguish between a positive and a negative process?

NARCIS (Netherlands)

Peeters, M.C.W.; Wattez, C.; Demerouti, E.; Regt, de W.

2009-01-01

Purpose – The purpose of this paper is to examine whether work-family (WF) interference functions as an explaining mechanism in the link between work-family culture and well-being, hereby distinguishing between a negative and a positive process. The negative, energy depleting process initiates from

Emotional responses to work-family conflict: an examination of gender role orientation working men and women.

Science.gov (United States)

Livingston, Beth A; Judge, Timothy A

2008-01-01

The present study tested the effect of work-family conflict on emotions and the moderating effects of gender role orientation. On the basis of a multilevel design, the authors found that family-interfering-with- work was positively related to guilt, and gender role orientation interacted with both types of conflict (work-interfering-with-family and family-interfering-with-work) to predict guilt. Specifically, in general, traditional individuals experienced more guilt from family-interfering-with-work, and egalitarian individuals experienced more guilt from work-interfering-with-family. Additionally, a higher level interaction indicated that traditional men tended to experience a stronger relationship between family-interfering-with-work and guilt than did egalitarian men or women of either gender role orientation. 2008 APA

Longitudinal Associations between Maternal Work Stress, Negative Work-Family Spillover, and Depressive Symptoms.

Science.gov (United States)

Goodman, W Benjamin; Crouter, Ann C

2009-07-01

The current study examined associations over an 18-month period between maternal work stressors, negative work-family spillover, and depressive symptoms in a sample of 414 employed mothers with young children living in six predominantly nonmetropolitan counties in the Eastern United States. Results from a one-group mediation model revealed that a less flexible work environment and greater work pressure predicted higher levels of depressive symptoms, and further, that these associations were mediated by perceptions of negative work-family spillover. Additionally, results from a two-group mediation model suggested that work pressure predicted greater perceptions of spillover only for mothers employed full-time. Findings suggest the need for policies that reduce levels of work stress and help mothers manage their work and family responsibilities.

Daily spillover from family to work: A test of the work-home resources model.

Science.gov (United States)

Du, Danyang; Derks, Daantje; Bakker, Arnold B

2018-04-01

The present study examines a mediated moderation model of the day-level effects of family hassles and family-work spillover (affect and cognition) on the relationship between job resources and employees' flourishing at work. Based on the work-home resources model, the authors hypothesized that demands from one domain (family) induce repetitive thoughts or negative feelings about those problems, so that individuals are not able to function optimally and to make full use of contextual resources in the other domain (work). Multilevel analyses of 108 Chinese working parents' 366 daily surveys revealed that the relationship between morning job resources and afternoon flourishing was significantly positive when previous day family hassles were low; the relationship became nonsignificant when previous day family hassles were high. In addition, as predicted, daily rumination also attenuated the relationship between morning job resources and afternoon flourishing, whereas daily affect did not. Finally, the moderating effect of previous day family hassles was mediated by daily rumination. The findings contribute to spillover theories by revealing the roles of affective and cognitive spillover from family to work. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

The effects of work alienation on organisational commitment, work effort and work-to-family enrichment.

Science.gov (United States)

Tummers, Lars G; Den Dulk, Laura

2013-09-01

The aim of this study was to analyse the effects of work alienation on organisational commitment, work effort and work-to-family enrichment. There is substantial research on the effects of work alienation on passive job performance, such as organisational commitment. However, studies analysing work alienation on active performance, such as work effort, and outside work, such as work-to-family enrichment, are scarce. Two dimensions of work alienation are considered: powerlessness and meaninglessness. Hypotheses are tested using surveys collected among a national sample of midwives in the Netherlands (respondents: 790, response rate 61%). the findings indicate that work alienation (powerlessness and meaninglessness) influence organisational commitment, work effort and--to a lesser extent--work-to-family enrichment. High work meaninglessness, in particular, has negative effects on these outcomes. When people feel that they have no influence in their work (hence, when they feel 'powerless') and especially when the feel that their work is not worthwhile (when they feel 'meaningless') this has substantial negative effects. Managers should increase the meaningfulness that people attach to their work, thereby maintaining a high-quality workforce. Possible strategies include: (1) improving person-job fit, (2) developing high-quality relationships, (3) better communicating the results people help to deliver. © 2013 John Wiley & Sons Ltd.

Employed Women: Family and Work--Reciprocity and Satisfaction.

Science.gov (United States)

Sinacore-Guinn, Ada L.; Akcali, F. Ozge; Fledderus, Susan Winter

1999-01-01

In a study of 173 employed women, family environment predicted four areas of job satisfaction: present work, pay, supervisor, and job in general. There was a correspondence between values related to family and to job and between abilities expressed in the family environment and in work. Social forces impinged on job satisfaction. (SK)

Father Influences on Employed Mothers' Work-Family Balance

Science.gov (United States)

Fagan, Jay; Press, Julie

2008-01-01

This study employed the ecological systems perspective and gender ideology theory to examine the influence of fathers' paid work-family crossover and family involvement on self-reports of work-family balance by employed mothers with children under the age of 13 (N = 179). Multiple regression analyses revealed that fathers' crossover factors had a…

The role of general and occupational stress in the relationship between workaholism and work-family/family-work conflicts.

Science.gov (United States)

Hauk, Mateusz; Chodkiewicz, Jan

2013-06-01

The purpose of this study was to analyze the role of general and occupational stress in the relationship between workaholism (recognized in two ways: as addiction and as behavioral tendency) and the intensity of work-family and family-work conflict. The study included 178 working people. The survey was conducted at three stages - half a year before a holiday, right after the holiday and half a year after the holiday. The Excessive Work Involvement Scale (SZAP) by Golińska for the measurement of workaholism recognized as addiction; The Scale of Workaholism as Behavioral Tendencies (SWBT) by Mudrack and Naughton as adapted by Dudek et al for the measurement of workaholism as behavioral tendency; the Perceived Stress Scale by Cohen et al., as adapted by Juczyński for the measurement of general stress; the Scale of Occupational Stress by Stanton in the adaptation of Dudek and Hauk for measurement of occupational stress; the Scale of Work-Family Conflict WFC/FWC by Netemeyer et al. with the Polish adaptation of A.M. Zalewska. Workaholism was measured once - before a holiday, the explained and intervening variables (the level of conflicts and stress, respectively) were measured at three stages. To test the mediating role of general and occupational stress, hierarchical regression analysis as well as the method of bootstrapping were applied. Our results indicate that general stress is an important mediator of the relationship between workaholism recognized as an addiction and work-family conflicts. Occupational stress turned out to be the only mediator in the relationship between workaholism (recognized as an addiction) and the work-family conflict, noted exclusively in the first stage of the study. Both general and occupational stress were not significant mediators in the relationship between workaholism recognized as a behavioral tendency and the conflicts described.

Anticipated Work-Family Conflict: A Construct Investigation

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Westring, Alyssa Friede; Ryan, Ann Marie

2011-01-01

To date, little is known about how work-family issues impact the career development process. In the current paper, we explore this issue by investigating a relatively unstudied construct: anticipated work-family conflict. We found that this construct can be represented by the same six-dimensional factor structure used to assess concurrent…

CONSTRUCTING SERVICE DISCOURSES IN LITHUANIAN FAMILY SOCIAL WORK

OpenAIRE

Roberta Motiečienė; Merja Laitinen

2016-01-01

In this paper, family social work is constructed through the analysis of social service discourses from the social workers’ perspective. Recent research shows how social workers are dealing with complex and fluid issues, as well as the societal uncertainty in their work with families (e.g., Spratt, 2009; Menéndez et al., 2015). Based on earlier studies, it is vital to analyse family social work in different contextual settings. Societal, political and organisational contexts affect the pre...

Work-family conflict, cardiometabolic risk, and sleep duration in nursing employees.

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Berkman, Lisa F; Liu, Sze Yan; Hammer, Leslie; Moen, Phyllis; Klein, Laura Cousino; Kelly, Erin; Fay, Martha; Davis, Kelly; Durham, Mary; Karuntzos, Georgia; Buxton, Orfeu M

2015-10-01

We investigated associations of work-family conflict and work and family conditions with objectively measured cardiometabolic risk and sleep. Multilevel analyses assessed cross-sectional associations between employee and job characteristics and health in analyses of 1,524 employees in 30 extended-care facilities in a single company. We examined work and family conditions in relation to: (a) validated, cardiometabolic risk score based on measured blood pressure, cholesterol, glycosylated hemoglobin, body mass index, and self-reported tobacco consumption and (b) wrist actigraphy-based sleep duration. In fully adjusted multilevel models, work-to-family conflict but not family-to-work conflict was positively associated with cardiometabolic risk. Having a lower level occupation (nursing assistant vs. nurse) was associated with increased cardiometabolic risk, whereas being married and having younger children at home was protective. A significant Age × Work-to-Family Conflict interaction revealed that higher work-to-family conflict was more strongly associated with increased cardiometabolic risk in younger employees. High family-to-work conflict was significantly associated with shorter sleep duration. Working long hours and having children at home were both independently associated with shorter sleep duration. High work-to-family conflict was associated with longer sleep duration. These results indicate that different dimensions of work-family conflict may pose threats to cardiometabolic health and sleep duration for employees. This study contributes to the research on work-family conflict, suggesting that work-to-family and family-to-work conflict are associated with specific health outcomes. Translating theory and findings to preventive interventions entails recognition of the dimensionality of work and family dynamics and the need to target specific work and family conditions. (c) 2015 APA, all rights reserved).

Work-family conflict, cardiometabolic risk and sleep duration in nursing employees

Science.gov (United States)

Berkman, Lisa F.; Liu, Sze Yan; Hammer, Leslie; Moen, Phyllis; Klein, Laura Cousino; Kelly, Erin; Fay, Martha; Davis, Kelly; Durham, Mary; Karuntzos, Georgia; Buxton, Orfeu M.

2015-01-01

The study investigates the associations of work-family conflict and other work and family conditions with objectively-measured outcomes cardiometabolic risk and sleep duration in a study of employees in nursing homes. Multilevel analyses are used to assess cross-sectional associations between employee and job characteristics and health in analyses of 1,524 employees in 30 extended care facilities in a single company. We examine work and family conditions in relation to two major study health outcomes: 1) a validated, Framingham cardiometabolic risk score based on measured blood pressure, cholesterol, glycosylated hemoglobin (HbA1c), body mass index (BMI), and self-reported tobacco consumption, and 2) wrist actigraphy-based measures of sleep duration. In fully-adjusted multi-level models, Work-To-Family conflict, but not Family-to-Work conflict was positively associated with cardiometabolic risk. Having a lower-level occupation (nursing assistants vs. nurses) was also associated with increased cardiometabolic risk, while being married and having younger children at home was protective. A significant age by Work-To-Family conflict interaction revealed that higher Work-To-Family conflict was more strongly associated with increased cardiometabolic risk in younger employees. With regard to sleep duration, high Family-To-Work Conflict was significantly associated with shorter sleep duration. In addition, working long hours and having younger children at home were both independently associated with shorter sleep duration. High Work-To-Family Conflict was associated with longer sleep duration. These results indicate that different dimensions of work-family conflict (i.e., Work-To-Family Conflict and Family-To-Work Conflict) may both pose threats to cardiometabolic risk and sleep duration for employees. This study contributes to the research on work- family conflict suggesting that Work-To-Family and Family-To-Work conflict are associated with specific outcomes. Translating

When Family Considerations Influence Work Decisions: Decision-Making Processes

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Powell, Gary N.; Greenhaus, Jeffrey H.

2012-01-01

The work-family literature has provided an abundance of evidence that various family factors are linked to various work decisions, suggesting that the "family-relatedness" of work decisions is a prevalent phenomenon (Greenhaus & Powell, 2012). However, the cognitive processes by which such linkages occur have received little attention. We offer a…

A National Study of Work Characteristics and Work- Family Conflict among Secondary Agricultural Educators

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Sorensen, Tyson J.; McKim, Aaron J.; Velez, Jonathan J.

2017-01-01

Data from a random sample of secondary school agriculture teachers in the United States were utilized to explore work characteristics and their relationship to work-family conflict, specifically how the work role interfered with the family role. Nine workplace characteristics (i.e., salary, work hours per work week, weekend work hours, years of…

Work and Family: Satisfaction, Stress, and Spousal Support.

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Phillips-Miller, Dianne L.; Campbell, N. Jo; Morrison, Charles R.

2000-01-01

Married veterinarians were surveyed about work satisfaction, work-related stress, marital-family stress, and spousal support for their career. Female veterinarians reported greater effect of martial/family stress on career and less perceived support than did their male counterparts. Areas of greatest work dissatisfaction for both genders were…

Professional activity. How is family physicians' work time changing?

Science.gov (United States)

Woodward, C A; Ferrier, B; Cohen, M; Brown, J

2001-07-01

To examine hours worked professionally, work preferences, and changes in both of these and their correlates. Repeated surveys done in 1993 and 1999. Ontario family practices. Cohort of physicians certified in family medicine between 1989 and 1991 after family medicine residency who were surveyed in 1993 when they resided in Ontario. Self-reported hours spent weekly on professional activities, desired hours of professional work, and balance between work and other activities. Fifty-three percent (293) of 553 physicians responded to the 1999 survey; 91% had remained family physicians; 85% of these had participated in the 1993 survey. The difference between the hours that family physicians preferred to work professionally and their actual hours of work had increased since 1993. Childless physicians, women physicians with preschool children, and women physicians married to other physicians worked fewer hours professionally than other physicians in 1999. Female physicians and physicians without children worked closer to their preferred hours than other physicians. Reporting a preference to work fewer hours professionally in 1993 was linked with a reduction in professional activities by 1999. Greater attention should be paid in physician resource planning to the family life cycle of female physicians. Lifestyle changes could lead to a reduction in professional activity among these physicians.

Relations of Work Identity, Family Identity, Situational Demands, and Sex with Employee Work Hours

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Greenhaus, Jeffrey H.; Peng, Ann C.; Allen, Tammy D.

2012-01-01

This study examined relations of multiple indicators of work identity and family identity with the number of weekly hours worked by 193 married business professionals. We found that men generally worked long hours regardless of the situational demands to work long hours and the strength of their work and family identities. Women's work hours, on…

Shiftwork, work-family conflict among Italian nurses, and prevention efficacy.

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Camerino, Donatella; Sandri, Marco; Sartori, Samantha; Conway, Paul Maurice; Campanini, Paolo; Costa, Giovanni

2010-07-01

Shiftwork may be a demanding situation because it raises problems for reconciling work and nonwork activities; as such, this conflict may be mitigated by designing and implementing effective preventative actions at the workplace. There is a paucity of research directly examining the impact of work schedules and preventative measures at work on work-family conflict. Hence, the authors posed the following questions in their study: What is the impact of different work schedules on work-family conflict? Is a preventative culture associated with less work-family conflict? Is work-family conflict associated with specific health and well-being indicators and if so, how does work-family conflict affect well-being as compared with other potential determinants? A subset of 750 nurses ( approximately 10% of total workforce) were randomly selected from a larger sample. Nurses completed the Italian version of the NEXT questionnaire plus newly developed items to create an index on occupational safety and health prevention at work. Data were explored using two data mining techniques, Random Forests and Bayesian Networks, and modeled using hierarchical linear regression models. In all, 664 (88.5% of sample) nurses answered the questionnaire. The authors found that different work schedules had a differential impact on work-family conflict. In addition, effective risk communication between workers and people in charge of safety and health, and participation in preventative activities, quantitative workload, performing tasks not belonging to the nursing profession, and the number of weekends/month spent at work were all strongly associated with work-family conflict. The variable "time schedules" also acted as an effect modifier in the relationship between effective communication and participation in preventative activities and work-family conflict. In addition, quantitative demands played a role as a mediator (30% of total effect) in the relationship between effective communication

The antecedents and outcomes of work-family enrichment amongst female workers

Directory of Open Access Journals (Sweden)

Esandre Marais

2014-11-01

Research purpose: The objective was to determine the relationship between work resources,home resources, work engagement, family engagement and work-family enrichment. The aim was also to test two models representing work-to-family and family-to-work enrichment as mediators. Motivation for the study: By investigating work-family enrichment, as a new research concept,and its antecedents and outcomes, this study will add to the positive side of the work-family interface literature and provide information to organisations.Research design, approach and method: A cross-sectional survey design was used in this study with a sample of female workers (N = 420 in South Africa. Polychoric correlations, fit indices, structural equation modelling and testing mediation were used to analyse the data.Omegas and alpha coefficients were employed to determine the reliability. Main findings: A positive relationship between work-family enrichment and its antecedents and outcomes was found. Furthermore, work-family enrichment (W-FE mediated (large effectthe relationship between work resources and work engagement and family-work enrichment mediated (small effect the relationship between home resources and family engagement. Practical/managerial implications: The results provide more insight and understanding to organisations and female workers on the benefits of being involved in both the domain of work life and the domain of family life. Contribution/value-add: The study contributes to the limited research undertaken on work family enrichment within the South African context. The present study also contributes to the literature on the use of the newly developed MACE Work-Family Enrichment Instrument.

Work or family? : A study about work-life balance and availability for work and family in China

OpenAIRE

Karlberg, Julia; Lövgren, Felicia

2016-01-01

The purpose of this thesis is to gain a deeper understanding of how the Chinese prioritize between work and family and how the culture can affect it. Nowadays, availability and work-life balance are often mentioned in a Western context, in this thesis we want to bring it into a Chinese context instead. China has  the largest population in the world but there is not so much previous research in this field. Thus, it was of interest to us to do our research on the work-life balance and availabil...

Work and Family Programs in Texas State Agencies.

Science.gov (United States)

Texas Work and Family Clearinghouse, Austin.

A survey of work and family policies in state-supported organizations in Texas was conducted for the Texas Workforce Commission's Work and Family Clearinghouse. Survey questions addressed the prevalence, perceived need, and future direction of dependent care programs and flexible work arrangements (FWA). Key findings in dependent care include: (1)…

MAZAHUA INDIGENOUS CHILDREN AND THE FAMILY'S ORGANIZATION OF WORK

Directory of Open Access Journals (Sweden)

Robles, Adriana

2012-02-01

Full Text Available This article explores children’s participation in the social organization of work characteristic of Indigenous Mazahua communities in central Mexico. Attention is focused on the family organization of domestic and agricultural labor because it articulates so many of the other family activities engaged in throughout the year that integrate all family members. In this way of organizing everyday activities, children’s work is important and contributes to family and community life. Mazahua people take into account various factors as they carry out their different work activities, such as economic considerations, those relating to the meaning associated with their work, collective life, etc. With their participation in family work activities children are fully integrated in the family/community organization. They learn to be technically proficient and at the same time learn the social significance that is implied by their “helping out” and being “responsible;” in this way their work is useful and vital, and their learning long lasting. This article is written in Spanish

Balancing Work and Family: How Female Superintendents Succeed at Work and Home

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Olesniewicz, Julie

2012-01-01

Women leaders in education struggle to balance work and family life. Historically, this struggle has stemmed from attempts to manage societal expectations of balancing work and family. In managing these expectations, women leaders face many challenges, which have made it difficult to maintain home responsibilities and deal with increasing demands…

The role of family factors in explaining the women’s conflict of work and family roles

OpenAIRE

سیدعلیرضا افشانی; لیدا هاتفی

2016-01-01

This research aimed to investigate the relationship between family factors including socioeconomic status, family support, family attachment, family role overload, and family power structure with conflict of work and family roles among female employees in Yazd city. Research method was descriptive and correlational; and 323 female employees were selected by cluster sampling method. The work-family roles conflict scales, the perception of social support from family, the family involvement ques...

Hubungan antara Pengembangan Karir dan Work Family Conflict pada Karyawan

OpenAIRE

Mawaddah, Shofia

2016-01-01

Work and family are two of the most important aspects of adult life. The interference between these two domains can produce work family conflict which eventually affects individual and organizational performances. It is important for organizations to help employees to manage the balance between work and family demands. Work family conflict has consequences that may be detrimental to employee career development. This study aims to examine the relationship between career development and work fa...

Social Policies and Families in Stress: Gender and Educational Differences in Work-Family Conflict from a European Perspective.

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Notten, Natascha; Grunow, Daniela; Verbakel, Ellen

2017-01-01

In modern welfare states, family policies may resolve the tension between employment and care-focused demands. However these policies sometimes have adverse consequences for distinct social groups. This study examined gender and educational differences in working parents' perceived work-family conflict and used a comparative approach to test whether family policies, in particular support for child care and leave from paid work, are capable of reducing work-family conflict as well as the gender and educational gaps in work-family conflict. We use data from the European Social Survey 2010 for 20 countries and 5296 respondents (parents), extended with information on national policies for maternity and parental leave and child care support from the OECD Family Database. Employing multilevel analysis, we find that mothers and the higher educated report most work-family conflict. Policies supporting child care reduce the level of experienced work-family conflict; family leave policy appears to have no alleviating impact on working parents' work-family conflict. Our findings indicate that family policies appear to be unable to reduce the gender gap in conflict perception and even widen the educational gap in work-family conflict.

Work and health among Latina mothers in farmworker families.

Science.gov (United States)

Arcury, Thomas A; Trejo, Grisel; Suerken, Cynthia K; Grzywacz, Joseph G; Ip, Edward H; Quandt, Sara A

2015-03-01

Work organization is important for the health of vulnerable workers, particularly women. This analysis describes work organization for Latinas in farmworker families and delineates the associations of work organization with health indicators. Up to 220 Latina women in farmworker families completed interviews from October 2012 to July 2013. Interviews addressed job structure, job demand, job control, and job support. Health measures included stress, depressive symptoms, physical activity, family conflict, and family economic security. Three fifths of the women were employed. Several work organization dimensions, including shift, psychological demand, work safety climate, and benefits, were associated with participant health as expected, on the basis of the work organization and job demands-control-support models. Research should address women's health and specific work responsibilities. Occupational safety policy must consider the importance of work organization in the health of vulnerable workers.

Strengthening Adoption Practice, Listening to Adoptive Families

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Atkinson, Anne; Gonet, Patricia

2007-01-01

In-depth interviews with 500 adoptive families who received postadoption services through Virginia's Adoptive Family Preservation (AFP) program paint a richly detailed picture of the challenges adoptive families face and what they need to sustain adoption for many years after finalization. Findings document the need for support in a variety of…

When Family-Supportive Supervision Matters: Relations between Multiple Sources of Support and Work-Family Balance

Science.gov (United States)

Greenhaus, Jeffrey H.; Ziegert, Jonathan C.; Allen, Tammy D.

2012-01-01

This study examines the mechanisms by which family-supportive supervision is related to employee work-family balance. Based on a sample of 170 business professionals, we found that the positive relation between family-supportive supervision and balance was fully mediated by work interference with family (WIF) and partially mediated by family…

Perceived versus used workplace flexibility in Singapore: predicting work-family fit.

Science.gov (United States)

Jones, Blake L; Scoville, D Phillip; Hill, E Jeffrey; Childs, Geniel; Leishman, Joan M; Nally, Kathryn S

2008-10-01

This study examined the relationship of 2 types of workplace flexibility to work-family fit and work, personal, and marriage-family outcomes using data (N = 1,601) representative of employed persons in Singapore. We hypothesized that perceived and used workplace flexibility would be positively related to the study variables. Results derived from structural equation modeling revealed that perceived flexibility predicted work-family fit; however, used flexibility did not. Work-family fit related positively to each work, personal, and marriage-family outcome; however, workplace flexibility only predicted work and personal outcomes. Findings suggest work-family fit may be an important facilitating factor in the interface between work and family life, relating directly to marital satisfaction and satisfaction in other family relationships. Implications of these findings are discussed. Copyright 2008 APA, all rights reserved.

Expanding the psychosocial work environment: workplace norms and work-family conflict as correlates of stress and health.

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Hammer, Tove Helland; Saksvik, Per Øystein; Nytrø, Kjell; Torvatn, Hans; Bayazit, Mahmut

2004-01-01

This study examined the contributions of organizational level norms about work requirements and social relations, and work-family conflict, to job stress and subjective health symptoms, controlling for Karasek's job demand-control-support model of the psychosocial work environment, in a sample of 1,346 employees from 56 firms in the Norwegian food and beverage industry. Hierarchical linear modeling analyses showed that organizational norms governing work performance and social relations, and work-to-family and family-to-work conflict, explained significant amounts of variance for job stress. The cross-level interaction between work performance norms and work-to-family conflict was also significantly related to job stress. Work-to-family conflict was significantly related to health symptoms, but family-to-work conflict and organizational norms were not.

The impact of negative family-work spillover on diurnal cortisol.

Science.gov (United States)

Zilioli, Samuele; Imami, Ledina; Slatcher, Richard B

2016-10-01

Both dimensions of the work-family interface, work-to-family and family-to-work spillover, have important implications for health and well-being. Despite the importance of these associations, very little is known about the physiological mechanisms through which the interplay between family and work experiences are translated into long-lasting consequences for health. This study investigated both positive and negative aspects of each spillover dimension on diurnal cortisol secretion patterns in a large panel study of working adults between the ages of 33 and 80. Greater negative family-to-work (NFW) spillover predicted lower wake-up cortisol values and a flatter (less "healthy") diurnal cortisol slope. This effect was evident even after controlling for the effects of the other spillover dimensions. These findings indicate that not all aspects of the work-family interface might impact stress physiology to the same extent and suggest that diurnal cortisol may be an important pathway through which negative aspects of the work-family interface leave their mark on health. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Working for mom and dad: are teens more likely to get injured working in family-owned businesses?

Science.gov (United States)

Zierold, Kristina M; Appana, Savi; Anderson, Henry A

2012-02-01

Recent controversy regarding the issue of children working in family-owned businesses has come to the forefront, pitting safety and health versus parent's right to teach their children the family trade. While studies have characterized injury among working teens, no studies have assessed work and injury among teens employed in family-owned businesses. This study is the first to examine teenagers working in family-owned businesses and to compare the experiences of teens working in family-businesses to the experiences of other working teens. A questionnaire was distributed to 8,085 teens in high schools throughout the five public health regions of Wisconsin. A total of 6, 810 teens responded (84%). Overall 2,858 high school teens aged 14-17 reported working (42%); of which 963 (34%) worked in a family-business. Teens working in family-businesses were more likely to report that their injury was severe, affecting their activities for more than three days, compared with other working teens (33% vs. 21%, P = 0.05). The percentage of teens working in family-businesses that reported broken bones or crushed body parts was 17% compared to only 5% of other-working teens. Additionally, teens employed in family-businesses were more likely to file for workers' compensation (28% vs. 12%, P = 0.005). Teens working in family-owned businesses may be at a greater risk for more severe injury based on the jobs and tasks they are doing. Teens working in family-owned businesses were more likely to report engaging in dangerous tasks, including some that are illegal under the Hazardous Occupation Orders. More research is needed to assess the dynamics that exist for teens working in family-owned businesses.

Work and Family Variables, Entrepreneurial Career Success, and Psychological Well-Being.

Science.gov (United States)

Parasuraman, Saroj; And Others

1996-01-01

Responses from 111 entrepreneurs revealed that work characteristics/pressures influence work more than family commitment; parental demands and partner support influence family more than work commitment. Women devote more time to family and men to work. Autonomy enables entrepreneurs to minimize the intrusion of family on work. (SK)

A two wave cross-lagged study of work-role conflict, work-family conflict and emotional exhaustion.

Science.gov (United States)

Jensen, Maria Therese

2016-12-01

By using a two-wave panel design, the present study aimed to study causal, reversed, and reciprocal relations among work-role conflict, work-family conflict, and emotional exhaustion. The Conservation of Resources theory was applied as a theoretical framework. The study was conducted in a large Norwegian oil and gas company (n = 1703). The results demonstrated positive cross-lagged effects of work-role conflict and work-family conflict on emotional exhaustion. In addition, emotional exhaustion predicted work-family conflict over time, and work-family conflict predicted work-role conflict over time, indicating the presence of reciprocal effects. The current study adds new knowledge to the positioning of work-family conflict in relation to perceived conflict in the workplace and emotional exhaustion. © 2016 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

Work-Family Conflict And Coping Strategies Adopted By Women In ...

African Journals Online (AJOL)

As employees attempt to balance work demands and family responsibilities, ... This study examined the kinds of work-family conflict experienced by female married ... issues related to the day-to-day experience of work and family roles were ...

WORKING WIVES, THEIR CONTRIBUTION TO FAMILY INCOME.

Science.gov (United States)

Women's Bureau (DOL), Washington, DC.

DATA FROM THE U.S. DEPARTMENT OF COMMERCE AND THE U.S. DEPARTMENT OF LABOR, 1964-66, DESCRIBE THE CONTRIBUTION OF WORKING WIVES TO FAMILY INCOME. NEARLY HALF OF ALL WOMEN 18-64 YEARS OF AGE WORK. ABOUT THREE OF FIVE OF THESE WOMEN ARE MARRIED AND LIVING WITH THEIR HUSBANDS. OF THE 42.1 MILLION HUSBAND-WIFE FAMILIES IN THE UNITED STATES IN MARCH…

Associations of work-family conflicts with food habits and physical activity.

Science.gov (United States)

Roos, Eva; Sarlio-Lähteenkorva, Sirpa; Lallukka, Tea; Lahelma, Eero

2007-03-01

This study examines the relationship between family-work conflicts with food habits and physical activity, and whether the relationship is dependent on family structure and work-related factors. Cross-sectional postal surveys were carried out in 2001 and 2002 among employees of the City of Helsinki, Finland, aged 40-60 years (n = 5346, response rate 66%; for women 70% and for men 60%). Dependent variables in logistic regression analyses were nationally recommended food habits and physical activity. Independent variables were work-family conflicts and family-work conflicts. Covariates included age, marital status, number of children, occupational class, working hours, time travelling to work, and physical and mental work load. Women reporting strong work-family conflicts were more likely to follow recommended food habits (odds ratio (OR) and 95% confidence intervals 1.49 (1.19-1.86)), but this relationship weakened when adjusting for work-related factors (OR 1.20 (0.93-1.55)). Women and men with strong family-work conflicts were less likely to report recommended food habits after adjusting for family structure and work-related factors (women OR 0.75 (0.61-0.92), men OR 0.57 (0.34-0.96)). Women and men with strong work-family conflicts were less likely to follow the recommended amount of physical activity (women OR 0.76 (0.60-0.96), men OR 0.54 (0.34-0.87)). Additionally, women with strong family-work conflicts were less likely to follow the recommended amount of physical activity (OR 0.77 (0.63-0.94)). Adjusting for family and work-related factors did not affect these associations. Conflicts between paid work and family life are likely to constitute barriers for a physically active lifestyle and possibly also for healthy food habits. Improving the balance between work and family may provide a route for promoting health-related behaviours.

Identifying and Working with Dysfunctional Families.

Science.gov (United States)

Bilynsky, Natalie Sufler; Vernaglia, Elizabeth Rudow

1999-01-01

A school counselor is often called upon to intervene when a child's progress and the classroom environment begin to suffer because of the child's dysfunctional family. The article presents a six-stage, problem-solving model for school counselors in their work with children from dysfunctional families. Presents a case example to illustrate the…

Gender, division of unpaid family work and psychological distress in dual-earner families.

Science.gov (United States)

Tao, Wenting; Janzen, Bonnie L; Abonyi, Sylvia

2010-06-18

Epidemiological studies have only recently begun to address the consequences of unpaid family work (ie., housework and child rearing) for mental health. Although research is suggestive of an association between the division of unpaid family work and psychological health, especially for women, additional research is required to clarify the conditions under which such a relationship holds. The purpose of the present study was to examine more nuanced relationships between the division of family work and psychological distress by disaggregating the family work construct according to type (housework/child rearing), control over scheduling, and evaluations of fairness. Analysis of data obtained from a cross-sectional telephone survey conducted in a Canadian city. Analyses were based on 293 employed parents (182 mothers and 111 fathers), with at least one preschool child, living in dual-earner households. Several multiple linear regression models were estimated with psychological distress as the outcome, adjusting for confounders. For mothers, more perceived time spent in child rearing (particularly primary child care) and high-schedule-control housework tasks (e.g. yard work) relative to one's partner, were associated with greater distress. For fathers, perceived unfairness in the division of housework and child rearing were associated with greater distress. Although methodological limitations temper firm conclusions, these results suggest that the gendered nature of household work has implications for the psychological well-being of both mothers and fathers of preschool children in dual-earner households. However, more longitudinal research and the development of theoretically-informed measures of family work are needed to advance the field.

WORK-FAMILY CONFLICT IN SOUTH ASIA: THE CASE OF PAKISTAN

OpenAIRE

Syed, Sumaiya; Memon, Salman; Goraya, Nasreen; Schalk, M.J.D.; Freese, C

2016-01-01

This study gives a picture of work-family conflict in South Asia, specifically the views of Pakistani Bank employees on antecedents and outcomes of work-family conflicts. We use the framework of the psychological contract to understand work-to family conflict for both employees and managers, to see how work-to family conflict might be resolved. Twenty bank employees, including three executives were selected from three privatized banks and two private Banks in Pakistan. Semi-structured intervi...

Work-to-family conflict and family-to-work conflict among Japanese dual-earner couples with preschool children: a spillover-crossover perspective

NARCIS (Netherlands)

Shimazu, A.; Kubota, K.; Bakker, A.B.; Demerouti, E.; Shimada, K.; Kawakami, N.

2013-01-01

Objectives: This study among Japanese dual-earner couples examined the independent and combined associations of work-to-family conflict (WFC) and family-to-work conflict (FWC) with psychological health of employees and their partners and the relationship quality between partners. Methods: The

Work-family conflict and well-being in university employees.

Science.gov (United States)

Winefield, Helen R; Boyd, Carolyn; Winefield, Anthony H

2014-01-01

This is one of the first reported studies to have reviewed the role of work-family conflict in university employees, both academic and nonacademic. The goal of this research was to examine the role of work-family conflict as a mediator of relationships between features of the work environment and worker well-being and organizational outcomes. A sample of 3,326 Australian university workers responded to an online survey. Work-family conflict added substantially to the explained variance in physical symptoms and psychological strain after taking account of job demands and control, and to a lesser extent to the variance in job performance. However, it had no extra impact on organizational commitment, which was most strongly predicted by job autonomy. Despite differing in workloads and work-family conflict, academic ("faculty") and nonacademic staff demonstrated similar predictors of worker and organizational outcomes. Results suggest two pathways through which management policies may be effective in improving worker well-being and productivity: improving job autonomy has mainly direct effects, while reducing job demands is mediated by consequent reductions in work-family conflict.

Improving referrals and integrating family planning and HIV services through organizational network strengthening.

Science.gov (United States)

Thomas, James C; Reynolds, Heidi W; Alterescu, Xavier; Bevc, Christine; Tsegaye, Ademe

2016-04-01

The service needs of people with human immunodeficiency virus (HIV) in low-income settings are wide-ranging. Service provision in a community is often disjointed among a variety of providers. We sought to reduce unmet patient needs by increasing referral coordination for HIV and family planning, measured as network density, with an organizational network approach. We conducted organizational network analysis on two networks in sub-cities of Addis Ababa, Ethiopia. There were 25 organizations in one sub-city network and 26 in the other. In one of them we sought to increase referrals through three network strengthening meetings. We then conducted the network analysis again in both sub-cities to measure any changes since baseline. We also quantitatively measured reported client service needs in both sub-cities before and after the intervention with two cross-sectional samples of face-to-face interviews with clients (459 at baseline and 587 at follow-up). In the sub-city with the intervention, the number of referral connections between organizations, measured as network density, increased 55%. In the control community, the density decreased over the same period. Reported unmet client service needs declined more consistently across services in the intervention community. This quasi experiment demonstrated that (1) an organizational network analysis can inform an intervention, (2) a modest network strengthening intervention can enhance client referrals in the network, (3) improvement in client referrals was accompanied by a decrease in atient-reported unmet needs and (4) a series of network analyses can be a useful evaluation tool. © The Author 2015. Published by Oxford University Press. All rights reserved. For permissions, please email: journals.permissions@oup.com.

Flextime: A Viable Solution to Work/Family Conflict?

Science.gov (United States)

Christensen, Kathleen E.; Staines, Graham L.

1990-01-01

Reviews research regarding advantages and disadvantages of flextime to both employers and employees; evaluates effects of flextime on resolving work/family conflicts; and establishes future programmatic, research, and policy directions regarding flextime. Claims flextime is beneficial in resolving work/family conflicts but not as beneficial as…

Work-family conflict, part I: Antecedents of work-family conflict in national collegiate athletic association division I-A certified athletic trainers.

Science.gov (United States)

Mazerolle, Stephanie M; Bruening, Jennifer E; Casa, Douglas J

2008-01-01

Work-family conflict (WFC) involves discord that arises when the demands of work interfere with the demands of family or home life. Long work hours, minimal control over work schedules, and time spent away from home are antecedents to WFC. To date, few authors have examined work-family conflict within the athletic training profession. To investigate the occurrence of WFC in certified athletic trainers (ATs) and to identify roots and factors leading to quality-of-life issues for ATs working in the National Collegiate Athletic Association Division I-A setting. Survey questionnaire and follow-up, in-depth, in-person interviews. Division I-A universities sponsoring football. A total of 587 ATs (324 men, 263 women) responded to the questionnaire. Twelve ATs (6 men, 6 women) participated in the qualitative portion: 2 head ATs, 4 assistant ATs, 4 graduate assistant ATs, and 2 AT program directors. Multiple regression analysis was performed to determine whether workload and travel predicted levels of WFC. Analyses of variance were calculated to investigate differences among the factors of sex, marital status, and family status. Interviews were transcribed verbatim and then analyzed using computer software as well as member checks and peer debriefing. The triangulation of the data collection and multiple sources of qualitative analysis were utilized to limit potential researcher prejudices. Regression analyses revealed that long work hours and travel directly contributed to WFC. In addition to long hours and travel, inflexible work schedules and staffing patterns were discussed by the interview participants as antecedents to WFC. Regardless of sex (P = .142), marital status (P = .687), family status (P = .055), or age of children (P = .633), WFC affected Division I-A ATs. No matter their marital or family status, ATs employed at the Division I-A level experienced difficulties balancing their work and home lives. Sources of conflict primarily stemmed from the consuming

Work Social Supports, Role Stressors, and Work-Family Conflict: The Moderating Effect of Age

Science.gov (United States)

Matthews, Russell A.; Bulger, Carrie A.; Barnes-Farrell, Janet L.

2010-01-01

The current study examined whether important distinctions are masked if participant age is ignored when modeling relationships among constructs associated with the work-family interface. An initial omnibus model of social support, work role stressors, and work-family conflict was tested. Multiple groups analyses were then conducted to investigate…

Work-family conflict in South Asia : The case of Pakistan

NARCIS (Netherlands)

Syed, S.; Memon, S.B.; Goraya, N.A.; Schalk, R.; Freese, C.

2016-01-01

This study gives a picture of work-family conflict in South Asia, specifically the views of Pakistani Bank employees on antecedents and outcomes of work -family conflicts. We use the framework of the psychological contract to understand work-to family conflict for both employees and managers, to see

The Link between National Paid Leave Policy and Work-Family Conflict among Married Working Parents

NARCIS (Netherlands)

Allen, T.D.; Lapierre, L.M.; Spector, P.E.; Poelmans, S.A.Y.; O'Driscoll, M.P.; Sanchez, J.I.; Cooper, G.L.; Walvoord, A.G.; Antoniou, A.S.; Brough, P.; Geurts, S.A.E.; Kinnunen, U.; Pagon, M.; Shima, S.; Woo, J.M.

2014-01-01

We investigated relationships between four dimensions of work–family conflict (time- and strain-based work interference with family, time- and strain-based family interference with work) and three key national paid leave policies (paid parental leave, paid sick leave, paid annual leave) among a

Work-Family Interference: Nurses in Norway and Finland

OpenAIRE

Abrahamsen, Bente; Holte, Kari Anne; Laine, Marjukka

2012-01-01

Abstract The aim of the study is to investigate the level of work–family inter-ference (WFI) for part-time nurses in Norway and Finland. Part-time work is usually cited as a desirable way in which to facilitate work and family harmony. However, the opportunity to work part-time in professions may be associated with greater difficulties and challenges than commonly presumed. Part-time professionals are often stigmatized as being less committed to work and report fewer job rewards than colleagu...

After the Baby: Work-Family Conflict and Working Mothers' Psychological Health

Science.gov (United States)

Marshall, Nancy L.; Tracy, Allison J.

2009-01-01

This study examines work and family characteristics and depressive symptomatology among over 700 working mothers of infants. Working mothers in poorer quality jobs, as well as working mothers who were single or whose infant's health was poorer than that of other infants, reported greater depressive symptomatology. The effect of job quality on…

MAZAHUA INDIGENOUS CHILDREN AND THE FAMILY'S ORGANIZATION OF WORK

OpenAIRE

Robles, Adriana

2012-01-01

This article explores children’s participation in the social organization of work characteristic of Indigenous Mazahua communities in central Mexico. Attention is focused on the family organization of domestic and agricultural labor because it articulates so many of the other family activities engaged in throughout the year that integrate all family members. In this way of organizing everyday activities, children’s work is important and contributes to family and community life. Mazahua peopl...

Work-Family Enrichment: the Positive Side of Roles of Accumulation

Directory of Open Access Journals (Sweden)

Kadma Maia

2015-08-01

Full Text Available This article aims at understand up how the interaction can promote work-family enrichment in the roles developed by the Executive Secretaries of a public university. The approach used was the qualitative analysis research and data collection technique employed a semi-structured interview, applied to twenty executive secretaries, employed at the public universities. For the data interpretation, we used the technique of content analysis. The analytical results identified the existence of enrichment in this interaction. The learning opportunity to was mentioned as one of the most enriching element of the work, besides the family values as family enriching element. The family support and experience emerged as enrichment phenomena common to both domains. Regarding the implications of work-family interaction, the most perceived implications by respondents were: increased knowledge and skills, material and psychological benefits, improved quality of life and personal and professional fulfillment. The conclusion is that one should not emphasize the negative side of the work-family interaction if there are favorable resources to enrich this relationship. One should also value the positive side of the interaction to seek a balance between the demands of work and the ones of family is equally important, since the participation of Secretaries in family and work roles proved to be necessary and challenging and it can provide enrichment to the executive secretary roles in their work place.

Fukushima Ministerial Conference Urges Continued Work to Strengthen Nuclear Safety

International Nuclear Information System (INIS)

2012-01-01

Full text: Strengthening nuclear safety is a continuous process that leaves no room for complacency, the Co-Presidents of the Fukushima Ministerial Conference on Nuclear Safety said in a statement today. Koichiro Gemba, Japan's Minister of Foreign Affairs, and Fadillah bin Haji Yusof, Malaysia's Deputy Minister of Science, Technology and Innovation, released the Co-Presidents' Statement at the conclusion of the Conference's Ministerial Plenary, on day one of the three-day event. ''It was stressed that nuclear safety is a prerequisite for the peaceful uses of nuclear energy, that strengthening nuclear safety is a continuous process and that there should be no complacency in safety matters,'' the statement said. The statement recognized progress reported by Japan in the response to the Fukushima Daiichi accident, including the achievement of the present stable status of the nuclear power station and the significant decrease in radioactive releases at the accident site. It stressed the importance of continued transparency in sharing objective information on the progress of decommissioning the plant, remediation and waste management, and encouraged Japan to lead an international effort to obtain data from the damaged reactors. ''The lessons learned from these activities, through their dissemination and related cooperation with the international community, are expected to contribute to enhancing the safety and effectiveness of future decommissioning and remediation activities worldwide,'' it said. The statement emphasized the importance of strengthening the IAEA's central role in international efforts to enhance global nuclear safety, underlining the Agency's Safety Standards and the IAEA Action Plan on Nuclear Safety. It urged IAEA Member States to strengthen efforts to implement the Action Plan fully, including the use of international peer reviews and putting the recommendations of such reviews into practice. It stressed the ''utmost importance of establishing and

Work in the family and employing organization.

Science.gov (United States)

Zedeck, S; Mosier, K L

1990-02-01

Issues involved in the attempts to balance roles in employing organizations and family organizations are discussed. The literature on the causal links between work and family relationships, the variables used in such studies, and the models used to describe the findings are presented. Because attempts to balance the roles in the two environments can lead to conflict and stress, organizations have responded with programs such as maternity and parental leave, child and dependent care, alternative work schedules and work stations, and employee assistance and relocation programs. These programs are reviewed with particular emphasis on their benefits and costs.

Managing work and family: Do control strategies help?

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Versey, H Shellae

2015-11-01

How can we effectively manage competing obligations from work and family without becoming overwhelmed? This question inspires the current study by examining control strategies that may facilitate better work-life balance, with a specific focus on the role of lowered aspirations and positive reappraisals, attitudes that underlie adaptive coping behaviors. Data from the Midlife in the United States Survey (MIDUS II) were used to explore the relationship between negative spillover, control strategies, and well-being among full-time working men and women (N = 2,091). In this nationally representative sample, findings indicate that while positive reappraisals function as a protective buffer, lowering aspirations exacerbate the relationship between work-family spillover and well-being, with moderating effects stronger among women. This study extends prior research tying work-life conflict to health and mental health, and suggests further investigation is needed to consider types of resources that may be effective coping strategies in balancing work and family. (c) 2015 APA, all rights reserved).

Work-family conflict as a risk factor for sickness absence.

Science.gov (United States)

Jansen, N W H; Kant, I J; van Amelsvoort, L G P M; Kristensen, T S; Swaen, G M H; Nijhuis, F J N

2006-07-01

(1) To study both cross-sectional and prospective relationships between work-family conflict and sickness absence from work; (2) to explore the direction of the relationships between the different types of conflict (work-home interference and home-work interference) and sickness absence; and (3) to explore gender differences in the above relationships. Data from the Maastricht Cohort Study were used with six months of follow up (5072 men and 1015 women at T6). Work-family conflict was measured with the Survey Work-Home Interference Nijmegen (SWING). Sickness absence was assessed objectively through individual record linkage with the company registers on sickness absence. In the cross-sectional analyses, high levels of work-family conflict, work-home interference, and home-work interference were all associated with a higher odds of being absent at the time of completing the questionnaire, after controlling for age and long term disease. Differences in average number of absent days between cases and non-cases of work-home interference were significant for men and most pronounced in women, where the average number of absent days over six months follow up was almost four days higher in women with high versus low-medium work-home interference. A clear relation between work-family conflict and sickness absence was shown. Additionally, the direction of work-family conflict was associated with a different sickness absence pattern. Sickness absence should be added to the list of adverse outcomes for employees struggling to combine their work and family life.

Work-family spillover revisited: Is there hope for marital happiness in the dual-earner family?

Directory of Open Access Journals (Sweden)

R. Smit

2001-08-01

Full Text Available In the past few decades social scientists have increasingly become aware of the dynamic qualities of gender and marital roles in the family. The changes taking place in terms of both the role contents and role behaviour of especially dual-earner couples have been identified as aspects affecting family life to a large extent. The increasing interface between the work and family spheres, based on the so-called work-family spillover model, has led to the conventional thesis that the non-traditional role behaviour of dualearner spouses and marital dissolution are causally related. The strenuous lifestyle associated with the dual-earner family may therefore have a detrimental effect on marital and familial relationships. This article gives, in the first place, an overview of the dilemmas the dualearner family may be confronted with. In the second place, possible intervening or mediating variables that may come into play in the process of facilitating a work-family fit in the dual-earner family are discussed. Recent research suggests that these intervening variables may not only help dualearner families to cope successfully with strenuous dilemmas, but may even contribute to the experience of higher levels of marital integration and happiness.

Reducing Work-Family Conflict through Different Sources of Social Support

Science.gov (United States)

van Daalen, Geertje; Willemsen, Tineke M.; Sanders, Karin

2006-01-01

The present study examines the relationship between four sources of social support (i.e., spouse, relatives and friends, supervisor, and colleagues) and time and strain-based work-to-family and family-to-work conflict among 444 dual-earners. Gender differences with respect to the relationship between social support and work-family conflict were…

The effects of work alienation on organizational commitment, work effort and work-to-family enrichment

NARCIS (Netherlands)

L.G. Tummers (Lars); L. den Dulk (Laura)

2013-01-01

textabstractAim: The aim of this study was to analyze the effects of work alienation on organizational commitment, work effort and work-to-family enrichment. Background: There is substantial research on the effects of work alienation on passive job performance, such as organizational commitment.

Job Level, Demands, and Resources as Antecedents of Work-Family Conflict

Science.gov (United States)

DiRenzo, Marco S.; Greenhaus, Jeffrey H.; Weer, Chisty H.

2011-01-01

Although substantial research has examined the conflict that employees experience between their work and family roles, the literature has not investigated the prevalence and antecedents of work-family conflict for individuals who work at different levels of an organization. This study examines differences in work-family conflict (work interference…

Konference Community, work and family

Czech Academy of Sciences Publication Activity Database

Křížková, Alena

2009-01-01

Roč. 10, č. 1 (2009), s. 61-63 ISSN 1213-0028. [Community, Work and Family III. International Conference: Innovation and Sustainability. Utrecht, 16.04.2009-18.04.2009] R&D Projects: GA AV ČR 1QS700280503; GA ČR GA403/09/1839; GA AV ČR IAA700280804 Institutional research plan: CEZ:AV0Z70280505 Keywords : Work / life balance * gender equality Subject RIV: AO - Sociology, Demography

Striking a Balance: Families, Work, and Early Childhood Education.

Science.gov (United States)

Callister, Paul; And Others

This study examines the connections between work, families, and early childhood education, and analyzes international trends and perspectives on parental leave. Chapter 1, "Introduction," shows that the increase in paid work by mothers makes families, work, and education important research and policy issues, and surveys reasons for this…

The role of general and occupational stress in the relationship between workaholism and work-family/family-work conflicts

Directory of Open Access Journals (Sweden)

Mateusz Hauk

2013-06-01

Full Text Available Introduction: The purpose of this study was to analyze the role of general and occupational stress in the relationship between workaholism (recognized in two ways: as addiction and as behavioral tendency and the intensity of work-family and familywork conflict. Materials and Methods: The study included 178 working people. The survey was conducted at three stages - half a year before a holiday, right after the holiday and half a year after the holiday. The Excessive Work Involvement Scale (SZAP by Golińska for the measurement of workaholism recognized as addiction; The Scale of Workaholism as Behavioral Tendencies (SWBT by Mudrack and Naughton as adapted by Dudek et al for the measurement of workaholism as behavioral tendency; the Perceived Stress Scale by Cohen et al., as adapted by Juczyński for the measurement of general stress; the Scale of Occupational Stress by Stanton in the adaptation of Dudek and Hauk for measurement of occupational stress; the Scale of Work-Family Conflict WFC/FWC by Netemeyer et al. with the Polish adaptation of A.M. Zalewska. Workaholism was measured once - before a holiday, the explained and intervening variables (the level of conflicts and stress, respectively were measured at three stages. To test the mediating role of general and occupational stress, hierarchical regression analysis as well as the method of bootstrapping were applied. Results and Conclusions: Our results indicate that general stress is an important mediator of the relationship between workaholism recognized as an addiction and work-family conflicts. Occupational stress turned out to be the only mediator in the relationship between workaholism (recognized as an addiction and the work-family conflict, noted exclusively in the first stage of the study. Both general and occupational stress were not significant mediators in the relationship between workaholism recognized as a behavioral tendency and the conflicts described.

Registered Nurses working together with family members of older people.

Science.gov (United States)

Weman, Karin; Fagerberg, Ingegerd

2006-03-01

The aim of the study was to reach a more profound understanding, through looking at nurses' working situation, of those factors that influence how nurses are able to work together with family members of older people living in nursing homes or similar facilities. Working with the care of older people as a Registered Nurse provides a varied job with many challenges. Nurses have to co-operate with family members of those in community health care. Co-operation is important and necessary for all involved. Nurses working in elder care in a geographically defined area received a questionnaire with three open-ended questions, on the difficulties and/or problems involved with working together with family members, and the positive or negative aspects of this co-operation. Analysis was carried out using the latent content analysis method. Three themes, problems within the system, interaction with families and caring in nursing work, are presented with categories and their subcategories. The nurses wanted their superior to be a nurse so that their working situation would be better understood. Appreciation from their superior and family members was also a very important part of their work as nurses in community health care. The frequent changes and the lack of time in the work of elder care often put nurses under considerable psychological pressure. For the most part family members are a resource for the elder, but sometimes they will avoid contact, which will make co-operating difficult. Registered Nurses and family members are dependent on each other in their care of the elder. Relevance to clinical practice. More attention should be paid to the working situation of Registered Nurses in community health care, and their ability to work together with family members of older people.

It's the nature of the work: examining behavior-based sources of work-family conflict across occupations.

Science.gov (United States)

Dierdorff, Erich C; Ellington, J Kemp

2008-07-01

The consequences of work-family conflict for both individuals and organizations have been well documented, and the various sources of such conflict have received substantial attention. However, the vast majority of extant research has focused on only time- and strain-based sources, largely neglecting behavior-based sources. Integrating two nationally representative databases, the authors examine 3 behavior-based antecedents of work-family conflict linked specifically to occupational work role requirements (interdependence, responsibility for others, and interpersonal conflict). Results from multilevel analysis indicate that significant variance in work-family conflict is attributable to the occupation in which someone works. Interdependence and responsibility for others predict work-family conflict, even after controlling for several time- and strain-based sources.

The Emerging Role of Social Work in Primary Health Care: A Survey of Social Workers in Ontario Family Health Teams.

Science.gov (United States)

Ashcroft, Rachelle; McMillan, Colleen; Ambrose-Miller, Wayne; McKee, Ryan; Brown, Judith Belle

2018-05-01

Primary health care systems are increasingly integrating interprofessional team-based approaches to care delivery. As members of these interprofessional primary health care teams, it is important for social workers to explore our experiences of integration into these newly emerging teams to help strengthen patient care. Despite the expansion of social work within primary health care settings, few studies have examined the integration of social work's role into this expanding area of the health care system. A survey was conducted with Canadian social work practitioners who were employed within Family Health Teams (FHTs), an interprofessional model of primary health care in Ontario emerging from a period of health care reform. One hundred and twenty-eight (N = 128) respondents completed the online survey. Key barriers to social work integration in FHTs included difficulties associated with a medical model environment, confusion about social work role, and organizational barriers. Facilitators for integration of social work in FHTs included adequate education and competencies, collaborative engagement, and organizational structures.

Consequences of Work-Family Conflict: Testing a New Model of Work-Related, Non-Work-Related and Sress-Related Outcomes

OpenAIRE

Esson, Patrice L.

2004-01-01

With the demographic layout of the workplace changing constantly, as more women enter the workforce, and as new organizational hiring practices lead to more diversity in the work environment, both researchers and employers have become increasingly interested in understanding the consequences of work-family conflict. Work-family conflict affects the individuals suffering from it, their families, and their employers. Thus, it is important to have a robust and comprehensive causal model that exp...

Work-family conflicts and self-reported work ability: cross-sectional findings in women with chronic musculoskeletal disorders.

Science.gov (United States)

Bethge, Matthias; Borngräber, Yvonne

2015-03-18

Under conditions of gender-specific division of paid employment and unpaid childcare and housework, rising employment of women increases the likelihood that they will be faced with work-family conflicts. As recent research indicates, such conflicts might also contribute to musculoskeletal disorders. However, research in patient samples is needed to clarify how important these conflicts are for relevant health-related measures of functioning (e.g., work ability). We therefore examined, in a sample of women with chronic musculoskeletal disorders, the indirect and direct associations between the indicators of work-family conflicts and self-reported work ability as well as whether the direct effects remained significant after adjustment for covariates. A cross-sectional questionnaire-based study was conducted. Participants were recruited from five rehabilitation centers. Work-family conflicts were assessed by four scales referring to time- and strain-based work interference with family (WIF) and family interference with work (FIW). Self-reported work ability was measured by the Work Ability Index. A confirmatory factor analysis was performed to approve the anticipated four-factor structure of the work-family conflict measure. Direct and indirect associations between work-family conflict indicators and self-reported work ability were examined by path model analysis. Multivariate regression models were performed to calculate adjusted estimators of the direct effects of strain-based WIF and FIW on work ability. The study included 351 employed women. The confirmatory factor analysis provided support for the anticipated four-factor structure of the work-family conflict measure. The path model analysis identified direct effects of both strain-based scales on self-reported work ability. The time-based scales were indirectly associated with work ability via the strain-based scales. Adjusted regression analyses showed that a five-point increase in strain-based WIF or FIW was

The Work-Family Interface and Sleep Quality.

Science.gov (United States)

Magee, Christopher A; Robinson, Laura D; McGregor, Alisha

2017-01-18

This article investigated whether work-to-family conflict (WFC) and work-to-family enrichment (WFE) were associated with employee sleep quality. WFC and WFE reflect the potential for experiences at work to negatively and positively influence nonworking life respectively, and may have implications for sleep quality. In this article, we examined whether WFC and WFE were linked with sleep quality via hedonic balance (i.e., positive affect relative to negative affect). The sample included 3,170 employed Australian parents involved in the Household Income and Labour Dynamics in Australia (HILDA) Survey. Information on WFC, WFE, hedonic balance, sleep quality, and relevant covariates was collected through a structured interview and self-completion questionnaire. WFC was associated with poorer sleep quality (β = .27, p relationship was stronger in males than females and in dual parent-single income families. WFC was also found to be indirectly associated with poor sleep quality via a lower hedonic balance (β = .17, 99% confidence interval [.14, .20]). WFE was not directly associated with sleep quality, but was indirectly associated with better sleep quality via a higher hedonic balance (β = -.04 [-.07, -.02]). These results indicate that aspects of the work-family interface are associated with employee sleep quality. Furthermore, affective experiences were found to link WFC and WFE with sleep quality. Workplace interventions that target WFC and WFE may have implications for employee sleep.

A meta-analysis of work-family conflict and social support.

Science.gov (United States)

French, Kimberly A; Dumani, Soner; Allen, Tammy D; Shockley, Kristen M

2018-03-01

The relationship between social support and work-family conflict is well-established, but the notion that different forms, sources, and types of social support as well as contextual factors can alter this relationship has been relatively neglected. To address this limitation, the current study provides the most comprehensive and in-depth examination of the relationship between social support and work-family conflict to date. We conduct a meta-analysis based on 1021 effect sizes and 46 countries to dissect the social support and work-family conflict relationship. Using social support theory as a theoretical framework, we challenge the assumption that social support measures are interchangeable by comparing work/family support relationships with work-family conflict across different support forms (behavior, perceptions), sources (e.g., supervisor, coworker, spouse), types (instrumental, emotional), and national contexts (cultural values, economic factors). National context hypotheses use a strong inferences paradigm in which utility and value congruence theoretical perspectives are pitted against one another. Significant results concerning support source are in line with social support theory, indicating that broad sources of support are more strongly related to work-family conflict than are specific sources of support. In line with utility perspective from social support theory, culture and economic national context significantly moderate some of the relationships between work/family support and work interference with family, indicating that social support is most beneficial in contexts in which it is needed or perceived as useful. The results suggest that organizational support may be the most important source of support overall. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Combining Gender, Work, and Family Identities: The Cross-Over and Spill-Over of Gender Norms into Young Adults' Work and Family Aspirations.

Science.gov (United States)

Meeussen, Loes; Veldman, Jenny; Van Laar, Colette

2016-01-01

The current study investigates how descriptive and prescriptive gender norms that communicate work and family identities to be (in)compatible with gender identities limit or enhance young men and women's family and career aspirations. Results show that young adults ( N = 445) perceived gender norms to assign greater compatibility between female and family identities and male and work identities than vice versa, and that young men and women mirror their aspirations to this traditional division of tasks. Spill-over effects of norms across life domains and cross-over effects of norms across gender-groups indicated that young women, more than young men, aimed to 'have it all': mirroring their career ambitions to a male career model, while keeping their family aspirations high. Moreover, young women opposed traditional role divisions in the family domain by decreasing their family aspirations in face of norms of lower family involvement or higher career involvement of men. Conversely, in line with traditional gender roles, young men showed lower family aspirations in the face of strong male career norms; and showed increases in their career aspirations when perceiving women to take up more family roles. Young men's family aspirations were, however, more influenced by new norms prescribing men to invest more in their family, suggesting opportunities for change. Together, these findings show that through social norms, young adults' gender identity affects aspirations for how to manage the co-presence of their work and family identities. Altering these norms may provide leverage for change to allow both men and women to combine their multiple identities in an enriching way.

Work-family conflict and employee psychiatric disorders: the National Comorbidity Survey.

Science.gov (United States)

Frone, M R

2000-12-01

This study examined the relation between work-family conflict and several types of psychiatric disorders: mood, anxiety, substance dependence, and substance abuse. Survey data were obtained from a representative national sample of 2,700 employed adults who were either married or the parent of a child 18 years old or younger. Hierarchical logistic regression analyses revealed that both work-to-family and family-to-work conflict were positively related to having a mood, anxiety, and substance dependence disorder. Depending on the type of work-family conflict and type of disorder, employees who reported experiencing work-family conflict often were 1.99-29.66 times more likely than were employees who reported no work-family conflict to experience a clinically significant mental health problem. No support was found for gender differences.

Internal market orientation and work-family balance in family businesses

OpenAIRE

Ruizalba, J; Soares, A; Vallespín, M; González Porras, J

2016-01-01

This research paper aims at investigating the importance of work---family balance (WFB) on family businesses from Andalusia (Spain) and its impact on job satisfaction and employees’ commitment. The research objectives are twofold: (1) to classify companies based on the level of WFB implementation; (2) to investigate the differences between groups of companies in relation to job satisfaction, commitment, firm size and generation. In order to achieve these objectives an empirical study was cond...

Health and turnover of working mothers after childbirth via the work-family interface: an analysis across time.

Science.gov (United States)

Carlson, Dawn S; Grzywacz, Joseph G; Ferguson, Merideth; Hunter, Emily M; Clinch, C Randall; Arcury, Thomas A

2011-09-01

This study examined organizational levers that impact work-family experiences, participant health, and subsequent turnover. Using a sample of 179 women returning to full-time work 4 months after childbirth, we examined the associations of 3 job resources (job security, skill discretion, and schedule control) with work-to-family enrichment and the associations of 2 job demands (psychological requirements and nonstandard work schedules) with work-to-family conflict. Further, we considered subsequent impact of work-to-family conflict and enrichment on women's health (physical and mental health) 8 months after women returned to work and the impact of health on voluntary turnover 12 months after women returned to work. Having a nonstandard work schedule was directly and positively related to conflict, whereas schedule control buffered the effect of psychological requirements on conflict. Skill discretion and job security, both job resources, directly and positively related to enrichment. Work-to-family conflict was negatively related to both physical and mental health, but work-to-family enrichment positively predicted only physical health. Physical health and mental health both negatively influenced turnover. We discuss implications and opportunities for future research. PsycINFO Database Record (c) 2011 APA, all rights reserved

Gendered depression: Vulnerability or exposure to work and family stressors?

Science.gov (United States)

Marchand, Alain; Bilodeau, Jaunathan; Demers, Andrée; Beauregard, Nancy; Durand, Pierre; Haines, Victor Y

2016-10-01

Research has shown that employed women are more prone to depression than men, but the pathways linking gender to depression remain poorly understood. The aim of this study was to examine how work and family conditions operated as potentially gendered antecedents of depression. It evaluated more specifically how differences in depressive symptoms in women and men could be explained by their differential vulnerability and exposure to work and family conditions, as well as by the mediating role of work-to-family conflict (WFC) and family-to-work conflict (FWC). Data were collected in 2009-2012 from a sample of 1935 employees (48.9% women) nested in 63 workplaces in the province of Quebec (Canada). Data were analyzed with multilevel path analysis models to test for the differential exposure hypothesis, and stratified by gender to test for the differential vulnerability hypothesis. Results supported both hypothesizes, but only WFC played a mediating role between work-family stressors and depression. Regarding the vulnerability hypothesis, WFC was more strongly associated with women depressive symptoms, and the magnitude of the association between family income and WFC was stronger for women. Overall, the differential exposure hypothesis seemed to reach a greater empirical support. After accounting for work and family stressors as well as WFC, differences in depressive symptoms in women and men were no longer significantly, as WFC, working hours, irregular work schedule and skill utilization acted as mediators. WFC associated with higher depressive symptoms and skill utilization with lower depressive symptoms. WFC related to higher working hours and irregular work schedule. Compared to men, women reported higher WFC, but lower working hours, less irregular work schedule and lower skill utilization at work. Women's higher rate of depression is intrinsically linked to their different social experiences as shaped by a gendered social structure and gendered organizations

Family medical leave. An employee benefit for working caregivers of elderly family members.

Science.gov (United States)

Carruth, A K; Booth, D

1991-09-01

Future trends include a decrease in the number of adult children, an increase in the number of individuals over age 65, single parent families, working women, and individuals with no health care insurance. As more women with multiple roles and responsibilities enter and continue as part of the work force, employers recognize the need for support of family issues. Currently many employers lack initiative to make these needed changes. The occupational health nurses' role in relation to future policy for working caregivers includes assessment of how employment and caregiving impact work performance, job satisfaction, and health; and participation in defining public policy issues.

Women in orthodontics and work-family balance: challenges and strategies.

Science.gov (United States)

Davidson, Sarah; Major, Paul W; Flores-Mir, Carlos; Amin, Maryam; Keenan, Louanne

2012-01-01

The number of women entering the orthodontic profession over the past few decades has increased dramatically. A review of the literature revealed the lack of research on achieving a work-family balance among female dentists and dental specialists. Work-family balance has been researched more extensively in the field of medicine; however, despite some critical differences, parallels between these 2 professions exist. This study identified issues that Canadian female orthodontists face and strategies they use to achieve a work-family balance. A phenomenological qualitative study was used to analyze the results of semi-structured telephone interviews of a purposive sample of 13 Canadian female orthodontists. The results strongly support the role-conflict theory about the competing pressures of maternal and professional roles. Female orthodontists described their challenges and strategies to minimize role conflict in their attempt to achieve a work-family balance. The women defined balance as having success and satisfaction in both their family life and professional life. They identified specific challenges of achieving a work-family balance that are unique to orthodontic practice and strategies for adapting to their maternal and professional roles. Achieving a work-family balance is of paramount importance to female orthodontists, and the results of this study may be applied to other specialties in dentistry.

Hubungan Work Family Conflict Dengan Quality of Work Life Pada Karyawan Wanita Perusahaan Swasta

OpenAIRE

Ashar, Arlinda; Harsanti, Intaglia

2016-01-01

Kehadiran kaum wanita dalam dunia kerja memiliki manfaat yang besar dan diperlukan dalam dunia kerja. Kemajuan dan peningkatan kaum wanita yang sangat pesat di dunia kerja memang sudah bukan persoalan baru lagi. Semakin banyaknya tenaga kerja wanita yang bekerja, maka banyak pula wanita yang menjalani peran ganda yang dapat mengalami work family conflict dan quality of work life. Penelitian ini bertujuan untuk menguji hubungan antara work family conflict dengan quality of work life pada karya...

Spillover and work-family conflict in probation practice: Managing the boundary between work and home life

OpenAIRE

Westaby, Chalen; Phillips, Jake; Fowler, Andrew

2016-01-01

Based on the close relationship between social work and probation practice this article uses and develops Greenhaus and Beutell's (1985) work-family conflict model to understand the spillover from probation work to practitioners’ family lives. We examine the ways spillover affects practitioners' family lives and show that these conflicts stem from desensitisation and the work being community based. They also arise in more imagined ways which we describe as altruistic imaginings and darker ima...

Working conditions and Work-Family Conflict in German hospital physicians: psychosocial and organisational predictors and consequences

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Schwappach David

2008-10-01

Full Text Available Abstract Background Germany currently experiences a situation of major physician attrition. The incompatibility between work and family has been discussed as one of the major reasons for the increasing departure of German physicians for non-clinical occupations or abroad. This study investigates predictors for one particular direction of Work-Family Conflict – namely work interfering with family conflict (WIF – which are located within the psychosocial work environment or work organisation of hospital physicians. Furthermore, effects of WIF on the individual physicians' physical and mental health were examined. Analyses were performed with an emphasis on gender differences. Comparisons with the general German population were made. Methods Data were collected by questionnaires as part of a study on Psychosocial work hazards and strains of German hospital physicians during April–July 2005. Two hundred and ninety-six hospital physicians (response rate 38.9% participated in the survey. The Copenhagen Psychosocial Questionnaire (COPSOQ, work interfering with family conflict scale (WIF, and hospital-specific single items on work organisation were used to assess WIF, its predictors, and consequences. Results German hospital physicians reported elevated levels of WIF (mean = 74 compared to the general German population (mean = 45, p p Conclusion In our study, work interfering with family conflict (WIF as part of Work-Family Conflict (WFC was highly prevalent among German hospital physicians. Factors of work organisation as well as factors of interpersonal relations at work were identified as significant predictors for WIF. Some of these predictors are accessible to alteration by improving work organisation in hospitals.

Conflict between Work and Family among New Zealand Teachers with Dependent Children

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Palmer, Melanie; Rose, Dennis; Sanders, Matthew; Randle, Fiona

2012-01-01

Changes in family and employment patterns have lead to an increasing need for families to balance work and family roles. Little research has examined work and family conflict among teachers. In the present study, 69 New Zealand teachers completed a survey examining occupational-related demands, family-related demands, work and family conflict, and…

The timing of family commitments in the early work career: Work-family trajectories of young adults in Flanders

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Suzana Koelet

2015-03-01

Full Text Available Objective: This article examines the diverse ways in which young adults develop both their professional career and family life in the years immediately after they complete their education. Building a career and starting a family often occur simultaneously in this stage of life. By studying the simultaneous developments in these life domains, we can gain a better understanding of this complex interplay. Methods: The data consist of a sample of 1,657 young adults born in 1976 who were interviewed as part of the SONAR survey of Flanders at ages 23, 26, and 29 about their education, their entry into and early years on the labour market, and their family life. Sequence analysis is used to study the timing of union formation and having children among these young adults, as well as how these events are related to their work career. Multinomial regression analysis is applied to help us gain a better understanding of the extent to which these life course patterns are determined by education and economic status at the start of the career. Results: The results reveal a set of work-family trajectories which vary in terms of the extent of labour market participation and the type and timing of family formation. Various aspects of the trajectory are found to be determined by different dimensions of an individual's educational career (duration, level, field of study. Education is more relevant for women than for men, as a man's trajectory is more likely than a woman's to be determined by the first job. Conclusions: By using a simultaneous approach which takes into account both family and work, this life course analysis confirms that men have a head start on the labour market, and examines the factors which influence the distinct trajectories of young women and men.

Working with children with autism and their families: pediatric hospital social worker perceptions of family needs and the role of social work.

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Morris, Rae; Muskat, Barbara; Greenblatt, Andrea

2018-08-01

Social workers with knowledge of autism can be valuable contributors to client- and family-centered healthcare services. This study utilized a qualitative design to explore pediatric hospital social workers' experiences and perceptions when working with children and youth with autism and their families. Interviews with 14 social workers in a Canadian urban pediatric hospital highlighted perceptions of the needs of families of children with autism in the hospital and challenges and benefits related to the role of social work with these families. Results suggest that pediatric social workers may benefit from opportunities to develop autism-relevant knowledge and skills.

How Work-Family Research Can Finally Have an Impact in Organizations.

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Kossek, Ellen Ernst; Baltes, Boris B; Matthews, Russell A

2011-09-01

Although work-family research has mushroomed over the past several decades, an implementation gap persists in putting work-family research into practice. Because of this, work-family researchers have not made a significant impact in improving the lives of employees relative to the amount of research that has been conducted. The goal of this article is to clarify areas where implementation gaps between work-family research and practice are prevalent, discuss the importance of reducing these gaps, and make the case that both better and different research should be conducted. We recommend several alternative but complementary actions for the work-family researcher: (a) work with organizations to study their policy and practice implementation efforts, (b) focus on the impact of rapid technological advances that are blurring work-family boundaries, (c) conduct research to empower the individual to self-manage the work-family interface, and (d) engage in advocacy and collaborative policy research to change institutional contexts and break down silos. Increased partnerships between industrial-organizational (I-O) psychology practitioners and researchers from many industries and disciplines could break down silos that we see as limiting development of the field.

Innovative Ideas on How Work-Family Research Can Have More Impact.

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Kossek, Ellen Ernst; Baltes, Boris B; Matthews, Russell A

2011-09-01

The commentaries on our focal article agreed with its main premise that work-family research should follow new strategies to improve its practical impact, and made suggestions clustering into three main themes. The first theme built on our suggestion to improve the research focus, terminology, and framing of work-family research. These essays offered additional ideas such as decoupling work-family from work-life research, and examining contextual factors more deeply. The second theme focused on how to better apply the findings from work family research. These commentaries provided social change approaches for making work-family issues more central to key stakeholders and to organizations. The third theme focused on broadening our scope to the societal level. These editorials advocated tactics supporting the development of basic rights of work-life balance within and across nations.

Combining gender, work, and family identities: The cross-over and spill-over of gender norms into young adults’ work and family aspirations

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Loes Meeussen

2016-11-01

Full Text Available The current study investigates how descriptive and prescriptive gender norms that communicate work and family identities to be (incompatible with gender identities limit or enhance young men and women’s family and career aspirations. Results show that young adults (N=445 perceived gender norms to assign greater compatibility between female and family identities and male and work identities than vice versa, and that young men and women mirror their aspirations to this traditional division of tasks. Spill-over effects of norms across life domains and cross-over effects of norms across gender-groups indicated that young women, more than young men, aimed to ‘have it all’: mirroring their career ambitions to a male career model, while keeping their family aspirations high. Moreover, young women opposed traditional role divisions in the family domain by decreasing their family aspirations in face of norms of lower family involvement or higher career involvement of men. Conversely, in line with traditional gender roles, young men showed lower family aspirations in the face of strong male career norms; and showed increases in their career aspirations when perceiving women to take up more family roles. Young men’s family aspirations were, however, more influenced by new norms prescribing men to invest more in their family, suggesting opportunities for change. Together, these findings show that through social norms, young adults’ gender identity affects aspirations for how to manage the co-presence of their work and family identities. Altering these norms may provide leverage for change to allow both men and women to combine their multiple identities in an enriching way.

Combining Gender, Work, and Family Identities: The Cross-Over and Spill-Over of Gender Norms into Young Adults’ Work and Family Aspirations

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Meeussen, Loes; Veldman, Jenny; Van Laar, Colette

2016-01-01

The current study investigates how descriptive and prescriptive gender norms that communicate work and family identities to be (in)compatible with gender identities limit or enhance young men and women’s family and career aspirations. Results show that young adults (N = 445) perceived gender norms to assign greater compatibility between female and family identities and male and work identities than vice versa, and that young men and women mirror their aspirations to this traditional division of tasks. Spill-over effects of norms across life domains and cross-over effects of norms across gender-groups indicated that young women, more than young men, aimed to ‘have it all’: mirroring their career ambitions to a male career model, while keeping their family aspirations high. Moreover, young women opposed traditional role divisions in the family domain by decreasing their family aspirations in face of norms of lower family involvement or higher career involvement of men. Conversely, in line with traditional gender roles, young men showed lower family aspirations in the face of strong male career norms; and showed increases in their career aspirations when perceiving women to take up more family roles. Young men’s family aspirations were, however, more influenced by new norms prescribing men to invest more in their family, suggesting opportunities for change. Together, these findings show that through social norms, young adults’ gender identity affects aspirations for how to manage the co-presence of their work and family identities. Altering these norms may provide leverage for change to allow both men and women to combine their multiple identities in an enriching way. PMID:27909416

Work-family conflict among members of full-time dual-earner couples: an examination of family life stage, gender, and age.

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Allen, Tammy D; Finkelstein, Lisa M

2014-07-01

Based on cross-sectional data from the 2008 National Study of the Changing Workforce, this study investigates relationships between gender, age, and work-family conflict across 6 family life stages. Participants were 690 married/partnered employees who worked 35 or more hours a week. Results indicated a small but negative relationship between age and work-family conflict. Work-family conflict was also associated with family stage, with the least amount of conflict occurring during the empty nest stage and the most occurring when the youngest child in the home was 5 years of age or younger. Gender differences were also observed. Specifically, men reported more work interference with family than did women when the youngest child in the home was a teen. Women overall reported more family interference with work than did men. Results concerning age and gender revealed a different pattern demonstrating that family stage is not simply a proxy for age. Age had a main effect on work-to-family conflict that was monotonic in nature and on family to-work conflict that was linear in nature. In conclusion, the results indicate gender, age, and family stage each uniquely relate to work-family conflict.

Family responsibilities discrimination, HR work-family discourse and organizational mediation of US civil rights law

OpenAIRE

Robin, Stryker; Heidi, Reynolds-Stenson; Krista, Frederico

2017-01-01

Because the US addresses work-family concerns mostly through voluntary employer-provided benefits combined with anti-discrimination legislation, organizational mediation of law shapes the content and impact of employ-ers’ response to employees’ work- family issues. Centrality of organiza-tional mediation means centrality of HR professional discourse. Given skyrocketing lawsuits claiming family responsibilities discrimination (FRD), we examine FRD-related discourse, 1980-2012, in the two high...

Career involvement and family involvement as moderators of relationships between work-family conflict and withdrawal from a profession.

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Greenhaus, J H; Parasuraman, S; Collins, K M

2001-04-01

This study extended prior analyses by J. H. Greenhaus, K. M. Collins, R. Singh, and S. Parasuraman (1997) by examining relationships between 2 directions of work-family conflict (work-to-family conflict and family-to-work conflict) and withdrawal from public accounting. The sample consisted of 199 members of the American Institute of Certified Public Accountants (135 men and 64 women) who were married or in a long-term relationship and who had 1 or more children. It was found that work-to-family conflict (but not family-to-work conflict) was positively related to withdrawal intentions. In addition, relationships of work-to-family conflict with withdrawal intentions and withdrawal behavior were stronger for individuals who were relatively uninvolved in their careers than for those who were highly involved in their careers. The implications of the findings for future research are discussed.

Working Mothers in Finland: A Cross-Country Comparison of Work to Family Interference, Work Characteristics and Satisfaction with Life

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Sirpa Weckström

2011-01-01

Full Text Available In this study it was examined whether work-related experiences of Finnish mothers are different from work-related experiences of mothers in 11 other European countries. The data was based on European Social Survey, round 2, conducted in the years 2004-2005. Descriptive statistics and ordinal regression analysis were used to assess the outcomes. Work to home interference was not especially frequent among mothers in Finland. However, interference that comprised other family members was more common than in the other countries investigated. With regard to work characteristics, Finnish mothers differed both negatively and positively from mothers in the other countries. Long working hours increased time-based interference from work to family members. Time pressure at work increased both time- and strain-based interferences. Social support from co-workers decreased strain-based interference. Work to family member interferences, especially strain-based interference, were negatively connected to life satisfaction. Both working and non-working mothers in Finland appeared to be satisfied with their life.

The Relationship Between Work-Family Conflict and Job Satisfaction Among Hospital Nurses.

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AlAzzam, Manar; AbuAlRub, Raeda Fawzi; Nazzal, Ala H

2017-10-01

This study aimed to explore the incidence of work-family conflict and the association between work-family conflict and satisfaction level among Jordanian nurses. Self-administered questionnaires were used to collect data from a convenience sample of 333 Jordanian nurses using a descriptive, cross-sectional, correlational design. The results revealed that nurses were exposed to both subtypes of work and family conflict, but they experienced the work-to-family conflict more than the family-to-work conflict. Both subtypes of work and family conflict were correlated negatively with age and positively with the number of children. Being female and absence of child care facilities at workplace had positive effects on the occurrence of work-to-family conflict. Finally, the negative and significant relationship between the work and family conflict and the job satisfaction level was supported. Those findings imply that nurse administrators and policy makers should establish different strategies to support the balance between the nurses' family life and nurses' work life such as child care and elder care services and other fringe benefits. Hospitals have to promote themselves as work environments that support job satisfaction to attract nurses, hence increasing patients' satisfaction and quality of nursing care. © 2017 Wiley Periodicals, Inc.

Work-to-family spillover and fruit and vegetable consumption among construction laborers.

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Devine, Carol M; Stoddard, Anne M; Barbeau, Elizabeth M; Naishadham, Deepa; Sorensen, Glorian

2007-01-01

Spillover is the effect of one role on another as working adults attempt to integrate demands from work and family. We conducted a survey to understand how worker, job, and family characteristics were related to negative work-to-family spillover and how spillover was related to fruit and vegetable consumption to inform intervention design. A combined mail and telephone survey. A national random sample in the United States. 1108 (44% response) unionized construction laborers. Personal characteristics, job factors, family factors, work-to-family spillover, and fruit and vegetable consumption. Multivariable logistic and least-squares regression. A range of 20% to 50% of respondents reported negative work-to-family spillover, agreeing that work demands, time, fatigue, and stress interfered with family meals or food choices. Higher spillover was associated with job factors, being of white race/ethnicity, and having children at home. Lower fruit and vegetable consumption was associated with higher work-to-family spillover (p = .002), being of white race or ethnicity (p working the graveyard or day shift (p = .02). Negative experience of work-to-family spillover may link employment to fruit and vegetable consumption and thus to worker health. Understanding the contribution of spillover to fruit and vegetable consumption aids understanding of how work experience affects health.

Shodagor Family Strategies : Balancing Work and Family on the Water.

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Starkweather, Kathrine E

2017-06-01

The Shodagor of Matlab, Bangladesh, are a seminomadic community of people who live and work on small wooden boats, within the extensive system of rivers and canals that traverse the country. This unique ecology places particular constraints on family and economic life and leads to Shodagor parents employing one of four distinct strategies to balance childcare and provisioning needs. The purpose of this paper is to understand the conditions that lead a family to choose one strategy over another by testing predictions about socioecological factors that impact the sexual division of labor, including a family's stage in the domestic cycle, aspects of the local ecology, and the availability of alloparents. Results show that although each factor has an impact on the division of labor individually, a confluence of these factors best explains within-group, between-family differences in how mothers and fathers divide subsistence and childcare labor. These factors also interact in particular ways for Shodagor families, and it appears that families choose their economic strategies based on the constellation of constraints that they face. The results of these analyses have implications for theory regarding the sexual division of labor across cultures and inform how Shodagor family economic and parenting strategies should be contextualized in future studies.

Managing multiple roles: development of the Work-Family Conciliation Strategies Scale.

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Matias, Marisa; Fontaine, Anne Marie

2014-07-17

Juggling the demands of work and family is becoming increasingly difficult in today's world. As dual-earners are now a majority and men and women's roles in both the workplace and at home have changed, questions have been raised regarding how individuals and couples can balance family and work. Nevertheless, research addressing work-family conciliation strategies is limited to a conflict-driven approach and context-specific instruments are scarce. This study develops an instrument for assessing how dual-earners manage their multiple roles detaching from a conflict point of view highlighting the work-family conciliation strategies put forward by these couples. Through qualitative and quantitative procedures the Work-Family Conciliation Strategies Scales was developed and is composed by 5 factors: Couple Coping; Positive Attitude Towards Multiple Roles, Planning and Management Skills, Professional Adjustments and Institutional Support; with good adjustment [χ2/df = 1.22; CFI = .90, RMSEA = .04, SRMR = .08.] and good reliability coefficients [from .67 to .87]. The developed scale contributes to research because of its specificity to the work-family framework and its focus on the proactive nature of balancing work and family roles. The results support further use of this instrument.

Leadership Style of School Head-Teachers and Their Colleague's Work-Family Conflict

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Tatlah, Ijaz Ahmed; Quraishi, Uzma

2010-01-01

This paper aims to investigate the relationship of people-oriented and task-oriented leadership styles with the work-family and family-work conflicts and the intensity of mutual relationship between work-family and family-work conflicts. Data for the research were collected through a survey of public sector elementary and secondary school teachers…

[A Structural Equation Model on Family Strength of Married Working Women].

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Hong, Yeong Seon; Han, Kuem Sun

2015-12-01

The purpose of this study was to identify the effect of predictive factors related to family strength and develop a structural equation model that explains family strength among married working women. A hypothesized model was developed based on literature reviews and predictors of family strength by Yoo. This constructed model was built of an eight pathway form. Two exogenous variables included in this model were ego-resilience and family support. Three endogenous variables included in this model were functional couple communication, family stress and family strength. Data were collected using a self-report questionnaire from 319 married working women who were 30~40 of age and lived in cities of Chungnam province in Korea. Data were analyzed with PASW/WIN 18.0 and AMOS 18.0 programs. Family support had a positive direct, indirect and total effect on family strength. Family stress had a negative direct, indirect and total effect on family strength. Functional couple communication had a positive direct and total effect on family strength. These predictive variables of family strength explained 61.8% of model. The results of the study show a structural equation model for family strength of married working women and that predicting factors for family strength are family support, family stress, and functional couple communication. To improve family strength of married working women, the results of this study suggest nursing access and mediative programs to improve family support and functional couple communication, and reduce family stress.

The role of the government in work-family conflict.

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Boushey, Heather

2011-01-01

The foundations of the major federal policies that govern today's workplace were put in place during the 1930s, when most families had a stay-at-home caregiver who could tend to the needs of children, the aged, and the sick. Seven decades later, many of the nation's workplace policies are in need of major updates to reflect the realities of the modern workforce. American workers, for example, typically have little or no control over their work hours and schedules; few have a right to job-protected access to paid leave to care for a family member. Heather Boushey examines three types of work-family policies that affect work-family conflict and that are in serious need of repair--those that govern hours worked and workplace equity, those that affect the ability of workers to take time off from work because their families need care, and those that govern the outsourcing of family care when necessary. In each case Boushey surveys new programs currently on the policy agenda, assesses their effectiveness, and considers the extent to which they can be used as models for a broader federal program. Boushey looks, for example, at a variety of pilot and experimental programs that have been implemented both by private employers and by federal, state, and local governments to provide workers with flexible working hours. Careful evaluations of these programs show that several can increase scheduling flexibility without adversely affecting employers. Although few Americans have access to paid family and medical leave to attend to family needs, most believe that businesses should be required to provide paid leave to all workers. Boushey notes that several states are moving in that direction. Again, careful evaluations show that these experimental programs are successful for both employers and employees. National programs to address child and elder care do not yet exist. The most comprehensive solution on the horizon is the universal prekindergarten programs offered by a few states

Gender, Division of Unpaid Family Work and Psychological Distress in Dual-Earner Families

OpenAIRE

Tao, Wenting; Janzen, Bonnie L; Abonyi, Sylvia

2010-01-01

Introduction: Epidemiological studies have only recently begun to address the consequences of unpaid family work (ie., housework and child rearing) for mental health. Although research is suggestive of an association between the division of unpaid family work and psychological health, especially for women, additional research is required to clarify the conditions under which such a relationship holds. The purpose of the present study was to examine more nuanced relationships between the divis...

Gender Differences in Restricting Work Efforts because of Family Responsibilities

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Maume, David J.

2006-01-01

In egalitarian families, we might expect that men and women similarly prioritize work and family obligations. Yet, prior research examining gender differences in work-family priorities often use measures that imperfectly reflect those priorities. Drawing two samples of full-time married workers from the 1992 National Study of the Changing…

Work and Family Environments and the Adoption of Computer-Supported Supplemental Work-at-Home.

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Duxbury, Linda Elizabeth; And Others

1996-01-01

A survey received responses from 307 men and 147 women in managerial/professional positions. Those who use computers for work at home after office hours had higher task variety, role overload, work-family interference, and stress. However, there were no significant differences in marital and family satisfaction of those who did supplemental work…

Struggling for each other: the Stancioff family at work.

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Firkatian, Mari A

2006-04-01

Due to the unique nature of Stancioff family relationships, family members lived and work as a highly effective network of enabling partners. They were living and working in the rarefied world of diplomats and dealt with people in a variety of countries and cultures. Their eldest daughter; Nadejda Stancioff pursued a diplomacy career in the 1910s and participated in the post-World War I peace conferences. Dimitri Stancioff, her father, was a diplomat, and her mother, the Countess Anna de Grenaud, was mistress of the robes at the Bulgarian Court at the end of the nineteenth century. They were a "mixed" family in many aspects, yet they thrived. The manner in which this family worked together is a rare example of cooperative collective efforts unfettered by gender biases. They also formed a unique transitional unit as a family who successfully combined the traditional with the modern to serve their collective ends.

Sleep complaints in middle-aged women and men: the contribution of working conditions and work-family conflicts.

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Lallukka, Tea; Rahkonen, Ossi; Lahelma, Eero; Arber, Sara

2010-09-01

This study aimed to examine how physical working conditions, psychosocial working conditions and work-family conflicts are associated with sleep complaints, and whether health behaviours explain these associations. We used pooled postal questionnaire surveys collected in 2001-2002 among 40-60-year-old employees of the City of Helsinki (n = 5819, response rate 66%). Participants were classified as having sleep complaints if they reported sleep complaints at least once a week on average (24% of women and 20% of men). Independent variables included environmental work exposures, physical workload, computer work, Karasek's job strain and work-family conflicts. Age, marital status, occupational class, work arrangements, health behaviours and obesity were adjusted for. Most working conditions were associated strongly with sleep complaints after adjustment for age only. After adjustment for work-family conflicts, the associations somewhat attenuated. Work-family conflicts were also associated strongly with women's [odds ratio (OR) 5.90; confidence interval (CI) 4.16-8.38] and men's sleep (OR 2.56; CI 1.34-4.87). The associations remained robust even after controlling for unhealthy behaviours, obesity, health status, depression and medications. Physically strenuous working conditions, psychosocial job strain and work-family conflicts may increase sleep complaints. Efforts to support employees to cope with psychosocial stress and reach a better balance between paid work and family life might reduce sleep complaints. Sleep complaints need to be taken into account in worksite health promotion and occupational health care in order to reduce the burden of poor sleep.

Assessing the relationship between work-family conflict and smoking.

Science.gov (United States)

Nelson, Candace C; Li, Yi; Sorensen, Glorian; Berkman, Lisa F

2012-09-01

We examined the relationship between smoking and work-family conflict among a sample of New England long-term-care facility workers. To collect data, we conducted in-person, structured interviews with workers in 4 extended-care facilities. There was a strong association between smoking likelihood and work-family conflict. Workers who experienced both stress at home from work issues (i.e., work-to-home conflict) and stress at work from personal issues (i.e., home-to-work conflict) had 3.1 times higher odds of smoking than those who did not experience these types of conflict. Workers who experienced home-to-work conflict had an odds of 2.3 compared with those who did not experience this type of conflict, and workers who experienced work-to-home conflict had an odds of 1.6 compared with workers who did not experience this type of conflict. The results of this study indicate that there is a robust relationship between work-family conflict and smoking, but that this relationship is dependent upon the total amount of conflict experienced and the direction of the conflict.

Telecommuting's differential impact on work-family conflict: is there no place like home?

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Golden, Timothy D; Veiga, John F; Simsek, Zeki

2006-11-01

The literature on the impact of telecommuting on work-family conflict has been equivocal, asserting that telecommuting enhances work-life balance and reduces conflict, or countering that it increases conflict as more time and emotional energy are allocated to family. Surveying 454 professional-level employees who split their work time between an office and home, the authors examined how extensively working in this mode impacts work-to-family conflict and family-to-work conflict, as well as the contextual impact of job autonomy, scheduling flexibility, and household size. As hypothesized, the findings suggest that telecommuting has a differential impact on work-family conflict, such that the more extensively individuals work in this mode, the lower their work-to-family conflict, but the higher their family-to-work conflict. Additionally, job autonomy and scheduling flexibility were found to positively moderate telecommuting's impact on work-to-family conflict, but household size was found to negatively moderate telecommuting's impact on family-to-work conflict, suggesting that contextual factors may be domain specific. (c) 2006 APA, all rights reserved

Facilitating learning and action for food sovereignty on family and community levels

DEFF Research Database (Denmark)

Vaarst, Mette

2014-01-01

This paper focuses on strengthening local communities in West Uganda, where an approach focusing on building up social capital and sharing responsibilities for own development within and between families. We see it as an approach to reach food sovereignty because it takes its roots within...... in reaching food sovereignty, - Building social capital in local communities is a key to control over food, - Context-specific learning and knowledge in combination with an organizational and institutional capacity in local CBOs or NGOs all are paramount for strengthening food sovereignty on a local level...... the family itself, where the responsibility for both family food and cash crops exists and is not always shared equally. When families start working together and use the resources in a group of both men and women, elders and youth, a local community becomes stronger and can match the capacities within...

Return on Investment of a Work-Family Intervention: Evidence From the Work, Family, and Health Network.

Science.gov (United States)

Barbosa, Carolina; Bray, Jeremy W; Dowd, William N; Mills, Michael J; Moen, Phyllis; Wipfli, Brad; Olson, Ryan; Kelly, Erin L

2015-09-01

To estimate the return on investment (ROI) of a workplace initiative to reduce work-family conflict in a group-randomized 18-month field experiment in an information technology firm in the United States. Intervention resources were micro-costed; benefits included medical costs, productivity (presenteeism), and turnover. Regression models were used to estimate the ROI, and cluster-robust bootstrap was used to calculate its confidence interval. For each participant, model-adjusted costs of the intervention were $690 and company savings were $1850 (2011 prices). The ROI was 1.68 (95% confidence interval, -8.85 to 9.47) and was robust in sensitivity analyses. The positive ROI indicates that employers' investment in an intervention to reduce work-family conflict can enhance their business. Although this was the first study to present a confidence interval for the ROI, results are comparable with the literature.

Family Resources and Flourishing at Work: The Role of Core Self-Evaluations

Directory of Open Access Journals (Sweden)

Larissa Maria David Gabardo-Martins

Full Text Available Abstract: According to the Work-Home Resources Model, contextual family resources increase personal resources, which, in turn, improve work outcomes. The present study investigated the direct effects of two contextual family resources (work- family enrichment and perceived social support from family and one personal resource (core self-evaluations on a work outcome (flourishing at work. The mediational role of core self-evaluations in these relationships was also investigated. The sample was composed of 519 Brazilian psychologists of both sexes. The Structural Equation Modeling showed that the contextual family resources and the personal resource predicted flourishing at work and that core self-evaluations mediated the relationships between contextual resources and flourishing at work. It was concluded that the acquisition of resources within the family and the positive evaluation of one’s own life can promote flourishing at work.

[Working with a family systems therapy approach as part of the routine treatment on acute psychiatric wards: sustained effects on team members' workload].

Science.gov (United States)

Haun, Markus W; Kordy, Henrike; Ochs, Matthias; Schweitzer, Jochen; Zwack, Julika

2012-11-01

Assessing long-term effects of a family systems therapy approach (systems therapy methods in acute psychiatry, SYMPA) on occupational stress and interdisciplinary cooperation of team members in three German psychiatric hospitals. Pre-post-follow-up survey using the Maslach Burnout Inventory (MBI) and Team Climate Inventory (TCI) questionnaires complemented by semi-structured in-depth interviews (N = 56). Three years after implementing a family systems therapy approach, experienced work load and staff burnout remain significantly lower than before. Interdisciplinary cooperation was intensified and nursing staff status increased. Following systemic case conceptualisations and interventions the therapeutic alliance moved towards a need-adapted treatment approach. Seven years after implementation, the family systems therapy approach still included significantly lower workload burden, an intensified interdisciplinary cooperation, and a need-adapted treatment orientation that strengthens the alliance between staff and client system. © Georg Thieme Verlag KG Stuttgart · New York.

What the Person Brings to the Table: Personality, Coping, and Work-Family Conflict

Science.gov (United States)

Andreassi, Jeanine K.

2011-01-01

Employees (N = 291) of various industries and companies were surveyed to study how individual factors (coping and personality) affect work-family conflict: strain-based work-to-family conflict (S-WFC), time-based work-to-family conflict (T-WFC), strain-based family-to-work conflict (S-FWC), and time-based family-to-work conflict (T-FWC). As…

Strengthening maintenance and reconstruction of scientific experiment building and creating a good working environment for scientific research and production

International Nuclear Information System (INIS)

Fu Jianping

2005-01-01

The quality of scientific experiment building directly influences the scientific research work and production. To create a good working environment for scientific research and production, it is necessary to strengthen the maintenance and reconstruction for old scientific experiment building. The paper briefly introduces the site supervisory work of maintaining and reconstructing old scientific experiment building in Beijing Research Institute of Uranium Geology, as well as some measures taken to ensure the project quality, and the reconstructed building. (authors)

Costs of a work-family intervention: evidence from the work, family, and health network.

Science.gov (United States)

Barbosa, Carolina; Bray, Jeremy W; Brockwood, Krista; Reeves, Daniel

2014-01-01

To estimate the cost to the workplace of implementing initiatives to reduce work-family conflict. Prospective cost analysis conducted alongside a group-randomized multisite controlled experimental study, using a microcosting approach. An information technology firm. Employees (n = 1004) and managers (n = 141) randomized to the intervention arm. STAR (Start. Transform. Achieve. Results.) to enhance employees' control over their work time, increase supervisor support for employees to manage work and family responsibilities, and reorient the culture toward results. A taxonomy of activities related to customization, start-up, and implementation was developed. Resource use and unit costs were estimated for each activity, excluding research-related activities. Economic costing approach (accounting and opportunity costs). Sensitivity analyses on intervention costs. The total cost of STAR was $709,654, of which $389,717 was labor costs and $319,937 nonlabor costs (including $313,877 for intervention contract). The cost per employee participation in the intervention was $340 (95% confidence interval: $330-$351); $597 ($561-$634) for managers and $300 ($292-$308) for other employees (2011 prices). A detailed activity costing approach allows for more accurate cost estimates and identifies key drivers of cost. The key cost driver was employees' time spent on receiving the intervention. Ignoring this cost, which is usual in studies that cost workplace interventions, would seriously underestimate the cost of a workplace initiative.

Balancing Work and Family. A Working Curriculum To Assist Vocational Parent and Family Educators in Designing and Delivering Employer-Sponsored Work and Family Seminars.

Science.gov (United States)

Burns, Mary Dooley; And Others

This curriculum guide was developed to help vocational teachers and family educators to design and deliver employer-sponsored seminars for employees as well as community-based adult education programs. The curriculum is intended to help working parents improve their ability to meet their personal wants and needs as well as the demands of their…

Work-family role conflict and job performance among women ...

African Journals Online (AJOL)

family role conflict generates some kind of stress and instability that further ... However, this relationship between work-family role conflict and low job performance is considered higher among women with more children and less spousal/family ...

The Work-Family Conflict Scale (WAFCS): development and initial validation of a self-report measure of work-family conflict for use with parents.

Science.gov (United States)

Haslam, Divna; Filus, Ania; Morawska, Alina; Sanders, Matthew R; Fletcher, Renee

2015-06-01

This paper outlines the development and validation of the Work-Family Conflict Scale (WAFCS) designed to measure work-to-family conflict (WFC) and family-to-work conflict (FWC) for use with parents of young children. An expert informant and consumer feedback approach was utilised to develop and refine 20 items, which were subjected to a rigorous validation process using two separate samples of parents of 2-12 year old children (n = 305 and n = 264). As a result of statistical analyses several items were dropped resulting in a brief 10-item scale comprising two subscales assessing theoretically distinct but related constructs: FWC (five items) and WFC (five items). Analyses revealed both subscales have good internal consistency, construct validity as well as concurrent and predictive validity. The results indicate the WAFCS is a promising brief measure for the assessment of work-family conflict in parents. Benefits of the measure as well as potential uses are discussed.

The impact of social and family-related factors on women's stress experience in household and family work.

Science.gov (United States)

Sperlich, Stefanie; Geyer, Siegfried

2015-03-01

This study explores the contribution of social and family-related factors to women's experience of an effort-reward imbalance (ERI) in household and family work. Using a population-based sample of German mothers (n = 3,129), we performed stepwise logistic regression analysis in order to determine the relative impact of social and family-related factors on ERI. All factors investigated showed a significant association with at least one ERI component. Considering all predictors simultaneously in the multivariate analysis resulted in a decrease in significance of socioeconomic status in explaining the effort-reward ratio while the impact on low reward partly remained significant. In addition, age of youngest child, number of children, lower levels of perceived social support, domestic work inequity and negative work-to-family spillover, irrespective of being half- or full-time employed, revealed to be important in predicting ERI. The experience of ERI in domestic work is influenced by the social and family environment. Particularly among socially disadvantaged mothers, lack of social recognition for household and family work proved to be a relevant source of psychosocial stress.

Depression and work family conflict among corrections officers.

Science.gov (United States)

Obidoa, Chiwekwu; Reeves, David; Warren, Nicholas; Reisine, Susan; Cherniack, Martin

2011-11-01

This article assessed work-to-family conflict (W-FC) and family-to-work conflict (F-WC) and their impact on depression among corrections officers in two correctional facilities in the United States. The sample consisted of 220 officers who completed questionnaires that included data on demographics, sense of coherence (SOC), physical health, psychosocial job characteristics, and work-family conflict. The Center for Epidemiologic Studies Depression Scale (CES-D-10) assessed depression. The mean CES-D score was 7.8 (SD = 5.2); 31% had scores of 10 or more, indicative of serious psychological distress. The SOC, W-FC, and F-WC were significantly and positively associated with depression; W-FC mediated the effects of SOC on depression. Psychosocial job characteristics were not related to depression. Depressive symptoms were high among officers, and W-FC was a critical factor contributing to psychological distress.

WORK-FAMILY CONFLICT AND SOURCES OF SUPPORT AMONGST MALAYSIAN DUAL-CAREER EMPLOYEES

Directory of Open Access Journals (Sweden)

Meera Komarraju

2006-01-01

Full Text Available As the number of dual-career employees entering the workplace increases, it is important to understand how the integration of work and family responsibilities influences work outcomes. The current study examined occupational role salience, work-family conflict, basic understandings, spousal support, and organizational support as predictors of work satisfaction. One hundred and sixteen dual-career faculty and staff from three Malaysian universities completed a survey questionnaire. Results from stepwise regression analyses showed that across all employees, work-family conflict was the most significant predictor of work satisfaction. More specifically, for male employees, spousal support was the most important predictor of work satisfaction followed by work-family conflict. Interestingly, for female employees, work-family conflict was the most significant predictor followed by organizational support. These results suggest that dual-career employees who find family responsibilities intruding into their work activities are likely to experience lesser work satisfaction. Dual-career employees receiving support and encouragement from a spouse or from the employing organization are more likely to experience increased work satisfaction.

Work-related smartphone use, work–family conflict and family role performance: The role of segmentation preference

NARCIS (Netherlands)

Derks, D.; Bakker, A.B.; Peters, P.; Wingerden, P. van

2016-01-01

Is work-related smartphone use during off-job time associated with lower conflict owing to the blurring of the boundaries between work and family life? Or does it help employees juggling work and family demands? The present four-day quantitative diary study (N = 71 employees, N = 265–280 data

Personality as a determinant of work-family conflict

OpenAIRE

Priyadharshini, Rekha A.; Wesley, Reeves J.

2014-01-01

Purpose: Extant literature reported that the perceptible experience of work-family conflict (WF conflict) is determined by any of work/family role-specific characteristics. This study is done under the premise that the perception on the occurrence of W-F conflict is influenced by person-specific personality characteristics. Authors have used big five personality dimensions as the independent variables and bi-directional nature of W-F conflict as dependent variable. It was hypothesized that ex...

The Strengthening Families Program 10-14: influence on parent and youth problem-solving skill.

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Semeniuk, Y; Brown, R L; Riesch, S K; Zywicki, M; Hopper, J; Henriques, J B

2010-06-01

The aim of this paper is to report the results of a preliminary examination of the efficacy of the Strengthening Families Program (SFP) 10-14 in improving parent and youth problem-solving skill. The Hypotheses in this paper include: (1) youth and parents who participated in SFP would have lower mean scores immediately (T2) and 6 months (T3) post intervention on indicators of hostile and negative problem-solving strategies; (2) higher mean scores on positive problem-solving strategies; and (3) youth who participated in SFP would have higher mean scores at T2 and at T3 on indicators of individual problem solving and problem-solving efficacy than youth in the comparison group. The dyads were recruited from elementary schools that had been stratified for race and assigned randomly to intervention or comparison conditions. Mean age of youth was 11 years (SD = 1.04). Fifty-seven dyads (34-intervention&23-control) were videotaped discussing a frequently occurring problem. The videotapes were analysed using the Iowa Family Interaction Rating Scale (IFIRS) and data were analysed using Dyadic Assessment Intervention Model. Most mean scores on the IFIRS did not change. One score changed as predicted: youth hostility decreased at T3. Two scores changed contrary to prediction: parent hostility increased T3 and parent positive problem solving decreased at T2. SFP demonstrated questionable efficacy for problem-solving skill in this study.

Identifying the Family, Job, and Workplace Characteristics of Employees Who Use Work-Family Benefits.

Science.gov (United States)

Secret, Mary

2000-01-01

Employs a contextual effects perspective to identify family, job, and workplace characteristics associated with the use of work-family benefits of 527 employees in 83 businesses. Determined that particular family problems predict female employee use of paid leave and mental health benefits. Summarizes that workplace size, sector, and culture are…

Mothers and work-life balance: Exploring the contradictions and complexities involved in work-family negotiation

OpenAIRE

Wattis, Louise; Standing, Joseph; Yerkes, Mara

2013-01-01

textabstractThis article presents data from a project exploring women's experiences of work and care. It focuses primarily on work-life balance as a problematic concept. Social and economic transformations across advanced post-industrial economies have resulted in concerns about how individuals manage their lives across the two spheres of work and family and achieve a work-life balance. Governments across the European Union have introduced various measures to address how families effectively ...

Family Literacy Night: A Celebration of Reading!

Science.gov (United States)

Campbell, Becky; Morton, Shirley; Rumschlag, Hella

2011-01-01

Family Literacy Night is an exciting way to engage students and their parents in meaningful literacy activities while building community spirit and strengthening the partnership between school and home. It is an opportunity for students to show their parents what they do in school; how they create in the computer lab, how they work in the art…

The Impact of Family Friendly Workplaces on Satisfaction and Work

OpenAIRE

Lauber, Verena; Storck, Johanna

2016-01-01

This paper provides novel evidence on the effect of family-friendly firm policies on satisfaction and working time of parents. The focus of this study is on two specific firm policies: Childcare support and flexible working schedules. We exploit the fact that since the mid 2000s an increasing share of employers react to their employees' needs by offering a family-friendly work environment. These changes over time allow us to identify causal effects of the two family-friendly policies. Identif...

Rural Women Family Physicians: Strategies for Successful Work-Life Balance.

Science.gov (United States)

Phillips, Julie; Hustedde, Carol; Bjorkman, Sarah; Prasad, Rupa; Sola, Orlando; Wendling, Andrea; Bjorkman, Kurt; Paladine, Heather

2016-05-01

Women family physicians experience challenges in maintaining work-life balance while practicing in rural communities. We sought to better understand the personal and professional strategies that enable women in rural family medicine to balance work and personal demands and achieve long-term career satisfaction. Women family physicians practicing in rural communities in the United States were interviewed using a semistructured format. Interviews were recorded, professionally transcribed, and analyzed using an immersion and crystallization approach, followed by detailed coding of emergent themes. The 25 participants described a set of strategies that facilitated successful work-life balance. First, they used reduced or flexible work hours to help achieve balance with personal roles. Second, many had supportive relationships with spouses and partners, parents, or other members of the community, which facilitated their ability to be readily available to their patients. Third, participants maintained clear boundaries around their work lives, which helped them to have adequate time for parenting, recreation, and rest. Women family physicians can build successful careers in rural communities, but supportive employers, relationships, and patient approaches provide a foundation for this success. Educators, employers, communities, and policymakers can adapt their practices to help women family physicians thrive in rural communities. © 2016 Annals of Family Medicine, Inc.

Taking stock of work-family initiatives: How announcements of "family-friendly" human resource decisions affect shareholder value.

OpenAIRE

Michelle M. Arthur; Alison Cook

2004-01-01

This study examines share price reactions to 231 work-family human resource policies adopted by Fortune 500 companies and announced in the Wall Street Journal between 1971 and 1996. Consistent with past research, the results suggest that firm announcements of work-family initiatives positively affected shareholder return. The authors also empirically test three hypotheses concerning how the timing of work-family initiatives influences shareholder reaction. They find that a pioneering company ...

Flexible work arrangements, job satisfaction, and turnover intentions: the mediating role of work-to-family enrichment.

Science.gov (United States)

McNall, Laurel A; Masuda, Aline D; Nicklin, Jessica M

2010-01-01

The authors examined the relation between the availability of 2 popular types of flexible work arrangements (i.e., flextime and compressed workweek) and work-to-family enrichment and, in turn, the relation between work-to-family enrichment and (a) job satisfaction and (b) turnover intentions. In a sample of 220 employed working adults, hierarchical regression analyses showed that work-to-family enrichment mediated the relation between flexible work arrangements and both job satisfaction and turnover intentions, even after controlling for gender, age, marital status, education, number of children, and hours worked. Thus, the availability of flexible work arrangements such as flextime and compressed workweek seems to help employees experience greater enrichment from work to home, which, in turn, is associated with higher job satisfaction and lower turnover intentions. The authors discuss the implications for research and practice.

Do the benefits of family-to-work transitions come at too great a cost?

Science.gov (United States)

Carlson, Dawn S; Kacmar, K Michele; Zivnuska, Suzanne; Ferguson, Merideth

2015-04-01

This research examines the impact of role boundary management on the work-family interface, as well as on organizational (job embeddedness) and family (relationship tension) outcomes. First, we integrate conservation of resources theory with crossover theory, to build a theoretical model of work-family boundary management. Second, we extend prior work by exploring positive and negative paths through which boundary management affects work and family outcomes. Third, we incorporate spouse perceptions to create a dynamic, systems-perspective explanation of the work-family interface. Using a matched sample of 639 job incumbents and their spouses, we found that family-to-work boundary transitions was related to the job incumbents' work-to-family conflict, work-to-family enrichment, and job embeddedness as well as the boundary management strain transmitted to the spouse. We also found that the boundary management strain transmitted to the spouse mediated the relationship between family-to-work boundary transitions and both work-to-family conflict and work-to-family enrichment. Finally, we found significant indirect effects between family-to-work boundary transitions and job embeddedness and relationship tension through both the boundary management strain transmitted to the spouse and the incumbent's work-family conflict, but not through work-family enrichment. Thus, family-to-work boundary transitions offer some benefits to the organization by contributing to job embeddedness, but they also come at a cost in that they are associated with work-family conflict and relationship tension. We discuss the study's implications for theory, research, and practice while suggesting new research directions. (c) 2015 APA, all rights reserved).

Relationship of Marital Satisfaction, Family Support and Family-Work Conflict Factors Among Malaysian Fathers with Adolescents

Directory of Open Access Journals (Sweden)

Mahayudin, A.A.

2015-02-01

Full Text Available The study on contextual factors in Malaysian family is more concentrated among mothers compared to the fathers. Malaysian fathers are often influenced by these factors embedded in the family. This study examines the level of contextual factors among fathers of adolescent children. The survey was conducted using a simple sampling method, on a group of 413 fathers with adolescent children from all districts in the state of Selangor, West Peninsular of Malaysia. A set of questionnaires was used to derive data from the fathers̕ contextual factors which are marriage satisfaction, family support and work-family conflict among fathers of adolescents. Analysis on frequency, percentage, mean, standard deviation, t-test, analysis of Variance (ANOVA and the Pearson correlations were used to investigate the level and correlation of contextual factors among fathers of adolescent children. The Pearson correlation shows that there is a significant correlation between work-family conflict and marriage satisfaction and between family support and marriage satisfaction. However, there is no significant correlation between family support and work-family conflict. The study proficiently contributes towards the exploration of influencing factors for the involvement of fathers in parenting.

The Job Costs of Family Demands: Gender Differences in Negative Family-to-Work Spillover

Science.gov (United States)

Keene, Jennifer Reid; Reynolds, John R.

2005-01-01

This article uses the 1992 National Study of the Changing Workforce to examine family and workplace factors contributing to gender differences in negative family-to-work spillover. We focus on spillover as manifested when family demands negatively affect job performance. Among married workers, women were twice as likely as men to report that…

Reconciling Work and Family in a Multi-Active Society

OpenAIRE

Fusulier, Bernard; Forum on the Future of Gender Equality in the EU. Workshop on "Beyond the work-life balance"

2015-01-01

The feminisation of the labour market and the persisting inequalities between men and women; precarisation at work; flexibilisation of work and working hours; the geographic movement of people; the diversification of family models, of parenthood and parenting systems; the aging population; the narrowing of intra-familial and community support networks; individualism and the quest for personal fulfilment; the value of children’s well-being; the reconfiguration of spatial and temporal borders b...

Work-Family Relations among Mothers of Children with Learning Disorders

Science.gov (United States)

Al-Yagon, Michal; Cinamon, Rachel Gali

2008-01-01

The study examined conflict and facilitation in work-family relations among working mothers of children with learning disorders (LD) or with typical development. The study also focused on three maternal personal resources (maternal anxious/avoidant attachment security, affect and sense of coherence) as antecedents of these work-family relations,…

Self-Reported Work and Family Stress of Female Primary Teachers.

Science.gov (United States)

Thomas, Narelle; Clarke, Valerie; Lavery, Judy

2003-01-01

Results of a self-report questionnaire indicated that female primary teachers in Australia report moderate levels of global, work, and family stress. Time and workload pressure was the major work stressor, and responsibility for child rearing the major family stressor. Work stress and home stress both impacted on each other. (EV)

Striving for balance between family and work demands among Iranian nurses.

Science.gov (United States)

Lagerström, Monica; Josephson, Malin; Arsalani, Narges; Fallahi-Khoshknab, Masoud

2010-04-01

The study reported here explored Iranian nurses' experience of managing work and family roles. Grounded theory method guided the data collection and data analysis from both individual and focus group interviews. Five categories emerged: family role, working conditions, seeking support, perceiving dissatisfaction, and perceiving threats to health. The core concept that emerged was striving for balance between family and work demands. In the work-family role the Iranian nurses faced significant pressures, and they mostly relied on their own capabilities to create balance, often neglecting their own needs. This resulted in perceived dissatisfaction and health threats.

Giving birth and returning to work: the impact of work-family conflict on women's health after childbirth.

Science.gov (United States)

Grice, Mira M; Feda, Denise; McGovern, Patricia; Alexander, Bruce H; McCaffrey, David; Ukestad, Laurie

2007-10-01

Since 1970, women of childbearing age have increasingly participated in the workforce. However, literature on work-family conflict has not specifically addressed the health of postpartum women. This study examined the relationship between work-family conflict and mental and physical health of employed mothers 11 weeks after childbirth. Employed women, 18 years and older, were recruited while in the hospital for childbirth (N = 817; 71% response rate). Mental and physical health at 11 weeks postpartum was measured using SF-12 version 2. General linear models estimated the associations between the independent variables and health. A priori causal models and directed acyclic graphs guided selection of confounding variables. Analyses revealed that high levels of work interference with family were associated with significantly lower mental health scores. Medium and high levels of family interference with work revealed a dose-response relationship resulting in significantly worse mental health scores. Coworker support was strongly and positively associated with better physical health. Work-family conflict was negatively associated with mental health but not significantly associated with physical health. Availability of social support may relieve the burden women can experience when balancing work roles and family obligations.

Work-family spillover among Japanese dual-earner couples: a large community-based study

NARCIS (Netherlands)

Shimada, K.; Shimazu, A.; Bakker, A.B.; Demerouti, E.; Kawakami, N.

2010-01-01

Objectives: To examine the effects of multiple types of work-family spillover (work-to-family negative spillover, WFNS; family-to-work negative spillover, FWNS; and work-family positive spillover, WFPS) on psychological distress among Japanese dual-earner couples with preschool children. Methods:

Work-family conflict and enrichment from the perspective of psychosocial resources: comparing Finnish healthcare workers by working schedules.

Science.gov (United States)

Mauno, Saija; Ruokolainen, Mervi; Kinnunen, Ulla

2015-05-01

We examined work-family conflict (WFC) and work-family enrichment (WFE) by comparing Finnish nurses, working dayshifts (non-shiftworkers, n = 874) and non-dayshifts. The non-dayshift employees worked either two different dayshifts (2-shiftworkers, n = 490) or three different shifts including nightshifts (3-shiftworkers, n = 270). Specifically, we investigated whether different resources, i.e. job control, managers' work-family support, co-workers' work-family support, control at home, personal coping strategies, and schedule satisfaction, predicted differently WFC and WFE in these three groups. Results showed that lower managers' work-family support predicted higher WFC only among 3-shiftworkers, whereas lower co-workers' support associated with increased WFC only in non-shiftworkers. In addition, shiftworkers reported higher WFC than non-shiftworkers. However, the level of WFE did not vary by schedule types. Moreover, the predictors of WFE varied only very little across schedule types. Shiftwork organizations should pay more attention to family-friendly management in order to reduce WFC among shiftworkers. Copyright © 2014 Elsevier Ltd and The Ergonomics Society. All rights reserved.

Family co-operation programme description.

Science.gov (United States)

Peine, H A; Terry, T

1990-01-01

Current parenting practices indicate a continuing trend towards less family interaction. Institutional attempts to intervene with parents often fail. The 'Family Co-operation Programme' provides a tangible method for families and schools to work together in preventing alcohol and drug abuse, by utilising the positive influence of the home and strengthening family relationships. The Board of Education for the State of Utah has tested and is currently implementing a unique, low-cost, alternative to impact on the home. Utilising a K-12 alcohol/drug abuse school-based curriculum, the child, based on his/her inclass training, becomes the resource for family co-operation activities. These include training in coping skills, decision-making, resistance to peer persuasion, increased self-esteem and alcohol/drug information. Grade level materials go home with the child, who returns a requested parent evaluation. Data for over one thousand families show the positive impact of the activities.

Working conditions and Work-Family Conflict in German hospital physicians: psychosocial and organisational predictors and consequences.

Science.gov (United States)

Fuss, Isabelle; Nübling, Matthias; Hasselhorn, Hans-Martin; Schwappach, David; Rieger, Monika A

2008-10-07

Germany currently experiences a situation of major physician attrition. The incompatibility between work and family has been discussed as one of the major reasons for the increasing departure of German physicians for non-clinical occupations or abroad. This study investigates predictors for one particular direction of Work-Family Conflict--namely work interfering with family conflict (WIF)--which are located within the psychosocial work environment or work organisation of hospital physicians. Furthermore, effects of WIF on the individual physicians' physical and mental health were examined. Analyses were performed with an emphasis on gender differences. Comparisons with the general German population were made. Data were collected by questionnaires as part of a study on Psychosocial work hazards and strains of German hospital physicians during April-July 2005. Two hundred and ninety-six hospital physicians (response rate 38.9%) participated in the survey. The Copenhagen Psychosocial Questionnaire (COPSOQ), work interfering with family conflict scale (WIF), and hospital-specific single items on work organisation were used to assess WIF, its predictors, and consequences. German hospital physicians reported elevated levels of WIF (mean = 74) compared to the general German population (mean = 45, p work, elevated number of days at work despite own illness, and consequences of short-notice changes in the duty roster. Good sense of community at work was a protective factor. Compared to the general German population, we observed a significant higher level of quantitative work demands among hospital physicians (mean = 73 vs. mean = 57, p work ability, and higher satisfaction with life in general. Compared to the German general population, physicians showed significantly higher levels of individual stress and quality of life as well as lower levels for well-being. This has to be judged as an alerting finding regarding the state of physicians' health. In our study, work

Meaningful work for a meaningful life? Work alienation and its effects in the work and the family context

NARCIS (Netherlands)

L.G. Tummers (Lars); L. den Dulk (Laura)

2011-01-01

textabstractAbstract: This paper examines the impact of work alienation on work-related outcomes (organizational commitment and work effort), and its impact outside work (work-family enrichment). Hypotheses are formulated based on two research streams: sociology of work and organization in relation

Emotional Intelligence, Work/Family Conflict, and Work Values among Customer Service Representatives: Basis for Organizational Support

Directory of Open Access Journals (Sweden)

Rommel P. Sergio

2015-03-01

Full Text Available This research paper discusses the profile of emotional intelligence, work/family conflict, and work values among 437 purposively selected customer service representatives (CSRs from the Middle East, Iran, Pakistan, Russia, India, and the Philippines. Moreover, the study leads to a set of organizational change development programs to assist organizations to cope with their diversity concerns. The descriptive, comparative-correlational methods were employed as this paper also aims to find the correlates of emotional intelligence such as work/family conflict, and work values. The researchers utilized several instruments, namely the Demographic Profile Sheet, Emotional Competence Inventory, Work/Family Conflict Scale, and Work Values Inventory. The general findings reveal that there is a significant relationship between emotional intelligence and work/family conflict, particularly on the areas of self- management, social awareness and relationship management; whereas, there is a significant relationship between emotional intelligence (particularly on the clusters of self- management, social awareness and relationship management and work values (specifically in the areas of management, achievement, supervisory relations, way of life, and independence. The organizational development support programs with emphasis on diversity management have been recommended to set future directions for call center organizations involved in the study.

Bringing migrant domestic work literature into family studies: the intricate dynamics of au pair families

OpenAIRE

Pelechova, Lenka

2014-01-01

This thesis explores families with live in au pairs. In particular, it investigates the changes that families go through as a result of the addition of an au pair, as well as the means by which the host parents and au pairs negotiate their new circumstances of living and working together. \\ud From a theoretical perspective, the thesis is positioned between two bodies of literature, namely, those of migrant domestic work and family studies. Up until now, research conducted in relation to au pa...

The Relation between Work-Family Balance and Quality of Life.

Science.gov (United States)

Greenhaus, Jeffrey H.; Collins, Karen M.; Shaw, Jason D.

2003-01-01

The relationship between work-family balance and quality of life was assessed for 353 accounting professionals. Those who spent more time on family than work experienced higher quality of life than balanced individuals, who experienced higher quality than those who spent more time on work. Findings were similar for level of involvement balance and…

Examining the "Neglected Side of the Work-Family Interface": Antecedents of Positive and Negative Family-to-Work Spillover

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Stevens, Daphne Pedersen; Minnotte, Krista Lynn; Mannon, Susan E.; Kiger, Gary

2007-01-01

This study extends previous research by Dilworth by examining antecedents of both positive and negative family-to-work spillover--a long-neglected area of research. It also uses an extended definition of domestic labor that includes emotion work and status enhancement. Using data from a random sample of dual-earner couples, the study found gender…

Examining Behavioural Coping Strategies as Mediators between Work-Family Conflict and Psychological Distress

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Sanaz Aazami

2015-01-01

Full Text Available We examined the mediating role of behavioral coping strategies in the association between work-family conflict and psychological distress. In particular, we examined the two directions of work-family conflict, namely, work interference into family and family interference into work. Furthermore, two coping styles in this study were adaptive and maladaptive coping strategies. This cross-sectional study was conducted among 429 Malaysian working women using self-reported data. The results of mediational analysis in the present study showed that adaptive coping strategy does not significantly mediate the effect of work-family conflict on psychological distress. However, maladaptive coping strategies significantly mediate the effect of work-family conflict on psychological distress. These results show that adaptive coping strategies, which aimed to improve the stressful situation, are not effective in managing stressor such as work-family conflict. We found that experiencing interrole conflict steers employees toward frequent use of maladaptive coping strategies which in turn lead to psychological distress. Interventions targeted at improvement of coping skills which are according to individual’s needs and expectation may help working women to balance work and family demands. The important issue is to keep in mind that effective coping strategies are to control the situations not to eliminate work-family conflict.

Examining behavioural coping strategies as mediators between work-family conflict and psychological distress.

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Aazami, Sanaz; Shamsuddin, Khadijah; Akmal, Syaqirah

2015-01-01

We examined the mediating role of behavioral coping strategies in the association between work-family conflict and psychological distress. In particular, we examined the two directions of work-family conflict, namely, work interference into family and family interference into work. Furthermore, two coping styles in this study were adaptive and maladaptive coping strategies. This cross-sectional study was conducted among 429 Malaysian working women using self-reported data. The results of mediational analysis in the present study showed that adaptive coping strategy does not significantly mediate the effect of work-family conflict on psychological distress. However, maladaptive coping strategies significantly mediate the effect of work-family conflict on psychological distress. These results show that adaptive coping strategies, which aimed to improve the stressful situation, are not effective in managing stressor such as work-family conflict. We found that experiencing interrole conflict steers employees toward frequent use of maladaptive coping strategies which in turn lead to psychological distress. Interventions targeted at improvement of coping skills which are according to individual's needs and expectation may help working women to balance work and family demands. The important issue is to keep in mind that effective coping strategies are to control the situations not to eliminate work-family conflict.

Work-family life balance: future trends and challenges

OpenAIRE

Fagnani, Jeanne

2011-01-01

The aim of this paper is to offer a holistic forward-looking, and multi level analysis of pressing contemporary topics related to work/life balance policies for families with smaller children and to show how they interact with parents' attitudes and practices. The paper is structured as follows: the first chapter presents a brief overview of current trends in the work/family life related areas. Then the main key drivers of change over the last decade are identified and described. Emphasis is ...

Relationship between work-family interaction and job satisfaction

OpenAIRE

Adomynienė, Eglė; Gustainienė, Loreta

2011-01-01

Nowadays when women not only take care of the house, but also actively participate in career development the ability to reconcile work and family commitments has become perhaps the most difficult task. Purpose. The aim of the present study is to examine the relationship between job satisfaction and work and family interactions (both types and directions), the impact of social support upon the relationship is also taken into account. Methods. The study included 154 subjects: 100 women and 54 m...

Is There a Downside to Schedule Control for the Work-Family Interface?

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Schieman, Scott; Young, Marisa

2010-01-01

Using data from a 2007 U.S. survey of workers, this article examines the implications of schedule control for work-family role blurring and work-family conflict. Four main findings indicate that (a) schedule control is associated with more frequent working at home and work-family multitasking activities; (b) the positive association between…

Latina Workers in North Carolina: Work Organization, Domestic Responsibilities, Health, and Family Life.

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Rodriguez, Guadalupe; Trejo, Grisel; Schiemann, Elizabeth; Quandt, Sara A; Daniel, Stephanie S; Sandberg, Joanne C; Arcury, Thomas A

2016-06-01

This analysis describes the work organization and domestic work experienced by migrant Latinas, and explores the linkage between work and health. Twenty Latina workers in North Carolina with at least one child under age 12 completed in-depth interviews focused on their work organization, domestic responsibilities, work-family conflict, health, and family health. Using a systematic qualitative analysis, these women described a demanding work organization that is contingent and exploitative, with little control or support. They also described demanding domestic roles, with gendered and unequal division of household work. The resulting work-family conflict affects their mental and physical health, and has negative effects on the care and health of their families. The findings from this study highlight that work stressors from an unfavorable work organization create work-family conflict, and that work-family conflict in this population has a negative influence on workers' health and health behaviors.

Rhythms of life: antecedents and outcomes of work-family balance in employed parents.

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Aryee, Samuel; Srinivas, E S; Tan, Hwee Hoon

2005-01-01

This study examined antecedents and outcomes of a fourfold taxonomy of work-family balance in terms of the direction of influence (work-family vs. family-work) and type of effect (conflict vs. facilitation). Respondents were full-time employed parents in India. Confirmatory factor analysis results provided evidence for the discriminant validity of M. R. Frone's (2003) fourfold taxonomy of work-family balance. Results of moderated regression analysis revealed that different processes underlie the conflict and facilitation components. Furthermore, gender had only a limited moderating influence on the relationships between the antecedents and the components of work-family balance. Last, work-family facilitation was related to the work outcomes of job satisfaction and organizational commitment.

System Dynamics Model and Simulation of Employee Work-Family Conflict in the Construction Industry

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Wu, Guangdong; Duan, Kaifeng; Zuo, Jian; Yang, Jianlin; Wen, Shiping

2016-01-01

The construction industry is a demanding work environment where employees’ work-family conflict is particularly prominent. This conflict has a significant impact on job and family satisfaction and performance of employees. In order to analyze the dynamic evolution of construction industry employee’s work-family conflict between work and family domains, this paper constructs a bi-directional dynamic model framework of work-family conflict by referring to the relevant literature. Consequently, a system dynamics model of employee’s work-family conflict in the construction industry is established, and a simulation is conducted. The simulation results indicate that construction industry employees experience work interference with family conflict (WIFC) levels which are significantly greater than the family interference with work conflict (FIWC) levels. This study also revealed that improving work flexibility and organizational support can have a positive impact on the satisfaction and performance of construction industry employees from a work and family perspective. Furthermore, improving family support can only significantly improve employee job satisfaction. PMID:27801857

System Dynamics Model and Simulation of Employee Work-Family Conflict in the Construction Industry.

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Wu, Guangdong; Duan, Kaifeng; Zuo, Jian; Yang, Jianlin; Wen, Shiping

2016-10-28

The construction industry is a demanding work environment where employees' work-family conflict is particularly prominent. This conflict has a significant impact on job and family satisfaction and performance of employees. In order to analyze the dynamic evolution of construction industry employee's work-family conflict between work and family domains, this paper constructs a bi-directional dynamic model framework of work-family conflict by referring to the relevant literature. Consequently, a system dynamics model of employee's work-family conflict in the construction industry is established, and a simulation is conducted. The simulation results indicate that construction industry employees experience work interference with family conflict (WIFC) levels which are significantly greater than the family interference with work conflict (FIWC) levels. This study also revealed that improving work flexibility and organizational support can have a positive impact on the satisfaction and performance of construction industry employees from a work and family perspective. Furthermore, improving family support can only significantly improve employee job satisfaction.

System Dynamics Model and Simulation of Employee Work-Family Conflict in the Construction Industry

Directory of Open Access Journals (Sweden)

Guangdong Wu

2016-10-01

Full Text Available The construction industry is a demanding work environment where employees’ work-family conflict is particularly prominent. This conflict has a significant impact on job and family satisfaction and performance of employees. In order to analyze the dynamic evolution of construction industry employee’s work-family conflict between work and family domains, this paper constructs a bi-directional dynamic model framework of work-family conflict by referring to the relevant literature. Consequently, a system dynamics model of employee’s work-family conflict in the construction industry is established, and a simulation is conducted. The simulation results indicate that construction industry employees experience work interference with family conflict (WIFC levels which are significantly greater than the family interference with work conflict (FIWC levels. This study also revealed that improving work flexibility and organizational support can have a positive impact on the satisfaction and performance of construction industry employees from a work and family perspective. Furthermore, improving family support can only significantly improve employee job satisfaction.

Family Mastery Enhances Work Engagement in Chinese Nurses: A Cross-Lagged Analysis

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Lu, Chang-qin; Siu, Oi-ling; Chen, Wei-qing; Wang, Hai-jiang

2011-01-01

Based on Greenhaus and Powell's (2006) theory of work-family enrichment and the job demands-resources (JD-R) model of work engagement (Bakker & Demerouti, 2008), this study focused on the family-to-work enrichment process by investigating the effect of family mastery on work engagement in a Chinese context. A sample of 279 Chinese female…

Work-family conflict, psychological distress, and sleep deficiency among patient care workers.

Science.gov (United States)

Jacobsen, Henrik B; Reme, Silje Endresen; Sembajwe, Grace; Hopcia, Karen; Stoddard, Anne M; Kenwood, Christopher; Stiles, Tore C; Sorensen, Glorian; Buxton, Orfeu M

2014-07-01

This study examined whether work-family conflict was associated with sleep deficiencies, both cross-sectionally and longitudinally. In this two-phase study, a workplace health survey was completed by a cohort of patient care workers (n = 1,572). Additional data were collected 2 years later from a subsample of the original respondents (n = 102). Self-reported measures included work-family conflict, workplace factors, and sleep outcomes. The participants were 90% women, with a mean age of 41 ± 11.7 years. At baseline, after adjusting for covariates, higher levels of work-family conflict were significantly associated with sleep deficiency. Higher levels of work-family conflict also predicted sleep insufficiency nearly 2 years later. The first study to determine the predictive association between work-family conflict and sleep deficiency suggests that future sleep interventions should include a specific focus on work-family conflict. Copyright 2014, SLACK Incorporated.

Changing Workplaces to Reduce Work-Family Conflict: Schedule Control in a White-Collar Organization

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Kelly, Erin L.; Moen, Phyllis; Tranby, Eric

2011-01-01

Work-family conflicts are common and consequential for employees, their families, and work organizations. Can workplaces be changed to reduce work-family conflict? Previous research has not been able to assess whether workplace policies or initiatives succeed in reducing work-family conflict or increasing work-family fit. Using longitudinal data…

Work-Family Conflict, Resources, and Role Set Density: Assessing Their Effects on Distress among Working Mothers

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Kulik, Liat; Liberman, Gabriel

2013-01-01

We explored the relationships between the experience of work-family conflict and levels of distress in the family and at work among a sample of 227 Israeli working mothers. We also examined how role set density (RSD, the number of roles they perform) and personal and environmental resources are related to the women's experience of distress.…

Discovering and explaining work-family strategies of parents in Luxembourg

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Zhelyazkova, Nevena

2014-01-01

The presented analysis discovers and explains typical patterns of work-family reconciliation for parents who had a child in the same period (2003) and in the same country (Luxembourg), thus facing the same macroeconomic and institutional conditions. Work-family trajectories are reconstructed as

Family life under pressure? Parents' paid work and the quantity and quality of parent-child and family time

NARCIS (Netherlands)

Roeters, A.

2010-01-01

Even though family life and paid work are often considered as difficult to reconcile, prior research found that family time is relatively unaffected by the demands paid work imposes upon employed parents. This dissertation investigates this puzzling finding by exploring how parents protect family

Antecedents and outcomes of a fourfold taxonomy of work-family balance in Chinese employed parents.

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Lu, Jia-Fang; Siu, Oi-Ling; Spector, Paul E; Shi, Kan

2009-04-01

The study provided validity evidence for a fourfold taxonomy of work-family balance that comprises direction of influence (work to family vs. family to work) and types of effect (work-family conflict vs. work-family facilitation). Data were collected from 189 employed parents in China. The results obtained from a confirmatory factor analysis supported the factorial validity of the fourfold taxonomy of work-family balance with a Chinese sample. Child care responsibilities, working hours, monthly salary, and organizational family-friendly policy were positively related to the conflict component of work-family balance; whereas new parental experience, spouse support, family-friendly supervisors and coworkers had significant positive effects on the facilitation component of work-family balance. In comparison with the inconsistent effects of work-family conflict, work to family facilitation had consistent positive effects on work and life attitudes. The implications of findings in relation to China and other countries are discussed in the paper.

Reconceptualizing Family Work: The Effect of Emotion Work on Perceptions of Marital Quality.

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Erickson, Rebecca J.

1993-01-01

Expanded concept of family work to include emotion work as well as housework and child care. Survey data from 205 married women revealed that husbands' performance of emotion work, as compared to performance of both housework and child-care tasks, had strongest positive effect on wives' marital well-being. Emotion work was negatively related to…

Attributed causes for work-family conflict: emotional and behavioral outcomes

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Ilies, R.; de Pater, I.E.; Lim, S.; Binnewies, C.

2012-01-01

Work-family conflict may give rise to different emotional reactions, depending on the causal attributions people make for the experience of work-family conflict. These emotional reactions, in turn, may result in specific behavioral reactions, that may either be adaptive or maladaptive in nature. In

Reducing work-family conflict through different sources of social support

NARCIS (Netherlands)

van Daalen, G.; van Daalen, Geertje; Willemsen, Tineke M.; Sanders, Karin

2006-01-01

The present study examines the relationship between four sources of social support (i.e., spouse, relatives and friends, supervisor, and colleagues) and time and strain-based work-to-family and family-to-work conflict among 444 dual-earners. Gender differences with respect to the relationship

Work family-life balance and social investment strategies in Denmark

DEFF Research Database (Denmark)

Greve, Bent

2014-01-01

This article analyses and discusses the options and possibilities of combining work and family life in a universal welfare state, e. g. Denmark. Related to the ability to combine work and family life is the welfare states investment in affordable and high quality day care and a perspective...... on caring for elderly citizens. The theoretical underpinnings of universal welfare states is given and also the reason why it has been important to ensure and be able to combine work and family life. The article shows how Denmark, Sweden and Finland compare with countries from other and different types...

Changing Workplaces to Reduce Work-Family Conflict: Schedule Control in a White-Collar Organization.

Science.gov (United States)

Kelly, Erin L; Moen, Phyllis; Tranby, Eric

2011-04-01

Work-family conflicts are common and consequential for employees, their families, and work organizations. Can workplaces be changed to reduce work-family conflict? Previous research has not been able to assess whether workplace policies or initiatives succeed in reducing work-family conflict or increasing work-family fit. Using longitudinal data collected from 608 employees of a white-collar organization before and after a workplace initiative was implemented, we investigate whether the initiative affects work-family conflict and fit, whether schedule control mediates these effects, and whether work demands, including long hours, moderate the initiative's effects on work-family outcomes. Analyses clearly demonstrate that the workplace initiative positively affects the work-family interface, primarily by increasing employees' schedule control. This study points to the importance of schedule control for our understanding of job quality and for management policies and practices.

Why do employees have better family lives when they are highly engaged at work?

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Ilies, Remus; Liu, Xiao-Yu; Liu, Yukun; Zheng, Xiaoming

2017-06-01

Past research on the effects of work engagement on the family has demonstrated contrasting effects, with some suggesting that work engagement is beneficial for family life whereas others suggesting that it may be detrimental. In this research, using a sample of 125 employees who responded to daily surveys both at work and at home for 2 consecutive weeks, the authors present a multilevel examination of the relationships of work engagement to family outcomes aimed at elucidating such work-family effects. Their findings revealed that employees' daily work engagement experiences related positively, within individuals, to work-family interpersonal capitalization, which in turn, related positively to daily family satisfaction and to daily work-family balance. The findings also indicate that both the relationship between daily work engagement and work-family interpersonal capitalization and the indirect effects of daily work engagement on the family outcomes were stronger for employees with higher intrinsic motivation than for those with lower intrinsic motivation. The authors discuss theoretical and practical implications of the findings and offer directions for future research. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

REDUCING THE ROLE CONFLICT OF WORKING WOMAN: BETWEEN WORK AND FAMILY CENTRALITY

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Desty Ranihusna

2015-09-01

Full Text Available The aim of this study is to find direct impact of pay satisfaction in WFC and examines direct impact of WFC and FWC for work satisfaction. It also examines impact of moderating variable of work-family centrality moderating variable from relation of WFC and FWC in work satisfaction (case study of married female lecturers in UNNES. This research was done because there were differences between results of WFC and FWC to JS and recommendation to add moderating variable and PS to WFC. It used SPSS to examine hypothesis with CFA, to test validity, classical assumption testing and t test was also used. Moderating variable was tested by value of absolute deviation. The data in this research is primary data in the form of questionnaire and interview.  The result shows that there are strong impacts between PS and WFC. There is no impact between WFC and FWC to JS. Supporting moderating variable is Work Centrality. Although, they prioritize their family, female lecturers are still trying to work professionally

The Relation of Work, Family Balance, and Life Quality of Nurses Working at Teaching Hospitals of Kerman-Iran

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Zeynab Sedoughi

2016-08-01

Full Text Available Background: Work and family are the source of tranquility and if the balance between these two is not provided, pleasure, happiness and peace of human being would be lost, which will cause unreturnable loss for him. Regarding the importance of nurses’ role in health system, the present study aimed to study the relation of work-family balance and quality of life of nurses working at selected Iranian teaching hospitals. Methods: Present study is a cross sectional, descriptive-analytical study which was carried out on 306 nurses working at three teaching hospitals of Iran. The sampling method was stratified sampling and questionnaire was the data collection instrument. Data analysis was carried out using inferential statistics through SPSS Ver18. Findings: nurses spent more time to work than family and they had more satisfaction of their family life than their work. This suggests the imbalance of nurses in two dimension of time balance and satisfaction balance, which has resulted a decrease in quality of life of studied nurses. Nurse’s involvement in work and life as the third component of work-life balance concept, was balanced and it did not indicate significant correlation with quality of life. Nurses experiencing less work-family conflict and more stress in their life, had higher level of quality of life. Conclusion: Nurses will be more exposed to the negative outcomes of work-life imbalance than other groups of employees, so paying attention to managing the demands of work and family aimed at improving the nurses’ quality of life, has specific importance. Hence, designing a plan which defines main components of work-family balance among various groups of hospital staff including nurses, should be put at the top agenda of Iran’s health system policy makers. 

Strong Military Families Program: A Multifamily Group Approach to Strengthening Family Resilience

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Rosenblum, Kate; Muzik, Maria; Waddell, Rachel; Thompson, Stephanie; Rosenberg, Lauren; Masini, Gabriella; Smith, Karen

2015-01-01

Military families frequently display remarkable resilience in the face of significant challenges, and yet deployment and parental separation are significant stressors for parents, particularly those with infants and young children. The Strong Military Families preventive intervention is a multifamily parenting and self-care skills group that aims…

Possibilities for conciliating work with family needs

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Leticia Silveira Cardoso

2013-03-01

Full Text Available Objective. To identify the possibilities for conciliating work with family life. Methodology. Quantitative, descriptive study undertaken in 2008. Data was collected through structured interviews with 92 couples residing in a municipality in Rio Grande/RS who complied with the inclusion criteria: insertion of both members in the job market, having at least one child under seven years of age, and signing the terms of free and informed consent. Results. The possibility of working part-time for family reasons presented a difference between mothers and fathers; for the former it is a possible alternative, and for the latter, not. Flexibility in carrying out the daily hourly workload without having requested permission to the employer much time in advance was viable for both, when the reason was related to the health of their children. The couples indicated that employers did not take into account priorities for families with children to be free on holidays and have days available to see to the children's needs. Resignations, communicated not much in advance due to child health reasons, are possible for the mothers and fathers. Conclusion. There are difficulties in the support which employing institutions provide to the workers who have family needs, in particular those related to attention and care for their children.

Youths’ socialization to work and school within the family

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Lee, Bora; Scholar, Postdoctoral; Porfeli, Erik

2015-01-01

The present study tested a model of socialization to work in the family context and its implications as a lever for school engagement using a sample of 154 parent-youth dyads living in the United States. A path model was fitted to data. Findings revealed that parents’ reported work experiences was aligned to youths’ perception of their parents’ success in the work domain. Also, a significant association was found between youth’s perception of their parents’ family success and youth’s emotional and experiential conceptualizations of work. Furthermore, youth who viewed work as a positive experience were more likely to be engaged in schoolwork, both emotionally and cognitively. Implications for vocational guidance are discussed. PMID:26101556

Trait Mindfulness and Work-Family Balance among Working Parents: The Mediating Effects of Vitality and Sleep Quality

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Allen, Tammy D.; Kiburz, Kaitlin M.

2012-01-01

The present study investigates the relationship between trait mindfulness and work-family balance among a sample of working parents. Sleep quality and vitality are tested as mediators of this relationship. Results indicate that those with greater mindfulness report greater work-family balance, better sleep quality, and greater vitality. As…

Work-Family Conflict and Employee Well-Being Over Time: The Loss Spiral Effect.

Science.gov (United States)

Neto, Mariana; Carvalho, Vânia Sofia; Chambel, Maria José; Manuel, Sérgio; Pereira Miguel, José; de Fátima Reis, Maria

2016-05-01

The development of work-family conflict over time was analyzed using Conservation of Resources Theory. The reciprocal effect between work-family conflict and employee well-being was tested with cross-lagged analyses on the basis of three waves. The sample comprised 713 employees of a Portuguese service organization. Structural equation modeling analyses, with sex, age, and parental demand controlled, indicated that the work-family conflict at T1 and T2 decreases the employee psychological well-being at T2 and T3, respectively. Furthermore, employee psychological well-being at T2 had a longitudinal cross-lagged effect on work-family at T3. We concluded that employee psychological well-being at T2 predicted work-family at T3, which was a subsequent outcome of work-family conflict on T1. This paper highlighted the importance of organizations to consider work-family conflict to ensure employees' well-being because they develop reciprocal relationship with a loss spiral effect.

Work-family spillover among Japanese dual-earner couples: a large community-based study.

Science.gov (United States)

Shimada, Kyoko; Shimazu, Akihito; Bakker, Arnold B; Demerouti, Evangelia; Kawakami, Norito

2010-01-01

To examine the effects of multiple types of work-family spillover (work-to-family negative spillover, WFNS; family-to-work negative spillover, FWNS; and work-family positive spillover, WFPS) on psychological distress among Japanese dual-earner couples with preschool children. 2,346 parents completed questionnaires measuring work-family spillover, work- and family-specific variables (i.e., job demands and resources, family demands and resources), and psychological distress. A hierarchical multiple regression analysis was conducted by entering demographic characteristics (gender, age, age of the youngest child, and job contract) in step 1, job demands and resources in step 2, family demands and resources in step 3, work-family spillover in step 4, and three two-way interactions between types of work-family spillover and gender in the final step. Both WFNS and FWNS were positively related to psychological distress after controlling for demographic characteristics and domain specific variables (i.e. job and family demands/resources), and FWNS (β=0.26) had a stronger relation with psychological distress than WFNS (β=0.16). Although WFPS was significantly and negatively related to psychological distress, the relationship was weak (β=-0.05). In addition, two-way interactions of WFNS and FWNS with gender were found; the impact of both WFNS and FWNS on psychological distress is stronger for females than for males. No significant interaction effect was observed between WFPS and gender. In this study of Japanese dual-earner couples with preschool children, work-family negative spillover had a stronger relationship with psychological distress than positive spillover. Gender had a moderating effect on the relationship between negative spillover and psychological distress.

Managing Motherhood in the Australian Construction Industry: Work-family Balance, Parental Leave and Part-time Work

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Helen Lingard

2012-11-01

Full Text Available A survey of women in the Australian construction industrywas undertaken to examine women's work experiencesin construction. Questionnaires were distributed to threehundred women in construction occupations and 109completed and usable questionnaires were returned.Women were found to be seriously under-represented insite-based roles. Site/project engineers worked longer hoursthan other occupational groups and expressed significantlygreater work-family conflict. Lack of flexibility and theinability to balance work and family were common themesin the qualitative comments made by many respondents.Even when women indicated that part time work options andmaternity entitlements were provided by their organizations,many expressed a reluctance to use them and perceivedcareer penalty associated with this usage. It is concludedthat more flexible work schedules and the implementationof family-friendly policies may encourage more women intosite-based roles in construction. The paper concludes thatthe rigid work practices presently in place act as a subtleform of discrimination. The provision of such policies willonly be effective if cultural and attitudinal change is alsoachieved.

Positive Emotional Effects of Leisure in Green Spaces in Alleviating Work-Family Spillover in Working Mothers.

Science.gov (United States)

Chang, Po-Ju; Bae, So Young

2017-07-11

Studies have shown that family and work spillover affects well-being and that leisure activities can alleviate the negative effects of work-related stress on health. However, few studies have focused on investigating the effects of specific leisure activities among specific populations. To examine whether leisure activities in green spaces can promote individual recovery processes and alleviate the effects of work and family spillover on positive emotions, this study applied the effort-recovery model to a population of working mothers. Through online and paper questionnaires, sample data were collected from 221 working mothers in Taiwan. Structural equation modeling was used to test the experimental hypothesis, and mediation analysis was used to determine whether leisure in green spaces is a mediating factor. The results indicated that leisure in green spaces is a mediator of the relationship of negative work and family spillover with positive emotions. In addition, strolls and park visits were found to provide greater psychological benefits to working mothers, compared with picnics.

Work and family decision-making framework: A motivational perspective

OpenAIRE

Chinchilla, Nuria; Moragas, Maruja; Kim, Sowon

2012-01-01

We introduce motivation theory as a way of understanding the decision-making process in the work and family context. We use core concepts from motivation theory - extrinsic, intrinsic and prosocial motivation - and link them to motivational learning to build our framework. We then propose a framework illustrating motivational factors that influence work-family decision-making and offer propositions focusing on the motivational consequences for individuals which will impact their future decisi...

Support in work context and employees’ wellbeing: the mediation role of the work-family conflict

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Claúdia Sousa

2018-03-01

Full Text Available Changes in families and in the structure of the workforce have contributed to a change in traditional roles, leading to an increase of the number of men and women who simultaneously have family and work responsibilities. Because the workforce has different sources of support in the labor environment – organizational, supervisor, and coworker support – it becomes important to study the impacts that each of these sources of support has on workers’ general well-being and to understand whether the existent work-family conflict explains this relationship. Indeed, the present research aims to examine the relationship between perceived support and general well-being as well as the mediating effect of work-life conflict on this relationship. The data were collected from a company from the textile industry, composing a sample of 821 store operators. The results show that work-life conflict helps explain the relationship between support from the organization and coworkers and workers’ general well-being. However, supervisor support did not relate to work-family conflict. Based on the specific managerial characteristics of this company, some plausible explanations for these results are provided. Practical implications related to the results obtained are presented, in addition to the research limitations and suggestions for future research.

The relationship between work-family conflict and central life interests amongst single working mothers

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Taryn Wallis

2003-10-01

Full Text Available This study explored the experiences of work-family conflict amongst a group of twenty single working mothers with pre-school age children. Dubin’s (1992 theory of Central Life Interests was utilised to fully understand how the differential importance of the roles played by the women informed the level and nature of the conflict experienced. A two-phase research design was employed in which questionnaire responses from the first phase formed the basis for the second phase of in-depth qualitative interviews. Results indicated that participants viewed motherhood as their Central Life Interest and that this priority could lead them to experience greater conflict between work and family demands. Although work was rated second in importance when compared to family, it was still seen as being of great significance, not only for instrumental reasons, but also for the intellectual stimulation that it provided and opportunities to exercise independence and responsibility. Opsomming Die werk-en-familie konflik-ervarings van twintig werkende enkel-moeders met voorskoolse kinders is ondersoek in hierdie projek. Dubin (1992 se teorie van sentrale lewensbelangstellings is gebruik om te bepaal hoe die belangrikheid van die twee rolle die vlak en aard van die konflik bepaal het. Die navorsing is in twee fases gedoen: ‘n vraelys in die eerste fase, opgevolg deur in-diepte kwalitatiewe onderhoude. Resultate het gewys dat die deelnemers moederskap as hul sentrale lewensbelangstelling beskou het, en dat hierdie prioriteit kon lei tot groter konflik tussen die eise van werk en familie. Alhoewel werk as ondergeskik aan familie beoordeel is, was dit nogtans van groot belang. Aan die een kant was dit vir instrumentele redes, maar dit het ook intellektuele stimulasie verskaf en geleenthede gegee om onafhanklik en verantwoordelik op te tree.

Work-Family Conflict, Perceived Supervisor Support and Organizational Commitment among Brazilian Professionals

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Casper, Wendy Jean; Harris, Christopher; Taylor-Bianco, Amy; Wayne, Julie Holliday

2011-01-01

The current study examines a variety of relationships pertaining to work-family conflict among a sample of Brazilian professionals, in order to shed light on work-family issues in this cultural context. Drawing from the cultural values of Brazil and social identity theory, we examine the relationships of two directions of work-family conflict…

A study of the determinants of work-to-family conflict among hospital nurses in Belgium.

Science.gov (United States)

Lembrechts, Lieve; Dekocker, Vickie; Zanoni, Patrizia; Pulignano, Valeria

2015-10-01

This study examines the relative impact of three sources of work-to-family conflict among hospital nurses: work-family policy use (childcare assistance, schedule flexibility, part-time work), job dimensions (work overload, job autonomy, overtime hours, night shifts, regularity in type of shift, weekend work, hierarchical position, variation in tasks) and organisational support (physician/co-worker support). Many studies claim that organisational support and job dimensions are more important sources of work-to-family conflict than work-family policy use, a relation that has not been fully investigated. This study attempts to fill this gap by empirically assessing the relative impact of these sources on nurses' work-to-family conflict. Four hundred and fifty three Belgian nurses completed a web survey. The sources of work-to-family conflict were analysed using a hierarchical linear regression. Organisational support influences work-to-family conflict, above and beyond work-family policy use and job dimensions, while policy use has no influence. Physician and co-worker support have a unique decreasing effect, while work overload and overtime hours increase work-to-family conflict. Organisational support, lack of work overload and absence of overtime hours reduce work-to-family conflict, whereas work-family policy use does not. To retain and attract nurses by reducing work-to-family conflict, hospitals should not (only) rely on work-family policies but should also invest in organisational support and adapted job dimensions. © 2014 John Wiley & Sons Ltd.

When two worlds collude: working from home and family functioning

OpenAIRE