Showing papers on "Work–family conflict published in 2003"

Work-family balance.

Abstract: Social roles play important functions in the lives of all individuals (e.g., Ashforth, Kreiner, & Fugate, 2000; Clark, 2000). They help to define who we are-imposing self-definitional boundaries. They influence what we do-imposing behavioral boundaries. They influence how and with whom we interact-imposing relational boundaries. They influence what we think about-imposing cognitive boundaries. They influence how we feel about things-imposing affective boundaries. They structure our use of timeimposing temporal boundaries. Finally, they structure our physical location-imposing spatial boundaries. The primary social roles that make up the lives of most adults are depicted in Figure 7.1. As shown in this figure, one can make a broad distinction between work and nonwork domains of life (e.g., Rice, McFarlin, Hunt, & Near, 1985). Within the nonwork domain, several subdomains of social roles exist-family, religious, community, leisure, and student. Because social roles provide meaning and structure in people’s lives, researchers from many disciplines are interested in the notion of balance between social roles. This interest partly derives from the understanding that despite the various types of boundaries fostered by social roles, these boundaries differ in permeability and flexibility, and transitions across boundaries occur often (e.g., Ashforth et al., 2000; Clark, 2000). It also derives from the expectation that imbalance between social roles may be an important stressor that can influence outcomes in the affected life domains and can influence the overall health and well-being of individuals exposed to the imbalance. The overall goal of this chapter, therefore, is to provide an overview of the literature on work-family balance. Toward this end, I will (a) define work-family balance, (b) review early and contemporary models of workfamily balance, (c) review the major causes and outcomes of work-family balance, and (d) explore strategies for promoting work-family balance. Because of the extensive work-family literature that has developed, I cannot provide an exhaustive review of each of these issues in a short chapter. Nonetheless, while being selective, I will try to provide a broad overview. The focus of this review is on the relationship between work and family roles for three reasons. First, in contrast to other nonwork roles, conceptual interest in the relationship between work and family has been much stronger, with a research history that dates back to at least the 1930s

Work, Family, and Mental Health: Testing Different Models of Work‐Family Fit

Abstract: Using family resilience theory, this study examined the effects of work-family conflict and work-family facilitation on mental health among working adults to gain a better understanding of work-family fit. Data from the National Survey of Midlife Development in the United States (MIDUS) were used to compare different combinations of work-family conflict and work-family facilitation. Results suggest that family to work facilitation is a family protective factor that offsets and buffers the deleterious effects of work-family conflict on mental health. The results across these outcomes suggest that work-family conflict and facilitation must be considered separately, and that adult mental health is optimized when family to work facilitation is high and family to work and work to family conflict is low.

Work-family conflict: A model of linkages between work and family domain variables and turnover intentions.

Abstract: Researchers have studied many outcome variables of work-family conflict (WFC) and family-work conflict (FWC), such as depression (Frone et al., 1992a), family satisfaction (Beutell and Wittig-Berman, 1999), heavy alcohol use (Frone et al., 1996), and job satisfaction (Netemeyer et al., 1996). However, relatively few have specifically examined withdrawal. While intention to quit (Burke, 1988; Netemeyer et al., 1996) and absenteeism (Goff et al., 1990) have been linked to WFC, there is some question about the generalizability of current findings. For instance, Burke (1988) used a global measure of work-family conflict and Netemeyer et al. (1996) only considered correlations. The purpose of this study is to address these issues by testing a model of work and family variables leading to conflict and, ultimately, turnover intentions. Gaps in the Research Work-family conflict is a form of interrole conflict that occurs when pressures associated with membership in one role interferes with membership in another (Kahn et al., 1964). It is defined as "a form of interrole conflict in which the role pressures from the work and family domains are mutually incompatible in some respect" (Greenhaus and Beutell, 1985: 77). Research in the area of work-family conflict, while informative, still has shortcomings that have yet to be addressed. In order to advance this stream of research, more consistency in the literature is needed. Comparisons between studies are still limited because some researchers continue to use a global measure of work-family conflict rather than two separate variables. The following section details important gaps in the literature that will be addressed in the current study. First, researchers have shown that WFC and FWC are distinct constructs with discriminant validity (e.g., Gutek et al., 1991; Kossek and Ozeki, 1998; Netemeyer et al., 1996). While some researchers have adopted the use of two independent measures to capture work interfering with family conflict (WFC) and family interfering with work conflict (FWC) (e.g., Carlson et al., 2000; Frone et al., 1992a; Frone et al., 1996; Gutek et al., 1991; Netemeyer et al., 1996), recently published research continues to use a global measure of work-family conflict (e.g., Carlson and Perrewe, 1999; Greenhaus et al., 1997; Parasuraman and Simmers, 2001; Yang et al., 2000). By measuring WFC and FWC separately, we have the opportunity to see how work domain variables influence WFC and how family domain variables influence FWC (Frone et al., 1996; Gutek et al., 1991; Kossek and Ozeki, 1998). Second, few studies examine full measurement models. Work-family conflict studies using structural equation modeling often consider a structural model and use summated scales (see Carlson and Kacmar, 2000). These methods only estimate error; they do not model all of the theorized relationships (i.e., observed and latent). By creating an average of the latent construct, they are creating a single manifest indicator. Using a full measurement model and structural model is more rigorous and accounts for measurement error above and beyond a structural model and is the recommended approach (Anderson and Gerbing, 1988). Further, simultaneously assessing the measurement and structural models provides a more thorough assessment of construct validity (Bentler, 1978). It also allows for the opportunity to use the preferred two-step modeling approach (Anderson and Gerbing, 1988). By first confirming the measurement model in evaluating a priori relationships, theory can be tested and confirmed in the second step (Anderson and Gerbing, 1988). We estimate and fix the measurement and test the structural model in the interest of using this two-step approach. Third, a large number of studies have followed the suggestions of researchers (i.e., Frone et al., 1992a; Kopelman et al., 1983) to consider only a subgroup (e.g., those married or having children) of the population of workers (Greenhaus et al. …

Family-Responsive Interventions, Perceived Organizational and Supervisor Support, Work-Family Conflict, and Psychological Strain

Abstract: With the increased representation of women in the labor market and an associated growth in the proportion of dual-earner families, individuals and organizations in many countries are confronted with the challenge of managing the balance between work, family, and personal life (Aryee, Fields, & Luk, 1999; Boyar, Maertz, Pearson, & Keough, 2003; Elloy & Smith, 2003). This challenge has been discussed in the literature for over 20 years, and many organizations have put in place initiatives to assist their employees in maintaining a balance between work and family lives (Frone, 2003). These interventions are generally aimed at facilitating flexibility and supporting employees with child care, although recently elder care support also has received some attention. Numerous strategies have been implemented by organizations to alleviate the negative impact of interference between work and family commitments and responsibilities, which is typically referred to as work-family conflict (Frone, 2003). However, there is a paucity of empirical research examining the effects of organizational policies and initiatives on employees, and especially the mechanisms by which these practices influence employee psychological well-being.

Work-family conflict and work-related withdrawal behaviors.

Abstract: This survey study explored the effects of work-to-family conflict and family-to-work conflict on withdrawal behaviors at work (family interruptions at work, lateness to work, and absenteeism) among both members of 359 dual-earner couples. Using a systems theory framework, regression analyses revealed significant individual-level and crossover effects for both types of work-family conflict on withdrawal behaviors. Theoretical and practical implications of the study of work-family conflict crossover effects on withdrawal behaviors at work are discussed.

Reduction of work-family conflict through the use of selection, optimization, and compensation behaviors.

Abstract: Prior research has examined both the antecedents to and outcomes of work-family conflict. However, little is known about the existence and efficacy of behavioral strategies that may be used by individuals to reduce the amount of stressors experienced both on the job and at home, which result in work-family conflict. The purpose of this study was to examine the role of selection, optimization, and compensation (SOC) behaviors in relation to both job and family stressors and work-in-family (WIF) conflict and family-in-work (FIW) conflict. Results suggest that the use of general SOC behaviors in both the work and family domains are related to lower amounts of job and family stressors and subsequently lower amounts of WIF conflict and FIW conflict. In general, these results held true even when additional variables (e.g., hours worked, gender, job involvement, family involvement, social support, and supervisor support) were controlled. Implications of these results are discussed.

Antecedents and consequences of work-family conflict: a prospective cohort study.

Abstract: This study examined both risk factors for the onset of work-family conflict and consequences in terms of need for recovery and prolonged fatigue for men and women separately. Two-year follow-up data from the Maastricht Cohort Study on "Fatigue at Work" (n = 12,095) were used. At baseline, the prevalence of work-family conflict was 10.8% (9.0% in women; 11.1% in men), the cumulative incidence at 1 year follow-up was 5.1%. For men, several work-related demands, shift work, job insecurity, conflicts with coworkers or supervisor, having full responsibility for housekeeping, and having to care for a chronically ill child or other family member at home were risk factors for the onset of work-family conflict, whereas decision latitude and coworker and supervisor social support protected against work-family conflict. In women, physical demands, overtime work, commuting time to work, and having dependent children were risk factors for work-family conflict, whereas domestic help protected against work-family conflict at 1 year follow-up. Work-family conflict was further shown to be a strong risk factor for the onset of elevated need for recovery from work and fatigue.

Coping with multiple dimensions of work‐family conflict

Abstract: One way to reduce work‐family conflict is for individuals to have the ability to effectively cope with the stressful demands. The relationships between four styles of work and family coping (direct action, help‐seeking, positive thinking, and avoidance/resignation) and levels of work‐family conflict are considered. Two different forms of work‐family conflict (time‐based and strain‐based) were examined as well as the effect of direction (work interfering with family, family interfering with work) to examine the efficacy of different coping styles. Help‐seeking and direct action coping used at home were associated with lower family interfering with work conflict levels. Avoidance/resignation coping was associated with higher conflict levels of all types. The results suggest individuals may have greater control and opportunity for positive change within the family domain compared with the work environment.

Patterns of stress, work‐family conflict, role conflict, role ambiguity and overload among dual‐career and single‐career couples: an Australian study

Abstract: The dual‐career phenomenon has become increasingly prevalent worldwide. This lifestyle often generates stresses and strains, at home and at work, for couples juggling multiple demands, which can have negative consequences for organisations. While most empirical research into this lifestyle has been conducted in the United States and Britain, very little has been carried out in Australia. This particular study, based on data from an Australian sample of 121 lawyers and accountants, was therefore aimed at analysing the levels of stress, work‐family conflict and overload among dual‐career and single‐career couples. The results confirm that dual‐career couples experience higher levels of stress, work‐family conflict and overload than single‐career couples. To enhance labour productivity and organisational effectiveness, human resource managers therefore need to take account of the potential for dual‐career stress, overload and conflict, and respond flexibly to dual‐career employee status.

The effects of home-based teleworking on work-family conflict

Abstract: A key issue in HRD is to identify and determine factors that influence the performance of employees and organizations. Two possible factors are the initiation of teleworking and the reduction of work-family conflict. The purpose of this survey questionnaire study was to investigate the differences in work-family conflict between full-time worksite employees and full-time teleworking employees (individuals who worked from home at least two days per week). Two hundred and twenty-one usable surveys were returned from full-time teleworkers and nonteleworkers in seven corporate organizations. The findings indicate that teleworkers had lower levels of various dimensions of work-family conflict. Relationships were also found between work-family conflict and gender, health, number of hours worked, and number of children.

The Macro-Environment and Work-Family Conflict Development of a Cross Cultural Comparative Framework

Abstract: Using data from focus groups in five countries (China, Hong Kong, Mexico, Singapore, and the United States), we identified macro-level influences on the work-family interface across the countries. ...

Transforming Work-Family Conflict into Commitment in Network Marketing Organizations

Abstract: A qualitative study of three network marketing organizations that sell products and services using distributed workforces suggests how these organizations harvest members' work-family conflict and ...

Work- and family-related variables, work-family conflict and women's well-being: some observations

Abstract: The present study was carried out to test an exploratory model consisting of three sets of variables (demographic, personality and work- and family-related variables) in the prediction of well-bein...

Studying "Working Fathers": Comparing Fathers' and Mothers' Work-Family Conflict, Fit, and Adaptive Strategies in a Global High-Tech Company

Abstract: Working fathers are underrepresented—conceptually and empirically— in work-family research. Using a global corporate sample of working fathers from 48 countries (N = 7,692), this study compares working fathers to working mothers on key work-family variables as suggested by Voydanoff’s (2002) application of ecological systems theory. It examines the direction and the path of the predictors of work-family fit and whether a scarcity or expansion model better explains these results. Finally, it considers what work-family adaptive strategies may affect those relationships. Although fathers consistently reported less family-to-work conflict than mothers, they reported equal amounts of work-to-family conflict. That is, fathers struggled as much as mothers to keep work from draining their energies at home. Similarly, though fathers were less likely than mothers to have used most corporate programs to help find harmony between work and family life, they frequently chose options that provided flexibility in when and where work was done. Overall use of any work-family programs by fathers, including the specific use of flexi-time and flexi-place, were found to be work-family adaptive strategies that predicted greater work-family fit. Having a spouse as the primary caregiver did not predict greater work-family fit for working fathers, but it did for working mothers. Curiously, having greater responsibility for childcare predicted greater work-family fit for fathers but less work-family fit for mothers. These findings have implications for guiding further development of work-family research and programs that include fathers.

Perceptions of work‐family conflict among married female professionals in Hong Kong

Abstract: Married female professionals with children (n=50) were interviewed to examine their experience of work‐family conflict and the human resources policies they would like to see implemented at their workplace to assist them to balance their home and job demands. The results revealed that the traditional nature of the Hong Kong family, compounded by long working hours, had led to an exhausting lifestyle for almost all the female married professionals. When asked about the HR practices that might be appropriate to help alleviate work‐family conflict, the overwhelming preference was “flexible hours” (n=30). Given these findings, it is suggested that changes in work patterns towards a flexible schedule would be beneficial for both employers and employees.

A Cross-National Comparative Study of Work/Family Demands and Resources

Abstract: This article presents phase 2 of the Collaborative International Study of Managerial Stress (CISMS2) with the objective of studying cross culturally/cross-nationally potential causes and consequences of work-family conflict. This collaborative international study contributes to the existing literature on work and family by adding a different theoretical perspective (interaction between demands and resources, and resource loss), following the thinking of Grandey and Cropanzano, focusing on a specific collective (managers), and testing both universalistic and cross cultural hypotheses in a large sample taken from 25 countries in different continents, representing different socio-cultural contexts. It will explore cross cultural/cross-national issues in a comparative sense, looking at how family and societal differences relate to work-family conflict. More specifically we expect that individualism/collectivism and the presence of family-supportive government policies will moderate relationships between deman...

Work-Family Conflict: A Study of American and Australian Family Businesses

Abstract: This study examines causal pathwayslinkingwork strain to anxiety among Australian and American family business owners. To date, there has been no empirical test of strain-based, work-family conflict models on family businesses; nor have there been comparisons made between Australian and American business owners. This paper suggests a specific causal model and provides country-specific and comparative evidence for that model. The suggested model includes mediation and moderation mechanisms that link work strain and anxiety from the perspective of business owners. Data for the research were obtained through the administration of essentially identical questionnaires in the two countries in 1999. Results show that the proposed model fits the data reasonably well, regardless of the type of firm and country.

Work‐family conflict and coping strategies adopted by female married professionals in Hong Kong

Abstract: This study examined the kinds of work‐family conflict experienced by female married professionals with children in Hong Kong and the coping strategies they had adopted. Data were obtained through 50 in‐depth interviews. The results revealed the general ineffectiveness of coping strategies being used by married women professionals. The percentage of women who attempted to use positive coping strategies designed around job changes was low, possibly due to their reluctance in negotiating for family‐friendly organizational policies. It appears that companies in Hong Kong extend little support to working mothers in managing the work‐family interface. Implications of the findings for women’s career progressions are also discussed in this paper.

The Effects of Internal Career Orientation on Multiple Dimensions of Work-Family Conflict

Abstract: The relationship of internal career orientations with 3 forms of work-family conflict (time-based, strain-based, and behavior-based) is examined in this study. In addition, work-family conflict is considered bi-directionally, using both work interference with family and family interference with work. A sample of 247 Executive MBAs with multiple demands was used to study this complex relationship. The findings suggest that those with a getting free internal career orientation experienced the greatest levels of strain-based work interference with family and both behavior-based forms of conflict. Furthermore, those that were getting high experienced the most time-based work interference with family conflict.

Work-Family Conflict: A Survey of Singaporean Workers

Abstract: Work and family are the two most important aspects of people’s lives and they often conflict. This paper examines the nature of that conflict and its effects on managers. An empirical survey is described, aimed at enhancing the understanding of the conflicts that individuals' experience, soliciting views on how individuals’ challenge/balance work and family life. This showed that, although most of the respondents would trade some earnings for family time, job related issues involving security, flexible working hours and high profile are valued ahead of leisure activities, but at a cost of behaviour-based, time-based and strain-based conflicts in that order

Work-Family Conflict and Job Burnout of Doctors and Nurses

Abstract: Objective:To explore the relationship between work-family conflict and job burnout of doctors and nurses.Method:218 doctors and nurses were assessed by Work-Family Conflict Scale and Maslach Burnout Inventory.Result:Hierarchical regression indicated that the work-family conflict was a powerful predictor of job burnout beyond demographic variables, 37% variance of Emotional Exhaustion was explained by work-family conflict, 18% variance of Depersonalization and 12% variance of Personal Accomplishment were also explained by work family conflict. Conclusions:The work-family conflict is an important, may be the most influencing factor on job burnout in medical staffs.

Examining the relationship between work-related factors and work-family-related factors on work-family conflict

Abstract: Executive Summary The current work-family conflict literature is characterized by limitations in focus and methodology, particularly with a failure to link work-family conflict with work-family policies. This study compares the influence of work-related factors and work-family related factors on work-family conflict in two directions. A local government organization in New Zealand was the setting. Findings show that work factors account for a significant component of both work-to-family and family-to-work conflict, although this is far greater on work-family conflict. Workfamily practice use had little influence on work-family conflict, but was significantly related with family-work conflict. Past use and future use of work-family practices was found to positively associate with family-work conflict. Overall, the findings suggest managers in search of reducing employee conflict should focus directly upon work factors such as workload, rather than seek to use work-family practices as the primary way to reduce conflict. Work and family issues are becoming increasingly important for organizations (Tenbrunsel, Brett, Maoz, Stroh, & Reilly, 1995). The rationale for organizational work-family programs focuses upon four major demographic trends. These include growing participation rates for working women and working mothers (Milliken, Martins, & Morgan, 1998; Osterman, 1995), the rise in dual-career couples (Goodstein, 1994), the increase in the number of singleparent families (Morgan & Milliken, 1992), and the escalation in the elderly population (Goodstein, 1995; Hendrickson, 2000). At the heart of work-family policies are the necessity for these programs to help employees balance changing work and family roles (Goodstein, 1994; Moore, 1997; Osterman, 1995; Judge, Boudreau, & Bretz, 1994; Hand & Zawacki, 1994 ). Due to these factors, managing the conflict between work and family responsibilities has been recognized as a critical challenge for organizations (Kossek & Ozeki, 1998). The present study sought to contribute to the work-family conflict literature by comparing the influence on work-family conflict of work-related factors including job satisfaction, time-based and strain-based sources of conflict, and work-family related practices, including work-family satisfaction and work-family practice use. We consider past, present or anticipated (future) use of work-family practices as categories for use, but do not investigate frequency of use for each practice. This study also investigates conflict from two directions, work-family conflict (WFC) and family-work conflict (FWC), as well as the association between conflict and work-family practice use. The context of the study is notable in that it was set in New Zealand, where work-family programs are a more recent phenomenon than in the United States (Callister, 1996). Also, countries like New Zealand and Australia are very much under represented in the work-family conflict literature (Haar & Spell, 2001). Work-Family Conflict Literature The relationship between employee work lives and non-work pursuits has been scrutinized for quite some time (Kanter, 1977; Voydanoff, 1980). However, Greenhaus and Beutell (1985) suggested that one aspect of the work and non-work interface that deserves more research attention is the conflict employees experience between work roles and other roles. Work-family conflict is defined as "a form of interrole conflict in which the role pressures from the work and family domains are mutually incompatible in some respect. That is, participation in the work (family) role is made more difficult by virtue of participation in the family (work) role" (Greenhaus & Beutell, 1985, p. 77). Greenhaus and Beutell (1985) described three major forms of work-family conflict: (a) time-based, (b) strain-based, and (c) behavior based. These authors maintained that work-family conflict increases when the work and family roles are salient or central to the individual's self-concept and when powerful negative sanctions for noncompliance with role demands are inevitable. …

Working time arrangements, work-family conflict, and fatigue

Abstract: • A submitted manuscript is the version of the article upon submission and before peer-review. There can be important differences between the submitted version and the official published version of record. People interested in the research are advised to contact the author for the final version of the publication, or visit the DOI to the publisher's website. • The final author version and the galley proof are versions of the publication after peer review. • The final published version features the final layout of the paper including the volume, issue and page numbers.