Showing papers on "Work–family conflict published in 2009"
TL;DR: The authors found that gender did not affect the strength of the relationships in the proposed model, and discussed workplace interventions as possible ways to help workaholics and their partners.
Abstract: This study of 168 dual-earner couples examined the relationship between workaholism and relationship satisfaction. More specifically, on the basis of the literature, it was hypothesized that workaholism is positively related to work-family conflict. In addition, the authors predicted that workaholism is related to reduced support provided to the partner, through work-family conflict, and that individuals who receive considerable support from their partners are more satisfied with their relationship. Finally, the authors hypothesized direct crossover of relationship satisfaction between partners. The results of structural equation modeling analyses using the matched responses of both partners supported these hypotheses. Moreover, in line with predictions, the authors found that gender did not affect the strength of the relationships in the proposed model. The authors discuss workplace interventions as possible ways to help workaholics and their partners.
281 citations
TL;DR: In this article, a comprehensive meta-analysis of over 20 years of work-family conflict research was conducted to compare and contrast existing work family conflict models, as well as a new model which integrates and synthesizes current work family theory and research.
228 citations
TL;DR: This article investigated how social support from supervisor, co-workers, life partner, and family members is associated with work-family conflicts in N = 107 working mothers, and found that social support as an antecedent of workfamily conflicts, and moderating effects of social support on the relationship between domain-specific strain and work family conflicts.
175 citations
TL;DR: Winslow et al. as mentioned in this paper examined what accounts for the increase in the sense of work-family conflict among employed parents between 1977 and 1997 using data from two national surveys (N = 2,050).
Abstract: Using data from two national surveys (N = 2,050), this paper examines what accounts for the increase in the sense of work-family conflict among employed parents between 1977 and 1997. Decomposition analysis indicates that the increases in women's labor force participation, college education, time pressure in completing one's job, and the decline in free time were related to the increase. Fathers in dual-earner marriages experienced a particular increase in work-family conflict. With the same amount of time spent with children, parents felt greater work-family conflict in 1997 than in 1977. Although masked by the overall increase, some trends, such as the increases in intrinsic job rewards, time with children, and egalitarian gender attitudes, contributed to a decline in work-family conflict. Key Words: decomposition analysis, gender, parenthood, sociohistorical change, time use, work-family balance. Since the 1970s, the United States has undergone a variety of demographic, economic, and cultural changes, such as the increase in women's labor force participation, the changing nature of employment, and the changing ideas toward gender and parenting. Work-family researchers tend to agree that these social changes have resulted in dramatic changes in how U.S. adults integrate work and family and how they feel about it (e.g., Jacobs & Gerson, 2004). One notable change is the increasing sense of conflict between paid work and family life. Using data from the 1977 Quality of Employment Survey (QES) and the 1997 National Study of the Changing Workforce (NSCW), Winslow (2005) reported that between 1977 and 1997, employed adults who felt mat their job and family life interfere with each other increased substantially. Empirical evidence what accounts for the link between social change and the increasing sense of work-family conflict has been limited, however. The purpose of this paper is to address this gap in the literature. Using data from the 1977 QES and the 1997 NSCW, I conducted decomposition analysis to examine how changes in various characteristics of employed parents between 1977 and 1997 - demographic and socioeconomic characteristics, time commitments, and attitudes toward gender - were related to the change in the sense of work-family conflict in the population. I focused on parents living with children under age 18 because they tend to experience higher work-family conflict man those without minor children at home (Winslow, 2005). Because the 1977 QES did not collect data from those who worked fewer hours, mis study focuses on parents who worked 20 or more hours per week. SOCIAL CHANGE AND WORK-FAMILY CONFLICT Work-family conflict is a form of inter-role conflict that involves the extent to which individuals feel that the demands of paid work and family roles are incompatible so that participation in either role is difficult because of the other role (Greenhaus & Beutell, 1985). The demandresource perspective (Voydanoff , 2004) suggests that people feel greater work-family conflict when (a) demands of paid work and family responsibilities are higher, (b) resources that help them manage those demands are fewer, or (c) perceptions of demands that they feel they must fulfill are higher. Below, guided by this perspective, I discuss how demographic and socioeconomic characteristics, time commitments, and attitudes toward gender may be related to the level of work-family conflict and how changes in those characteristics between 1977 and 1997 may have led to change in work-family conflict among employed parents. Following Firebaugh's (1997) suggestion, I pay attention to two different ways through which change in each characteristic may be related to change in work-family conflict. One is change in the prevalence or mean level of the characteristic among employed parents. The other is change in the effect of the characteristic on work-family conflict. Demographic Characteristics Gender and family structure. …
174 citations
TL;DR: 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).
Abstract: 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.
168 citations
TL;DR: This paper explored the influence of working conditions on work-family conflict (WFC) among married/cohabiting employees across seven European countries and found that a policy emphasis on improving work conditions is likely to have major leverage in reducing WFC.
Abstract: 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 individual level. It then considers whether perceived conflict is lower in countries with coordinated production regimes and where social policy is more supportive of combining paid work and care demands. For men the lowest rates of WFC occurred in Denmark, Sweden and Norway, so for men there was a distinct ‘Nordic’ effect consistent with the welfare and production regime expectations. For women, we find paradoxically that ‘raw’ levels of work-family conflict are particularly high in France, Denmark and Sweden where supports for reconciling work and family life are high. Our models show that the high conflict among French women can be explained by household composition factors and so is due to higher levels of family pressures. Higher levels of conflict among Danish and Swedish women appear to be associated with their longer hours of work. Work conditions are found to play a larger role than family characteristics in accounting for work-family conflict, both in the country level models and in the pooled models. While this partly reflects our focus on the spillover of work into family life, it is notable that family characteristics have little effect in mediating work pressures. The results suggest that a policy emphasis on improving work conditions is likely to have major leverage in reducing work-family conflict.
142 citations
TL;DR: For the authors' sample of 128 emergency professionals from Spain, psychological detachment from work moderated the relationship between WFC and psychological strain, and between FWC and life satisfaction.
Abstract: Based on the effort-recovery model, this study links work-family conflict (WFC) and family-work conflict (FWC) with the concept of recovery. The authors hypothesize that 2 recovery strategies-psychological detachment from work and verbal expression of emotions-moderate the relationship of these 2 types of conflict with 2 indicators of well-being, namely psychological strain and life satisfaction. For our sample of 128 emergency professionals from Spain, psychological detachment from work moderated the relationship between WFC and psychological strain, and between FWC and life satisfaction. Verbal expression of emotions moderated the relationship between both types of conflict and psychological strain.
140 citations
TL;DR: This paper investigated the individual and macro-level factors that generate perceptions of negative spill-over from work to family among dual-earner couples in Europe and found that the experience of work-family conflict is only weakly moderated by institutional or cultural effects.
Abstract: What are the determinants of the subjective experience of conflict between work and family roles among dual-earner couples in Europe? Taking a demands-and-resources approach, this study investigates the individual and macro-level factors that generate perceptions of negative spill-over from work to family. Comparative survey data for 23 countries come from Round 2 of the European Social Survey. The empirical results support theoretical arguments for a conceptual distinction between time- and strain-based work-family conflicts. The findings also reveal important sex differences in the ways that perceptions of conflict are generated. Moreover, the results from multilevel analyses suggest that the experience of work-family conflict among dual-earner couples is only weakly moderated by institutional or cultural effects.
120 citations
118 citations
TL;DR: In this paper, a qualitative analysis of stockbrokers finds that brokers in firms granting scheduling flexibility experience more work-to-family conflict than those in the firm with scheduling rigidity, although brokers in the latter firm lose autonomy from their employer and earning potential, bureaucratic rigidity buffers them from client pressures that intrude on family life.
Abstract: The common finding in the work–family literature that workplace scheduling flexibility reduces work‐to‐family conflict may not be generalizable to service occupations with intense client demands. This qualitative analysis of stockbrokers finds that brokers in firms granting scheduling flexibility experience more work‐to‐family conflict than those in the firm with scheduling rigidity. Although brokers in the latter firm lose autonomy from their employer (and earning potential), bureaucratic rigidity buffers them from client pressures that intrude on family life. This finding should be tested in other occupations requiring extensive client interactions in a 24‐hour economy.
113 citations
TL;DR: In this article, the authors developed an affective perspective of work and family and found that dispositional affect was significantly related to perceptions of work-family conflict, enrichment, and satisfaction.
TL;DR: In this paper, the authors present a cross-sectional questionnaire study testing hypotheses about the relationship between work-related time pressure, cognitive and emotional irritation, work-family conflict and psychosomatic complaints.
Abstract: Against the theoretical background of the effort–recovery model and the action regulation theory, the author presents a cross-sectional questionnaire study testing hypotheses about the relationship between work-related time pressure, cognitive and emotional irritation, work–family conflict and psychosomatic complaints. Subjects were 576 female home care nurses. Results of a path analysis show that the relation of time pressure and psychosomatic complaints is partially mediated by experiencing a work–family conflict; also the relation of time pressure and work–family conflict is partially mediated by cognitive and emotional irritation. It is argued that cognitive and emotional irritation are fruitful concepts for a more comprehensive understanding of the relationship between work stressors and the development of strain-based work–family conflict. Implications for the prevention of work–family conflict are outlined. Copyright © 2008 John Wiley & Sons, Ltd.
TL;DR: Work-family conflict/facilitation mediated the relationship between the workplace supports and psychological contract fairness for supervisor support, work climate for family, and job characteristics as mentioned in this paper, finding that individuals who experience low conflict and high facilitation in the direction of work-to-family are more likely to report their perception of the psychological contract to be fair.
Abstract: This study investigated the relationship between work–family conflict/facilitation (WFC/F) and the perception of psychological contract fairness by Hispanic business professionals. In addition, this study examined the effects of WFC/F as a mediator of the relationship between workplace supports and psychological contract fairness. A survey of 1165 Hispanic business professionals, from the United States, contained reports their experience of work-to-family conflict and facilitation, perception of the fairness of their psychological contract, and the availability of four types of workplace supports: formal work–family policies, supervisor support, work climate for family, and job characteristics. Results revealed that individuals who experience low conflict and high facilitation in the direction of work-to-family are more likely to report their perception of the psychological contract to be fair. Work–family conflict/ facilitation mediated the relationship between the workplace supports and psychological contract fairness for supervisor support, work climate for family, and job characteristics. There was a direct relationship between the availability of formal workplace supports and psychological contract fairness. Implications for theory and practice are also noted. Copyright © 2009 John Wiley & Sons, Ltd.
TL;DR: The analysis demonstrates how generous parental leave arrangements designed to enhance gender equality and work-family balance by simply reducing practical constraints may have limited--or even counterproductive--impact within high-commitment occupations where the 'irreplaceability' of workers is taken for granted.
Abstract: Despite decades of focus on gender equality and work–family balance, parenthood still affects mothers’ and fathers’ careers differently. Drawing on in-depth interviews with Norwegian mothers who are relinquishing high-commitment careers of law and consultancy, this paper questions the adequacy of established explanations emphasizing constraints vs. individual preferences. Our sample of female professionals living in a well-developed welfare state is particularly apt to explore the processes and mechanisms upholding the statistically gendered pattern of women reducing their work commitment after childbirth.These doubly privileged mothers might be considered to have the best odds for combining career and work commitment with motherhood.Thus, we argue that the approach emphasizing practical constraints does not sufficiently account for the withdrawal from highcommitment careers among these female professionals. Nevertheless, we are not content with the claim of Preference Theory that this shift in commitment is merely a matter of ‘not-so-dedicated’ women discovering their ‘genuine’ preferences. Rather, in order to understand why and how this shift occurs, we explore the culturally constructed rationalities and schemas of both work and family devotions.We specifically examine the circumstances, mechanisms and steps in a seemingly individual process of making the shift in commitment from a promising career to a family-friendly job. Moreover, the analysis demonstrates how generous parental leave arrangements designed to enhance gender equality and work–family balance by simply reducing practical constraints may have limited – or even counterproductive – impact within high-commitment occupations where the ‘irreplaceability’ of workers is taken for granted. Our findings indicate that unless the culturally (re)produced discourses, demands and expectations of both work and family are exposed and challenged, even intentionally gender neutral work–family policies will continue to facilitate mothers’ career withdrawals, expressed as modified individual preferences.
TL;DR: In this article, the authors examined the relationship between gender, nationality, and cultural values of horizontal individualism and collectivism measured at the national and individual levels with work and family demands and work-family conflict and found no difference in the amount of conflict experienced across countries and cultures.
Abstract: In recent years, the growing number of multinational companies and a more diversified workforce on both national and international levels has contributed to increased investigation of work and family across cultures (e.g., Eby, Casper, Lockwood, Bordeaux, & Brinley, 2005). The purpose of this study is to further the understanding of individual experiences of work–family conflict across three different countries and cultures (Ukraine, Iran, and the US). One hundred thirty employees from Ukraine, 154 from Iran, and 192 from the US constitute the research sample. The relationship between gender, nationality, and cultural values of horizontal individualism and collectivism measured at the national and individual levels (idiocentrism and allocentrism), with work and family demands and work–family conflict are examined. We found no difference in the amount of conflict experienced across Ukraine, Iran, and the US. This research showed that there is a negative relationship between work-to-family conflict and hori...
TL;DR: In this paper, a study was devised to analyze the interaction between work and family situational variables, with individual dispositions measured by the alternative big five personality model in the prediction of work-family conflict.
TL;DR: In this article, the authors explore how male and female managers may regulate their workload differently in response to conflicting job-home pressures, implying that female managers in stead of choosing reduced workloads are required to work less.
Abstract: Purpose – The purpose of this paper is to explore how male and female managers may regulate their workload differently in response to conflicting job‐home pressures. The main hypothesis is that female managers seek to reduce anticipated discord by investing less time in their work role. The paper investigates this postulated link between managers' gender and work‐family conflict via their workload, based on a conceptual model and within a Scandinavian context. The central argument is evaluated against a competing explanation of structural constraints, implying that female managers in stead of choosing reduced workloads are required to work less.Design/methodology/approach – The paper is based on a large survey of Norwegian managers. The applied sample size is 2,195, with 1,740 men and 455 women. In addition to indicators of time‐based work‐family conflict the questionnaire contains detailed information on managers' individual background and positional characteristics. To trace direct and indirect influenc...
TL;DR: In this paper, the authors consider the relationship between perfectionism and perceptions of work-family conflict and find that a situational component to perfectionism is found, with higher standards and a higher perceived discrepancy between standards and performance at home versus at work, while those with adaptive perfectionism tend to have lower strain and time-based family interfering with work and lower behaviour-based work interfering with family.
Abstract: This study considers the relationship between perfectionism and perceptions of work–family conflict. A situational component to perfectionism was found, with higher standards and a higher perceived discrepancy between standards and performance at home versus at work. Findings suggest perfectionism predicts work–family conflict, beyond the effects of the Big Five, trait affectivity and achievement. Further, findings indicate those with adaptive perfectionism (AP; work and home) tend to have lower strain and time-based family interfering with work and lower behaviour-based work interfering with family, compared with maladaptive perfectionists (home) and non-perfectionists (work and home). Gender differences were found and considered in a more exploratory manner.
TL;DR: In this article, the authors evaluate competing models of the direct and indirect effects of work interference with family (WIF) and family interference with work (FIW) on two turnover intentions relevant to scientists and engineers: leaving R&D for non-R&D work within the same organization and leaving one's organization for another one.
Abstract: In this study we evaluate competing models of the direct and indirect effects of work interference with family (WIF) and family interference with work (FIW) on two turnover intentions relevant to scientists and engineers: (i) leaving R&D for non-R&D work within the same organization and (ii) leaving one’s organization for another one. A cross-sectional design was used. Our sample consists of almost 500 scientists and engineers in dual-earner families and with dependent care responsibilities. We find some support for the domain-specific predictors-to-outcomes model: FIW indirectly (but not directly) increases intentions to change organization through work dissatisfaction. Contrary to expectations from the stress management model we find neither direct nor indirect relationships between WIF and turnover intentions. Our findings suggest that organizations that help employees manage the effects of FIW on work dissatisfaction may be able to reduce the turnover among their technical workforce. The study examines an overlooked outcome of work-family conflict: turnover intentions. In addition, it provides much needed attention to the implications of workfamily conflict for scientists and engineers, who have received little attention in the work-family conflict literature despite longstanding efforts to understand the relationship between marriage, parenthood, and productivity in these fields.
TL;DR: Moderated mediation analysis is applied to demonstrate that burnout mediates the relationship between work-family conflict and intention to leave the organisation and that the mediation framework is stronger in the presence of lower social supervisory support.
Abstract: Purpose – The aim of this paper is to examine the effects of burnout and supervisory social support on the relationship between work‐family conflict, and intention to leave of cancer workers in an Australian health care setting.Design/methodology/approach – Data collected from a public hospital of 114 cancer workers were used to test a model of the consequences of work‐family conflict. The strength of the indirect effects of work‐family conflict on intention to leave via burnout will depend on supervisor support was tested by conducting a moderated mediation analysis.Findings – Path analytic tests of moderated mediation supported the hypothesis that burnout mediates the relationship between work‐family conflict (i.e. work‐in‐family conflict and family‐in‐work) and intention to leave the organisation and that the mediation framework is stronger in the presence of higher social supervisory support. Implications are drawn for theory, research and practice.Originality/value – This study applies the innovative...
TL;DR: In this paper, the authors explored the effects of work stressors on overall life satisfaction of employees of social service agencies, and found that job dissatisfaction, work-on-family conflict, role ambiguity, and dangerousness had statistically significant effects on life satisfaction, and that age and life satisfaction had significant inverse relationship.
Abstract: During the past several decades, there has been an increase in the number of studies that have examined the impact of the work environment on social service employees. Much of this research has focused on how the work environment helps shape the job satisfaction, job stress, and burnout of workers. Very little research has been conducted on the impact of the work environment on the life satisfaction of employees of social service agencies. This study explored the effects of work stressors (e.g., job dissatisfaction, work-on-family conflict, family-on-work conflict, job stress, role ambiguity, role conflict, role overload, and dangerousness) on overall life satisfaction of employees of social service agencies, as well as the effects of life satisfaction on turnover intent. Multivariate analyses revealed that job dissatisfaction, work-on-family conflict, role ambiguity, and dangerousness had statistically significant effects on life satisfaction, and that age and life satisfaction had significant inverse re...
TL;DR: In this article, the authors synthesize pertinent work-family conflict literature and explicates a series of measures for reducing WFC in hospitality firms and future research directions are also identified.
Abstract: Due the nature of the industry, hospitality workers often face work-family conflict (WFC) issues. If not managed properly, WFC can produce many detrimental consequences, including decreased employee performance, job dissatisfaction, lateness, absenteeism, and high turnover. This article synthesizes pertinent WFC literature and explicates a series of measures for reducing WFC in hospitality firms. Future research directions are also identified.
TL;DR: Data from a sample of full-time employed individuals support some hypothesized relations between components of LMX and work– family interactions and results support the mediating role of hindrance-related stress in the relation between (a) the affect and loyalty components ofLMX and (b) work–family conflict.
Abstract: The authors examined the relations among 4 components of the leader-member exchange (LMX) relationship (i.e., contribution, affect, loyalty, and professional respect) and the level of work-family conflict and work-family facilitation that an employee experiences. Further, the authors examined the mediating role of challenge- and hindrance-related self-reported stress on relations. In doing this, the authors linked positive and negative aspects of LMX, stressors, work-family conflict, and work-family facilitation. Data from a sample of full-time employed individuals support some hypothesized relations between components of LMX and work-family interactions. Also, results support the mediating role of hindrance-related stress in the relation between (a) the affect and loyalty components of LMX and (b) work-family conflict. The authors discuss the implications and limitations of their findings.
TL;DR: In this article, the antecedents of the WFC and the FWC in a different cultural setting were examined in a sample of 168 female employees in two public hospitals in Israel and the findings showed a strong relationship between work attitudes, particularly job satisfaction, and the two conflict variables.
Abstract: Purpose – The purpose of this paper is to present studies on how the demands of work impact the family – the work‐family conflict (WFC) – and how the demands of family life impinge on the workplace –the family‐work conflict (FWC). The goal of this paper is to examine the antecedents of the WFC and the FWC in a different cultural setting–Israeli health care administration.Design/methodology/approach – Data were collected from a sample of 168 female employees in two public hospitals in Israel.Findings – The findings showed a strong relationship between work attitudes, particularly job satisfaction, and the two conflict variables. A higher level of job satisfaction was related to lower levels of WFC and FWC. The relationship of organizational support to the two conflict variables was weak and not in the expected direction.Research limitations/implications – The study is based on a sample taken from one occupation, dominated by public employees.Practical implications – The findings suggest that an effective w...
TL;DR: How Job Demands Affect an Intimate Partner: A Test of the Spillover‐Crossover Model in Japan shows how job demands affect an intimate partner.
Abstract: Objectives: The present study examined how job demands affect an intimate partner's well-being. We hypothesized that job demands have a negative influence on partner well-being through the experience of work-family conflict (WFC) and an impaired quality of the relationship (reduced social support and increased social undermining towards the partner). Methods: The participants of this study were 99 couples of dual-earner parents in Japan. Results: Consistent with hypotheses, men's job demands (i.e. overload and emotional demands) were positively related to their own reports of WFC, and indirectly to women's ratings of men's WFC. Consequently, women's ratings of men's WFC were negatively related to the quality of the relationship (i.e. decreased social support from and increased social undermining by men), which, in turn, led to women's ill-health (i.e. depressive symptoms and physical complaints). We found similar findings for the model starting with women's job demands; gender did not affect the strength of the relationships in the model. Conclusions: These findings suggest that high job demands initiate a process of work-family conflict and poor relationship quality, which may eventually affect the intimate partner's well-being in an unfavorable way.
TL;DR: Pay satisfaction and WFC were used to predict occupational turnover intentions, and the mediator, WFC, maintained its effect on turnover, suggesting the mediated relationship.
Abstract: Purpose – The purpose of this study is to examine within college coaches the effects of pay satisfaction and work‐family conflict (WFC) on occupational turnover intentions. Specifically, it predicts that WFC would mediate the relationship between satisfaction with pay to occupational turnover intentions.Design/methodology/approach – Data were collected through a mailed questionnaire of college coaches. Regression analysis was used to test the mediated relationship.Findings – Results confirmed a significant relationship between all variables in the study (p<0.001 for all). Using regression, when pay satisfaction and WFC were used to predict occupational turnover intentions, the mediator, WFC (β=0.29, p<0.001), maintained its effect on turnover. However, satisfaction with pay was insignificant, suggesting the mediated relationship.Research limitations/implications – While several areas within sport are impacted by dissatisfaction with pay and WFC, this sample was limited to college coaches.Practical implica...
TL;DR: This article examined the cultural and moral forces underlying the tension between paid work and family responsibilities through the experience of poor and low-income women and found that the conditions of poverty and welfare shape work decisions.
Abstract: Contemporary understandings of work and family are largely based on middle-class women's experience, whereas poverty and welfare researchers focus on the economic struggles of single female-headed families. This qualitative study examines the cultural and moral forces underlying the tension between paid work and family responsibilities through the experience of poor and low-income women. Interview data reveal that as expected, the conditions of poverty and welfare shape work and family decisions. Yet, choices about work and family entail moral and emotional commitments defined through powerful gendered cultural schemas. Providing financially for children reflects a strong work ethic and moral worth corresponding to a masculine model of individual responsibility privileging self-sufficiency and independence. This is challenged by a shared moral imperative that mother's primary responsibility is the care of children. This examination is important for researchers in understanding the moral and emotional salience of gender in shaping the work and family lives of poor and low-income women.
TL;DR: This paper examined the factorial validity of a work/family interaction in terms of the direction of influence and type of effect (conflict vs. facilitation) and found that women reported more conflict and facilitation in both directions compared to men.
Abstract: The aim of this study was twofold. The first intention was to examine the factorial validity of a work/family interaction in terms of the direction of influence (work-to-family vs. family-to-work) and type of effect (conflict vs. facilitation). Second, gender differences along these four dimensions of work/family interaction were explored. Data were obtained from eight different occupational groups in Norway: lawyers, physicians, nurses, teachers, church ministers, bus drivers, and people working in advertising and information technology (IT; N = 3,313). Multigroup analysis indicated that the hypothesized four-factor model clearly has a better fit than the alternative one-factor and two-factor models. Latent mean comparisons revealed significant gender differences along all the dimensions. Women reported more conflict and facilitation in both directions compared to men. Although there were some occupational differences, this was indicative of a more fluid boundary between work and family among women. The ...
TL;DR: In this paper, the authors investigate the interactive effects of organisational tenure and supervisor support on work-family conflict, family-work conflict, and turnover intentions in Arab frontline employees in international five-star chain hotels in Jordan.
TL;DR: HWI was positively and significantly related to high sickness absence duration and frequency during 12-months follow-up in male and female workers.
Abstract: Objective:To examine the relation between work-family conflict and sickness absence.Methods:The BELSTRESS III study comprised 2983 middle-aged workers. Strain-based work-home interference (WHI) and home-work interference (HWI) were assessed by means of self-administered questionnaires. Prosp