Showing papers on "Work–family conflict published in 2015"

Smartphone use and work-home interference: The moderating role of social norms and employee work engagement

Abstract: Work in our modern society that is facilitated by communication technology involves connectivity, immediacy, and a blurring of boundaries between work and non-work domains. This 4-day quantitative diary study (N = 100 employees, N = 367-400 data points) aims to shed light on the relationship between daily smartphone use and daily work-home interference (WHI). Two potential moderators of this relationship are examined: (1) (strong) social norms represented by the influence of colleagues and supervisors regarding availability after work hours and (2) work engagement. Overall, the results of multilevel analyses were in line with the hypotheses. The findings suggest that supervisors should be clear about their expectations regarding smartphone use in private hours in that they should not expect employees to be always available. In addition we conclude that engaged workers can prevent work from interfering too much with their private lives, even when they use their smartphones during evening hours.

Work-family conflict, emotional exhaustion, and displaced aggression toward others: the moderating roles of workplace interpersonal conflict and perceived managerial family support.

Abstract: Taking a resource-based self-regulation perspective, this study examined afternoon emotional exhaustion as a mediator linking the within-person relations between morning work-family conflict and later employee displaced aggression in the work and family domains. In addition, it examined resource-related contextual factors as moderators of these relations. The theoretical model was tested using daily diary data from 125 employees. Data were collected at 4 time points during each workday for 3 consecutive weeks. Multilevel modeling analysis showed that morning family-to-work conflict was positively related to afternoon emotional exhaustion, which in turn predicted displaced aggression toward supervisors and coworkers in the afternoon and displaced aggression toward family members in the evening. In addition, morning workplace interpersonal conflict exacerbated the impact of morning work-to-family conflict on afternoon emotional exhaustion, whereas perceived managerial family support alleviated the impact of morning family-to-work conflict on afternoon emotional exhaustion. These findings indicate the importance of adopting a self-regulation perspective to understand work-family conflict at work and its consequences (i.e., displaced aggression) in both work and family domains.

The Relationship Between Work–Family Conflict, Correctional Officer Job Stress, and Job Satisfaction

Abstract: Balancing demands between work and family domains can strain even the most resourceful employee. When the tipping point of conflict between the two is reached, a negative impact on employee well-be...

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

Abstract: 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.

Mothers’ work-family conflict and enrichment: Associations with parenting quality and couple relationship

Abstract: Background Employment participation of mothers of young children has steadily increased in developed nations. Combining work and family roles can create conflicts with family life, but can also bring enrichment.Work–family conflict and enrichment experienced by mothers may also impact children’s home environments via parenting behaviour and the couple relationship, particularly in the early years of parenting when the care demands for young children is high. Methods In order to examine these associations, while adjusting for a wide range of known covariates of parenting and relationship quality, regression models using survey data from 2151 working mothers of 4- to 5-year-old children are reported. Results/Conclusion Results provided partial support for the predicted independent relationships between work–family conflict, enrichment and indicators of the quality of parenting and the couple relationship.

How Do Work Engagement, Workaholism, and the Work-to-Family Interface Affect Each Other? A 7-Year Follow-Up Study.

Abstract: Objective:To investigate the long-term relationships between work engagement, workaholism, work-to-family enrichment, and work-to-family conflict (WFC).Methods:We used structural equation modeling and the three-wave 7-year follow-up data of 1580 Finnish dentists to test our hypotheses.Results:Work e

Explaining the Links between Workload, Distress, and Work-Family Conflict among School Employees: Physical, Cognitive, and Emotional Fatigue.

Abstract: This study examined the intraindividual relationships among workload and affective distress; cognitive, physical, and emotional fatigue; and work–family conflict among school employees. Using a repeated-measure, within-person research design, the authors found that work demands and affective distress, as well as cognitive, emotional, and physical fatigue, were associated with experienced work–family conflict. However, the effects of work demands and affective distress on work–family conflict were mediated mostly by participant reports of emotional fatigue when the three types of fatigue were considered together. Importantly, emotional fatigue was associated with both self-reported and spouse-reported work–family conflict. Overall, the results support a resource depletion framework for how workload and job distress in an educational setting can affect work–family conflict. (PsycINFO Database Record (c) 2016 APA, all rights reserved)

Work-Family Conflict and Mental Health in Newlywed and Recently Cohabiting Couples: A Couple Perspective

Abstract: Combining work and family can be a significant source of tension and conflict. For young dual-earner couples especially it is a challenge to find a balance. We examine the impact of negative work-to-family and family-to-work spillover on feelings of depression and life satisfaction, as well as crossover effects between partners. Of particular interest are differences between married and cohabiting partners. Dyadic data stemming from a subsample of the Belgian survey ‘Relationships in Flanders’ (2010) are used (N newlywed couples = 376, N recently cohabiting couples = 344). Regressions confirm that both work-to-family and family-to-work spillover are major stressors. In line with gender role theories, men seem somewhat more affected by family-to-work spillover; women by work-to-family spillover, also when their partner allows work to interfere with family. Overall, the cohabiting do not feel more distressed, but do feel less satisfied with life. Moreover, interesting differences appear when comparing both ...

The Work–Family Conflict Scale (WAFCS): Development and Initial Validation of a Self-report Measure of Work–Family Conflict for Use with Parents

Abstract: 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 prospective effects of work–family conflict and enrichment on job exhaustion and turnover intentions: comparing long-term temporary vs. permanent workers across three waves

Abstract: This study investigated work–family conflict (WFC) and enrichment (WFE) in relation to job exhaustion and turnover intentions among long-term temporary (n = 384) and permanent (n = 430) workers. We used three-wave data collected among Finnish university employees in 3 consecutive years. The participants were either permanently or temporarily employed for the whole 3-year period. The results showed that permanent employees reported both higher WFC and WFE during the follow-ups than temporary employees. Temporary workers reported higher job exhaustion and turnover intentions compared to permanent workers. Job contract functioned as a moderator: high WFC showed a prospective effect on increased turnover intentions in permanent employees. In contrast, temporary employees benefited more from high WFE, which showed a prospective effect on reduced job exhaustion in temporary employees. The results suggest that measures taken to improve work–family balance could have different implications for long-term temporary...

Gender inequality at home is associated with poorer health for women

Abstract: Background: As more women have joined the work force, the difference in employment rate between men and women has decreased, in Sweden as well as many other countries. Despite this, traditional gender patterns regarding, for example, responsibility for household duties still remain. Women are on sick leave more often than men, and previous studies have indicated that an unequal split of household responsibilities and perceived gender inequality could be associated with negative health outcomes. Aims: The aim of the present study was to explore whether an unequal distribution of responsibilities in the home was related to various health related outcomes among women. Methods: A sample consisting of 837 women living in a relationship, and working at least 50% of full time, responded to a questionnaire including information about division of responsibilities at home as well as various psychological and physiological health related outcomes. Results: The results showed that women living in relationships with perceived more unequal distribution of responsibility for house hold duties showed significantly higher levels of perceived stress, fatigue, physical/psychosomatic symptoms, and work family conflict compared with women living in more equal relationships. They also had significantly increased odds for insufficient time for various forms of recovery, which may further contribute to an increased risk of poor health. Conclusions: Although an increasing employment rate among women is valuable for both society and individuals, it is important to work towards greater gender equality at home to maintain this development without it having a negative effect on women's health and well-being.

Flexible working, work–family conflict, and maternal gatekeeping: The daily experiences of dual-earner couples

Abstract: This study explores the impact of flexible working on the daily experiences of work–family conflict for dual-earner couples with child dependants. In exploring these daily experiences, the occurrence of maternal gatekeeping behaviours, and the relationship between flexible working and such behaviours is investigated. We draw on episodic and longitudinal data from qualitative diaries kept for a 1-month period by both members of 24 couples (48 participants) as well as from introductory and subsequent in-depth qualitative interviews with the couples, both together and apart. We report an evidence suggesting that work–family conflicts are experienced and resolved differently, depending on whether it is the male or the female who works flexibly within dual-earner couples. This link between flexible working and gender is demonstrated to have an important impact on maternal gatekeeping behaviours, which are highlighted as playing a crucial role in such daily experiences and how they are resolved. Practitioner points Traditional gender norms still play a role in parents' decisions to work flexibly and workers who opt for non-traditional routes may feel stigmatized. HR departments and employers need to promote the legitimacy of male access to flexible working and work–life balance policies, so these are not perceived as opportunities for mothers alone. Greater father take-up of work–life balance initiatives that offer more opportunities for involvement in childcare should be encouraged. Employers should offer a variety of flexible working arrangements to provide employees with desirable and healthy resolution options when faced with incidents of work–family conflict.

Self-employment as a strategy for dealing with the competing demands of work and family? the importance of family/lifestyle motives

Abstract: In this paper, we test the argument that self-employment may be a strategy for dealing with competing demands of work and family. We do this by comparing work–family conflict experienced by self-employed and employed men and women. By examining to what extent the self-employed versus regularly employed value time for themselves and their family — i.e., whether they are driven by family/lifestyle motives in their working life — we examine whether self-employment can help reduce work–family conflict among those guided by family/lifestyle motives. Using data from a 2011 Swedish survey of 2483 self-employed and 2642 regularly employed, the analyses indicate that experiences of work–family conflict differ between self-employed and employees. Self-employed men and women, especially those with employees, generally experience more work–family conflict than do employees. However, self-employment can sometimes be a strategy for dealing with competing demands of work and family life. The presence of family/lifestyle motives generally decreases the probability of experiencing work–family conflict, particularly among self-employed women with employees.

Managing work-family conflict in the medical profession: working conditions and individual resources as related factors.

Abstract: Objectives This study developed and tested a research model that examined the effects of working conditions and individual resources on work–family conflict (WFC) using data collected from physicians working at German clinics. Material and methods This is a cross-sectional study of 727 physicians working in German hospitals. The work environment, WFC and individual resources were measured by the Copenhagen Psychosocial Questionnaire, the WFC Scale, the Brief Resilient Coping Scale and the Questionnaire for Self-efficacy, Optimism and Pessimism. Descriptive, correlation and linear regression analyses were applied. Results Clinical doctors working in German hospitals perceived high levels of WFC (mean=76). Sociodemographic differences were found for age, marital status and presence of children with regard to WFC. No significant gender differences were found. WFCs were positively related to high workloads and quantitative job demands. Job resources (eg, influence at work, social support) and personal resources (eg, resilient coping behaviour and self-efficacy) were negatively associated with physicians’ WFCs. Interaction terms suggest that job and personal resources buffer the effects of job demands on WFC. Conclusions In this study, WFC was prevalent among German clinicians. Factors of work organisation as well as factors of interpersonal relations at work were identified as significant predictors for WFC. Our results give a strong indication that both individual and organisational factors are related to WFC. Results may play an important role in optimising clinical care. Practical implications for physicians’ career planning and recommendations for future research are discussed.

Leave Your Job at Work: The Possible Antecedents of Work–Family Conflict Among Correctional Staff

Abstract: Even though work–family conflict has been linked to negative outcomes for both correctional facilities and staff, little research has been conducted on how workplace factors may be related to it. T...

Mediators of transformational leadership and the work-family relationship

Abstract: Purpose – The purpose of this paper is to examine the ways in which leaders influence follower’s work-life management. Specifically, the authors propose that personal (positive affect), social (managerial support for work-family balance), and job (autonomy) resources mediate the relationships between transformational leadership and work-family conflict (WFC) and enrichment. Design/methodology/approach – The sample included 411 managers in 37 hotel properties across the USA. Findings – The relationship between TL and WFC was mediated by autonomy, positive affect and managerial support for work-family balance, whereas the relationship between TL and WFE was mediated by managerial support for work-family balance and positive affect. Research limitations/implications – This study constructs a foundation for future integration of leadership and work and family literatures. It also provides preliminary support for work-family enrichment theory (Greenhaus and Powell, 2006), as well as the value of examining lead...

Do recovery experiences moderate the relationship between workload and work-family conflict?

Abstract: Purpose – The purpose of this paper is to investigate the role of four recovery experiences (psychological detachment from work, relaxation, mastery, and control) in preventing work-family conflict (WFC). Specifically, on the basis of WFC and recovery theories the authors hypothesized that workload would be positively related to WFC, and that recovery experiences would moderate this relationship. Design/methodology/approach – The research involved 597 Italian employees (on pay-role or self-employed) from different occupational sectors. Participants filled-in an on-line questionnaire. Moderated structural equation modelling were used to test the hypotheses. Findings – Results showed a positive relationship of workload with WFC. Regarding the hypothesized interaction effects, the relationship between workload and WFC was particularly strong under condition of low (vs high) psychological detachment, low relaxation, and low control. Originality/value – This study highlights the beneficial role of recovery exp...

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

Abstract: 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.

Association between psychosocial characteristics of work and presenteeism: A cross-sectional study

Abstract: OBJECTIVES: This study aimed at investigating cross-sectional relationships between psychosocial characteristics of work and presenteeism in a sample of Belgian middle-aged workers. MATERIAL AND METHODS: Data were collected from 1372 male and 1611 female workers in the Belstress III study. Psychosocial characteristics assessed by the use of self-administered questionnaires were: job demands, job control, social support, efforts, rewards, bullying, home-to-work conflict and work-to-home conflict. Presenteeism was measured using a single item question, and it was defined as going to work despite illness at least 2 times in the preceding year. Logistic regression models were used to investigate the relationship between psychosocial characteristics and presenteeism, while adjusting for several socio-demographic, health-related variables and neuroticism. An additional analysis in a subgroup of workers with good self-rated health and low neuroticism was conducted. RESULTS: The prevalence of presenteeism was 50.6%. Overall results, adjusted for major confounders, revealed that high job demands, high efforts, low support and low rewards were associated with presenteeism. Furthermore, a significant association could be observed for both bullying and work-to-home conflict in relation to presenteeism. The subgroup analysis on a selection of workers with good self-rated health and low neuroticism generally confirmed these results. CONCLUSIONS: Both job content related factors as well as work contextual psychosocial factors were significantly related to presenteeism. These results suggest that presenteeism is not purely driven by the health status of a worker, but that psychosocial work characteristics also play a role. Language: en

Is Work-family Conflict a Multilevel Stressor Linking Job Conditions to Mental Health? Evidence from the Work, Family and Health Network

Abstract: 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.

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

Abstract: 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.

The mediating influence of work–family conflict and the moderating influence of gender on employee outcomes

Abstract: Finding a balance between work and home continues to be a challenge for many employees. The influence of work–family conflict both from work interfering with family (WIF) and from family interfering with work (FIW) on employee outcomes is not well understood. Although substantial empirical research supports the general view that work–family conflict results from employees having conflicting roles, many previous studies examine work–family conflict and outcomes in the same, or ‘matching’ domains. Some studies on work conflict also have found cross domain outcomes that are largely unexplained. This research addresses this gap in the field by developing and testing the hypothesis that cross domain relationships will be mediated by conflict in the matching domains. Specifically, this study proposes that WIF mediates the relationship between FIW and four employee work outcomes (job satisfaction, organizational commitment, organizational citizenship behavior and task performance), and that FIW mediates the rela...

Work–Family Conflict, Task Interruptions, and Influence at Work Predict Musculoskeletal Pain in Operating Room Nurses

Abstract: Background The aim of this study is to examine the prevalence of musculoskeletal complaints in Swiss operating room (OR) nurses, and to investigate how work–family conflict, work interruptions, and influence at work are related to lumbar and cervical back pain.