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Sources of conflict between work and family roles, Academy of Management Review, Vol
Abstract and Figures
An examination of the literature on conflict between work and family roles suggests that work-family conflict exists when: (a) time devoted to the requirements of one role makes it difficult to fulfill requirements of another; (b) strain from participation in one role makes it difficult to fulfill requirements of another; and (c) specific behaviors required by one role make it difficult to fulfill the requirements of another. A model of work-family conflict is proposed, and a series of research propositions is presented.
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... According to role conflict theory, WFC arises when the demands from the work and family domains are incompatible, leading individuals to experience stress and emotional strain due to the difficulty in fulfilling both roles simultaneously [2]. It is defined as "a form of inter-role conflict in which the role pressures from the work and family domains are incompatible with each other in some ways" [3]. The heavy workload and insufficient vacation or rest time make it difficult for COs to balance work and family life, leading to severe WFC [4]. ...
... SWF, as a core symptom and bridge symptom of the WFC, stress, and depression psychopathological network model, has been defined as the stress experienced in the work role interfering with family role participation. Specifically, SWF can manifest as being too exhausted after work to engage in family activities or fulfill family responsibilities, or as the inability to enjoy preferred activities upon returning home [3,25]. According to Role Conflict Theory, the incompatibility between work and family roles is the fundamental cause of work-family conflict (WFC). ...
Background
Numerous studies have found that depression is prevalent among correctional officers (COs), which may be related to the work-family conflict (WFC) faced by this cohort. Role conflict theory posits that WFC emerges from the incompatibility between the demands of work and family roles, which induces stress and, in turn, results in emotional problems. Thus, this study seeks to investigate the association between WFC and depression, along with examining the mediating role of stress. Further network analysis is applied to identify the core and bridge symptoms within the network of WFC, stress, and depression, providing a basis for targeted interventions.
Objective
This study aims to investigate the relationship between work-family conflict (WFC) and depressive symptoms among a larger sample of Chinese correctional officers (COs), exploring the potential mechanisms of stress in this population through network analysis.
Methods
A cross-sectional study of 472 Chinese COs was conducted from October 2021 to January 2022. WFC, stress, and depressive symptoms were evaluated using the Work-Family Conflict Scale (WFCS) and the Depression Anxiety Stress Scale (DASS). Subsequently, correlation and regression analyses were conducted using SPSS 26.0, while mediation analysis was performed using Model 4 in PROCESS. By using the EBICglasso model, network analyses were utilized to estimate the network structure of WFC, stress and depression. Visualization and centrality measures were performed using the R package.
Results
The results showed that (1) there was a significant positive correlation between WFC and stress and depression, as well as between stress and depression, (2) WFC and stress had a significant positive predictive effect on depression, (3) stress mediated the relationship between WFC and depression, with a total mediating effect of 0.262 (BootSE = 0.031, BCI 95% = 0.278, 0.325), which accounted for 81.62% of the total effect, and (4) in the WFC, stress, and depression network model, strain-based work interference with family (SWF, (betweenness = 2.24, closeness = -0.19, strength = 1.40), difficult to relax (DR, betweenness = 1.20, closeness = 1.85, strength = 1.06), and had nothing (HN, betweenness = -0.43, closeness = 0.62, strength = 0.73) were the core symptoms, and SWF, IT, and DH were the bridge symptoms, and (5) first-line COs had significantly higher levels of WFC, stress, and depression than non-first-line correctional officers.
Conclusion
Our findings elucidate the interrelationships between WFC, stress, and depression among COs. The study also enhances the understanding of the factors influencing WFC in this population and provides valuable guidance for the development of future interventions, offering practical clinical significance.
... Work-life conflict occurs when the demands of work life interfere with meeting demands in other life domains such as family life (e.g., Greenhaus & Beutell, 1985). In relation to family life, work-life conflict translates into two constructs, namely work-to-family conflict and family-to-work conflict. ...
... The research shows that work-life conflict is associated with decreases in life satisfaction (e.g., Allen et al., 2000;Anaton, 2013;Carlson et al., 2006;De Simone et al., 2014;Fisher et al., 2009;Greenhaus & Beutell, 1985;Kossek & Ozeki, 1998;Schaufeli et al., 2002;Schaufeli & Bakker, 2004). ...
Reflecting a recent guideline for operationalizing subjective wellbeing (OECD, 2023), this study tested a model that shows how work-life conflict, one of the key dimensions that detracts from wellbeing outcomes. It does so through a mediating mechanism involving domain satisfaction (i.e., family and work wellbeing), subjective wellbeing, and eudaimonic wellbeing. Specifically, we theorize that work-life conflict detracts from both family and work wellbeing, which in turn decreases subjective wellbeing. In turn, decreases in subjective wellbeing serve to decrease eudai-monic wellbeing. We also argue that work-life conflict has direct adverse effects on both subjective wellbeing and eudaimonic wellbeing. Data collected from the 2016 European Quality of Life Survey were used to test the model; the sample included 18,137 respondents from 33 European countries. The results from multi-level mod-eling were supportive of our hypotheses. Policy implications were discussed, along with study limitations and suggestions for future research.
... As a result, it will be more difficult to match the expectations of the second role. Second, an increase in conflict in a role causes an increase in mental engagement with that role [44]. This can lead to a strong internal addiction to work hard that cannot be resisted. ...
Background & aims
Work–family conflict, an important issue in nursing management, has been examined extensively worldwide among nurses. Nurses’ inability to handle these conflicts affect their quality of care and may lead to missed nursing care. This study aimed to investigate the relationship between work-family conflict and missed nursing care in Iran.
Materials & methods
This cross-sectional descriptive-analytical study was conducted on 270 nurses working in two hospitals affiliated to Tehran University of Medical Sciences (Sina & Shariati) from September to December 2023. The research community included all nurses working in medical-surgical wards in the designated hospitals. The research samples were included in the study in a targeted and quota sampling after obtaining organizational permits, ethical approval and informed consent. Data collection was done using three questionnaires including: Demographic information form, Carlson’s work-family conflict and Kalisch MISSCARE Questionnaire. The collected data was analyzed in SPSS software, version 25.
Results
The results of Pearson’s correlation test showed that there is a positive relationship between nurses’ work-family conflict and missed nursing care scores (r = 0.21) (p = 0.001). The mean (SD) score of nurses’ work-family conflict was reported at a moderate level (61.58(11.57)) and the mean (SD) score of missed nursing care was reported at a low level (47.84(16.48)). Nurses under 29 years old and male nurses had more missed nursing care other than their participants. No more relationship was observed between other demographic variables with missed nursing care and nurses’ work-family conflict.
Conclusion
According to the results of this research, it can be concluded that the existence of work-family conflict can be an obstacle for the correct implementation of nursing care. In such a way that nurses exposed to higher work-family conflict level had higher missed nursing care. Based on the findings of this research, it is recommended for health care providers and nursing managers to identify nurses exposed to high work-family conflicts, adopt programs to decrease their conflicts and consequently reduce missed nursing care.
... She returned to the same school after her second child. I connected the struggle of Jyotika with the theory of professional and personal conflict (Greenhaus & Beutell, 1985). This notion recommends that balancing professional and family responsibilities is challenging for women with children. ...
Women teachers struggle to fit into their family responsibilities and the workplace; often, they cannot perform well while trying to balance both. Against this backdrop, this study aims to explore the experiences of women teachers to understand their professional struggles in their workplace. It is a qualitative study, where I purposively selected four women teachers from Far-West (Kailali) as my research participants. They teach in private and public schools. I interviewed them to collect the information required for this study. Simultaneously, I recorded and transcribed the data, then coded, categorized, and thematized them as patterns emerged. The study indicates the gender discrimination in the workplace and home of women teachers and the difficulty for them to balance their work life and responsibilities at home. The findings reveal that most women teachers have left their jobs to look after their families and children, and after a few years of gap, they struggle to find a job. A flexible policy can help women teachers sustain themselves in teaching jobs.
... Work-family conflict is an inter-role conflict that arises when roles in these two domains are incompatible, whereby the role in the work domain interferes with the role in the home (Bellavia & Frone, 2005;Greenhaus & Beutell, 1985). FWC, on the other hand, refers to a form of inter-role conflict that occurs when family responsibilities impede the work role (Mesmer-Magnus & Viswesvaran, 2005;Netemeyer et al., 1996). ...
This study examined the longitudinal relationship between work–family conflict (WFC) and family–work conflict (FWC), with a focus on the moderating role of job demands and home demands, and the mediating role of family distress within dyads (i.e., actor [the employee] and partner). Using data from a survey of 281 married partners (N = 562) from Central Java, Indonesia, in two waves, four months apart, this study’s results revealed that WFC has a spillover effect on FWC in the cross-sectional path, but not longitudinally. Furthermore, family distress actor was found to mediate the relationship between WFC and FWC in the cross-sectional spillover path, whereas family distress partner did not, indicating that family distress underscores the detrimental impact of WFC on family functioning. Additionally, only cognitive job demands were found to moderate the relationships between WFC and family distress actor, WFC and family distress partner, and family distress actor and FWC over time.
As organizations increasingly prioritize work-life balance to attract and retain talent, the interplay between work-life balance and career advancement has become a crucial area of study. This article examines the complex relationship between maintaining a balanced professional and personal life and advancing in one's career. Through a dual perspective—focusing on both employees and employers—this study explores how work-life balance influences career progression and how career ambitions impact work-life balance. The findings reveal that while work-life balance can enhance job satisfaction and reduce burnout, it may also affect career advancement opportunities. Conversely, career advancement can strain work-life balance but offer long-term rewards. This article provides insights into balancing these competing demands and offers recommendations for both employees and employers.
This study was to clarify how work-from-home and telework, which were rapidly introduced in 2020 due to the impact of COVID-19 pandemic, caused workers to experience changes in their work and personal lives, and to examine the relationships between these changes and psychological indicators. Semi-structured interviews about changes in work and personal life caused by working from home were first conducted with 56 Japanese workers who worked from home for the first time beginning in January 2020, and survey items were created from the responses. An internet survey was then conducted on 923 Japanese workers who started working from home for the first time when the state of emergency was issued in April 2020. Factor analysis was conducted, and 7 factors (with 64 items) were extracted: "difficulty in work" "easy to get work-life balance", "improvement of the working relationships", "improvement of the relationships with family", "interference from families during work", "becoming long work hours", and "difficulty in evaluating subordinates". Relationships between these subscales and job stressors, job resources, stress reactions, positive outcomes, work-life balance, and work-family conflicts were examined. Results indicated that long work hours were positively correlated with quantitative job demands, that work-from-home may improve work-related interpersonal relationships, and that improvement of the relationships with families may increase the positive spillover between work and home.
İstanbul'daki akademisyenler ile yapılan bu araştırmada, dijital iyi oluşun yapay zekâ kaygısı ve iş tatmini üzerindeki etkisi araştırılmıştır. Nedensel ilişki deseniyle yürütülen araştırmada 211 akademik personelden elde edilen veri seti istatistiki analizlere tabi tutulmuştur. İlgili analizler sonucunda yapay zekâ kaygısının yapay zekâ yapılandırması alt boyutunun dijital iyi oluşun dijital refah boyutuyla pozitif yönlü ve anlamlı bir değişime sahip olduğu görülmektedir. Ayrıca dijital iyi oluşun alt boyutu olan dijital tatmin ile iş tatmini arasında negatif yönlü ve anlamlı bir şekilde görülebildiği bulgulanmıştır. Araştırma bulgularından elde edilen sonuç, yapay zekâ yapılandırmasının dijital refahı arttırdığını göstermektedir. Öte yandan akademisyenlerde dijital tatmin düzeyi arttıkça iş tatminin azalacağı da elde edilen sonuçlar arasındır. Bu sonuç, klasik iş tatmin algılarının yapay zekâ ile birlikte farklı şekilleneceğini göstermektedir.
Ms. Faiza Anwar [3 rd Author] The present study aimed at investigating the relationship of work-family conflict with anger and verbal aggression with moderating role of perceived social support among married women with paid job. Total three hundred (n =300) married women affiliated with various organizations were conveniently recruited from Faisalabad and Lahore. Data were collected administering demographic information form, Work-Family Conflict (Haslam et al., 2015), Multidimensional Scale of Perceived Social Support (Zimet et al., 1988), Anger and Verbal Aggression, Subscales of Aggression Questionnaire (Buss & Perry, 1992) on the selected sample. Statistical analysis revealed majority women experiencing significant anger and verbal aggression. Work-family conflict has significant relationship with anger and verbal aggression and that relation was moderated by perceived social support from family, friends and significant others. The present findings have implications for family and society emphasizing on sufficient provision of social support for married women with paid job not only for the successful resolution of work-family conflict but also for managing their anger and verbal aggression to be functional within work-family spheres.
The effects of husbands' and wives' attitudes toward maternal occupational status on family climate were investigated. Attitudes of husbands or wives examined singly failed to show an effect on family climate. When husbands' and wives' attitudes were considered jointly, significant effects on family climate were found.