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Book part
Publication date: 13 October 2014

Tetsushi Fujimoto, Sayaka K. Shinohara and Tsuyoshi Oohira

This study examines the impact of work-to-family conflict (WFC) on depression for employed husbands and wives in Japan, the moderating role of own psychological family involvement…

Abstract

Purpose

This study examines the impact of work-to-family conflict (WFC) on depression for employed husbands and wives in Japan, the moderating role of own psychological family involvement in the relationship between WFC and depression, and the moderating role of spouses’ family and job involvement in the relationship between WFC and depression.

Methodology/approach

We use a matched sample of Japanese employed husbands and wives to examine the relationships between inter-spousal dynamics about work–family conflict and psychological well-being.

Findings

We found that (1) the effect of WFC on depression was larger for wives, (2) husbands’ and wives’ own psychological family involvement did not moderate the relationship between WFC and their depression, and (3) spousal family and job involvement operated as a moderator only for husbands. While WFC reduced husbands’ depression when their wives were highly involved in their jobs psychologically and behaviorally, WFC increased husbands’ depression when their wives were highly involved in family at both psychological and behavioral levels.

Practical implications

Employers need to take into account the importance of looking simultaneously at the ways employed husbands and wives work when trying to understand how workplace conditions may be changed to ameliorate psychological well-being for spouses.

Originality/value of chapter

This study suggests that an experience of conflict between work and family is likely to deteriorate the psychological well-being for employed husbands and wives in non-Western contexts like Japan. Furthermore, spousal involvements in family and work domains are likely to play moderating roles in the relationship between WFC and depression.

Details

Family Relationships and Familial Responses to Health Issues
Type: Book
ISBN: 978-1-78441-015-5

Keywords

Book part
Publication date: 19 April 2023

Antje Schwarz, Ayhan Adams and Katrin Golsch

This study analyzes the effects of gender and occupational status differences on parents’ work-to-family conflicts, comparing COVID-19 pandemic and pre-pandemic periods. It is…

Abstract

This study analyzes the effects of gender and occupational status differences on parents’ work-to-family conflicts, comparing COVID-19 pandemic and pre-pandemic periods. It is examined whether this association is mediated by parents’ telework. Theoretically, we use the work/family border theory and flexible resource versus greedy role perspectives to shed light on the gender- and status-related use of telework and illustrate the influence of flexible working practices on parents’ work-to-family conflicts. Using moderated mediation analysis combined with bootstrapping, we analyze data from two waves of the German Family Panel (pairfam), covering pre-pandemic (2017/18, 2019/2020) and pandemic periods (2020) (N = 3,315). Our results show higher work-to-family conflicts for parents with higher occupational status as well as teleworking parents. Furthermore, we find supporting evidence for the mediation from occupational status to work-to-family conflicts via telework, with a slightly stronger relationship among mothers than fathers. Under the consideration of the pandemic, the mediating effect was only provable for mothers but not for fathers. However, the mediating effect of telework does not strengthen under the pandemic conditions. Our findings support the greedy role perspective, in particular for employees with higher-status occupations, and the assumption of a negative influence of work–family integration through telework for work-to-family conflicts.

Details

Flexible Work and the Family
Type: Book
ISBN: 978-1-80455-592-7

Keywords

Article
Publication date: 6 November 2017

Mousumi Padhi and Snigdha Pattnaik

Researchers have used different approaches to understand how individuals combine work with family, one being boundary and transition management. However, very few studies have…

Abstract

Purpose

Researchers have used different approaches to understand how individuals combine work with family, one being boundary and transition management. However, very few studies have focussed on empirically examining the role of individual boundary management style on work-family experience. The purpose of this paper is to fill this gap by examining the role of integration-segmentation on work-family conflict (WFC) and work-family enrichment (WFE). Two secondary purposes are to explore gender differences in work-family experiences and to examine the relationship between WFC and WFE.

Design/methodology/approach

The predictor variable in the primary study is integration (with two levels segmented and integrated). Different measures of WFC and WFE are criterion variables. Survey method was used to collect data from 156 life insurance professionals including 64 women employees in India. The average age of the sample is 35 years (SD=6.56). Boundary strategy of integration or segmentation between work and family is determined by measuring similarity in resource priority between work and family. Median split technique is used to delineate the groups.

Findings

The study has three key findings: employees with integrated boundary strategy report greater levels of both WFC and WFE; no gender differences exist in the experience of WFC and WFE; and WFC and WFE were found to be unrelated to each other.

Originality/value

The paper empirically studies the role of boundaries on WFC and WFE of insurance employees. It is a response to researchers’ call to integrate boundary theory with spillover theory and examine the role of integration-segmentation.

Details

International Journal of Manpower, vol. 38 no. 8
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 12 September 2016

Laura D. Robinson, Christopher A. Magee and Peter Caputi

The purpose of this paper is to identify work-to-family profiles in working mothers, test whether profiles differ between sole and partnered mothers, and examine whether the…

Abstract

Purpose

The purpose of this paper is to identify work-to-family profiles in working mothers, test whether profiles differ between sole and partnered mothers, and examine whether the work-to-family profiles are associated with burnout.

Design/methodology/approach

Data on work-to-family conflict (WFC), work-to-family enrichment (WFE), burnout, and relevant socio-demographic covariates were collected via a self-report online survey. Latent profile analysis on WFC and WFE items was used to identify profiles in 179-sole and 857-partnered mothers in paid employment. Regression analyses were performed to examine whether profiles were associated with burnout.

Findings

Five distinct work-to-family profiles were identified: Harmful, Negative Active, Active, Beneficial, and Fulfilled. Profile membership differed significantly between sole and partnered mothers, with sole mothers more likely to be in the harmful profile. The five profiles had differing implications for burnout.

Practical implications

WFC and WFE can co-occur, and have differing implications for health and well-being. It is important to consider both WFC and WFE when addressing employee burnout. Furthermore, sole mothers may need greater assistance in reducing WFC and increasing WFE in order to minimize burnout.

Originality/value

This study contributes to existing research by demonstrating differences in work-to-family profiles between sole and partnered mothers, and highlights the need for future research on diverse family types.

Details

Journal of Managerial Psychology, vol. 31 no. 7
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 9 January 2024

Niannian Dong, Mian Zhang and Beth A. Livingston

This study aims to investigate the indirect impact of work-to-family conflict (WFC) on job satisfaction and reparative behaviors toward family members through work-to-family guilt…

Abstract

Purpose

This study aims to investigate the indirect impact of work-to-family conflict (WFC) on job satisfaction and reparative behaviors toward family members through work-to-family guilt (WFG). In addition, it seeks to explore the moderating effect of intrinsic motivation on the relationship between WFC and WFG.

Design/methodology/approach

The authors conducted two studies. Study 1 used a scenario-based experiment to investigate the mediating effect of WFG. Study 2 examined all the proposed hypotheses via survey data.

Findings

Study 1 revealed that WFC had a negative effect on job satisfaction. Concurrently, it exerted a positive impact on reparative behavioral intentions toward family members through WFG. Subsequently, Study 2 demonstrated that intrinsic motivation moderated the relationship between WFC and guilt. Furthermore, it also moderated the indirect effect of WFC on job satisfaction through WFG. Moreover, a positive relationship between WFG and reparative behaviors existed only among nontraditional men.

Originality/value

This study enriches existing literature on WFG by clarifying its impact on reparative behaviors toward family members. Moreover, it contributes to the contingent view of the source attribution perspective by highlighting intrinsic motivation as a significant boundary condition in the source attribution process.

Details

Chinese Management Studies, vol. 18 no. 2
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 6 June 2019

Mareike Reimann, Charlotte Katharina Marx and Martin Diewald

The purpose of this paper is to examine whether and how employed single-parents differ from parents in two-parent families in their experience of work-to-family conflict (WFC) and…

Abstract

Purpose

The purpose of this paper is to examine whether and how employed single-parents differ from parents in two-parent families in their experience of work-to-family conflict (WFC) and family-to-work conflict (FWC). Looking at job-related as well as family-related demands and resources, this research investigated to what degree these demands and resources contribute to differences in WFC and FWC, how their relevance in predicting conflicts varies between single parents and other parents and the role of compositional differences in work and family demands and resources.

Design/methodology/approach

Cross-sectional linear regression analyses were applied to analyze a random sample of employees in large work organizations in Germany. The sample included 3,581 parents with children up to the age of 25, of whom 346 were single parents.

Findings

The results indicated that single parents face more FWC, but not more WFC, than other parents. For all parents, job demands such as overtime, supervising responsibilities and availability expectations were associated with higher levels of WFC, whereas job resources such as job autonomy, support from supervisors and flexible working hours were associated with lower levels of WFC. In predicting FWC, family demands and resources played only a minor role. However, results provide only scant evidence of differences between single parents and other parents in terms of the effects of job and family demands and resources.

Originality/value

This study offers interesting insights into the diversity of WFC and FWC experiences in Germany. It provides first evidence of the impact of job and family demands and resources on both directions of work–family conflicts among employed single parents as a specific social group.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 39 no. 5
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 9 April 2019

Yu Zhou, Wenwen Zhao and Xueqing Fan

The purpose of this paper is to examine whether, how and when new venture creation progress (NVCP) affects work-to-family conflict (WFC) by introducing coping behavior strategies…

Abstract

Purpose

The purpose of this paper is to examine whether, how and when new venture creation progress (NVCP) affects work-to-family conflict (WFC) by introducing coping behavior strategies as mediators, entrepreneurs’ prior experience and family involvement in business as moderators.

Design/methodology/approach

This study performs multivariate regression analysis based on a sample of 260 nascent entrepreneurs from the Chinese Panel Study of Entrepreneurial Dynamics.

Findings

This study reveals that an entrepreneur’s WFC tends to increase along with the growth of the new venture. Specifically, NVCP impels entrepreneurs to adopt reactive role behavior strategy and meet both entrepreneurial and family demands; meanwhile, NVCP propels entrepreneurs to adopt prioritizing entrepreneurship behavior strategy for the increasing work demands, thus leading to more WFC; the mediation effect of prioritizing entrepreneurship behaviors is stronger than that of reactive role behaviors, which leads to an overall positive main effect. Moreover, the preceding mediating paths are moderated by entrepreneurs’ prior experience and family involvement.

Research limitations/implications

First, the authors have investigated how NVCP influenced WFC. However, the authors did not extend the research to the possible effect of WFC on entrepreneurial performance. Second, in the work-family-conflict literature, unmarried and those without children are often excluded since their private life demands differ significantly from parents’ demands. Although the authors control for marital status in the model, the number of children is still left uncontrolled. Furthermore, the authors only used the first two waves of data, leading to a potential selection bias. In addition, the Chinese context may have influenced the generalizability of the results in a complex manner.

Practical implications

This paper indicates that reactive role behavior strategy will decrease WFC, while prioritizing entrepreneurship behavior strategy will increase WFC. Therefore, the authors suggest entrepreneurs adopt more reactive strategy to reduce WFC. Besides, both prior experience and family involvement strengthen the relationship between NVCP and prioritizing entrepreneurship behavior strategy, thereby leading to more WFC. Therefore, entrepreneurs with prior experience and family involvement should pay more attention to their roles in family. Furthermore, entrepreneurs with family involvement can try to segment the entrepreneurship-family boundary psychologically. For example, entrepreneurs can avoid business talking with families but show concerns for them at rest time.

Social implications

WFC has been found negatively related to individual health and well-being. And entrepreneurs experienced even more WFC than employees in established organizations. Therefore, it is of great importance to focus on the topic of reducing entrepreneurs’ WFC. This research indicates that entrepreneurs can experience less WFC by choosing reactive role behavior strategy. Prior experience and family involvement can induce them to be more attached to new venture creation. This research provides practical suggestions and reminders for entrepreneurs.

Originality/value

This mediated moderation model elaborates whether, how and when NVCP affects WFC, thereby contributing to the knowledge of entrepreneurship-family interface and enlightening nascent entrepreneurs about balancing their start-up responsibilities with their family life.

Details

Management Decision, vol. 58 no. 6
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 20 August 2020

Md. Shamsul Arefin, Md. Shariful Alam, Shao-Long Li and Lirong Long

This study considered organizational politics as a source of stress and examined its spillover effects on the family domain. By integrating the work–home resource theory and…

Abstract

Purpose

This study considered organizational politics as a source of stress and examined its spillover effects on the family domain. By integrating the work–home resource theory and transactional theory of stress, the authors developed a moderated mediation model that examined the moderating role of family support in the relationship between employee's perceptions of organizational politics and their family satisfaction through work-to-family conflict.

Design/methodology/approach

The authors examined the moderated mediation model using a sample of 223 full-time employees in Bangladesh. Data were collected using a three-wave survey research design.

Findings

The results indicate that organizational politics is negatively related to family satisfaction; work-to-family conflict medicates this relationship. Besides, family support attenuates the mediating effect of work-to-family conflict on the relationship between organizational politics and family satisfaction.

Practical implications

Managers should reduce the extent of organizational politics to avoid its impact on the nonwork domain. Moreover, social support from family members might play a crucial role in reducing the negative consequence of organizational politics in the family domain. By taking human resource practices such as training, increased communication, family-friendly policies, organizations may improve the ability of workers to cope with the negative consequences of organizational politics.

Originality/value

The current study uncovered the spillover effect of organizational politics on the nonwork domain. This research contributed to the burgeoning stream of organizational politics and work–family interface literature by investigating the influence of organizational politics in undermining family satisfaction and exploring the mediating mechanism linking organizational politics and family satisfaction as well as the boundary conditions of family social support.

Details

Personnel Review, vol. 50 no. 5
Type: Research Article
ISSN: 0048-3486

Keywords

Book part
Publication date: 19 April 2023

Mareike Reimann

During the COVID-19 pandemic, working from home (WFH) has become the norm for many employees and their families in Germany. Although WFH has been suggested as a form of flexible…

Abstract

During the COVID-19 pandemic, working from home (WFH) has become the norm for many employees and their families in Germany. Although WFH has been suggested as a form of flexible work to foster work–life integration (especially for workers with greater care responsibilities), studies have also pointed to its risks when the boundaries between these two life spheres become blurred. To help disentangle these inconsistent findings in relation to work–family conflict, this study focuses on two main concerns: the relevance of additional forms of flexibility for those who work from home (i.e., temporal flexibility, job autonomy, fixed rules about availability) and the implications of WFH for employees’ social relationships with co-workers and supervisors. Based on linked employer–employee data collected in the spring of 2021, the study examined work-to-family conflict (WFC) and family-to-work conflict (FWC) among a sample of 885 employees who worked from home. The results indicate that three factors – temporal flexibility, job autonomy, and fixed rules about availability as a way to set boundaries between work and family life – are important predictors of fewer work–family conflict. This equally applies to employees with caring obligations who overall experience more work–family conflicts while WFH. For those who cared for relatives, autonomy contributed even to fewer work–family conflicts. Supportive relationships with supervisors and co-workers are certainly directly beneficial when it comes to avoiding conflict, but they also reinforce the positive implications of flexible work, whereas poor relationships counteract the benefits of such flexibility. Thus, employers need to provide additional forms of flexibility to employees who work from home and should pay attention to social relationships among their employees as a way to support families and other individuals.

Details

Flexible Work and the Family
Type: Book
ISBN: 978-1-80455-592-7

Keywords

Article
Publication date: 13 November 2007

Jeanine K. Andreassi and Cynthia A. Thompson

The purpose of this paper is to assess the relative influence of personality (locus of control) and situational control (job autonomy) on the experience of work‐to‐family conflict

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Abstract

Purpose

The purpose of this paper is to assess the relative influence of personality (locus of control) and situational control (job autonomy) on the experience of work‐to‐family conflict (WFC), family‐to‐work conflict (FWC), and positive work‐family spillover (PS).

Design/methodology/approach

Using data from the 2002 National Study of the Changing Workforce (n=3,504) and from O*Net, an independent database of occupational characteristic ratings, regression analysis was used to test direct effects, relative weights analysis was used to determine the relative influence of locus of control and job autonomy on work‐family outcomes, and mediation analysis was used to examine the mediating influence of perceived job autonomy.

Findings

Dispositional control (i.e. internal locus of control) was more strongly associated with the outcome variables than was situational control (i.e. objective job autonomy). As expected, internal locus of control was negatively related to WFC and FWC, and positively related to PS. Job autonomy, however, was unexpectedly related to higher levels of FWC and was unrelated to WFC and PS. Relative weights analysis revealed that situational vs dispositional control were differentially related to the outcome variables. Perceived job autonomy mediated the relationship between locus of control and WFC and PS.

Research limitations/implications

The correlational design prevents conclusions about causality.

Practical implications

Knowing that both personality and job autonomy are important in understanding work‐family outcomes enables managers to intervene appropriately.

Originality/value

This study increases our understanding of the role of personality in relation to work‐family outcomes. In addition, it used a novel technique to partial the effects of situational and dispositional control, and used an objective measure of job autonomy.

Details

Journal of Managerial Psychology, vol. 22 no. 8
Type: Research Article
ISSN: 0268-3946

Keywords

1 – 10 of 232