Work and family domain stressors and support: Within‐ and cross‐domain influences on work–family conflict

The purpose of this study is to examine the within‐ and cross‐domain influences of work and family domain stressors and support on two forms of work–family conflict (i.e. WIF: work interference with family, and FIW: family interference with work). To test our hypotheses, we collected multi‐source data from 248 Hong Kong employees and their spouses. Among the proposed work domain antecedents of WIF, time commitment and work role expectation were significant. Among the proposed family domain antecedents of FIW, parental demands were significant. Direct cross‐domain effects included family role expectation and parental demand on WIF and work role expectation and family‐friendly policies on FIW. Tests of the moderating effects of work and family support resulted in support for both within‐domain and cross‐domain interactions. Implications for researchers and human resource managers are discussed.     

The role of personal resources in work–family conflict: Implications for young mothers' well-being

The purpose of the current study was to examine the role that personal resources (person–environment [PE] congruence and personality types associated with resilience) and work–family conflict (WFC) play in the sense of well-being (as reflected by burnout and life-satisfaction) of mothers of young children. A sample of 146 mothers holding demanding careers completed six questionnaires. Based on Baron and Kenny (1986), several regression analyses were conducted. The results indicated that PE congruence was not related to life satisfaction but was negatively related to burnout, a relationship fully mediated by both work-interferes-family (WIF) and family-interferes-work (FIW) conflict dimensions. Personality type was related to burnout and life-satisfaction (Resilients exhibited higher levels of well-being than both Undercontrollers and Overcontrollers), a relationship which was only partially mediated by WIF and FIW. Implications for career planning and counseling, particularly for women, are discussed.     

Social support and work–family conflict: A test of an indirect effects model

Most work–family research on social support is based on matching domain relationships, that is, social support in the work domain is related to work interfering with family conflict (WIF) and social support in the family domain is related to family interfering with work conflict (FIW). In this research, based on the conservation of resources (COR) model, we examined the cross domain indirect relationship between social support in the work domain and FIW and the cross domain indirect relationship between social support in the family domain and WIF. We tested this model across three samples in two studies. In Study 1, we examined the cross domain influence of supervisory and spouse support on work–family conflict using two large random samples (N = 1130; N = 2769). In Study 2, we tested an expanded model of social support to include both generic and work–family specific support, and examined the cross domain indirect relationships between these two types of support on work–family conflict using a sample of 435 employees. Specifically, we proposed that social support systems in the work domain such as family friendly organizational policies, family supportive organizational climate, perceived organizational support, and perceived supervisory support will be indirectly and negatively related to FIW via WIF and that spouse/partner support will be indirectly and negatively related to WIF via FIW. Results for Study 1 provided support for the cross domain indirect effects model and results for Study 2 provided support for the cross domain indirect effects for work–family specific social support systems. We discuss implications of these results for the theory and practice of managing work–family conflict.     

Family boundary characteristics,work–family conflict and life satisfaction: A moderated mediation model

Although work–family border and boundary theory suggest individuals' boundary characteristics influence their work–family relationship, it is largely unknown how boundary flexibility and permeability mutually influence work–family conflict and subsequent employee outcomes. Moreover, the existing work–family conflict research has been mainly conducted in the United States and other Western countries. To address these gaps in the work–family literature, the present study examines a moderated mediation model regarding how family boundary characteristics may influence individuals' work–family conflict and life satisfaction with a sample of 278 Chinese full‐time employees. Results showed that employees' family flexibility negatively related to their perceived work interference with family (WIF) and family interference with work (FIW), and both these two relationships were augmented by individuals' family permeability. In addition, WIF mediated the relationship between family flexibility and life satisfaction; the indirect effect of family flexibility on life satisfaction via WIF was stronger for individuals with higher family permeability. The theoretical and managerial implications of these findings are discussed.     

Valuing money more than people: The effects of materialism on work–family conflict

Can valuing money and material possessions lead to conflict between work and family? In this paper, we build on Carlson and Kacmar's call for more research on personal values in the context of the work–family interface. In a field study, we examined the relationship between materialism and two components of work–family conflict: work interference with family (WIF) and family interference with work (FIW). Results supported our main hypotheses that materialism is associated with both forms of work–family conflict. Further, work overload mediated the relationship between materialism and WIF, while FIW moderated the association between materialism and work overload, thus supporting a model of mediated moderation. By linking materialism to work–family conflict, this study adds to the growing evidence of the deleterious effects of holding materialistic values.     

An Investigation of the Variables That Influence Female Counselors' Work–Family Conflict

This study investigated the relationship between female counselors' work–family conflict and their demographic, occupational, and family characteristics. Female counselors' engagement in work and family and the conflict that results were assessed in 2 directions: work interfering with family (WIF) and family interfering with work (FIW). Autonomy and hours spent at work significantly contributed to counselors' WIF scores. Autonomy; age of the youngest child; care of elderly, ill, or special needs family members; and support contributed to counselors' FIW scores.     

A longitudinal and multi‐source test of the work–family conflict and job satisfaction relationship

Job satisfaction is one of the most frequently studied outcomes in the work–family conflict literature. This study extends the previous research examining the unique effects of work interfering with family (WIF) and family interfering with work (FIW) on job satisfaction by (1) controlling for family, personal, and job characteristics of dual‐earner couples, (2) employing cross‐sectional and longitudinal methods, and (3) predicting job satisfaction with a spousal rating of the target's WIF. Consistent with previous research, WIF was related to job satisfaction cross‐sectionally for men and women, and this effect existed beyond negative mood, job autonomy and monotony, and FIW. When predicting a change in job satisfaction a year later, and when using spouse rating of the target's WIF, WIF was predictive of women's job satisfaction but not men's, which is consistent with gender role theory. The fact that WIF predicted job satisfaction for women beyond affective and job characteristic variables, over time, and with non‐self reported measures, provides more confidence in this directional relationship than could previously be assumed. Societal and managerial implications are discussed.     

A meta-analytic review of work-family conflict and its antecedents

This meta-analytic review combines the results of more than 60 studies to help determine the relative effects of work, nonwork, and demographic and individual factors on work interference with family (WIF) and family interference with work (FIW). As expected, work factors related more strongly to WIF, and some nonwork factors were more strongly related to FIW. Demographic factors, such as an employee’s sex and marital status, tended to relate weakly to WIF and FIW. Overall the analysis supports the notion that WIF and FIW have unique antecedents, and therefore, may require different interventions or solutions to prevent or reduce their occurrence. Lastly, the analysis suggests that demographic variables, such as sex and marital status, are alone poor predictors of work-family conflict. Researchers are advised to attend to more finely grained variables that may more fully capture employees’ likelihood of experiencing work-family conflict.     

Social support and work–family conflict: A test of an indirect effects model

Most work–family research on social support is based on matching domain relationships, that is, social support in the work domain is related to work interfering with family conflict (WIF) and social support in the family domain is related to family interfering with work conflict (FIW). In this research, based on the conservation of resources (COR) model, we examined the cross domain indirect relationship between social support in the work domain and FIW and the cross domain indirect relationship between social support in the family domain and WIF. We tested this model across three samples in two studies. In Study 1, we examined the cross domain influence of supervisory and spouse support on work–family conflict using two large random samples (N = 1130; N = 2769). In Study 2, we tested an expanded model of social support to include both generic and work–family specific support, and examined the cross domain indirect relationships between these two types of support on work–family conflict using a sample of 435 employees. Specifically, we proposed that social support systems in the work domain such as family friendly organizational policies, family supportive organizational climate, perceived organizational support, and perceived supervisory support will be indirectly and negatively related to FIW via WIF and that spouse/partner support will be indirectly and negatively related to WIF via FIW. Results for Study 1 provided support for the cross domain indirect effects model and results for Study 2 provided support for the cross domain indirect effects for work–family specific social support systems. We discuss implications of these results for the theory and practice of managing work–family conflict.     

中小学教师工作-家庭冲突的测量

本研究旨在分析我国中小学教师工作-家庭冲突的结构并编制适合我国中小学教师的工作-家庭冲突问卷。在文献分析基础上,通过开放式问卷调查、教师访谈,分析1025份问卷数据,确定了中小学教师工作-家庭冲突包括工作干扰家庭和家庭干扰工作两方面,两方面均包括情绪情感、心理资源和行为方式三维度。编制的我国中小学教师工作-家庭冲突问卷共22个项目,信效度良好,适合用来分析中小学教师工作-家庭冲突的状况。     

When flexibility helps: Another look at the availability of flexible work arrangements and work–family conflict

Despite the positive press given to flexible work arrangements (FWA), empirical research investigating the link between the availability of these policies and work–family conflict is largely equivocal. The purpose of the present study was to begin to reconcile these mixed results through more precise measurement and the examination of moderators. Using a sample of employed women, we found that FWA relate more highly to work interference with family (WIF) than to family interference with work (FIW) and that temporal flexibility (flextime) has a stronger relationship with WIF than does spatial flexibility (flexplace). Additionally, we found family responsibility significantly moderated these relationships, such that the relationship was stronger for those with greater family responsibility. Practical and theoretical implications are discussed.     

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

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

When family-supportive supervision matters: Relations between multiple sources of support and work–family balance

This study examines the mechanisms by which family-supportive supervision is related to employee work–family balance. Based on a sample of 170 business professionals, we found that the positive relation between family-supportive supervision and balance was fully mediated by work interference with family (WIF) and partially mediated by family interference with work (FIW) such that having a supportive supervisor was associated with low WIF and FIW which, in turn, were related to high balance. Consistent with an enhancement perspective, the relation between family-supportive supervision and balance was stronger for employees in family-supportive organizational environments than unsupportive environments and was stronger for employees with supportive spouses than unsupportive spouses. We discuss the theoretical implications of the findings and suggest areas for additional research.     

交叉影响还是直接影响?工作－家庭冲突的影响机制

考察了带有方向性的两个工作－家庭冲突变量(工作对家庭的冲突、家庭对工作的冲突)对一些常见的结果变量的影响, 检验了交叉影响模型和直接影响模型在中国样本中的适用性。以工作优先行为规范为基础, 在来自中国企业的管理人员的两个样本中发现：家庭对工作的冲突对工作相关结果(工作满意感、留职意向、组织承诺)具有显著的负向影响, 而工作对家庭的冲突则没有显著影响; 工作对家庭的冲突对生活满意感具有显著的负向影响。本文的发现表明交叉影响模型可以作为解释中国管理人员工作－家庭冲突影响机制的理论, 而直接影响模型不能推广到中国样本中。     

Individual Ambidexterity: Exploring and Exploiting in Dynamic Contexts

The objective of this study is to analyze the mediating role of intrinsic and extrinsic job satisfaction in the relationship between the 2 dimensions of work–family conflict—family interfering with work (FIW) and work interfering with family (WIF)—and general job satisfaction. Step-by-step hierarchical regression analyses were carried out on a sample of 151 men and women from a Spanish public organization. The results confirmed the mediating role of intrinsic job satisfaction in the case of FIW. This highlights the importance of taking into account the level of satisfaction with the intrinsic facets of one's job as a measure for understanding why FIW has a negative impact on general job satisfaction.     

When flexibility helps: Another look at the availability of flexible work arrangements and work-family conflict

Despite the positive press given to flexible work arrangements (FWA), empirical research investigating the link between the availability of these policies and work-family conflict is largely equivocal. The purpose of the present study was to begin to reconcile these mixed results through more precise measurement and the examination of moderators. Using a sample of employed women, we found that FWA relate more highly to work interference with family (WIF) than to family interference with work (FIW) and that temporal flexibility (flextime) has a stronger relationship with WIF than does spatial flexibility (flexplace). Additionally, we found family responsibility significantly moderated these relationships, such that the relationship was stronger for those with greater family responsibility. Practical and theoretical implications are discussed.     

中小学教师工作家庭冲突与职业倦怠的关系:自我决定动机的中介作用

以348名中小学教师为被试, 运用《教师工作家庭冲突问卷》、《教师自我决定动机问卷》与《教师职业倦怠问卷》, 探讨了自我决定动机在中小学教师工作家庭冲突与职业倦怠关系中的中介作用。研究发现: (1) 中小学教师自我报告的工作干扰家庭水平高于家庭干扰工作水平;(2)家庭干扰工作、工作干扰家庭与自我决定动机、职业倦怠之间均存在显著的相关关系;(3)自我决定动机在中小学教师工作家庭冲突对职业倦怠的影响过程中所起的中介效应显著, 具体为在家庭干扰工作与职业倦怠的关系中起部分中介作用, 在工作干扰家庭与职业倦怠的关系中起完全中介作用。     

The relationship between core self-evaluations and work and family satisfaction: The mediating role of work-family conflict and facilitation

This study examines the impact of work-family conflict and work-family facilitation on work and family outcomes and explores the influence of core self-evaluations (CSE) among these relationships. CSE is comprised of self-esteem, neuroticism, locus of control, and general self-efficacy. CSE was found to be negatively related to work interfering with family (WIF) and family interfering with work (FIW) conflicts, but not to work-to-family facilitation (W→FF) or family-to-work facilitation (F→WF). WIF and FIW negatively predicted work and family satisfaction, respectively. Additionally, W→FF was significantly related to job satisfaction in the hypothesized direction, and F→WF positively predicted family satisfaction. Job satisfaction negatively predicted intentions to quit. The research and practical implications, as well as limitations of this study are discussed.     

工作家庭冲突对电讯人员工作倦怠和心理健康的影响

采用工作家庭冲突问卷、工作倦怠问卷（MBI-Gs）和一般健康状况问卷（GHQ-12）调查了某国营电讯公司526名员工。中介回归分析（Mediating Regressin Analysis）的结果显示,工作家庭冲突及其两个子成分（工作浸扰家庭和家庭浸扰工作）都对心理健康具有显著的负向影响;工作倦怠对工作家庭冲突影响心理健康具有完全中介作用;具体而言,工作浸扰家庭对心理健康的影响受情绪衰竭和玩世不恭的完全中介;家庭浸扰工作对心理健康的影响受工作倦怠所有三个子成分的完全中介。     

Work–Family Conflict and Turnover Intentions Among Scientists and Engineers Working in R&D

Purpose  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. Design/methodology/approach  A cross-sectional design was used. Our sample consists of almost 500 scientists and engineers in dual-earner families and with dependent care responsibilities. Findings  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. Implications  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. Originality/value  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.