Domain Satisfaction as a Mediator of the Relationship Between Work–Family Spillover and Subjective Well-Being: A Longitudinal Study

Purpose

Despite greater recognition that public and workplace policies are needed to facilitate work–family integration, scarce evidence exists on whether and how work–family spillover relates to future subjective well-being (SWB). Guided by conservation of resources theory and bottom-up theories of SWB (i.e., domain-specific satisfaction serves as a source of overall SWB), we investigated the relationship between work–family spillover and future life satisfaction and the potential mechanisms of the relationship (job and marital satisfaction). The relative contribution of positive and negative work–family spillover to SWB was also examined.

Design/Methodology/Approach

Lagged analyses were conducted on self-reported data from a representative U.S. sample over a 9-year interval (N = 2588).

Findings

Individuals who experienced negative work-to-family spillover were less satisfied with their life at a 9-year follow-up, whereas those who experienced positive family-to-work spillover reported higher life satisfaction at the follow-up. These prospective associations remained significant when considering other established predictors of life satisfaction (baseline life satisfaction, health, gender, income, and personality) and were mediated by job satisfaction and marital satisfaction.

Implications

This study provides empirical evidence for ongoing advocacy for working families, suggesting that policies that facilitate positive family-to-work spillover and minimize negative work-to-family spillover should be regarded as essential to enhance SWB of individuals in our society in the long run.

Originality/Value

This study expands our understanding of the causal relationship between work–family spillover and life satisfaction by considering both positive and negative spillover and demonstrating the mechanisms by which work–family spillover relates to future life satisfaction, even beyond personality, health, and income.

     

Connections Between Marital Conflict and Adolescent Girls’ Disordered Eating: Parent–Adolescent Relationship Quality as a Mediator

The family system has frequently been suggested to play an important role in adolescents’ health. Particularly, conflict within the marital dyad has been associated with maladjustment among adolescents, although studies have rarely focused on disordered eating as a possible negative outcome. In this study, we examined the direct association between marital conflict and disordered eating among 123 adolescent girls in middle school and high school. We also tested the mediating role of adolescents’ positive relationship quality with their mothers and fathers (e.g., high warmth and low control) in this relation. For our hypothesized direct effects and mediation models, we formed latent constructs with cross-sectional data collected from girls’ self-report questionnaires and applied bootstrapping procedures. We found that marital conflict was both directly and indirectly, via poor mother– and father–adolescent relationship quality, associated with girls’ disordered eating. This suggests that the mother–father, mother–adolescent, and father–adolescent family subsystems can play a part in influencing girls’ eating patterns. Clearly, family subsystems have significant roles in promoting the health of young, female adolescents. Future research and treatment efforts for girls exhibiting disordered eating should aim to include family members and address the roles of different family subsystems.     

Family-Friendly Policies,Supervisor Support,Work–Family Conflict,Family–Work Conflict,and Satisfaction: A Test of a Conceptual Model

The present study tests a model of antecedents (i.e., the use of family-friendly policies, supervisor support, number of hours worked, having childcare responsibility) and consequences (i.e., job and family satisfaction) of work–family conflict and family–work conflict. As hypothesized, we found that the use of family-friendly policies, hours worked per week, and supervisor support were predictive of work–family conflict. In addition, as predicted, childcare responsibility and supervisor support were found to be related to family–work conflict. Work–family conflict was found to be related to both job and family satisfaction. Our research extends previous research in a number of ways. We believe that a particular strength of our study is it incorporated data gathered at different points in time and from more than one source.     

Examining the Relationships Between Personality,Coping Strategies,and Work–Family Conflict

Purpose  

The purpose of this study was to examine the processes through which personality characteristics may influence work–family conflict (WFC). Specifically, the mediating effects of selection, optimization, and compensation (SOC) behavioral stress-coping strategies on the relationship between personality characteristics and WFC were tested.     

Supervisor Appraisal as the Link Between Family–Work Balance and Contextual Performance

We examined the relationship between subordinates’ family to work balance (conflict and enrichment) and two dimensions of contextual performance (interpersonal facilitation and job dedication) reported by supervisors. Beyond the direct effects, we hypothesized that supervisor’s appraisals of employee conflict and enrichment would influence the supervisor’s contextual performance ratings. Data collected from a matched sample of 156 private sector employees and their supervisors indicated that the supervisor’s performance ratings were impacted by the supervisor’s appraisal of enrichment. However, the supervisor’s appraisal of conflict only mattered for interpersonal facilitation. There was a direct effect of subordinate’s conflict on both dimensions of contextual performance.     

Couples’ Communication as a Predictor of Marital Satisfaction Among Selected Filipino Couples

This study investigated the relation between couples’ communication and marital satisfaction and the possible predictive influence of communication on the marital satisfaction among selected couples of Quezon City, Metro Manila, Philippines. The study was conducted among 82 married couples, and the results showed a significantly positive relationship between couples’ communication and marital satisfaction. Relational Communication Scale and Primary Communication Inventory were used to measure the couples’ communication, while Dyadic Adjustment Scale and Locke–Wallace Marital Adjustment Test were used to measure the marital satisfaction among the couples. A regression analysis of the data significantly showed that 90.4% of variance in marital satisfaction can be accounted for by couples’ communication. The results carry clear and meaningful implications for the role of couples’ communication in building and maintaining happy and satisfying marital relationship. This correlational and predictive study was undertaken to explore the need as well as the scope of a couples’ communication program for enhancing marital satisfaction.     

Parenting as Mediator Between Post-divorce Family Structure and Children’s Well-being

Divorce and its subsequent transitions can be stressful for children and therefore, affect their well-being in a negative manner. Effective parenting (with high support and high control) can, however, function as a protective factor. While previous studies have indicated that effective parenting does indeed improve children’s well-being after divorce, these studies tended to concentrate on maternal family structures and transitions as well as maternal parenting. With this study, we investigate the mediating role of both maternal and paternal parenting between various family structures after divorce (including the custodial arrangement as well as the repartnering of both parents) and children’s well-being. Therefore, we analyzed 618 parent–child dyads from the multi-actor dataset “Divorce in Flanders—DiF” using a mediated structural equation model. Results revealed that both maternal and paternal parenting can mediate between family structure after divorce and children’s well-being. Depending on the type of post divorce family constellation, parenting can be considered as a risk or a protective factor, for both maternal and paternal parenting.     

Couple Similarity and Marital Satisfaction: Are Similar Spouses Happier?

This study examined the role of couple similarity in spouses' marital satisfaction and affect. The associations between spousal similarity and relationship measures were examined in a sample of 248 married couples. As hypothesized, greater similarity between partners was associated with higher levels of marital satisfaction and lower levels of negative affect. In particular, similarity on the gendered personality and values domains was more strongly associated with relationship measures, whereas similarity on the attitudes and religiosity domains showed weaker and inconsistent patterns of associations. Finally, profile-based similarity tended to be a stronger and more consistent correlate of relationship measures than difference score-based similarity. The implications of these findings for processes underlying intimate relationships are discussed.     

Gender Differences in the Importance of Work and Family Roles: Implications for Work–Family Conflict

In this study we explored between- and within-gender differences in the importance of life roles and their implications for work–family conflict. In earlier research (Cinamon & Rich, 2002) we found 3 profiles of workers who differ in attributions of importance to work and family roles: persons who assigned high importance to both the work role and the family role (“Dual” profile); participants who ascribed high importance to the work role and low importance to the family role (“Work” profile); and participants who attributed high importance to the family role and low importance to the work role (“Family” profile). We used these profiles to clarify the relationship between gender and work–family conflict. Participants were 126 married men and 87 married women who were employed in computer or law firms. Significant between- and within-gender differences were found in the distribution of participants to profiles. Men were equally distributed throughout the profiles, whereas women were underrepresented in the Work category. More women than men fit the Family profile, and more men than women fit the Work profile. No gender differences were found for the Dual profile. Women reported higher parenting and work values than men did. Between-gender differences in work–family conflict were apparent, as were within-gender differences across profiles. Results demonstrate the value of examining both between- and within-gender variation in studies of gender and work–family conflict.     

The Mediating Roles of Work–Family Conflict and Facilitation in the Relations Between Leisure Experience and Job/Life Satisfaction Among Employees in Shanghai Banking Industry

In this study, we explore whether the relationship between leisure experience and job/life satisfaction is mediated by work–family conflict and facilitation, and how these effect coefficients varied among different demographic groups of gender, marital status as well as parental status. With the survey data from 1706 employees in the Shanghai banking industry, we found work–family conflict and facilitation acted as mediators between leisure experience and job/life satisfaction. In all demographic groups, work–family conflict was negatively related with leisure experience and job/life satisfaction. Conversely, work–family facilitation was positively related with leisure experience and job/life satisfaction. Moreover, we found (1) compared with the case for males, the negative effect coefficient of work–family conflict on job satisfaction was significantly higher in female samples. (2) The positive effect coefficients of leisure experience on work–family facilitation was higher for married couples than for unmarried employees. (3) For employees who had children, the negative effect coefficient of leisure experience on work–family conflict as well as the positive effect coefficient of leisure experience on work–family facilitation were significantly higher than for employees who had no children. The results of this study suggest that employees in the banking industry would experience a lower level of work–family conflict and better maintain work–family facilitation by engaging in leisure pursuits with their family. The limitations of this study were discussed as well.     

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.

Associations Between Adolescents’ Family Stressors and Life Satisfaction

Extant literature suggests that family stressors co-occur with elevated adolescent psychopathology. Few studies have examined the relationship between family stressors and life satisfaction, a positive indicator of mental health. The current study explored the relationships between specific family stressors (i.e., low socioeconomic status, disrupted family structure, cumulative major life events, and perceived interparental conflict) and adolescents’ life satisfaction in a sample of 181 middle school students. Participants completed psychometrically sound self-report measures of the aforementioned constructs. Results from a simultaneous regression analysis indicated that the four forms of family stress accounted for 37 % of the variance in life satisfaction; experiencing major life events (β = ?0.31, p < .05) and perceiving interparental conflict (β = ?0.41, p < .05) emerged as unique predictors of life satisfaction. Implications and directions for future research are discussed.     

Electrical Brain Activity,Family Functioning,and Parent–Adolescent Conflict Communication

As family conflict tends to escalate during the adolescent years, the subsequent effects of adolescence on parent–child dynamics are systemically experienced, both intra- and inter-personally. As such, widening the scope of literature targeted towards better understanding the parent–adolescent conflict relationship is merited. To offer a more gestalt view of parent–adolescent conflict processes, the present study takes a biopsychosocial view of the mother–father–adolescent relationship by considering electrical brain activity using electroencephalography technology. Specifically, electrical brain activity was recorded during two problem-solving family discussions between a mother, father, and adolescent child. Data is analyzed from a pilot study of 11 triads, for a total of 33 participants, examining the statistical relationships between brain waves and self-reported measures of family functioning and distress. Findings suggest that hemispheric lateralization occurs during parent–adolescent problem-solving discussions thus reminding therapists of the importance in using a biopsychosocial lens when assisting families.     

Work–Family Conflict: The Importance of Family-Friendly Employment Practices and Family-Supportive Supervisors

In the study reported in this paper, we examined the relationship between the use of four family-friendly employment practices (i.e., telecommuting, ability to take work home, flexible work hours, and family leave) and work–family conflict. In addition, we examined whether reporting to a family-supportive supervisor was related to the use of the four practices and to work–family conflict. We found that the use of three of the four practices was related to work–family conflict. In addition, our results showed that reporting to a family-supportive supervisor was related to the use of certain practices and to work–family conflict.     

Stress, Rewards, and Change in the Centrality of Women’s Family and Work Roles: Mastery as a Mediator

Although research suggests that stress and rewards experienced in a social role are associated with changes in the centrality (or personal importance) of that role over time, little attention has been given to the mechanisms that account for this relationship. This study was conducted to examine change in role mastery as a mediator in the relationship between changes in role experiences (stress and rewards) and changes in centrality among 195 women who simultaneously occupied the roles of parent care provider, mother, wife, and employee. Regression analyses indicated that increases in parent care, mother, and employee stress eroded mastery in those roles. In addition, increases in rewards were associated with a bolstered sense of mastery in each of the four roles. Mastery was found to be a mediating mechanism in the relationship between stress/rewards and centrality in one of the four roles examined, the employee role. However, changes in womens perceptions of mastery were unrelated to the extent to which women changed the importance of their three family roles. These findings extend prior research by demonstrating that mastery is a mechanism through which stress and rewards are associated with centrality in the employee role.     

Action Regulation at the Work–Family Interface: Nomological Network and Work–Family Consequences

Pursuing personally valued goals in work and family is important for many people, yet research has only partially addressed how individuals can actively manage the work–family interface. We examined the role of action regulation at the work–family interface (AR-WF) as an integrated individual-level approach to attain favorable work–family outcomes through the selection and pursuit of goals at the work–family interface. We investigated the relation of AR-WF to theoretically derived correlates and outcomes in two time-lagged studies with samples from the USA and Germany, based on a newly developed and validated measure to assess AR-WF. Overall, results showed that AR-WF is positively related to dispositional self-regulation, work and family role commitment, work and family goal regulation, and work and family social support. In contrast, AR-WF was largely unrelated to work and family role demands and segmentation or integration boundary enactment. AR-WF further positively related to work and family goal attainment, as well as work–family enrichment beyond related constructs. However, AR-WF was also positively related to increased work-to-family conflict. We discuss how a focus on action regulation can be useful for attaining a better understanding of the active role that people play in managing multiple role demands at the work–family interface.

     

A Multilevel Examination of the Relationship Between Leader–Member Exchange and Work–Family Outcomes

Purpose

Recent work–family literature has identified leadership as an area for practical research inquiry. The purpose of the present study was to conduct a multilevel analysis that applies leader–member exchange (LMX) and conservation of resources theories as frameworks for optimizing subordinates’ work–family experiences.

Design/Methodology/Approach

Effects of the interaction between individual-level and workgroup-level LMX on work–family outcomes were examined using web-based survey data from 765 information technology workers in 79 workgroups.

Findings

High LMX was linked to reduced work interference with family, perceptions of managerial support, perceived career consequences, and organizational time demands. However, the benefits of high LMX were attenuated in the presence of low workgroup LMX for all outcomes except managerial support.

Implications

Findings suggest that an individual’s work–family experiences are influenced by both self and others’ supervisory relationships and provide further support for the efficacy of multilevel examinations of LMX. Results support LMX theory as a framework for enhancing work–family outcomes. Through individual and group-level LMX, supervisors may foster perceptions that shape work–family micro-climates within the same organization.

Originality/Value

This study focuses on a practical avenue for intervention (i.e., leadership) using a theoretically grounded approach. It uncovers a possible mechanism—high individual and group LMX—through which work–family outcomes can be improved. Additionally, this study answers calls in the work–family literature for research with implications for intervention and employs multilevel modeling.

     

Assessment of Work–Family Conflict Among Women of the Sandwich Generation

The term sandwich generation refers to the middle-aged generation who are responsible for caring elderly parents and dependent children. This situation is worse in case of working women who have job obligations along with family responsibilities. Therefore, this study is aimed to investigate level of the four-dimensional work–family conflict among working women of the sandwich generation. This cross-sectional study was conducted among 90 Malaysian working women using self-reported data. Multiple-stage simple random sampling was used to recruit women from public service departments of Malaysia. Self-administrated questionnaires were used for data collection. Data were analyzed using SPSS version 21. One-third of our respondents (33.3%) are members of sandwich generation who simultaneously provide care to elderly parents and children. However, 66.7% of women in this study are caregivers for either elderly parent or their children. The results of t-test showed that level of time-based FIW was significantly (t?=?? 2.02, p?<?0.05) higher in sandwich generation members (Mean?=?12.33, SD?=?1.95) compared to women caring for either parent or children (Mean?=?11.25, SD?=?2.58). The results of Multiple linear regression indicated that membership in sandwich generation significantly predict (b?=?0.26, p?<?0.05) FIWt after controlling for the effect of socio-demographic variables. Our findings showed that women who simultaneously take care of both elderly parent and children significantly experience higher level of time-based Family Interference into Work (FIWt). In contrast, membership in sandwich generation was not related to higher level of time-based Work Interference into Family (WIFt).