Goal conflict and facilitation as predictors of work–family satisfaction and engagement

In a study of working adults (N = 131; Mean age = 43.52 yrs; 62 males) in Germany and Finland, the mean level of goal facilitation was found to be significantly higher than that of goal interference. Hence, many individuals seem to be rather successful in constructing a personal goal system that is functional in terms of supportive links. As hypothesized, goal conflict and facilitation were associated with work-related outcomes, especially with work satisfaction. The associations with family-related outcomes were less pronounced when the focus was exclusively on either supportive or interfering goal relationships. However, when the intraindividual relation between goal conflict and goal support was taken into account, we found that the relative dominance of facilitation was clearly positively associated with both work-related and family-related indicators of positive functioning.     

Personality change via work: A job demand–control model of Big-five personality changes

Based on the job demand–control model and Gray's biopsychological theory of personality, the author proposed a model to suggest that time demand and job control can drive changes in Big-five personality traits, especially neuroticism and extroversion, by shaping an individual's stress experiences at work. Five waves of data from 1814 employees over a five-year period from the Household, Income and Labor Dynamics in Australia Survey were analyzed. Time demand, job control and job stress were measured in all five waves, and Big-five personality was assessed in the first and last waves. The results showed that time demand and job control shaped job stress positively and negatively at a given time; and over time, an increase in time demand predicted an increase in job stress, which subsequently predicted an increase in neuroticism and a decrease in extroversion and conscientiousness. Results also showed that an increase in job control predicted an increase in agreeableness, conscientiousness, and openness directly, but did not predict change in neuroticism and extroversion. Finally, the buffering effect of job control on the association between time demand and job stress was only observed in two of five waves and such buffering effect was not observed in a change process. The implications on personality development and work design research are discussed.     

Work–family enrichment,job satisfaction,and work engagement: The mediating role of subjective career success

Objective: The aim of the study was to explore the possible indirect effect of subjective career success on the relationship between work–family enrichment and job satisfaction and work–family enrichment and work engagement. Method: A cross-sectional, quantitative research design approach was followed using a convenience sample (N = 334). Results: Results revealed that work–family enrichment was not only positively related to subjective career success, job satisfaction and work engagement, but also predictive of the mentioned constructs. Furthermore, subjective career success was found to indirectly effect the relationship between work–family enrichment and job satisfaction and work engagement. Conclusion: Using the resource-gain-development framework, new insights are provided into the processes and mechanisms relating to work–family enrichment. Our findings suggest that resources are creating positive affect in not only the work and career domains of employees, but also leading to more engaged and satisfied employees. (i.e., the indirect effect of subjective career success). Organisations can benefit when they enhance work environments (e.g., by providing relevant resources) to promote work–family enrichment and, by implication, subjective career success and positive work outcomes such as job satisfaction and work engagement.     

Job demands and work–family conflict in preschool teachers: The buffering effects of job resources and off-job recovery experiences

Current Psychology - Drawing on the job demands-resources model and effort-recovery model, this two-wave study among preschool teachers explored whether job demands (i.e., workload and surface...     

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.     

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.     

Work–family conflict and coping strategies: Qualitative study of Muslim female academicians in Malaysia

This study seeks to explore the relationship between work demands related to causes of work–family conflict (WFC) and coping strategies among Muslim female academicians. Five interviews were conducted with five respondents. Two issues were discussed: primary sources of WFC and coping mechanisms for WFC. The participants included five Muslim female lecturers, aged 43–45 years. Most interviewees experienced conflict between work demand and family life. They believe that these conflicts were reasons for decline in productivity, higher rates of absenteeism, higher turnover, lower morale, lower job satisfaction, and lower family satisfaction. To manage WFC, three coping strategies were used by respondents.     

Work–family conflict,social support,and turnover intentions: A longitudinal study

This longitudinal study examined the relative merits of two alternative perspectives on the interplay between work–family conflict, social support, and turnover intentions. According to the cross-domain perspective, family-to-work conflict (FWC) should be more important in predicting increases in turnover intentions than work-to-family conflict (WFC). According to the matching-perspective, however, WFC should be more important in predicting increases in turnover intentions than FWC. We expanded the debate about matching- versus cross-domain relationships by testing whether resources (i.e., social support) should stem from the same domain (i.e., work or family) as the conflict (i.e., matching-principle) or from the other domain (i.e., cross-domain perspective). Additionally, authors hypothesized that changes in WFC and FWC predicted changes in turnover intentions and tested reciprocal relationships between WFC/FWC and turnover intentions. This longitudinal study (5-month time lag) with 665 employees revealed that (increases in) WFC predicted increases in turnover intentions, whereas (increases in) FWC did not. The relationship between WFC and increases in turnover intentions was buffered by work–family specific leader support but not by work–family specific support from family and friends. Further, results revealed reverse relationships such that turnover intentions predicted increases in WFC and FWC. Taken together, the results of this study supported the matching-principle rather than the cross-domain perspective. The reverse relationships found between work–family conflict and turnover intentions challenge the common view that work–family conflict antecedes turnover intentions in a unidirectional way.     

Linking mechanisms of work–family conflict and segmentation

Despite the abundance of work and family research, few studies have compared the linking mechanisms specified in theoretical models of work–family conflict and segmentation. Accordingly, the current study provides a greater degree of empirical clarity concerning the interplay of work and family by directly examining the indirect effects of work–family conflict linkages and the direct effects of segmentation linkages on work and family satisfaction outcomes. Results, based on 209 samples and 994 effect sizes, indicate that indirect effect work–family conflict models explain 2.20% and 6.20% of the variance in job and family satisfaction outcomes, whereas direct effect segmentation models explain 54.10% and 48.50% of the variance in job and family satisfaction outcomes. Theoretical and practical implications of these findings are discussed.     

The role of the coworker in reducing work–family conflict: A review and directions for future research

Work–family conflict can have a dramatic negative effect on organizational productivity. Accordingly, organizations are adopting initiatives aimed at assisting employees in achieving a balance between work and family (e.g., family-friendly work culture, supportive supervisors, work-family programs and policies, etc.). Research regarding the effectiveness of these approaches has largely ignored the role of peers/coworkers in the work–family interface. Coworkers have a unique opportunity to provide family-facilitative support as they have a clearer understanding of the nature of stressors faced by their fellow employees. Further, with the increasing prevalence of team-based organizational structures, coworkers are better prepared to offer instrumental and emotional assistance to a coworker struggling to balance conflicting work and family demands. We review the literature relevant to the role of coworker support in mitigating work–family conflict, and propose a number of potential moderators of the coworker support – work–family conflict relationship. Finally, we explore factors which may increase the likelihood that coworkers will offer vital emotional and instrumental family-facilitative support.     

Spending time: The impact of hours worked on work–family conflict

Scholars have long assumed that as workers spend more time at work fewer hours are available for their non-work lives leading to negative effects in both domains, and most studies examining the impact of work hours on work and life domains have supported this viewpoint. However, the majority of these studies have used one-dimensional measures of work–family conflict (WFC) and family–work conflict (FWC) on homogenous samples which included primarily married managers and professionals with children. Further, despite calls to examine non-linear relationships between work hours and WFC and FWC, few studies have done so. This study uses multi-dimensional measures to examine the linear and non-linear (quadratic) effects of work hours on WFC and FWC in a heterogeneous sample and examines the moderating effects of several work and family characteristics on these relationships. The findings indicate that whereas work hours have a linear relationship with WFC, the relationship between work hours and FWC is curvilinear. Managerial support was found to moderate the relationship between work hours and one dimension of FWC. Number of children moderated the relationships between work hours and WFC and another dimension of FWC.     

Work–family conflict,perceived supervisor support and organizational commitment among Brazilian professionals

The current study examines a variety of relationships pertaining to work–family conflict among a sample of Brazilian professionals, in order to shed light on work–family issues in this cultural context. Drawing from the cultural values of Brazil and social identity theory, we examine the relationships of two directions of work–family conflict (work interference with family and family interference with work), perceived supervisor support, and sex with affective and continuance organizational commitment. Work interference with family was related to higher continuance commitment and perceived supervisor support was related to higher affective commitment. An interaction between family interference with work and perceived supervisor support predicting continuance commitment revealed a reverse buffering effect such that the relationship was stronger under conditions of high support. Results are discussed within the Brazilian context.     

Dispositional variables and work–family conflict: A meta-analysis

Meta-analysis was used to comprehensively summarize the relationship between dispositional variables and both directions of work–family conflict. The largest effects detected were those associated with negative affect, neuroticism, and self-efficacy; all were in expected directions. In general, negative trait-based variables (e.g., negative affect and neuroticism) appear to make individuals more vulnerable to work–family conflict, while positive trait-based variables (e.g., positive affect and self-efficacy) appear to protect individuals from work–family conflict. In addition, the different dimensions of work–family conflict (time, strain, and behavior) exhibited different patterns of relationships with several of the dispositional variables. No moderating effects were found for sex, parental status, or marital status. Results support the notion that dispositions are important predictors of work–family conflict.     

The influence of approach–avoidance motivational orientation on conflict adaptation

To deal effectively with a continuously changing environment, our cognitive system adaptively regulates resource allocation. Earlier findings showed that an avoidance orientation (induced by arm extension), relative to an approach orientation (induced by arm flexion), enhanced sustained cognitive control. In avoidance conditions, performance on a cognitive control task was enhanced, as indicated by a reduced congruency effect, relative to approach conditions. Extending these findings, in the present behavioral studies we investigated dynamic adaptations in cognitive control—that is, conflict adaptation. We proposed that an avoidance state recruits more resources in response to conflicting signals, and thereby increases conflict adaptation. Conversely, in an approach state, conflict processing diminishes, which consequently weakens conflict adaptation. As predicted, approach versus avoidance arm movements affected both behavioral congruency effects and conflict adaptation: As compared to approach, avoidance movements elicited reduced congruency effects and increased conflict adaptation. These results are discussed in line with a possible underlying neuropsychological model.     

Not all job demands are equal: Differentiating job hindrances and job challenges in the Job Demands–Resources model

This study aimed to integrate the differentiation between two types of job demands, as made in previous studies, in the Job–Demands Resources (JD-R) model. Specifically, this study aimed to examine empirically whether the differentiation between job hindrances and job challenges, next to the category of job resources, accounts for the unexpected positive relationships between particular types of job demands (e.g., workload) and employees' work engagement. Results of confirmatory factor analyses supported the differentiation between the three categories of job characteristics in two samples (N ₁ = 261 and N ₂ = 441). Further, structural equation modelling confirmed the hypotheses that job hindrances associate positively with exhaustion (i.e., the main component of burnout) and negatively with vigour (i.e., the main component of work engagement). Job resources displayed the reversed pattern of relations. Job challenges were positively related to vigour. Rather unexpectedly, they were unrelated to exhaustion. Based on these findings, we discuss the importance of the differentiation between different types of job demands in the JD-R model for both theory and practice.     

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.     

The impact of implicitly and explicitly primed ingroup–outgroup categorization on the evaluation of others pain: The case of the Jewish–Arab conflict

Despite the automaticity of affective sharing, many studies have documented the role of top-down effects, such as social categorization, on people’s empathic responses. An important question, largely ignored in previous research, concerns empathy to ingroup and outgroup members’ pain in the contexts of ongoing intergroup conflict. In the present study we examined how implicit and explicit ethnic social categorization of others affects empathy to pain in the context of the Israeli–Palestinian conflict. To meet this aim, we assessed the evaluation of pain by Jewish and Arab participants who viewed a series of visual stimuli depicting painful and non-painful familiar situations. The stimuli were associated with explicitly or implicitly primed typical names depicting ingroup, neutral outgroup, and adversary outgroup members. Results demonstrate that pain ratings in the explicit priming condition provide support for the ingroup empathy hypothesis, positing that empathy is higher for ingroup than for outgroup members for both Jews and Palestinian Arabs. Conversely, when the targets’ categories are primed implicitly, results revealed difference in empathy by the two ethnic groups where an ingroup bias was detected only for Palestinian Arabs. This suggests that the activation of ingroup bias on the subliminal implicit level among Palestinian Arab participants might be mediated by the amount of conflict permeating in their daily lives and by deeply rooted cultural values and behavioural patterns.     

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.