The purpose of the current study was to replicate and extend existing research considering how positive parenting and family conflict impact positive parenting in future generations. Specifically, romantic conflict occurring in the family of procreation was expected to mediate the link between positive parenting in family of origin, and later parenting in family of procreation. This is one of the first studies to include both observational and direct forms of parenting. Data from the Family Transitions Project (FTP) was used in the current study. A series of structural equation models were used to test each hypothesis. Results indicated that learning occurs through direct interactions and observations. When adolescents observed positive parenting towards siblings, they engaged in less conflictual romantic relationships in the future, and more positive parenting with their own children. However, when adolescents directly experienced more family conflict, they were more likely to engage in conflict with romantic partners during adulthood, and use less positive parenting with their own children. Future directions and limitations are discussed.

Employing a sample of 116 female entrepreneurs, this study investigated how work-family issues, including work-family conflict and enrichment, relate to their intention to grow the business that they own or co-own. Results suggest that family-to-work enrichment directly related to female entrepreneurs’ business growth intentions, and important family members seems highly salient to female entrepreneurs’ business growth decisions.

Research purpose The purpose of this study is to examine the effects of work pressure on work-family conflict as reported by South African academic research. Furthermore, the study examines the influence of employees working in gendered industries on the association between work pressure and work-family conflict. Motivation for study There is currently no meta-analytic study employing just South African samples to investigate work-family conflict As researchers are often confronted with conflicting findings from different studies, this study aims to make sense of work-family conflict in South Africa by reporting on its current status using all available published literature. Research design, approach and methods This study followed a meta-analytic approach in order to investigate the current state of work-family conflict in South Africa according to the published quantitative academic literature. As such, correlations between sources of work pressure and work-family conflict reported in articles were used in order to calculate overall estimations of the association between work pressure, industry, and work-family conflict. Main findings Results indicate that various sources of work pressure, as well as overall work pressure, are positively associated with work-family conflict. Regarding industry, results indicate that the industry, that is, whether industries are numerically male- or female-dominated, moderates the association between work pressure and workfamily conflict in such a way that employees in male-dominated industries experience increased work-family conflict compared to employees in femaledominated industries. Limitations Results should be interpreted bearing in mind that the types of industries in which samples were collected were very limited, and as such, results might not be applicable to all male- or female-dominated industries in South Africa. Also impinging on the true nature of the work-family conflict relationship with work pressure and industry, is the limited number of articles included in the study because there are a limited number of published studies which have been conducted in South Africa. Lastly, the manner in which samples were categorised as male- or femaledominated does not guarantee a masculine or feminine culture within those organisations respectively. Future research It is suggested that similar studies regarding work-family conflict and industry conducted in the future categorise industries as male- or female-dominated according to the nature of the cultures in those organisations--either masculine or feminine. Classifying organisations as male- or female-dominated in this manner should provide more representative results of the true nature of the association between work-family conflict and industry. Researchers should also try to obtain a more representative sample of male- and female-dominated industries in order to make the results applicable to a wider range of sectors. Conclusion Insight was given into the current nature of work-family conflict in South Africa as reported by the available published academic literature. The association between work pressure, industry, and work-family conflict is reported. / Dissertation (MCom)--University of Pretoria, 2016. / tm2016 / Human Resource Management / MCom / Unrestricted

Work-family conflict (WFC) definieras som en upplevd konflikt mellan krav inom arbetsrollen och krav inom familjerollen. Detta kan ha negativa effekter på individers hälsa och välbefinnande. Eftersom Skandinavien har en utmärkande familjepolitik förväntas individer uppleva WFC i samma utsträckning inom dessa länder. Studien syftar till att undersöka om det finns könsskillnader i WFC i de skandinaviska länderna (Sverige, Norge och Danmark), samt vilka arbetsrelaterade samt familje- och hushållsrelaterade faktorer som påverkar WFC för män respektive kvinnor. De teorier som studien använder är rollkonfliktteorin och könsrollsteorin. Datamaterialet som används i studien kommer från European Social Survey (ESS) omgång 5 från 2010/2011 och bestod av data från Sverige, Norge och Danmark. ESS samlade in data genom besöksintervjuer. Urvalet avgränsades till arbetande individer som bor med sin partner, i åldrarna 20–67 år. Detta resulterade i ett urval beståendes av 1 611 individer. Bivariata regressionsanalyser gjordes för att undersöka könsskillnader i WFC. Resultatet visade att det inte finns några skillnader i WFC mellan män och kvinnor i Skandinavien. Därefter gjordes separata multipla linjära regressionsanalyser för män och kvinnor för att kartlägga sambanden mellan arbetsrelaterade och familje- och hushållsrelaterade faktorer och WFC. Resultaten visade på vissa könsspecifika samband. Både hög och låg arbetstidsflexibilitet samt arbetskontroll hade ett signifikant negativt samband med WFC och partners hushållsarbete hade ett signifikant positivt samband med WFC för män, men inte kvinnor. Hushållsarbete hade ett signifikant positivt samband med WFC och att ha en partner i betalt arbete hade ett signifikant negativt samband med WFC för kvinnor, men inte för män. Arbetstimmar och ett krävande arbete hade ett signifikant positivt samband med WFC för både män och kvinnor. Sammantaget visade resultatet att de arbetsrelaterade faktorerna hade en större betydelse än de familje- och hushållsrelaterade faktorerna för individers upplevda WFC.

This study develops and tests a model where work-family conflict is posited as a mediator between work overload and burnout (exhaustion and disengagement), and positive affectivity as a moderator of the relationships between work overload, and work-family conflict and burnout. Data for the study were collected from a sample of 620 full-time frontline hotel employees in Turkey. Hierarchical multiple regression analysis was employed in analyzing the data. The results show that work-family conflict fully mediates the impacts of work overload on exhaustion and disengagement. Also positive affectivity reduces the effect of work-family conflict on disengagement. Implications of the empirical results and directions for future research are delineated in the study. In this study we develop a model and test eight hypotheses that are based on the precepts of the Conservation of Resources (COR) theory [16]. We contend that work overload is a predictor of work-family conflict which influences the two dimensions of burnout (exhaustion and disengagement). In other words, our model proposes that work-family conflict acts as a full mediator between work overload and the burnout dimensions. In the remainder of the paper, we present our hypotheses. This is followed by discussions of the method and findings of our empirical study. We conclude with implications of the results and directions for future research.

Family conflict is known to have detrimental impacts on the social development of young children. An important issue in counseling parents and the development of intervention for children is the extent to which other family environmental conditions are the path through which conflict impacts children's development. This study examined two maternal parenting behaviors (harsh discipline and warmth) that may alter the impact of interpartner conflict on child social development and behavior in a large (n = 440 girls, n = 451 boys) sample of ethnically diverse, low-income families of preschool children. Interpartner conflict was associated with poorer child social development and behavior problems. This study found that interpartner conflict increased harsh discipline, which resulted in poorer child social development. This study, however, found no evidence that interpartner conflict impacted child development through its impact on maternal warmth in that mothers experiencing conflict did not alter the level of warm parenting practices. These findings suggest that, when encountering families experiencing interpartner conflict, clinicians should not only direct families to interventions to lessen family conflict but also counsel them on the mechanism (harsh discipline) by which children are impacted by the conflict.

Indiana University-Purdue University Indianapolis (IUPUI) / Working parents across countries perceive increased work-family conflict. Workfamily conflict not only has detrimental effect on the well-being of individuals, families, and organizations, but also contributes to gender inequality and care crisis in society. This dissertation consists of three studies that examine work-family conflict in terms of theory, policy, and understudied populations. The first study examined theories of workfamily conflict through critical realism and gender lenses. Based on an in-depth critique of current theoretical and empirical evidence, an integrated-theoretical framework informed by role theory, gendered organization theory, and the ecology of the gendered life course approach was developed. The second study comparatively ranked OECD countries’ statutory policies of parental leave, early childhood education and care, and flexible work arrangements, in terms of their levels of supportiveness and gender equality based on the Supportiveness Index and Gender Equality Index. Among 33 countries, Sweden ranks 1st based on both indices, while the United States ranks 30th for Supportiveness and 29th for Gender Equality. Mexico, Switzerland, and Turkey rank last for both indices. A new typology of four policy regimes was further constructed based on a care-employment analytic framework using secondary qualitative and quantitative data. This new set of regime types represents countries’ varied abilities to help parents reconcile work and family demands, while promoting gender equality. The third study is a systematic review of immigrants’ experiences of work-family conflict in the U.S. Four categories of factors associated with immigrants’ work-family conflict were identified: 1) work-domain factors, 2) family-domain factors, 3) health outcomes, and 4) immigration, acculturation, and gender roles. Job demands are positively associated with work-family conflict, while having job control and job support are negatively associated with work-family conflict. More domestic work demands and economic responsibilities in the family domain have contributed to work-family conflict, whereas having domestic support for childcare and housework has mitigated it. Workfamily conflict has contributed to deteriorating physical and mental health outcomes among immigrants. Finally, this study revealed that immigration per se has uniquely shaped immigrants’ work-family interactions. Social work implications of the three studies were discussed to better address work-family conflict and related gender inequality. / 2020-08-21

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This study examines the relationships of work family conflict with job related consequences. Although past studies related work family conflict to different types of job outcomes, little is known regarding its impact on more distal organizationally important outcomes and causal mechanisms through which these effects occur. Based on both quantitative and qualitative literature reviews, mediation hypotheses were developed to test whether proximal outcomes which were commonly used in past studies mediate the relationships of work family conflict with distal consequences including ratings of job performance and organizationally meaningful performance outcomes. Data were collected from 220 customer service workers, matched to 29 managers in 31 hotel food service outlets. In particular, this study used three sources of information such as employee and supervisor surveys and system-generated archival indexes for data analysis. The results of multiple regression analysis (Baron & Kenny, 1986) revealed that job satisfaction and organizational commitment mediate the relationship of work family conflict with only one work outcome—self-reported contextual performance. However, job satisfaction and organizational commitment failed to mediate the relationship between work family conflict and other distal outcomes (e.g., results-organizational indexes). Further, work family conflict was related to one of distal outcomes, check size. The significance of work family conflict's influence on job related consequences and the utility of proximal outcome variables are discussed. Implications for both research and practice are provided along with future directions for research on work family conflict in the hospitality literature. / Ph. D.

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