Using a sample of married individuals employed full-time (N = 1,139), this study examined the mediating effects of constructive and destructive communication between partners on the relationship between work-family conflict and marital satisfaction. Results from structural equation modeling revealed that work-family conflict was significantly and negatively related to marital satisfaction. This relationship became insignificant when constructive and destructive communication were added to the model, evidence for full mediation. This was confirmed with Sobel's test for mediation. Results suggest that teaching communication skills may be a potent point of intervention for couples who experience high levels of work-family conflict.

Syftet med studien var att undersöka om tillfredsställelse med skiftarbete påverkade work-life balance hos medarbetare inom industri- och sjukvårdssektorn, samt om det fanns skillnader i tillfredsställelse med skiftarbete och work-life balance mellan industrin och sjukvården. Vidare undersöktes om ålder, kön eller hemmaboende barn hade någon betydelse. Resultatet visade att tillfredsställelse med skiftarbete kan predicera work-life balance utifrån work-family conflict samt family-work conflict, och att arbetet inkräktar mer på privatlivet än vice versa, detta gäller båda tjänstesektorerna. Ålder hade viss påverkan på upplevelsen av att arbetet inkräktade på privatlivet. Resultatet belyser riskområden relevanta för att uppnå en god work-life balance.

Forty percent of employed parents report that they experience work-family conflict (Galinsky, Bond, & Friedman, 1993). Work-family conflict (WFC) exists when role pressures from the work and family domains are mutually incompatible. WFC is associated with decreases in family, job, and life satisfaction and physical health; intention to quit one's job; and increases in workplace absenteeism. Women may be more impacted by WFC than men, as women report completing 65-80% of the child care (Sayer, 2001) and spend 80 hours per week fulfilling work and home responsibilities (Cowan, 1983). Research suggests that WFC can be reduced with social support, such as co-workers providing assistance when family interferes with work (Carlson & Perrewe, 1999). It is unclear whether parents 'get a break' or are penalized by co-workers. The purpose of the present study was to examine co-workers' reactions to individuals who experience WFC. Based on sex role theory and attribution theory, it was predicted that women, people who experience family interference with work, and those who have more control over the work interference would be helped less and evaluated more poorly on a team task than men, people who experience non-family related work interference, and those who have less control over the work interference. A laboratory experiment was conducted in which participants signed up for a team-based study. The teammate was a confederate who was late for the study. Teammate control over the tardiness (unexpected physician's visit versus forgotten physician's appointment), type of work conflict (self- versus family-related), and gender of the teammate were manipulated. After learning about the reasons for the tardiness of their teammate, the 218 participants (63% female; 59% Caucasian) decided whether to help the late teammate by completing a word sort task for them or letting the late teammate make up the work after the experiment. When the teammate arrived, the participants completed a team task and then evaluated the task performance of their teammate. None of the hypotheses were confirmed in this study. However, exploratory analyses showed that people who had more control over the tardiness were rated lower than people who had less control over the tardiness. Contrary to expectations, exploratory analyses also showed that men rated women who were late to the study for a family-related reason higher than women who were late due to a self-related reason. These findings suggest that male co-workers may give women a break when they experience family interference with work. Implications for future research and practice are discussed.

Introduction: Technology has enabled remote work that is not location bound. Remote work is often performed by knowledge workers who focus on problemsolving and distributing information. New ways of working create a need for new information about the relationship between work and occupational balance. Aim:The aim of this study was to examine remote work´s impact on knowledge worker´s occupational balance from the perspectives of work-life balance and work-life conflict. Method: Method used was scoping review. Data were gathered with the help of electronic data bases. Results: Nine research papers and two Bachelor´s theses were analyzed for the study. Through content analysis the following categories were formed: How gender differences impact occupational balance, Environment in relation to balance, Type of work in relation to occupational balance, How family affects occupational balance and Means to maintain occupational balance. Conclusions: The findings indicate that remote work influences knowledge worker´s occupational balance. Family, type of work, environment, and gender affect the way balance is perceived. Worker and employer collaboration is important in maintaining occupational balance. Significance: As occupational balance may affect work efficiency and wellbeing positively; more research on both remote work and knowledge work should be performed

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Conflict between work and home continues to be a source of distress for many working people. This research had two major aims: one was to explore whether one's life values are associated with perceived conflict between work and non-work roles. Specifically, postmaterialism and materialism were examined to assess their relationship to work interference with family, and family interference with work. As hypothesized, materialism was positively associated with both directions of work-life conflict. Contrary to predictions, postmaterialism was not associated with work-life conflict. The second aim was to assess the predictive value of three different conceptualizations of materialism-postmaterialism for work-life conflict. Using a strong inference method (Platt, 1964), Inglehart's (1990) unidimensional measure was compared to bidimensional (Bean & Papadakis, 1994) and interactional (Giacalone & Jurkiewicz, 2004) conceptualizations. Results showed that the bidimensional model explained significantly more variance in work-life conflict than the unidimensional model, while the interactional model explained little additional variance. This study adds to research demonstrating links between materialism and various forms of negative well-being (Kasser, 2002). Suggestions are given regarding future research and how companies may be able to reduce employees' work-life conflict by de-emphasizing materialistic values. / Business Administration/Interdisciplinary

With the demographic layout of the workplace changing constantly, as more women enter the workforce, and as new organizational hiring practices lead to more diversity in the work environment, both researchers and employers have become increasingly interested in understanding the consequences of work-family conflict. Work-family conflict affects the individuals suffering from it, their families, and their employers. Thus, it is important to have a robust and comprehensive causal model that explains how these consequences arise so as to help all parties involved to prevent these consequences. The purpose of the present study was to test a comprehensive model of work-family conflict by examining the work, non-work and stress related consequences of work-family conflict using a sample of 181 Jamaican High School teachers. The results indicated that all hypothesized correlations but one were significant and in the direction predicted. However, the proposed model did not demonstrate good fit with the data. Post hoc revisions to the original model provided support for some of the initial hypotheses, thereby suggesting that work family conflict did predict job and life stress, among others. Overall, these findings indicate that work-family conflict results in work, non-work and stress related consequences that are evidenced in a complicated network of direct and indirect relationships. The results suggest that the consequences of work-family conflict may be best reduced by making attempts to prevent or eliminate a consequence that occurs early in the chain. A discussion of these and other implications are presented, and suggestions made for future research. / Master of Science

Made available in DSpace on 2016-08-03T16:34:29Z (GMT). No. of bitstreams: 1 EDILLE MIRNA ACCARDO.pdf: 508731 bytes, checksum: ebd96440520bc6e37408cdf55b2e3d71 (MD5) Previous issue date: 2013-11-27 / The work-family conflict is a frequent phenomenon in contemporary societies where men and women share family and professional responsibilities, its direction can be unidirectional or bidirectional, i.e., family to work, from work to family or simultaneously from sphere to another. It significantly affects family relationships and relationships in organizations, thus directly affects the well- being of individuals. This study is a quantitative and cross-sectional design. The criterion for the selection of participants was the convenience. The objective of this research was to analyze the relationship between work-family conflict (WFC), subjective well- being (SWB) and well-being at work (WBW).The study involved the participation of 174 workers in a diverse sample of professionals in the private, public and NGO, with 52.9 por cento female, with average age from to 38.29 old years (SD=11.22). To obtain the data it was chosen chose a questionnaire covering all three study variables containing two scales to measure the dimensions of SWB, one of WBW and a scale to measure the WFC/FWC. For data analysis we used the SPSS, version 20. We calculated frequencies, percentages, means, standard deviations, and correlation coefficients, as well as reliability coefficients of the measures used (Cronbachs alpha). The results showed a greater interference of work in the family than in family work. This interference was significant for well- being at work and for the subjective well-being by changing the job involvement and generating feelings of unhappiness, depression and anxiety about their personal achievements, and about the future. The higher the work-family conflict, the lower well- being at work and lower the subjective well-being of those participating. / O conflito trabalho-família é um fenômeno freqüente nas sociedades atuais em que homens e mulheres dividem responsabilidades familiares e profissionais. A sua direção pode ser unidirecional ou bidirecional, ou seja, da família para o trabalho, do trabalho para a família ou simultaneamente de uma esfera para outra, afetando sensivelmente as relações familiares e as relações nas organizações, sendo possível afetar diretamente o bem-estar dos indivíduos. Este é um estudo de natureza quantitativa e com desenho transversal. O critério para a escolha de participantes foi o de conveniência. O objetivo geral desta pesquisa foi analisar as relações entre conflito trabalho-família (CTF), bem-estar subjetivo (BES) e bem-estar no trabalho (BET). O estudo contou com a participação de 174 trabalhadores em uma amostra diversificada de profissionais do segmento privado, público e de ONG, sendo 52,9% do sexo feminino, com idade média de 38,29 anos (DP=11,22). Para a obtenção dos dados optou-se por um questionário abrangendo as três variáveis do estudo contendo duas escalas para aferir as dimensões de BES, uma escala para aferir BET e uma escala para aferir CTF/CFT. Para a análise dos dados foi usado o SPSS, versão 20. Foram calculadas frequências, percentuais, médias, desvios-padrão, e índices de correlação, bem como índices de precisão das medidas usadas (Alpha de Cronbach). Os resultados apontaram para uma maior interferência do trabalho na família do que da família no trabalho. Essa interferência foi significativa tanto para o bem-estar no trabalho, quanto para o bem-estar subjetivo, alterando o envolvimento com o trabalho e gerando sentimentos de infelicidade, desânimo e angústia em relação as suas realizações pessoais, e ao futuro. Quanto maior o conflito trabalho-família, menor é o bem-estar no trabalho e menor é o bem-estar subjetivo desses participantes.

Introduction: The shift from single- to dual-earner households means that, often, both parents have joined the paid labor force. The demands of work and family can conflict, and this conflict can be a major stressor to parents in today’s high-income countries. Parental stress has been connected to child anxiety and depression, known precursors for mental disorders later on in life. Aim: The aim of this study is to describe differences between convenience samples of Swedish and Swiss parents, exploring the relationship between parental stress (high and low stress parents) and perceived symptoms of anxiety and depression in their children. Methods: A cross-sectional comparative survey was conducted among convenience samples of n=45 Swedish and n=30 Swiss parents of children ages 7-10 years. Parents were categorized as having high (> weekly) or low stress (< weekly). Raw scores from the Revised Children's Anxiety and Depression Scale (RCADS) 25 parent version were calculated as the outcome. Data were analyzed using t-tests and Chi-square tests using SPSS-25. Results were considered significant at p<0.05. Results: There was a significant correlation between high parental stress and RCADS-25-P scores. Swedish parents reported having to make priorities between activities in the family schedule more often than Swiss parents. Household chores correlated positively with parental stress. Conclusion: Families in both countries report stressors, and there was observed a relationship between parental stress and perceived symptoms of anxiety and depression among their 7-10 year old children. Social support, in the form of family-friendly workplace policies, may be useful in addressing these determinants of health. / Introduktion: Skiftet från enförsörjar- till tvåförsörjarhushåll innebär numera ofta att båda föräldrarna sysslar med förvärvsarbete. Det kan uppstå konflikt mellan kraven från arbete och familj, och den här konflikten kan utgöra en stor stressfaktor för föräldrar i dagens höginkomstländer. Föräldrastress har kopplats till ångest och depression bland barn, kända förelöpare till mental ohälsa senare i livet. Syfte: Syftet med den här studien är att beskriva skillnader mellan bekvämlighetsurval av svenska och schweiziska föräldrar, för att undersöka sambandet mellan föräldrastress (hög- och lågstressade föräldrar) och upplevda symptom av ångest och depression hos deras barn. Metod: En jämförande tvärsnitts-enkätstudie utfördes på ett bekvämlighetsurval av n=45 svenska och n=30 schweiziska föräldrar till barn i åldrarna 7-10 år. Föräldrar kategoriserades utefter om de upplevde hög (> varje vecka), samt låg stress (< varje vecka). En råpoäng räknades ut från Revised Children's Anxiety and Depression Scale (RCADS) 25 föräldraversion som utfall. Data analyserades genom t-tester och Chi2-tester i SPSS-25. Resultaten ansågs signifikanta vid p<0,05. Resultat: Det fanns ett signifikant samband mellan föräldrars höga stressnivåer och förhöjda RADS-25-P råpoäng. Svenska föräldrar rapporterade att de oftare behövde prioritera i familjens schema än schweiziska föräldrar. Hushållssysslor korrelerade positivt med föräldrars förhöjda stressnivåer. Slutsats: Familjer från båda länderna rapporterade upplevda stressorer, och studien visar att det finns ett samband mellan föräldrastress och upplevda symptom av ångest och depression hos deras barn i åldrarna 7-10 år. Socialt stöd, i form av familjevänliga arbetsplatspolicyer, skulle kunna vara användbara för att adressera dessa bestämningsfaktorer för hälsa.