Remote work has become a popular topic within organizations and the popular press. However, academic research has been inconclusive as to whether remote work is related to benefits of increased job performance and lessened work-family conflict. This study examined remote work resources to gain an in-depth understanding of how remote work relates to job performance and work-family conflict. One hundred fifty-one salespeople participated in two time-lagged surveys regarding remote work resources (autonomy, feedback, access to information and interaction with one’s supervisor), outcomes (subjective and objective job performance and work family-conflict) and demographics. Remote work resources were not significantly related to job performance. Contrary to hypotheses, more control over work schedule and control over work process were related to more FIW. In support of hypotheses, more interaction with one’s supervisor was related to less FIW and more access to information was related to less WIF. There was no support for hypothesized mediation or moderation but exploratory analyses revealed that proactive personality moderated the relationship between interaction with one’s supervisor and objective job performance such that the relationship was stronger for less proactive employees than for more proactive employees. Overall, findings support the value of fine-grained analysis of remote work’s resources to provide a nuanced look into their relationships with outcomes.

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

For many young women, the transition from late childhood to early adulthood is a challenging time (Arnett, 2000). It is a time spent exploring different career opportunities and relationships and considering future family aspirations. Thinking about one’s future work and family can evoke many concerns amongst emerging adults, especially female students who plan to pursue demanding careers. This is a global phenomenon and South African female students are no exception (Bagraim & Harrison, 2013). Anticipated work-family conflict (AWFC) has received some attention amongst researchers due to the potential impact AWFC can have on students’ decision making (Barnett, Gareis, James, & Steele, 2003; Coyle, Van Leer, Schroeder, & Fulcher, 2015; Michael, Most, & Cinamon, 2011; Westring & Ryan, 2011). Over the past few decades, there has been a global increase in women entering the workforce (Blau & Kahn, 2007; Goldin, 2014). This has resulted in an increase in dual-earner families as both men and women have become co-breadwinners. Despite a shift in shared work responsibilities, many women still feel that taking care of their family is their primary responsibility (Askari, Liss, Erchull, Staebell, & Axelson, 2010). The added pressure that women experience in balancing both work and family domains highlights the importance of better equipping female students with the necessary resources and support as they transition into early adulthood. Not all students experience the same levels of AWFC (Barnett et al., 2003; Coyle et al., 2015). Identifying the key contributors to students’ AWFC has therefore generated a small body of research, which still requires further development. The limited research on students’ perceptions of the work-family interface includes research on several influencing factors, such as gender (e.g. Weer, Greenhaus, Colakoglu, & Foley, 2006); maternal employment (Barnett et al., 2003; Weer et al., 2006), parental education (O'Shea & Kirrane, 2008), self-efficacy to manage future work-family conflict (Cinamon, 2006) and parental role sharing of childcare and housework (Cinamon, 2006). A common thread across the literature is the influence of parents on their children’s perceptions of work and family. Socialisation into the work-family interface begins from early childhood and continues beyond adolescence, with parents shaping their children’s views of work and family life (Levine & Hoffner, 2006; Wiese & Freund, 2011).

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.

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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