The current trend in the work and family literature is to separate work-family conflict into two distinct dimensions: work interfering with family and family interfering with work. Research suggests that employees who have a high level of demands at work are more likely to experience work-to-family conflict, while employees who have a high level of personal demands are more likely to experience family-to-work conflict. Attributing the conflict to the domain with the higher demands oversimplifies a much more complex interactive process. I hypothesized that work-family conflict results from the two roles interacting and not from a singular direction or primary force and the perceived direction of the conflict is determined by a variety of other factors. The purpose of this study was to examine how role salience, social support, and societal expectations affect the perceived direction of work-family conflict. Data were collected from 100 police and fire station employees to examine what variables relate to the perceived direction of conflict as well as the primary source of conflict: work or family. Results indicated that time demands play a critical role in the perceived direction and source of work-family conflict. Specifically, individuals who spent more time with their family reported the primary source of conflict was their family. Contrary to expectation, the relationship between time demands and the direction of work-family conflict was not moderated by role salience, social support, or societal expectations in the predicted directions. Also contrary to expectation, these variables did not moderate the relationship between time demands and the source of conflict. Results of the study suggest the importance of examining both the level and source of work-family conflict.

<p>The project identifies how the female owners of small and medium sized businesses deal with the issue of work and family balance in Vietnam – a developing country in Asia.</p>

The project identifies how the female owners of small and medium sized businesses deal with the issue of work and family balance in Vietnam – a developing country in Asia.

The issue of work and family interaction attracts a lot of attention in the academic field. More and more researchers devoted their energy into the exploration of the mystery of how people manage themselves to live in the work domain and family domain at the same time. There are a lot of papers discussing about the relationship between work-family conflict and job satisfaction and its moderators. However, very few researchers pay attention to what kind of the role the work-family linkage, comprising the theory of spillover, compensation, and segmentation, may play in the relationship. Only a few paper discussed about the influence of work-family linkage. There were also very few papers mentioning about how to measure the linkage of work and family. Researcher has yet to discover how these outcomes are related to different processes of work/family linkage and patterns of work/home intersection (Lambert, 1990). In order to understand the influence of work-family linkage, this study tried to measure the linkage and explore its relationship with other variables, such as job satisfaction, work-family conflict, etc. Below are the discoveries of this thesis: (1) Positive spillover is positively related to job satisfaction. (2) Negative spillover is positively related to work-family conflict. (3) Segmentation has no relationship with job satisfaction (4) Segmentation has no relationship with work-family conflict. Through the discovery of influence of work-family linkage, we may know to adjust ourselves between the work life and family life. We can try to change our linkage patterns in order to improve our job satisfaction or reduce our work-family conflict. Since high work-family conflict and low job satisfaction can both make employees hard to fully devoted themselves into the job, even these situation will force them to leave the company. We should try our best to find ways to help employees understand their own situation, and find the best strategy to cope with it.

Work and family lives are two inseparable domains for employees in the organizations. That causes a lot of research attention on studying work-family linkage and conflict, and on how job satisfaction being affected. The highlight of this research is to understand the impact of employees¡¦ relationship and closeness with their family members, defined as relationship quality, on the relationship between work-family linkage, work-family conflict, and job satisfaction. The purpose of this study is to find out the following questions: 1. How perceived work-family linkage is affecting work-family conflict, and how relationship quality is moderating? 2. How perceived work-family linkage is affecting job satisfaction, and how relationship quality is moderating? 3. How can work-family conflict affect job satisfaction? The result indicates a strong relationship between work-family conflict and job satisfaction. Moreover, relationship quality plays a significant role in influencing the relationship between work-family linkage and work-family conflict. Therefore, if the organization intends to improve job satisfaction, they should really work on eliminating work-family conflict. In the meantime, employees¡¦ relationships with their family members should be valued so that work-family conflict can be decreased.

In recent years, the working environment and structure have changed as a result of environmental changes and societal improvement. The job market in the past that contained mainly male no longer exists. More and more women join the working space to compete with men. Because there are more opportunities for women to participate in jobs, there are relatively more opportunities for men to participate in family chores. Therefore, both men and women must face problems in work-family conflict. The research done by Frone, Russell & Copper (1992) showed that work-family conflict not only causes negative psychological and physical effects on individuals, but also affects work negatively. Accordingly, in order for a company to retain excellent staff and keep their competitivity, it needs to consider how to help the staff decrease work-family conflict. Among the questions to consider is whether the work-family policy helps the staff decrease work-family conflict and improve their organizational commitment. This study is to investigate whether the implementation of work-family policy helps the staff decrease work-family conflict and improve their organizational commitment. It also studies whether the staff¡¦s work-family conflict and organizational commitment are negatively correlated; whether providing work-family policy affects the staff¡¦s organizational commitment due to the mediating effect of work-family conflict. This research surveyed 3 major sectors including the top 50 companies from the top one thousand manufacturers, top five-hundred service companies and top one hundred finance companies, according to the investigation of the 2005 CommonWealth Magazine. Totally 1600 copies of the questionnaire were released; 296 valid copies were returned with a valid sample return rate of 18.5%. Through statistical analyses such as t-test analysis of independence, analysis of variance (ANOVA), Pearson¡¦s product moment correlation and multiple regression, the results of the investigation demonstrate the following important findings: 1.There exist some significantly different cognitions amongst different people and industries on work-family policy, work-family conflict and organizational commitment. 2.Work-family policy and work-family conflict are partially negatively correlated. 3.Work-family conflict and organizational commitment are partially negatively correlated. 4.Work-family policy and organizational commitment are partially positively correlated. 5.Work-family conflict was found to have partially mediating effects between work-family policy and organizational commitment.

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

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

This study adds to current understandings of the relationship between socioeconomic conditions and health by examining the influence of work-family strain on health in the context of the recent Great Recession and the preceding and following years in the United States. Analyses used data from the 2002 and 2008 National Survey of the Changing Workforce (NSCW) and 2002, 2006 and 2010 General Social Survey's Quality of Working Life modules. Findings suggest that work-family strain in general increased during the Great Recession compared to non-recessionary periods, that people who experience lower levels of work-family strain enjoy better health, and that health tends to be better during non-recessionary periods compared to recessionary periods. Work-family strain was shown to mediate a small portion of the impact of macroeconomic condition on health. While work-family strain does not appear to be a primary mediator of the relationship macroeconomic condition and health it remains significant and also a very alterable condition. Findings suggest that positive workplace environments can significantly lessen the negative impacts of work-family strain on health of employees. Improvements of workplace environments and conscious efforts to reduce work-family strain for employees could have significant impact on the health of the working US population with minimal costs during both recessionary and non-recessionary periods. / Ph. D.

Thesis advisor: Marcie Pitt-Catsouphes / Dual-earner families are an increasing demographic in our society (U.S. Bureau of Labor Statistics, 2006a, 2006b). Employers, policymakers, and academics have focused their attention on how to best alleviate the negative consequences of work on families, and enhance the benefits that work and family can bring to one another. One aspect of the connection between work and family is the relationship between parental employment and adolescent well-being. This dissertation seeks to identify the relationships between parental perceptions of their job family-friendliness, satisfaction, stress and burnout, and spillover, and adolescent perceptions of parental mood after work, parental acceptance, and adolescent well-being. The current study uses data from a sample of 150 working families with adolescents from the Nurturing Families Study. This investigation examined parents' perceptions of their jobs and their middle school-aged children's assessments of parents' work and family processes as potential mediators or moderators. The relationships were analyzed using regression modeling techniques. Findings determine the extent to which parental employment experiences explain variance in adolescents' well-being. The most compelling findings from this dissertation suggest that parental assessments of their jobs and adolescent well-being are connected, though not directly. Connections between parent's jobs and adolescent well-being were seen only in relation to adolescent perceptions of mother's work and family contexts. Results indicate that adolescent perceptions of their mothers' level of acceptance moderated the relationship between mothers' reports of their job family-friendliness and their adolescents' reports of well-being. For mothers with low job family-friendliness, mother acceptance diminishes the negative association of this workplace characteristic on adolescent well-being. Additionally, when a mother's job satisfaction is low, adolescent perceptions of her mood after work diminishes the negative association of this workplace characteristic on their well-being more so than when job satisfaction is high. Family practitioners and clinical social workers will be able to use the findings to enhance their clinical work with families with adolescents. The results of the study are also relevant to employers and social workers within organizations. Finally, macro social workers interested in enhancing the well-being of working families and adolescents will be informed by the results of this study. / Thesis (PhD) — Boston College, 2012. / Submitted to: Boston College. Graduate School of Social Work. / Discipline: Social Work.