Non-standard work schedules, work–family conflict and parental well-being: A comparison of married and cohabiting unions

Shift work might aggravate work–family conflict and mental health. The current study used moderated-mediation analyses to investigate the association between shift work and mental health, whether work–family conflict explained this association, and whether the pathways differed between genders. The sample included 756 mothers and 452 fathers participating in the “Families at Work” survey, an online nationwide community-based survey of employed parents. The findings highlight the complex interplay between parents' work schedules, work–family conflict and psychological distress. They show some evidence that working irregular shifts was associated with higher work–family conflict in connection with higher psychological distress, with fathers at greater risk. Working regular shifts was associated with poorer mental health, but this was not related to increased work–family conflict, and this association was stronger for mothers. As the labor force becomes increasingly fractured, it is critical that the impacts of non-standard work schedules continue to be considered.

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Relationships Between Bidirectional Work-Family Interactions and Psychological Well-Being

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000107 ◽

2014 ◽

Vol 13 (2) ◽

pp. 87-96 ◽

Cited By ~ 4

Author(s):

Xi-Chao Zhang ◽

Oi Ling Siu ◽

Jing Hu ◽

Weiwei Zhang

Keyword(s):

Family Conflict ◽

Structural Equation ◽

Time Lag ◽

Well Being ◽

Equation Modeling ◽

Family Interactions ◽

Work Family Conflict ◽

Psychological Well Being ◽

Direct Model ◽

Work Family

This study investigated the direct, reversed, and reciprocal relationships between bidirectional work-family conflict/work-family facilitation and psychological well-being (PWB). We administered a three-wave questionnaire survey to 260 married Chinese employees using a time lag of one month. Cross-lagged structural equation modeling analysis was conducted and demonstrated that the direct model was better than the reversed causal or the reciprocal model. Specifically, work-to-family conflict at Time 1 negatively predicted PWB at Time 2, and work-to-family conflict at Time 2 negatively predicted PWB at Time 3; further, work-to-family facilitation at Time 1 positively predicted PWB at Time 2. In addition, family-to-work facilitation at Time 1 positively predicted PWB at Time 2, and family-to-work conflict at Time 2 negatively predicted PWB at Time 3.

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Custodial Single Fathers before and during the COVID-19 Crisis: Work, Care, and Well-Being

Social Sciences ◽

10.3390/socsci10030094 ◽

2021 ◽

Vol 10 (3) ◽

pp. 94

Author(s):

Aimzhan Iztayeva

Keyword(s):

Family Conflict ◽

Leisure Time ◽

Extended Family ◽

White Collar ◽

Well Being ◽

Support Networks ◽

Blue Collar ◽

Single Fathers ◽

Work Family Conflict ◽

Work Family

As both paid and unpaid work were disrupted during the COVID-19 crisis, the two roles that working custodial single fathers occupy—breadwinners and caregivers—have intensified significantly. Using two independent sets of interviews, this study examines how custodial single fathers navigated work and caregiving responsibilities prior to COVID-19 and compares them to the experiences of single fathers interviewed during the pandemic. The findings are organized into three key themes. First, men with white-collar jobs experienced less work-family conflict than men with blue-collar jobs. The COVID-19 crisis further widened this divide as lack of flexibility put men with blue-collar jobs in a precarious position in the labor market. Second, the way single fathers arranged childcare varied with the availability of extended family and the coparenting relationship with the child(ren)’s mother. The pandemic significantly complicated these arrangements by removing men’s access to extended family and intensifying already conflicted coparenting relationships. Finally, prior to the pandemic, many single fathers struggled with lack of leisure time and diminished social support networks that shrunk with their initial break from their child(ren)’s mother. The resulting feelings of fatigue and loneliness seeped into men’s psychological well-being. COVID-19 and related social distancing measures further exacerbated single fathers’ isolation.

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The role of personal resources in work–family conflict: Implications for young mothers' well-being

Journal of Vocational Behavior ◽

10.1016/j.jvb.2011.10.003 ◽

2012 ◽

Vol 80 (2) ◽

pp. 317-325 ◽

Cited By ~ 23

Author(s):

Hedva Braunstein-Bercovitz ◽

Smadar Frish-Burstein ◽

Benny A. Benjamin

Keyword(s):

Family Conflict ◽

Well Being ◽

Personal Resources ◽

Young Mothers ◽

Work Family Conflict ◽

Work Family

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Work-family conflict, family satisfaction and employee well-being: a comparative study of Australian and Indian social workers

Human Resource Management Journal ◽

10.1111/1748-8583.12143 ◽

2017 ◽

Vol 27 (3) ◽

pp. 366-381 ◽

Cited By ~ 9

Author(s):

Parveen Kalliath ◽

Thomas Kalliath ◽

Christopher Chan

Keyword(s):

Comparative Study ◽

Social Workers ◽

Family Conflict ◽

Well Being ◽

Family Satisfaction ◽

Work Family Conflict ◽

Work Family

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Work–family conflict and firefighters’ satisfaction with life: The autonomous motivation role

Journal of Emergency Management ◽

10.5055/jem.0553 ◽

2021 ◽

Vol 19 (3) ◽

pp. 307-315

Author(s):

Daniel Dominguez, MSc, CICPSI ◽

Maria José Chambel, PhD ◽

Rui Pedro Ângelo, PhD ◽

Hugo Raposo, PhD

Keyword(s):

Family Conflict ◽

Satisfaction With Life ◽

Work Motivation ◽

Autonomous Motivation ◽

Well Being ◽

Conservation Of Resources ◽

Work Family Conflict ◽

Theoretical Frameworks ◽

Work Family ◽

The Relationship

Using the Conservation of Resources Theory and the Self-Determination Theory1-3 as theoretical frameworks, a model for this study was tested, which considers firefighters’ autonomous motivation, work–family conflict, and well-being. The hypothesized model was tested using a sample of 201 firefighters from the Special Civil Protection Force in Portugal. Results revealed that autonomous work motivation was significantly related to both work–family conflict and satisfaction with life. In addition, work–family conflict was negatively related to satisfaction with life. More interestingly, the results showed that work–family conflict acted as a mechanism that helped to explain the relationship between autonomous motivation and satisfaction with life. These results underline the importance of understanding the mechanisms through which higher satisfaction with life occurs, with a view to the creation of appropriate interventions.

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Work-family conflict and work engagement among mothers: Conscientiousness and neuroticism as moderators

SA Journal of Industrial Psychology ◽

10.4102/sajip.v39i1.1082 ◽

2013 ◽

Vol 39 (1) ◽

Cited By ~ 9

Author(s):

Tracy J. Opie ◽

Carolina M. Henn

Keyword(s):

Work Engagement ◽

Family Conflict ◽

Working Mothers ◽

Well Being ◽

Work And Family ◽

Personal Factors ◽

Work Family Conflict ◽

Cross Sectional Survey ◽

Low Levels ◽

Work Family

Orientation: The study investigates factors that impact work-family conflict and work engagement among working mothers.Research purpose: The job demand-resources model is utilised to investigate the moderating role of conscientiousness and neuroticism on the relationship between work-family conflict and work engagement.Motivation for the study: Working mothers are challenged to establish a balance between work and family life. The resulting work-family conflict can negatively affect well-being. It is thus necessary to explore personal factors that relate to work-family conflict, particularly in the South African context.Research design, approach and method: A quantitative, cross-sectional survey design was used. The sample (N = 267) was comprised of working mothers from several organisations. Data was gathered using the work-to-family conflict questionnaire, the Basic Traits Inventory and the Utrecht Work Engagement Scale.Main findings: The results indicated that work-family conflict negatively predicts work engagement. Conscientiousness positively predicts work engagement, and neuroticism negatively predicts work engagement. A significant interaction effect was found for conscientiousness but not for neuroticism. The findings showed that for participants with high levels of conscientiousness, work engagement decreases significantly more with an increase in work-family conflict than for participants with low levels of conscientiousness.Practical/Managerial implications: Organisations should consider those individuals who have high levels of conscientiousness and low levels of neuroticism in the selection and placement of employees. In addition, organisations have a responsibility to provide conscientious women, particularly mothers, with adequate support to ensure that work-family conflict does not adversely impact their levels of work engagement.

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