Work–Home Interface and Well-Being

2017 ◽  
Vol 16 (1) ◽  
pp. 46-55 ◽  
Author(s):  
Audrey Babic ◽  
Florence Stinglhamber ◽  
Françoise Bertrand ◽  
Isabelle Hansez
Keyword(s):  
Family Conflict ◽  
Job Strain ◽  
Well Being ◽  
Job Engagement ◽  
Work Family Conflict ◽  
Reciprocal Relationships ◽  
The Past ◽  
Work Family ◽  
Federal Public Service ◽  
Work Family Enrichment

Abstract. Much effort has been expended in the past decade to examine the causal relationship between work–family conflict (WFC) and negative indicators of well-being. Comparatively little is known about the effects of work–family enrichment (WFE) on well-being. Even more importantly, very few studies have examined the concomitant effects of both WFC and WFE in terms of well-being. This study aims to fill these gaps by investigating the directionality of the causal relationships between WFC, WFE, and two well-being variables (i.e., job strain and job engagement). We examined these relationships using a two-wave cross-lagged panel design. Our sample was composed of 978 workers from a Belgian Federal Public Service. Reciprocal relationships were found between WFC–job strain, WFC–job engagement, and WFE–job engagement.

How Was Your Day, Darling?

2016 ◽  
Vol 21 (4) ◽  
pp. 296-315 ◽  
Author(s):  
Rebekka S. Steiner ◽  
Franciska Krings
Keyword(s):  
Family Functioning ◽  
Family Conflict ◽  
Well Being ◽  
Future Research ◽  
Work Family Conflict ◽  
Negative Experiences ◽  
Marital Interactions ◽  
Work Family ◽  
Work Family Enrichment ◽  
Practical Implications

Abstract. The aim of this paper is to review recent research on negative and positive crossover from work to family and from family to work in couples. The results of the 58 included studies mainly highlight indirect crossover based on spillover processes and marital interactions. More specifically, they show that incumbents’ positive and negative experiences at work cross over to their spouses’ well-being or family functioning through experiences of work-family enrichment and work-family conflict, respectively, and, for negative crossover, through negative marital interactions. Theoretical and practical implications of these findings are discussed and directions for future research are outlined.

Understanding employees' response to work-related after-hours use of instant messaging apps: a stress and coping perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hsiang-Lan Cheng ◽  
Tung-Ching Lin ◽  
Wee-Kheng Tan ◽  
Chao-Min Chiu
Keyword(s):  
Family Conflict ◽  
Moral Disengagement ◽  
Job Strain ◽  
Stress And Coping ◽  
Job Engagement ◽  
Work Family Conflict ◽  
Content Type ◽  
Behavioral Disengagement ◽  
Work Family ◽  
And Coping

PurposeThe purpose of this paper is to examine the complex relationships between permeability, work-family conflict, moral disengagement, behavioral disengagement, job strain and job engagement. In addition, this study aims to determine whether moral disengagement acts as a moderator and mediator in the relationship between work-family conflict and behavioral disengagement.Design/methodology/approachThe authors apply partial least squares structural equation modeling to test the hypotheses, using a sample of 176 valid responses.FindingsThe results indicate that permeability is likely to promote work-family conflict, which in turn may trigger moral disengagement. Moral disengagement may lead to behavioral disengagement, which in turn may increase job strain and decrease job engagement. The findings also show that work-family conflict does not have a significant effect on behavioral disengagement, suggesting that moral disengagement fully mediates the influence of work-family conflict on behavioral disengagement. In addition, the moderating effect of moral disengagement is not significant.Originality/valueApplying the transactional model of stress and coping theory and the moral disengagement theory, this study contributes to a better understanding of employees' experience of job strain caused by work-family conflict (induced by permeability of IM usage), as well as the employee's coping response.

Predicting employees' well-being using work-family conflict and job strain models

2011 ◽  
Vol 27 (2) ◽  
pp. 111-122 ◽  
Author(s):  
Leila Karimi ◽  
Hamidreza Karimi ◽  
Aboulghassem Nouri
Keyword(s):  
Family Conflict ◽  
Job Strain ◽  
Well Being ◽  
Work Family Conflict ◽  
Work Family

scholarly journals Changing Work, Changing Health

2011 ◽  
Vol 52 (4) ◽  
pp. 404-429 ◽  
Author(s):  
Phyllis Moen ◽  
Erin L. Kelly ◽  
Eric Tranby ◽  
Qinlei Huang
Keyword(s):  
Family Conflict ◽  
Job Strain ◽  
Well Being ◽  
Process Models ◽  
Work Family Conflict ◽  
Schedule Control ◽  
Work Time ◽  
Longitudinal Survey Data ◽  
Health Related ◽  
Work Family

This article investigates a change in the structuring of work time, using a natural experiment to test whether participation in a corporate initiative (Results Only Work Environment; ROWE) predicts corresponding changes in health-related outcomes. Drawing on job strain and stress process models, we theorize greater schedule control and reduced work-family conflict as key mechanisms linking this initiative with health outcomes. Longitudinal survey data from 659 employees at a corporate headquarters shows that ROWE predicts changes in health-related behaviors, including almost an extra hour of sleep on work nights. Increasing employees’ schedule control and reducing their work-family conflict are key mechanisms linking the ROWE innovation with changes in employees’ health behaviors; they also predict changes in well-being measures, providing indirect links between ROWE and well-being. This study demonstrates that organizational changes in the structuring of time can promote employee wellness, particularly in terms of prevention behaviors.

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

2014 ◽  
Vol 13 (2) ◽  
pp. 87-96 ◽  
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.

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

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.

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

2012 ◽  
Vol 80 (2) ◽  
pp. 317-325 ◽  
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

A Multilevel Investigation of the Effects of Daily Work–Family Interaction on Daily Affect During the COVID-19 Pandemic

2021 ◽  
pp. 0192513X2110444
Author(s):  
Mehmet Çetin ◽  
Bayram Dede ◽  
Özgür Kökalan ◽  
Ezgi Dede
Keyword(s):  
Negative Affect ◽  
Positive Affect ◽  
Family Conflict ◽  
Positive And Negative Affect ◽  
Work Family Conflict ◽  
Daily Work ◽  
Level Data ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

This research aimed to examine the effects of daily work–family conflict and work–family enrichment on daily positive and negative affect levels of employees during the first phases of the COVID-19 pandemic in Turkey. The multilevel structure of the research design makes this study original. 730 day-level data were collected from 146 respondents during five consecutive workdays. One week later, a larger survey was delivered for assessing the person-level variables. The results indicated that both forms of work–family conflict significantly decreased positive affect and increased negative affect. Both types of work–family enrichment significantly increased positive affect; but only daily work to family enrichment significantly decreased daily negative affect. Findings also revealed that positive affect levels of respondents increase while negative affect levels decrease with time. On the days employees worked from distance, lower levels of positive and negative affect were experienced.

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