Work-Family Conflict Scale

Este estudo pretende (a) compreender as associações entre conciliação trabalho-família e a vivência satisfatória e/ou stressante da parentalidade, (b) analisar a variabilidade destas associações em função do sexo da figura parental, e (c) testar se estas associações são afetadas pela qualidade da vinculação romântica. Recolheram-se, transversalmente, dados de 346 participantes (173 homens e 173 mulheres) que responderam a instrumentos de autorrelato, designadamente a Work-Family Enrichment Scale, a Work-Family Conflict Scale, a Experiences in Close Relationship Scale e a Parental Stress Scale. Encontraram-se diferenças, em função do sexo na predição dos efeitos do conflito e enriquecimento trabalho-família sobre as dimensões de satisfação e stress parentais. Foram também encontradas diferenças na satisfação parental, sendo significativamente mais elevada nas mulheres do que nos homens. O papel moderador da vinculação romântica na relação entre enriquecimento/conflito e satisfação/stress parentais não se verificou, embora o evitamento prediga negativamente a satisfação parental nos homens.

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Validation of the Work Family Conflict Scale for Sexual Minority Employees

Journal of Career Assessment ◽

10.1177/1069072718788329 ◽

2018 ◽

Vol 27 (4) ◽

pp. 594-609 ◽

Cited By ~ 2

Author(s):

Shin Ye Kim ◽

Brandon Velez ◽

Jacob Daheim ◽

Nina Lei

Keyword(s):

Sexual Minority ◽

Family Conflict ◽

Turnover Intentions ◽

Family Satisfaction ◽

Work And Family ◽

Family Role ◽

Work Family Conflict ◽

Negatively Associated ◽

Work Family ◽

Conflict Scale

The present study examined the factor structure, reliability, and validity of the Work–Family Conflict Scale (WFCS) in a sample of 295 sexual minority employees. Factor analyses supported a two-factor oblique model, with work–family conflict manifesting as worker role interfering with the family role (WIF) and family role interfering with the worker role (FIW). We also examined the relations of the latent WIF and FIW factors with conceptually related constructs. Both WIF and FIW were significantly negatively correlated with partner support; lesbian, gay, bisexual, and transgender–supportive climates; job satisfaction; and life satisfaction and were significantly positively correlated with turnover intentions, anxiety, and depression. Moreover, WIF (but not FIW) was significantly negatively associated with family support and family satisfaction, whereas FIW (but not WIF) was significantly negatively associated with outness at work. The findings of the present study suggest that the WFCS—and, possibly, the construct of work–family conflict more generally—holds promise for future vocational research focused on the interface of work and family in the lives of sexual minority employees. Implications of these findings for clinical work and research with sexual minority employees are discussed.

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Work–Family Conflict Scale: Psychometric Properties of the Italian Version

SAGE Open ◽

10.1177/2158244019861495 ◽

2019 ◽

Vol 9 (3) ◽

pp. 215824401986149

Author(s):

Yura Loscalzo ◽

Rosalba Raffagnino ◽

Claudia Gonnelli ◽

Marco Giannini

Keyword(s):

Psychometric Properties ◽

Family Conflict ◽

Health Professionals ◽

Medical Doctors ◽

Work Family Conflict ◽

Italian Version ◽

Demographic Differences ◽

Many Instruments ◽

Work Family ◽

Conflict Scale

In literature, there are many instruments for measuring the work–family conflict (W-F-C). The Work–Family Conflict Scale (WFCS) is one of the most used tools. This study aimed to evaluate its psychometric properties on a sample of 684 Italian workers (42.1% males, 57.9% females, mean age = 45.51 ± 10.91). We also evaluated if there were some demographic differences in the W-F-C, with relation to gender, the presence of children, and the kind of job (i.e., medical doctors and other health professionals, teachers and researchers, employees, manual workers, self-employed workers). We found that the Italian WFCS has good psychometric properties. Moreover, contrary to our hypotheses, males experience higher W-F-C than females, and the lowest level of W-F-C characterize doctors and other health professionals. Manual workers and self-employed workers seem to be the two job categories that experience the highest level of W-F-C.

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