Dual sources of support for dual roles: how mentoring and work–family culture influence work–family conflict and job attitudes

Studies on work–family conflict amongst university faculty members indicate that women experience significantly more conflict in balancing their dual roles than their male counterparts. Research suggests that female faculty may be disadvantaged because of the norms structuring academic environments, which seemingly accommodate the life courses of men. Interestingly, the experience of work–family conflict for graduate students, who are besieged by many of the same environmental forces as female faculty, has been largely ignored within the scholarly literature. In the present study, qualitative responses regarding work–family conflict from 65 academic women (32 faculty; 33 graduate students) from universities and colleges across Canada were submitted to thematic analysis. Results revealed three interconnected themes: masculine workplace norms, the need to choose between work and family, and consequences of work–family conflict. The findings point to the need for academic institutions to critically examine their cultures surrounding motherhood in an effort to provide hospitable environments for faculty and graduate students who are, or who will become, parents.

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Health, Supervisory Support, and Workplace Culture in Relation to Work-Family Conflict and Synergy

Psychological Reports ◽

10.2466/01.17.21.pr0.107.4.3-14 ◽

2010 ◽

Vol 107 (1) ◽

pp. 3-14 ◽

Cited By ~ 10

Author(s):

Nicholas J. Beutell

Keyword(s):

Mental Health ◽

Family Conflict ◽

Career Concerns ◽

Workplace Culture ◽

National Study ◽

Supervisory Support ◽

Work Family Conflict ◽

Self Rated Health ◽

Family Culture ◽

Work Family

This research examined health, supervisory support, and workplace culture as predictors of work interfering with family, family interfering with work, and work-family synergy. The analysis of data from 2,796 respondents from the 2002 National Study of the Changing Workforce yielded significant relations among measures of mental health, self-rated health, supervisory support, and work-family culture with a focus on career concerns. Support was found for a measure of work-family synergy. Implications and directions for research are discussed.

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THE ROLE OF THE WORK-FAMILY CONFLICT IN THE RELATIONSHIP BETWEEN WORK-FAMILY CULTURE AND EMPLOYEE WELL-BEING

Jurnal Psikologi ◽

10.14710/jp.19.3.257-268 ◽

2020 ◽

Vol 19 (3) ◽

pp. 257-268

Author(s):

Hilda Elsa Putri ◽

Arum Etikariena

Keyword(s):

Organizational Support ◽

Family Conflict ◽

Well Being ◽

Work Family Conflict ◽

Positive Effects ◽

Family Culture ◽

Spillover Theory ◽

Work Family ◽

Indirect Relationship ◽

The Relationship

This study aims to determine whether the work-family conflict plays a role as a mediator in the relationship between work-family culture and employee well-being. Data were gathered from three automotive company branches in Lampung, Indonesia using purposive sampling, with N = 165 (80% male; average age 25 years, SD = 7.90). The analysis method for this study was a simple mediation test with Hayes’ (2013) PROCESS macro. The result of the study showed that there were no significant positive effects of work-family culture on employee well-being, t(162) = .29, p = .76. On the other hand, work-family culture had significant effects on work-family conflict (a = .58) and work-family conflict had significant effects on employee well-being (b = .61). In line with the research hypothesis, there was an indirect relationship between work-family culture and employee well-being through work-family conflict as a mediator (ab = .35). We used the perceived organizational support (POS) theory as a framework and spillover theory to interpret the results. The findings of this study provide insights that it pays off to invest in a work-family culture because such culture is expected to give optimum advantages on well-being at work.

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