Gender and the Work–Family Domain

2015 ◽  
Author(s):  
Lisa Leslie ◽  
Colleen Flaherty Manchester ◽  
Yeonka Kim
Keyword(s):  
Social Roles ◽  
Social Role ◽  
Family Satisfaction ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Time ◽  
Traditional Gender Roles ◽  
Dynamic View ◽  
Gender Based ◽  
Work Family

This chapter advances a social role perspective on gender and the work–family domain—defined to include work and family time investments and attitudes and the work–family intersection (e.g., work–family conflict). A traditional view of social roles suggests that (1) gender has a main effect on the work–family domain, such that men (women) tend to have more work-oriented (family-oriented) and less family-oriented (work-oriented) experiences than women (men) and (2) gender moderates the effect of the work–family domain on valued outcomes (e.g., career success, family satisfaction, health), such that men and women have more favorable outcomes when work–family experiences align with traditional gender roles. In contrast, a dynamic view of social roles suggests that gender has little relevance for understanding the work–family domain. A narrative review of recent research reveals that gender differences often fail to align with traditional gender-based social roles, but also reflect some vestiges of traditional gender-based expectations.

Domain-specific and nonspecific outcomes of work-family interface

2019 ◽  
Vol 7 (2) ◽  
pp. 127-142
Author(s):  
Abha Bhalla ◽  
Lakhwinder Singh Kang
Keyword(s):  
Family Conflict ◽  
Indirect Effects ◽  
Family Satisfaction ◽  
Work And Family ◽  
Equation Modeling ◽  
Domain Satisfaction ◽  
Work Family Conflict ◽  
Content Type ◽  
Domain Specific ◽  
Work Family

Purpose The purpose of this paper is to examine the pattern of work-family interface outcomes by empirically testing work-family conflict and facilitation bidirectional dimensions simultaneously in relation to domains-specific (job and family) and domain nonspecific (life) satisfactions. In addition, the indirect effects of work-family interface dimensions on life satisfaction (LS), mediated through both domain-specific satisfactions are also examined to understand which domain satisfaction elicits major impact on LS. Design/methodology/approach Structural equation modeling analysis was conducted on questionnaire data obtained from 212 fulltime journalists working in top ten dailies of Punjab, India. Parallel multiple mediated regression was used to estimate specific indirect effects caused by each of the two parallel mediators (job satisfaction (JS) and family satisfaction (FS)). Findings Results illustrate that both dimensions of work-family conflict strongly decreased satisfaction of an originating domain than satisfaction of the receiving domain while both dimensions of work-family facilitation increased satisfaction of both the domains on equal basis. Results further reveal that the effect of work-family conflict and facilitation dimensions on LS is indirect rather than direct. On comparison of specific indirect effects results demonstrate that only originating domain satisfaction act as a mediator to work-family conflict and LS relationship, while both JS and FS act as mediators to work-family facilitation and LS relationship. Practical implications Media organizations can offer interventions like family friendly policies, overtime pay, more autonomy, work rewards and skill variety, so that employees’ workplace resource reservoir can be strongly built up to meet future work and family demands. In this way, positive intrusion from work-to-family takes place, which leads to more JS and FS and in turn increased overall LS. Originality/value The study removes inconsistency regarding pattern of work-family conflict and facilitation outcomes by testing a comprehensive model that integrates originating domain, receiving-domain and domain-nonspecific outcomes.

Validation of the Work Family Conflict Scale for Sexual Minority Employees

2018 ◽  
Vol 27 (4) ◽  
pp. 594-609 ◽  
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.

NATURE OF THE INTERACTIONS BETWEEN WORK AND FAMILY SATISFACTION IN WOMEN

2020 ◽  
Vol 18 (1) ◽  
pp. 29-44
Author(s):  
Katarzyna Markiewicz ◽  
Zbigniew B. Gaś
Keyword(s):  
Job Satisfaction ◽  
Marital Satisfaction ◽  
Family Conflict ◽  
Older Workers ◽  
Working Women ◽  
Family Satisfaction ◽  
Work And Family ◽  
Office Workers ◽  
Work Family Conflict ◽  
Work Family

The aim of the present study was to specify the nature of the relationships between work and marital satisfaction in the women. In addition it aimed at revealing as to whether demographic variables, such as age, position, length of service, marriage duration, and the number of children have an impact upon the work and marital satisfaction in working women. The present study included 120 married, working women, and analyses the relationship between job satisfaction and marital satisfaction, taking into consideration emotional and cognitive factors. The participants were mostly office workers, of whom 20 (8%) occupied management positions. The Descriptions Inventory, Job Affect Scale, Questionnaire of Well-matched Marriage, and a scale of work-job interactions were administered. Significant positive correlations across almost all variables of job and marital satisfaction were observed. This means that the increase of marital satisfaction corresponds with the increase in job satisfaction, although the work/family conflict resulted in experiencing negative emotions at work. Moreover, the level of job satisfaction was higher than the level of family satisfaction. It was also found that the age and time spent at work proved to have a negative impact upon job satisfaction. Work-family facilitation proved to be crucial since its exclusion made the interface between all factors of family satisfaction and work insignificant. At the same time, the managerial women suffered from work/family conflict to a greater degree than did office workers. The study revealed also that the needs of older workers should be taken into account to maintain their work/life balance.

Parent and Child Experiences of Parental Work–Family Conflict and Satisfaction with Work and Family

2020 ◽  
Vol 41 (9) ◽  
pp. 1649-1673
Author(s):  
Mary Claire Morr Loftus ◽  
Veronica A. Droser
Keyword(s):  
Family Conflict ◽  
Family Satisfaction ◽  
Work And Family ◽  
Three Dimensions ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Behavior Based ◽  
Work Family ◽  
Family Work Conflict

This study examined the relationship between parent and young adult child perceptions of parental work–family conflict and work and family satisfaction. Data were collected from 112 parent–child dyads, and children perceived parents to experience significantly more strain-based work–family conflict than parents reported. Parent and child did not differ in ratings of five other dimensions of parent’s work–family and family–work conflict. Parent and child ratings of the parent’s experience of all three dimensions of work–family conflict and one of three dimensions of family–work conflict were positively correlated. Four actor–partner interdependence models using multilevel modeling tested dyadic effects of work–family or family–work conflict on work or family satisfaction. Negative actor effects were found for behavior-based work–family and family–work conflict and for strain-based family–work conflict on family satisfaction. Negative actor effects existed for behavior-based work–family and family–work conflict on work satisfaction, and behavior-based work–family conflict also had a negative partner effect on work satisfaction.

scholarly journals Examining Behavioural Coping Strategies as Mediators between Work-Family Conflict and Psychological Distress

2015 ◽  
Vol 2015 ◽  
pp. 1-7 ◽  
Author(s):  
Sanaz Aazami ◽  
Khadijah Shamsuddin ◽  
Syaqirah Akmal
Keyword(s):  
Psychological Distress ◽  
Coping Strategies ◽  
Family Conflict ◽  
Working Women ◽  
Work And Family ◽  
Stressful Situation ◽  
Adaptive Coping ◽  
Work Family Conflict ◽  
Maladaptive Coping ◽  
Work Family

We examined the mediating role of behavioral coping strategies in the association between work-family conflict and psychological distress. In particular, we examined the two directions of work-family conflict, namely, work interference into family and family interference into work. Furthermore, two coping styles in this study were adaptive and maladaptive coping strategies. This cross-sectional study was conducted among 429 Malaysian working women using self-reported data. The results of mediational analysis in the present study showed that adaptive coping strategy does not significantly mediate the effect of work-family conflict on psychological distress. However, maladaptive coping strategies significantly mediate the effect of work-family conflict on psychological distress. These results show that adaptive coping strategies, which aimed to improve the stressful situation, are not effective in managing stressor such as work-family conflict. We found that experiencing interrole conflict steers employees toward frequent use of maladaptive coping strategies which in turn lead to psychological distress. Interventions targeted at improvement of coping skills which are according to individual’s needs and expectation may help working women to balance work and family demands. The important issue is to keep in mind that effective coping strategies are to control the situations not to eliminate work-family conflict.

Technostress and the entitled employee: impacts on work and family

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kenneth J. Harris ◽  
Ranida B. Harris ◽  
Matthew Valle ◽  
John Carlson ◽  
Dawn S. Carlson ◽  
...  
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Negative Outcomes ◽  
Work Family Conflict ◽  
Personality Variable ◽  
Content Type ◽  
Employee Entitlement ◽  
Work Family ◽  
Moderating Role

PurposeThe purpose of this study is to understand the impact of techno-overload and techno-invasion on work and family. Specifically, we focus on intention to turnover in the work domain, work-family conflict in the work-family domain, and family burnout in the family domain. Furthermore, this study examines the moderating role of entitlement, a personality variable, in this process.Design/methodology/approachUsing a sample of 253 people who were using technology to complete their work over two time periods, the relationships were examined using hierarchical moderated regression analysis.FindingsThe results revealed that both techno-overload and techno-invasion were significantly related to greater turnover intentions, higher work-family conflict, and greater family burnout. In addition, entitlement played a moderating role such that those who were higher in entitlement had stronger techno-overload-outcome and technostress invasion-outcome relationships.Practical implicationsThese findings may provide managers key insights to help manage employees, especially those with an inflated sense of entitlement, to mitigate the serious negative outcomes associated with techno-overload and techno-invasion. In particular, both techno- overload and techno-invasion had minimal impact on negative outcomes when employee entitlement was lower. However, when employee entitlement was higher, techno-overload and techno-invasion had considerable negative effects.Originality/valueDue to the ubiquitous nature of information-communication technology (ICT) in organizations today, individuals often experience techno-overload and techno-invasion. This research utilized conservation of resources theory to examine these relationships. This study established the relationships of both techno-overload and techno-invasion with key organizational and family outcomes and points to the critical role of the personality variable, entitlement, in this process. The results provide theoretical and practical advancement in the role of technology with people in organizations today.

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