Development of a work–family conflict scale for spouses or partners of police officers

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Karen L. Amendola ◽  
Maria Valdovinos Olson ◽  
Julie Grieco ◽  
Teresina G. Robbins
Keyword(s):  
Police Officers ◽  
Family Conflict ◽  
High Stress ◽  
Three Dimensions ◽  
Work Family Conflict ◽  
Related Factors ◽  
Content Type ◽  
Work Related ◽  
Work Family ◽  
The Impact

PurposeThe purpose of this research is to initiate the development of a police-specific measure of work–family conflict (WFC) to assess spouse and/or partner perceptions of the impact of WFC on them, their family and/or their personal lives by tapping existing dimensions of WFC and proposing three dimensions that may be specific to the policing profession. This developmental and exploratory work will serve as the basis for sample data collection with spouses of police.Design/methodology/approachFor over five decades, researchers have examined the construct of WFC, a phenomenon that refers to the impact of work-related issues on the family of the worker. Despite the fact that policing is a high-stress profession, now under considerable scrutiny and increasing public pressure, much less is known about WFC in police families and the perceptions of spouses and/or partners of police officers regarding WFC. The methodology for developing this scale follows that recommended by psychometricians in the construction of reliable and valid scales for use in both descriptive and predictive research.FindingsThe data reported were generated from an initial content validity study relying on 14 subject matter experts with backgrounds in policing, police research and/or psychometrics and approximately 20 spouses/partners (significant others of police officers). The findings provide preliminary evidence for six potential dimensions of WFC totaling 34 items.Originality/valueWhile some researchers have assessed the extent to which certain work-related factors impact police officers' family members, none have tapped additional domain-specific items for police while also surveying spouses and/or partners of officers.

Educational differences in women’s work–family conflict

2018 ◽  
Vol 63 (1) ◽  
pp. 23-39
Author(s):  
Sara Tunlid
Keyword(s):  
Child Care ◽  
Family Conflict ◽  
Multilevel Methods ◽  
Work Family Conflict ◽  
Positive Interaction ◽  
Related Factors ◽  
Work Related ◽  
Educational Differences ◽  
Work Family ◽  
The Impact

In recent years, increasing attention has been paid to the importance of addressing the impact of both policy context and individual factors, as well as the interaction between the two, to explain inequalities between social groups. This paper uses data from the European Social Survey 2010 to examine how partnered mothers’ work–family conflict varies with educational level and child care for children 0–2 years old. The study uses multilevel methods and adjusts for several work-related factors, such as occupation, non-standard working hours and flexible schedule, as well as the partner’s time spent on paid and unpaid work. The results show that more educated mothers experience higher work–family conflict than less educated mothers do. The difference can be explained in full by work-related characteristics. Stratified analyses show that child care lowers the conflict, but only for the less educated mothers. In fact, child care seems to increase the conflict for more educated mothers of very young children. Furthermore, a positive interaction effect indicates larger educational differences in work–family conflict in countries with extensive child care. The present study underscores the importance of recognizing the intersection of education and family policy, as they both play an important role for work–family conflict.

The impact of different supports on work-family conflict

2018 ◽  
Vol 40 (5) ◽  
pp. 903-920 ◽  
Author(s):  
Laura Maria Ferri ◽  
Matteo Pedrini ◽  
Egidio Riva
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Hierarchical Regression ◽  
Human Resource Managers ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Content Type ◽  
Effective Work ◽  
Work Family ◽  
The Impact

Purpose The purpose of this paper is to explore whether and how the actual use of supports available from the state, organisations and families helps workers reduce perceived work–family conflict (WFC), explored from both works interfering with family (WIF) and family interfering with work (FIW) perspectives. Design/methodology/approach The study is based on a survey of 2,029 employees at six large Italian firms. To test hypotheses, a hierarchical regression analysis was performed. Findings WFC should be explored considering its bi-directionality, as supports have different impacts on WIF and FIW. Workplace instrumental support elicits mixed effects on WFC, whereas workplace emotional support and familiar support reduce both FIW and WIF. Research limitations/implications The study is limited to the Italian national context, and data were collected in a single moment of time, which did not allow for observing changes in employees’ lives. Practical implications Human resource managers, as well as policy makers, will find this study’s results useful in designing effective work–life balance policies and supports, in which attention is devoted mainly to promoting workplace emotional supports and facilitating familiar support. Social implications The study highlights that by reducing pressures from work and family responsibilities that generate WFC conditions, organisational and familiar supports elicit different effects, which should be considered carefully when defining policies and interventions. Originality/value This study is one of the few that compare the role of supports provided by actors in different sectors on FIW and WIF, thereby allowing for an understanding of whether the bi-directionality of the conflicts is a relevant perspective.

Explaining job satisfaction and voluntary assistance among Nigerian police officers

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Smart Egwu Otu ◽  
Ivan Sun ◽  
Charles Ikechukwu Akor ◽  
Macpherson Uchenna Nnam ◽  
Yuning Wu ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Peer Support ◽  
Police Officers ◽  
Family Conflict ◽  
Helping Behavior ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Content Type ◽  
Worker Support ◽  
Work Family

PurposeThis study aims to assess the direct relationships between internal support and job satisfaction and voluntary assistance and their indirect connections through work–family conflict among Nigerian police officers.Design/methodology/approachSurvey data were collected from police officers in a midsized state police command in Ebonyi state in Nigeria. Structural equation modeling (SEM) was used to assess the connections between supervisor support, peer support, work–family conflict, job satisfaction and voluntary assistance.FindingsPolice officers with stronger supervisor and co-worker support are more inclined to express higher job satisfaction, whereas such support is not linked to officers' willingness to help fellow officers. Work–family conflict mediates the relationship between co-worker support and voluntary assistance. Stronger peer support is accompanied by higher work–family conflict, which then is linked to greater helping behavior.Originality/valueDespite many studies on police job satisfaction, research on correlates of job satisfaction in an African context remains severely under-investigated. This study represents one of the first attempts to assess police proactive helping behavior and job satisfaction in Nigeria.

The impact of the work-family conflict on employee engagement, performance, and turnover intention

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neuza Ribeiro ◽  
Daniel Gomes ◽  
Ana Rita Oliveira ◽  
Ana Suzete Dias Semedo
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Content Type ◽  
And Performance ◽  
Work Family ◽  
The Impact ◽  
The Relationship

Purpose The incompatibility between the sphere of work and the family is a reality that plagues many workers today. The difficult articulation of these two domains leads to the experience of the phenomenon called work–family conflict (WFC). This paper aims to assess the impact that WFC may have on employee engagement and performance, as well as on their turnover intention. It is also intended to test the mediating effect of engagement on the relationship between WFC and performance, and between WFC and the turnover intention. Design/methodology/approach One hundred and sixty-seven employees from various Portuguese organizations were surveyed. Respondents reported their perceptions of own WFC, engagement, performance and turnover intention. Findings The results revealed that employees who feel a higher WFC have lower levels of engagement and greater intention to leave the organization. The WFC showed no relation to performance. Engagement takes on the mediating role in the relationship between WFC and the turnover intention. Practical implications The relevance of this study is related to the implications that it may bring to companies in the context of implementing work–family balance strategies to reduce the referred conflict. Originality/value This study contributes to WFC literature by attempting to integrate in the same model four concepts in a single study to provide a model that depicts the chain of effects between WFC, engagement, individual performance and turnover intention, which has never been done in the Portuguese context.

Family-friendly support programs and work family conflict among Indonesian higher education employees

2015 ◽  
Vol 34 (8) ◽  
pp. 726-741 ◽  
Author(s):  
Tri Wulida Afrianty ◽  
John Burgess ◽  
Theodora Issa
Keyword(s):  
Higher Education ◽  
Family Conflict ◽  
Academic Staff ◽  
Work And Family ◽  
Support Programs ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Friendly ◽  
Work Family ◽  
The Impact

Purpose – The purpose of this paper is to examine the effectiveness of family-friendly programs at the workplace in the Indonesian higher education sector. The focus is the impact that these programs have on employees’ work family conflict. Design/methodology/approach – A survey of academic and non-academic staff from 30 higher education institutions across Indonesia participated in the research. A total of 159 completed questionnaires from 109 academic and 50 from non-academic staff are reported and statistically analysed using SPSS. Findings – Work and family experiences in Indonesia do not positively align with the findings reported in most academic literature pertaining to western societies where the use of family-friendly programs (i.e. flexible work options, specialized leave options and dependent care support) leads to a reduction in employees’ work family conflict. In fact, some of the programs were found to have the opposite effect in the Indonesian context. Research limitations/implications – The design of family-friendly support has to take into account the context in which the policies will operates; these policies are not transferable across countries in terms of their effectiveness. Originality/value – This is one of the first studies that has examined the operation and effectiveness of family-friendly support programs in an Indonesian context.

Exploring the link between work-family conflict and job burnout among Indian police officers

2018 ◽  
Vol 92 (1) ◽  
pp. 35-55 ◽  
Author(s):  
Eric G Lambert ◽  
Hanif Qureshi ◽  
Linda D Keena ◽  
James Frank ◽  
Nancy L Hogan
Keyword(s):  
Law Enforcement ◽  
Police Officers ◽  
Family Conflict ◽  
Job Burnout ◽  
Personal Accomplishment ◽  
Three Dimensions ◽  
Work Family Conflict ◽  
Family Based ◽  
Work Family ◽  
Emotional Burnout

Working in law enforcement can be a trying experience that can result in work-family conflict. Work-family conflict occurs when the domains of work and home spill into one another, causing strain and conflict for a person. There are four major dimensions of work-family conflict: time-based, behaviour-based, strain-based and family-based. One consequence of being exposed to the stressor of work-family conflict over time is job burnout. Job burnout has three major dimensions: emotional exhaustion, depersonalisation and a reduced sense of personal accomplishment on the job. The current study explored the association between four types of work-family conflict with the three dimensions of burnout among Indian police officers. All four types of work-family conflict were positively related to emotional burnout. Time-based, behaviour-based and family-based conflict had significant positive associations with depersonalisation burnout and with reduced sense of personal accomplishment burnout.

Impact of workplace characteristics on work-family conflict of dual-career couples

2016 ◽  
Vol 24 (5) ◽  
pp. 883-907 ◽  
Author(s):  
Subhash C. Kundu ◽  
Rina S. Phogat ◽  
Saroj Kumar Datta ◽  
Neha Gahlawat
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Primary Data ◽  
Dual Career ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Content Type ◽  
Dual Career Couples ◽  
Work Family ◽  
The Impact

Purpose The purpose of this paper is to assess the effects of various workplace characteristics on work-family conflict among dual-career couples in India. Design/methodology/approach Primary data based on 393 employees belonging to dual-career couples were analyzed. Using multiple regression analysis, the study has attempted to find out the effects of workplace characteristics on work-family conflict in dual-career couples. Findings The findings indicate that not all workplace characteristics effect work-family conflict in dual-career couples. Out of 13 characteristics, 8 workplace characteristics, namely, development and flexibility, co-worker support, supervisory support, job competence, self-employee control, practicing overtime, flexibility and discrimination, are found to have significant effects on work-family conflict in dual-career couples. Research limitations/implications As this study is limited to the dual-career couples employed mainly in organizations operating in India, these results may not be generalized to other areas such as traditional career couples, self-employed member of couples and in other national contexts. Practical implications It would be beneficial for organizations to understand and implicate that adoption of certain workplace characteristics provide appropriate choices, freedom and environment for dual-career employees, which further encourage them to build effective amalgamation of work and family roles suiting their individual circumstances. Originality/value This study is an important and almost first study on dual-career couples in India on such issues. As a very scant number of researches have examined the impact of workplace characteristics on work-family conflict on such extensive basis, it definitely contributes to HR literature.

Work-family conflict and job dissatisfaction among police officers: mediation of threat to family role and moderation of role segmentation enhancement

2020 ◽  
Vol 43 (2) ◽  
pp. 403-415 ◽  
Author(s):  
Talat Islam ◽  
Mubbsher Munawar Khan ◽  
Ishfaq Ahmed ◽  
Ahmad Usman ◽  
Muhammad Ali
Keyword(s):  
Police Officers ◽  
Family Conflict ◽  
Developed Countries ◽  
Work And Family ◽  
Job Dissatisfaction ◽  
Survey Method ◽  
Family Role ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family

PurposeThis study investigates the mechanism between work-family conflict (WFC) and job dissatisfaction by considering threat to family role as a mediator and role segment enhancement as a moderator.Design/methodology/approachThe data were collected from 245 male and 245 female police officers using a questionnaire-based survey method through convenience sampling.FindingsResults revealed that threat to family role partially mediates the association between WFC and job dissatisfaction. Role segment enhancement was also noted to weaken the association between WFC and job dissatisfaction. Moreover, the study revealed that male employees are more likely to draw a boundary between their work and family domain, which was not found in their female counterparts.Research limitations/implicationsThe survey for this study was conducted in a male-dominant developing country, so results may be different in developed countries. The study has theoretical and managerial implications.Originality/valueThis study adds value to the existing literature on work-family conflicts in the perspective of source attribution and boundary management. Further, to the best of researchers' knowledge, none of the previous studies have examined role segment enhancement and threat to family role among the police workforce.

Sign in / Sign up

Export Citation Format

Share Document