scholarly journals ‘In this job, you cannot have time for family’: Work–family conflict among prison officers in Ghana

2017 ◽  
Vol 18 (2) ◽  
pp. 207-225 ◽  
Author(s):  
Thomas D Akoensi
Keyword(s):  
Family Conflict ◽  
Extended Family ◽  
Well Being ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Family Work ◽  
Daily Work ◽  
The Usa ◽  
Work Family ◽  
Work Domain

This article documents the experience of work–family conflict (WFC) among prison officers in Ghana. Although the term WFC has been used in relation to prison officers in the UK and the USA, the context of WFC in Ghana is unusual. In this predominantly collectivist culture, family responsibilities include obligations to the extended family. WFC is mainly unidirectional, with interference running from work to the family. Officers are thus impaired in fulfilling their family responsibilities, which consequently impairs their daily work and mental well-being. The ‘crisis controlling’ or ‘paramilitary’ organizational structure of the Ghana Prisons Service (GPS) makes it very difficult for the work domain of prison officers to accommodate family responsibilities. Female officers appear to bear a heavier WFC burden than male officers, mainly on account of their traditionally unpaid housekeeping role in addition to their paid employment in a masculine organizational culture. The findings are significant, as they show that the promulgation of family-friendly policies to alleviate WFC-associated stress lies in the hands of the GPS, since WFC emanates solely from the work domain.

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.

scholarly journals How work and family caregiving responsibilities interplay and affect registered dietitian nutritionists and their work: A national survey

PLoS ONE ◽  
2021 ◽  
Vol 16 (3) ◽  
pp. e0248109
Author(s):  
Karla Williams ◽  
Dennis Eggett ◽  
Emily Vaterlaus Patten
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Registered Dietitian ◽  
Work Family Conflict ◽  
Intent To Quit ◽  
Family Responsibilities ◽  
Family Work ◽  
Work Family ◽  
Registered Dietitian Nutritionists ◽  
Work Family Enrichment

Healthcare professionals provide paid care at work and potentially have caregiving responsibilities outside of work; work responsibilities in addition to child and/or elder care is considered double- or triple-duty care. Employees may experience conflict and/or enrichment as their work and family responsibilities interface. This study’s purpose is to explore the work and family interface of Registered Dietitian Nutritionists (RDNs), determine the prevalence of work-family conflict and enrichment, and identify characteristics associated with higher work-family conflict and enrichment scores. A survey instrument assessing caregiving responsibilities and work-family conflict and enrichment was distributed electronically to 4,900 RDNs throughout the United States. Frequencies, means, correlative relationships, and ANCOVA were calculated using SAS software 9.04. Of 1,233 usable responses, nearly two-thirds of RDNs (65.5%) reported providing either double-duty or triple-duty care. About half of RDNs (47.2%) reported work-family conflict and fewer (14.8%) reported family-work conflict. Additionally, most RDNs (79.4%) reported work-family enrichment and even more (85.2%) reported family-work enrichment. Higher work-family conflict scores had correlative relationships with higher levels of burnout, lower life satisfaction, and higher intent to quit. Higher work-family enrichment scores had correlative relationships with lower burnout, higher job satisfaction, higher career satisfaction, higher life satisfaction, and lower intent to quit. Understanding the unpaid caregiving responsibilities of RDNs and the interface of work/family responsibilities may provide insight into career planning for RDNs and guide managers of RDNs in efforts to amplify the contribution of RDNs.

scholarly journals Work Family Conflict, Recovery Experience, & Employee’s Weel Being in Working Women (Case Study of Nurses in Inpatient Division at Hospital in Bandung)

2020 ◽  
Vol 11 (1) ◽  
pp. 124-138
Author(s):  
Wiendy Puspita Sari
Keyword(s):  
Family Conflict ◽  
Working Women ◽  
Well Being ◽  
Partial Least Square ◽  
Least Square ◽  
Survey Method ◽  
Work Family Conflict ◽  
Moderator Variable ◽  
Family Work ◽  
Work Family

AbstractWork Family Conflict (WFC) often occurs in working women. This study discusses the influence of WFC on Employee’s Well Being with Recovery Experience as a moderator variable. The purpose of this study are to analyze WFC, Recovery Experience, & Employee’s Well Being for working women, and to find out the influence of WFC on Employee’s Well Being directly or indirectly through Experience Recovery for working women. The method used was the survey method by giving questionnaires to 30 nurses in Inpatient Division at Hospital in Bandung. This study use Partial Least Square (PLS) to analyze the relation between variables. The measurements of WFC are work-family conflict & family-work conflict. The measurements of Recovery Experience are psychological detachment from work & verbal expression of emotions. The measurement of Employee’s Well Being are psychological strain & life satisfaction.

A Cross-Cultural Test of a Model of the Work-Family Interface

1999 ◽  
Vol 25 (4) ◽  
pp. 491-511 ◽  
Author(s):  
Samuel Aryee ◽  
Dail Fields ◽  
Vivienne Luk
Keyword(s):  
Hong Kong ◽  
Well Being ◽  
Work And Family ◽  
Cross Cultural ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Family Work ◽  
The Two Cultures ◽  
The Cross ◽  
Work Family

Recent efforts to more fully understand the mechanisms through which work and family experiences and their cross-over effects influence well-being have stimulated the development of integrative models of the work-family interface. This line of research is represented by the model which Frone, Russell, and Cooper (1992) tested with a sample of U.S. employees. In the current study, we examine the cross-cultural generalizability of this model among married Hong Kong employees. Results of the analyses suggest that many of the relationships among work and family constructs are similar across the two cultures, but that the nature and effects of the cross-over between family and work domains on overall employee well-being may differ. That is, life satisfaction of Hong Kong employees is influenced primarily by work-family conflict, while that of American employees is influenced primarily by family-work conflict. Limitations of the study and implications of the findings for assisting employees integrate their work and family responsibilities as a source of competitive advantage are discussed.

Work Family Conflict dan Pengaruhnya terhadap Psychological Well Being pada Pekerja Pabrik Perempuan

2021 ◽  
Vol 17 (1) ◽  
pp. 88-99
Author(s):  
Fridayanti Fridayanti ◽  
Yun Yun Yulinar
Keyword(s):  
Family Conflict ◽  
Well Being ◽  
Work Family Conflict ◽  
Psychological Well Being ◽  
Family Work ◽  
Service Period ◽  
Negative Effect ◽  
Female Employees ◽  
Work Family ◽  
Age Range

Women who are married at the same time choose to work will easily be led to work family conflicts in which women will be faced with the demands of their respective roles. The purpose of this study was to determine whether family work conflated had an effect on psychological well being of female employees working in factories. This research is included in a quantitative study conducted on 108 female employees with an age range of 25-55 years and have a minimum service period of 1-2 years. Data was collected through filling out a questionnaire by modifying the work family conflict scale instrument from Khairuni Atikah (2018) based on Greenhaus Beutell's theory (1985) and the psychological well being scale from Mamluatul Khoiroh (2015) based on Ryff's theory (1989). Data analysis in this study used a simple regression analysis using the SPSS (Statistical Program for Social Science) version 24.0. The results of the research that has been done show that work family conflict has a negative effect on psychological well being where Y = a + bX (Y = 85,968 - 0.466 X = 85,502 X). The regression coefficient value obtained is -0.466 proves that the increasing work family conflict of an employee will affect the decrease in psychological well being, because any increase or decrease in the work family conflict variable will cause an increase or decrease in the psychological well being variable. , and the magnitude of the effect of work family conflict on psychological wel being is 20.6%, while the rest is influenced by other variables not examined in this study.

scholarly journals Daily Work-Family Conflict and Burnout to Explain the Leaving Intentions and Vitality Levels of Healthcare Workers: Interactive Effects Using an Experience-Sampling Method

2021 ◽  
Vol 18 (4) ◽  
pp. 1932
Author(s):  
Luis Manuel Blanco-Donoso ◽  
Jennifer Moreno-Jiménez ◽  
Mercedes Hernández-Hurtado ◽  
José Luis Cifri-Gavela ◽  
Stephen Jacobs ◽  
...  
Keyword(s):  
Family Conflict ◽  
Healthcare Workers ◽  
Interactive Effect ◽  
Experience Sampling ◽  
Well Being ◽  
Interactive Effects ◽  
Work Family Conflict ◽  
Intentions To Leave ◽  
Daily Work ◽  
Work Family

There is an intensification of work in global health systems, a phenomenon that could increase work-family conflict, exhaustion, and intentions to leave among healthcare workers. The main objective of this study is to analyze if daily work-family conflict and burnout could explain the daily leaving intentions and vitality of healthcare workers. This is a diary study, which employs an experience-sampling methodology (ESM). A total of 56 physicians, nurses, and nursing aides from intensive care and nephrology units filled out various quantitative scales during 5 working days (56 × 5 = 280 observations). Multilevel hierarchical analysis showed that daily work-family conflict and burnout were significantly associated with higher daily intentions of leaving the profession, and with lower levels of daily vitality. In addition, those workers who experienced more work-family conflict and depersonalization on a daily basis were those who showed more intentions to leave and less daily vitality, showing an interactive effect. The results highlight the importance of examining the psychosocial risks experienced by healthcare workers by employing experience-sampling methodologies, which could help us to deepen our understanding of the proximal antecedents of their intentions to leave and their psychological well-being.

scholarly journals Psychometric Analysis of a German-Language Version of the Work–Family Conflict and Family–Work Conflict Scale

2021 ◽  
Vol 12 ◽  
Author(s):  
Nikola Komlenac ◽  
Lisa Stockinger ◽  
Tanja Vogler ◽  
Margarethe Hochleitner
Keyword(s):  
Psychometric Properties ◽  
Family Conflict ◽  
German Language ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Family Work ◽  
Language Version ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

The Work–Family Conflict and Family–Work Conflict Scale (WFC & FWC Scale) is a questionnaire commonly used to assess conflicts that arise when required time devotion and strain for work obligations interfere with family responsibilities (work-family conflict) and conflicts that arise when family responsibilities interfere with work responsiblities (family work conflict). Past reports on the psychometric properties and recommendations for application of the WFC & FWC Scale mostly rely on samples from the United States. The current study is the first to report psychometric properties of a German-language version of the WFC & FWC Scale, including invariance analyses across women and men, and test-retest reliabilities. The analysis of the latent structure that was based on responses from 274 employes (77.0% women, 23.0% men) of a medical university in Austria revealed that the bifactor model had a satisfactory fit with the data. Configural and metric invariance indicated a similar factor structure and similar meaning in women and men. However, scalar invariance cannot be assumed. Thus, differences in scale scores between women and men might not adequately reflect level differences in the underlying latent factor. High internal consistencies and high test-retest reliabilities offer evidence for adequate reliability. Additionally, evidence for convergent (links to work stress and relationship satisfaction) and divergent validity (no links to career ambition) were found. In summary, the current study offers adequate evidence for validity and reliability of a German-language version of the WFC & FWC Scale.

scholarly journals Group-Treatment for Dealing with the Work-Family Conflict for Healthcare Professionals

2021 ◽  
Vol 18 (21) ◽  
pp. 11728
Author(s):  
Nicole Rosalinde Hander ◽  
Manuela Gulde ◽  
Thomas Klein ◽  
Nadine Mulfinger ◽  
Lucia Jerg-Bretzke ◽  
...  
Keyword(s):  
Family Conflict ◽  
Group Treatment ◽  
Self Efficacy ◽  
Repeated Measures ◽  
Healthcare Professionals ◽  
Well Being ◽  
Control Group ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Work Family

Healthcare professionals’ exposure to work-family conflict negatively affects the health and well-being of the whole family and organizational outcomes. Specified workplace interventions are lacking. Therefore, the aim of the study was to evaluate the feasibility of a two-day group-treatment specifically designed for the needs of healthcare professionals with family responsibilities concerning participation, satisfaction with the intervention and family- and individual-related outcome variables. 24 mostly female (85.7%) participants of a community hospital in southern Germany attended the treatment. Data were collected at baseline (T0), directly after the treatment (T1) and two months later (T2). A two-factor analysis of variance with repeated measures showed a statistically significant time x group effect for self-efficacy (F = 5.29, p = 0.011). Contrasts displayed substantial pre-post (T1-T0, T2-T0) increases of self-efficacy in the intervention group as compared with the control group. Non-parametric Mann-Whitney-U tests are in line with these findings. The results indicate that the group-treatment adapted to the needs of healthcare professionals has the potential to boost self-efficacy among healthcare professionals and that participants were predominantly satisfied. Perspectives for future research and practical implications are discussed in the light of the manifest lack of healthcare professionals.

scholarly journals Examining Work Experiences Among Collegiate Recreation Employees

2020 ◽  
Vol 44 (1) ◽  
pp. 15-23
Author(s):  
Colin Lopez ◽  
Elizabeth A. Taylor ◽  
Gareth J. Jones ◽  
Matt R. Huml ◽  
Daniel Funk
Keyword(s):  
Family Conflict ◽  
Well Being ◽  
Work And Family ◽  
Early Career ◽  
Work Experiences ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Family ◽  
The Impact ◽  
Collegiate Recreation

Research on the experiences of employees has been plentiful over the last decade; however, work examining the experiences of collegiate recreation employees is limited. In order to enhance employee well-being, it is important that management understands the experiences of their employees and can invest in job supports that best suit the needs of their employees. Therefore, this research study examined the impact of work and family conflict, workaholism, work engagement, burnout, and coping on employees within the industry of collegiate recreation. In this study, 2,474 National Intramural and Recreational Sports Association (NIRSA) professional and student members were sent a survey in which 621 participated and 522 were analyzed. Results indicate employees with young children and those in early career positions may experience significant work–family conflict/family–work conflict and burnout.

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