scholarly journals Work-Life Conflict During the COVID-19 Pandemic

2021 ◽  
Vol 7 ◽  
pp. 237802312098285 ◽  
Author(s):  
Scott Schieman ◽  
Philip J. Badawy ◽  
Melissa A. Milkie ◽  
Alex Bierman
Keyword(s):  
National Survey ◽  
Social Life ◽  
Work Life ◽  
Work Family ◽  
High Work ◽  
Work Life Conflict ◽  
At Home

The coronavirus disease 2019 pandemic upended work, family, and social life. These massive changes may have created shifts in exposure to work-life conflict. Using a national survey that followed Canadian workers from September 2019 into April and June 2020, the authors find that work-life conflict decreased among those with no children at home. In contrast, for those with children at home, the patterns depended on age of youngest child. Among individuals with children younger than 6 or between 6 and 12, no decreases in work-life conflict were observed. In contrast, those with teenagers did not differ from the child-free. Although these patterns did not significantly differ by gender, they were amplified among individuals with high work-home integration. These findings suggest an overall pattern of reduced work-life conflict during the pandemic—but also that these shifts were circumscribed by age of youngest child at home and the degree of work-home integration.

Does Organizational Work–Family Support Benefit Temporary and Permanent Employees Equally in a Work–Family Conflict Situation in Relation to Job Satisfaction and Emotional Energy at Work and at Home?

2016 ◽  
Vol 38 (1) ◽  
pp. 124-148 ◽  
Author(s):  
Saija Mauno ◽  
Mervi Ruokolainen
Keyword(s):  
Job Satisfaction ◽  
Family Support ◽  
Family Conflict ◽  
Temporary Workers ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Emotional Energy ◽  
Work Family ◽  
High Work ◽  
At Home

This study examined whether work–family support (WF support) buffers permanent and temporary workers similarly against the negative effects of work–family conflict as regard job satisfaction and emotional energy level at work and at home. A total of 1,719 Finnish nurses participated in this study in 2009. The results revealed that high coworker WF support protected temporary workers against the negative effects of high work–family conflict on emotional energy at work. Furthermore, temporary workers with low coworker WF support were at greater risk of job dissatisfaction and diminished emotional energy at home than were their permanent colleagues in the presence of high work–family conflict. Temporary workers may benefit more from coworker WF support if they experience work–family conflict. This should be considered in developing family-friendly practices in organizations where temporary contracts are relatively common.

scholarly journals Testing Salience Model on Work Family Interface: A Regression Analysis

2021 ◽  
Vol 5 (2) ◽  
pp. 14-24
Author(s):  
Shumaila Arslan ◽  
Dr. Muhammad Farhan Tabassum ◽  
Dr. Muhammad Memon
Keyword(s):  
Work And Family ◽  
Work Life ◽  
Quality Of Work Life ◽  
Working At Home ◽  
Service Workers ◽  
Domestic Relations ◽  
Work Family ◽  
The Individual ◽  
At Home

The simultaneous arrangement of home and work life is important for all. Many who work at home, however, face difficulties in maintaining their work and domestic relations balance, since both fields are mixed together on a single roof. As telecoms technology progresses, the possibilities of working from home have been improved. Discussed the effects of working at-home solutions on the quality of work life of the individual. The current research examined in a sample of service workers from Pakistan an extended version of the differential salience model and a related salience model. The findings of this study help in part the model in a number of cultural and domestic contexts, but they also establish variations in domain resources and limit requirements. Strong job demands and the present situation of COVID-19 represent primarily technically the work-to-home interference (WtHI). Traveling tools have been identical in terms of reducing the WtHI and work-to-home enhancement (WtHE). WtHE was expected to be more likely because of the activation of personnel services. However, testing one's work had no big influence on WtHE. Moreover, unlike the theoretical model, restriction requirements at the interfaces between work and family have been found to be differential, not comparatively significant.

Passion Toward Work and Work–Life Conflict

2019 ◽  
pp. 301-326
Author(s):  
Julie Boiché ◽  
Johan Caudroit
Keyword(s):  
Work And Family ◽  
Work Life ◽  
Family Characteristics ◽  
Special Focus ◽  
Work Family Conflict ◽  
Time Work ◽  
Mediator Role ◽  
Work Family ◽  
Work Life Conflict

This chapter presents an extensive review of the research conducted to date on passion and conflict between an array of passionate activities and other domains, with a special focus on available results regarding passion for work. The behavioral and psychological mechanisms underlying the relationship between passion and conflict, and especially the case of work–family conflict, are identified. Various forms of work-life conflict are delineated according to their core process (time-, strain- or behavior-based) and direction (work-family versus family-work conflict). The chapter more particularly focuses on the potential mediator role of several variables (including work time, work and family-specific behaviors, cognitions such as rumination, affects such as role tension) and the possible moderating role of other variables (sociodemographic variables, work and family characteristics). Theoretical and practical implications are offered, as well as suggestions for future research.

Australian Muslim men balancing work, family and religion:a positive look at a negative issue

2014 ◽  
Vol 43 (1) ◽  
pp. 2-18 ◽  
Author(s):  
Adem Sav ◽  
Neil Harris ◽  
Bernadette Sebar
Keyword(s):  
Work And Family ◽  
Small Sample ◽  
Work Life ◽  
Work Life Balance ◽  
Potential Conflict ◽  
Life Balance ◽  
Content Type ◽  
Muslim Men ◽  
Work Family ◽  
Work Life Conflict

Purpose – This study explores how Australian Muslim men cope with potential conflict and achieve feelings of balance between their work, family and religious roles. Design/methodology/approach – The study is guided by the interpretive paradigm and is qualitative. Data is collected from participants via semi-structured in-depth interviews (n=20) and analysed using thematic analysis. Findings – Personal coping strategies (e.g. making permanent changes and time management) seem more effective in coping with immediate conflict and achieving work-life balance as opposed to external ones (e.g. supervisor support). Although some of the strategies mirror existing research, their extent of use and reasons for usage by Muslim men are different. Muslim men use these strategies in a preventive manner to actively achieve work-life balance rather than just cope with episodic work-life conflict. Research limitations/implications – The study is conducted with a small sample and the findings may not be generalizable to non-practising Australian Muslim men. To date, research has not clearly articulated how people who do not experience work-life conflict, make decisions to achieve balance. This study has a positive look at a negative issue by indicating that workers can go beyond coping with conflict and explore avenues to achieve work-life balance. The findings underscore the importance of preventive coping in achieving work-life balance and caution researchers about investigating how people cope with immediate work-life conflict only. Originality/value – In addition to work and family roles, this study focuses on religious commitments, with religion being a largely overlooked concept within the work-family coping literature.

scholarly journals Impact of Work Life Balance on the Social Life of Workers Living in Lagos Metropolitan Borders

2019 ◽  
Vol 1 (2) ◽  
pp. 50-59 ◽  
Author(s):  
Oyedele O. Ola ◽  
Willoughby O. John ◽  
Olaniyi A. Simeon ◽  
Oyero A. Mutiu
Keyword(s):  
Job Stress ◽  
Social Life ◽  
Estimation Method ◽  
Work Life ◽  
Work Life Balance ◽  
Population Increase ◽  
Related Factors ◽  
Life Balance ◽  
The Social ◽  
Work Life Conflict

The need to maintain proper work life balance is becoming increasingly important; it has motivated several academic research efforts. In the quest for Lagos transformation from a mega city to a smart city, work life balance issues as it has to do with housing, work and urban liveability remains a contemporary issue that calls for keen attention. The rate of population increase in Lagos is not commensurate with the availability and development of social infrastructure, which has caused a number of the workers gainfully employed in Lagos to seek such in nearby state - Ogun State, specifically border towns which includes Ota, Ifo, Mowe, Magboro, Ibafo, Agbara etc. Consequently, such employees face job stress and work-life conflict caused by long working hours, unrelenting traffic, early resumption and late closure at work. This research examined the plausible consequence of work life imbalance measured by job stress and work-life conflict on the social life measured by job satisfaction and wellbeing of such people. A sample of 242 respondents was selected for survey using Yaro Yamane random sampling method & Rao Soft sample estimation method. Primary method of data collection was used. A well-structured questionnaire was administered and interviews were conducted while responses were analysed using product moment correlation and linear regression. Results proved that work life balance has profound impacts on the social life of workers in Lagos Metropolitan borders. This paper recommends that individuals should take active roles in ensuring work life balance; organisations must proactively identify and understand demographic & work related factors; create supportive workplace policies; adopt & implement flexible work strategies and assume the responsibility of reducing/eliminating job stress. In addition, Government should intervene and initiate measures to tackle transportation inadequacies with legislations on provision of work life balance incentives for workers.

scholarly journals Work-Life Balance among Nurses working in Tertiary Level Hospital

2021 ◽  
Vol 4 (1) ◽  
pp. 37-43
Author(s):  
Anita Kandel ◽  
Bima Thapa Chhetri
Keyword(s):  
Work Experience ◽  
Social Life ◽  
Cross Sectional Study ◽  
Work Life ◽  
Work Life Balance ◽  
Tertiary Level ◽  
Cross Sectional ◽  
Life Balance ◽  
Work Family ◽  
Level Hospital

Introduction: Work-Life Balance (WLB) is defined as a degree to which a person is engaged in and satisfied with their work, family and social life. The objective of this study was to assess the level of WLB among nurses working in tertiary level hospital and to measure the association between independent variables and level of WLB. Methods: A descriptive cross-sectional study was conducted among 95 nurses working in different wards of tertiary level hospital by using non-probability purposive sample method during the month of March 2020 for two weeks. Self-developed, semi structured pretested questionnaire was used for data collection. Results: The respondents who had achieved a moderate level of WLB balance was 86.3%, whereas 3.2 % have managed to maintain balance and the remaining 10.5% have reported an imbalanced state of WLB. There was a significant relationship between the type of family (p=0.03), work experience (p=0.04) and the number of earning members in the family (p=0.047) with the level of WLB respectively.   Conclusions: The study concludes that nurses are able to maintain a moderately balanced state of work-life.

scholarly journals Predictors of Employees’ Preference for Working from Home Post-Pandemic

2021 ◽  
Vol 11 (2) ◽  
pp. 1
Author(s):  
Paula M. Caligiuri ◽  
Helen De Cieri
Keyword(s):  
Work Life ◽  
Need Fulfillment ◽  
Work From Home ◽  
Working From Home ◽  
Global Pandemic ◽  
The Future ◽  
First Time ◽  
Work Life Conflict ◽  
At Home

The global pandemic of 2020-21 has enabled an examination of the conditions under which working from home is preferred. We examine whether work-life conflict (both work interfering with family and family interfering with work) and need fulfillment (autonomy, relatedness, competence) can be used to predict employees’ preference for working from home in the future, post-pandemic. With a sample of 944 employees working from home for the first time, this study found that work-life conflict was negatively related and need fulfillment was positively related to employees’ preference for working from home post-pandemic. The experience of having children at home or a partner who was also working from home did not affect employees’ long-term preference for working from home; however, being female did. Women were less likely to want to work from home post-pandemic. The implications for ways to maximize the experience of working from home in the future are discussed.

Work-Family Conflict and Work-Life Conflict

2017 ◽  
Author(s):  
Ellen Ernst Kossek ◽  
Kyung-Hee Lee
Keyword(s):  
Family Conflict ◽  
Physical Symptoms ◽  
Work Life ◽  
Personal Life ◽  
Work Family Conflict ◽  
Theoretical Approaches ◽  
Family And Work ◽  
Multilevel Studies ◽  
Work Family ◽  
Work Life Conflict

Work-family and work-life conflict are forms of inter-role conflict that occur when the energy, time, or behavioral demands of the work role conflicts with family or personal life roles. Work-family conflict is a specific form of work-life conflict. Work-family conflict is of growing importance in society as it has important consequences for work, non-work, and personal outcomes such as productivity, turnover, family well-being, health, and stress. Work-family conflict relates to critical employment, family, and personal life outcomes. These include work outcomes (e.g., job satisfaction, organizational commitment, and turnover), family outcomes (e.g., marital satisfaction and family satisfaction), and personal outcomes related to physical health (e.g., physical symptoms, eating and exercise behaviors), and psychological health (e.g., stress and depressive symptoms, life satisfaction). Many different theoretical perspectives are used to understand work-life conflict: starting with role theory, and more recently conservation of resources, job demands and resources, and life course theories. Many methodological challenges are holding back the advancement of work-family conflict research. These include (1) construct overlap between work-family conflict and work-life conflict, and work-life balance measures; (2) measurement issues related to directionality and operationalization; and (3) a lack of longitudinal and multilevel studies. Future research should include studies to (1) advance construct development on linkages between different forms of work-family and work-life conflict; (2) improve methodological modeling to better delineate work-family conflict mechanisms; (3) foster increased variation in samples; (4) develop resiliency interventions that fit specific occupational contextual demands; (5) increase integration and sophistication of theoretical approaches; and (6) update work-family studies to take into account the influence of the growing prevalence of technology that is transforming work-family relationships.

De werk-privé balans van gescheiden ouders : De rol van werkeisen, privé-eisen en hun combinatie

2021 ◽  
Vol 96 (1) ◽  
pp. 67-90
Author(s):  
Arda van den Berg ◽  
Anne-Rigt Poortman
Keyword(s):  
Work And Family ◽  
Work Life ◽  
Work Life Balance ◽  
Work Demands ◽  
Life Balance ◽  
Family Balance ◽  
Work Family Balance ◽  
Family Demands ◽  
Work Family ◽  
High Work

Abstract The work-family balance of divorced parents: The role of work demands, family demands and their interplayAfter a divorce, parents may face difficulties in combining work with the care for children. Few studies have examined the work-life balance of this particular group. Using data from 1.577 employed divorced fathers and 2.059 employed divorced mothers, we examined how work demands (long work hours, commuting times) and family demands (number and age of children, postdivorce residence arrangements) affected the work-family balance of divorced parents. High work demands lowered the work-life balance among both fathers and mothers. Greater family demands had a smaller impact than work demands and led to a worse work-life balance only for mothers. Family demands, however, became more important for fathers’ work-family balance when combined with high work demands. Such an interplay of work and family demands was also found for mothers: work demands had stronger effects in case of high family demands and vice versa.

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