scholarly journals Salience and conflict of work and family roles among employed men and women

2016 ◽  
Vol 67 (2) ◽  
pp. 152-163 ◽  
Author(s):  
Irena Knežević ◽  
Ljiljana Gregov ◽  
Ana Šimunić
Keyword(s):  
Married Couples ◽  
Work And Family ◽  
Family Roles ◽  
Work Family Conflict ◽  
Measurement Scales ◽  
Role Salience ◽  
Men And Women ◽  
Different Types ◽  
Work Family ◽  
Work And Family Roles

AbstractThe aim of this research was to determine the salience of work and family roles and to study the connection between role salience and the interference of different types of roles among working men and women. Self-assessment measurement scales were applied. The research involved 206 participants; 103 employed married couples from different regions of Croatia. The results show that roles closely connected to family are considered the most salient. However, men are mostly dedicated behaviourally to the role of a worker. Women dedicate more time and energy to the roles of a spouse, a parent, and a family member whereas men are more oriented towards the leisurite role. The highest level of conflict was perceived when it comes to work disturbing leisure. Gender differences appeared only for work-to-marriage conflict, with men reporting higher conflict than women. The research found proof of only some low correlations between the salience of different types of roles and work-family conflict.

scholarly journals SOME DETERMINANTS OF THE PERCEPTION OF WORK–FAMILY CONFLICT: A DYADIC APPROACH

1970 ◽  
Vol 10 (2) ◽  
pp. 245
Author(s):  
Ana Šimunić ◽  
Maja Pandža ◽  
Ljiljana Gregov
Keyword(s):  
Social Support ◽  
Family Conflict ◽  
Married Couples ◽  
Work And Family ◽  
Work Family Conflict ◽  
Self Assessment ◽  
Work Conflict ◽  
Work Family ◽  
Work And Family Roles

The general aim of this study was to examine the contribution of perceived social support from family, the quality of family functioning, attitudes about marital roles, and striving for achievement to the perceived conflict between work and family roles by using a dyadic approach. Namely, the interaction of spouses’ perceptions was taken into account (actor and partner effects) in predicting work-to-family and family-to-work conflicts. This study was conducted on a sample of 176 employed married couples in the territory of central and western Herzegovina and central Dalmatia. Self-assessment questionnaires were used. In women, social support from family was a significant predictor for both examined types of work–family conflicts, and partner effects were greater than actor effects, especially for family-to-work conflict. Both partners’ striving for achievement was a positive predictor of family-to-work conflict in women, while there was only a contribution of the actor striving for achievement to both types of work–family conflict in men. In men, the only partner effect was obtained in the relationship between social support from family and family-to-work conflict. In general, the results indicated that the assessments of male spouses were more related to their wife’s work–family conflict than vice versa, and that these variables were more related to family-to-work conflict than to work-to-family conflict.

Counselors’ Experience of Work and Family Roles During the COVID-19 Pandemic

2021 ◽  
Vol 43 (4) ◽  
pp. 301-318
Author(s):  
Emeline C. Eckart ◽  
Mary A. Hermann ◽  
Cheryl Neale-McFall
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Work Place ◽  
Family Roles ◽  
Work Family Conflict ◽  
Workplace Flexibility ◽  
Work Family ◽  
Work And Family Roles ◽  
Work Family Enrichment ◽  
Family Enrichment

In this study, the researchers used quantitative analysis to examine the relationship between counselors’ work–family conflict, work–family enrichment, work variables, and family variables during the COVID-19 pandemic. Factors that predicted counselors’ experience of conflict between work and family roles included lacking work-place flexibility, having a child under the age of 6, spending a high number of hours caring for others, and experiencing a change in location of the work setting due to COVID-19. Workplace flexibility and a low number of hours spent caring for others predicted counselors’ experience of enrichment. Participants’ mean responses to the Work–Family Conflict Scale and Work–Family Enrichment Scale indicated they experienced higher levels of enrichment than conflict during the pandemic.

scholarly journals Work-Family Conflict: A Review Of Antecedents And Outcomes

2013 ◽  
Vol 18 (1) ◽  
pp. 15-26 ◽  
Author(s):  
Katarina Katja Mihelic ◽  
Metka Tekavcic
Keyword(s):  
Family Conflict ◽  
Well Being ◽  
Work And Family ◽  
Family Characteristics ◽  
Family Roles ◽  
Work Family Conflict ◽  
Construct Definition ◽  
Work Family ◽  
The Individual ◽  
Work And Family Roles

This paper discusses the work-family conflict that forms the central construct of the work-family literature, and is defined as the experience of mutually incompatible pressures that stem from work and family domains. Juggling myriad responsibilities within the areas of work and family - two of the most important life domains for most adults - has become increasingly difficult. Consequently, the level of experienced conflict has been rising steadily in the last three decades and has a detrimental effect on the individual, family, organizations, and society at large.On the basis of construct definition, the purpose of this paper is to provide a synthesis of the antecedents and outcomes of the work-family conflict. The authors first analyze two categories of antecedents - individual differences and job/family characteristics. Furthermore, outcomes are classified as variables related to well-being, attitudes, and behaviors. By having a clearer understanding of what causes conflict between work and family roles and by being aware of the detrimental effects that conflict has on individuals and organizations, HR professionals, managers, and representatives of other institutions can work together toward developing initiatives for the better integration of work and family roles.

scholarly journals Konflik Pekerjaan dan Keluarga Pada Pasangan dengan Peran Ganda

2019 ◽  
Vol 10 (1) ◽  
pp. 31
Author(s):  
Novensia Wongpy ◽  
Jenny Lukito Setiawan
Keyword(s):  
Family Conflict ◽  
Married Couples ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Work And Family Roles ◽  
Family Work Conflict

Work-family interface can be viewed from two directions, work-to-family and family-to-work. The imbalance in carrying out two roles in the area of work and family will trigger conflict, which is known as work-to-family conflict and family-to-work conflict. The aim of this study was to compare work and family conflicts in working husbands and wives. The participants were 30 married couples (60 persons) who have one child and work as employees, managers and entrepreneurs. Work-family conflict was measured using a questionnaire that measures the level of conflict in two directions, work-to-family conflict and family-to-work conflict. The result shows that there is no difference in work-to-family conflict between husbands and wives. However, there is difference between work-to-family conflict and family-to-work conflict with the average of work-to-family conflict is higher than family-to-work conflict for both husbands and wives. The findings indicate that gender difference does not affect the ways in balancing between work and family roles among both husbands and wives.Keywords: Work-family conflict, family-work conflict, dual career coupleAbstrak: Work-Family Interface dapat ditinjau dari dua arah yaitu work-to-family dan family-to-work. Ketidakseimbangan dalam menjalankan dua peran di area pekerjaan dan keluarga akan memicu konflik yang disebut sebagai work-to-family conflict dan family-to-work conflict. Penelitian ini bertujuan untuk membandingkan konflik pekerjaan dan keluarga pada pasangan suami dan istri yang keduanya bekerja. Subjek penelitian adalah 30 pasangan suami istri (60 orang), minimal telah memiliki satu anak dan bekerja sebagai karyawan, manager maupun wiraswasta. Work-family conflict diukur dengan menggunakan angket tertutup yang mengukur level konflik dari dua arah yaitu work-to-family conflict dan family-to-work conflict. Hasil penelitian menunjukkan bahwa tidak terdapat perbedaan work-family conflict antara kelompok suami dan kelompok istri. Namun, terdapat perbedaan antara work-to-family conflict dan family-to-work conflict dengan nilai rata-rata work-to-family conflict lebih tinggi dibandingkan dengan family-to-work conflict baik pada kelompok suami maupun istri. Penelitian ini menunjukkan tidak ada perbedaan gender dalam cara menyeimbangkan peran dalam pekerjaan dan rumah tangga.

scholarly journals Conflict Between Work and Family Roles and Satisfaction among Nurses in Different Shift Systems in Croatia: a Questionnaire Survey

2012 ◽  
Vol 63 (2) ◽  
pp. 189-197 ◽  
Author(s):  
Ana Šimunić ◽  
Ljiljana Gregov
Keyword(s):  
Life Satisfaction ◽  
Family Conflict ◽  
Questionnaire Survey ◽  
Night Shift ◽  
Work And Family ◽  
Family Roles ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Work Family ◽  
Work And Family Roles

Conflict Between Work and Family Roles and Satisfaction among Nurses in Different Shift Systems in Croatia: a Questionnaire SurveyThe objective of this study was to examine the perception of conflict between work and family roles and job, family, and life satisfaction among nurses in Croatia. One hundred and twenty-nine nurses (married mothers) working in hospitals in Zadar, Šibenik, and Split were divided in four groups according to their worktime schedule. The participants completed a survey, which included a set of sociodemographic-type questions, questions about the level and allocation of family responsibilities between spouses, and scales measuring the perceived negative effects of worktime, psychological demands of the work, work-family conflict, and semantic differential scales for measuring the affective and cognitive-evaluative component of job, family, and life satisfaction. This was the first study in Croatia to deal with work-family conflict among nurses or workers with different shift systems.The results of this study indicate that nurses working morning shifts only experienced less conflict between work and family than other groups of nurses, who worked the morning, afternoon, and the night shift. The cognitive-evaluative component of job satisfaction was the highest among morning shift nurses and the lowest in nurses who worked 12-hour shifts, while the affective component of life satisfaction was the lowest in nurses working irregular and backward rotated shifts. These results confirm that shiftwork makes the work-family role conflict even worse. They also support the view that the type of shift rotation matters.

Work and family roles and the association with depressive and anxiety disorders: Differences between men and women

2008 ◽  
Vol 105 (1-3) ◽  
pp. 63-72 ◽  
Author(s):  
I. Plaisier ◽  
J.G.M. de Bruijn ◽  
J.H. Smit ◽  
R. de Graaf ◽  
M. ten Have ◽  
...  
Keyword(s):  
Anxiety Disorders ◽  
Work And Family ◽  
Family Roles ◽  
Men And Women ◽  
Work And Family Roles

A Qualitative Exploration of Role Salience among Malaysian Professional and Managerial Dual-Career Couples

2021 ◽  
Vol 12 (3) ◽  
pp. 741-752
Author(s):  
Rafiduraida Abdul Rahman Et.al
Keyword(s):  
Qualitative Interviews ◽  
Work And Family ◽  
Religious Values ◽  
Work Characteristics ◽  
Dual Career ◽  
Role Salience ◽  
Dual Career Couples ◽  
Work Family ◽  
Work And Family Roles ◽  
The Impact

This paper explores work and family roles salience in the context of dual-career couples in Malaysia. Semi-structured qualitative interviews has been conducted on 18 couples in professional and managerial position. The data were transcribed and analyzed using template analysis. The findings revealed that several factors namely culture, religious values, gender, work characteristics and personal preferences influence the couples’ role salience. Women tend to face more struggles to maintain the salience of both roles despite the fact that couples regard both roles to be central to their lives. Factors such as culture and religious values influence the couples’ role salience making them holding to traditional gender attitude and reduce the impact of family to work. Some couples are more affected with spouse work condition or personal preferencesleading them to practice less traditional roles in their family arrangements.Conflicting views within couples also exist, which influence their challenges and satisfaction. This study adds to the work and family research using couple-level analysis in a non-Western context. The qualitative data gained has also enabled the study to extend the understanding on how the dynamic of the interaction between culture, religion, gender, work characteristics and personal preferences come into play to shape couples’ role salience and consequently their work-family experiences and perceptions.

scholarly journals Beyond Formal Access: Organizational Context, Working From Home, and Work–Family Conflict of Men and Women in European Workplaces

2018 ◽  
Vol 151 (2) ◽  
pp. 383-402 ◽  
Author(s):  
Tanja van der Lippe ◽  
Zoltán Lippényi
Keyword(s):  
Family Conflict ◽  
Organizational Context ◽  
Work And Family ◽  
Work Family Conflict ◽  
Men And Women ◽  
Organizational Survey ◽  
Working From Home ◽  
Work Family ◽  
Ideal Worker

AbstractWorking from home has become engraved in modern working life. Although advocated as a solution to combine work with family life, surprisingly little empirical evidence supports that it decreases work–family conflict. In this paper we examine the role of a supportive organizational context in making working from home facilitate the combination of work and family. Specifically, we address to what extent perceptions of managerial support, ideal worker culture, as well as the number of colleagues working from home influence how working from home relates to work–family conflict. By providing insight in the role of the organizational context, we move beyond existing research in its individualistic focus on the experience of the work–family interface. We explicitly address gender differences since women experience more work–family conflict than men. We use a unique, multilevel organizational survey, the European Sustainable Workforce Survey conducted in 259 organizations, 869 teams and 11,011 employees in nine countries (Bulgaria, Finland, Germany, Hungary, Netherlands, Portugal, Spain, Sweden, United Kingdom). Results show that an ideal worker culture amplifies the increase in work family conflict due to working from home, but equally for men and women. On the other hand, women are more sensitive to the proportion of colleagues working from home, and the more colleagues are working from home the less conflict they experience.

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