Gender Differences in Work-Family Conflict and Family-Friendly Employment Policy Practices

This study examined the relationships among gender, coping, and anticipated work-family conflict for career-bound men and women. 256 university students enrolled in a university in northern Louisiana participated. Multivariate and univariate analyses were used to examine (a) potential gender differences with respect to anticipated work-family conflict and work-family coping mechanisms and (b) the role coping processes may play in mediating the relationship between gender and anticipated work-family conflict. The results indicated significant differences between the sexes with respect to anticipated work-family conflict as well as to expected use of various coping strategies to manage anticipated work-family conflict. Contrary to expectations, coping strategies did not mediate the relationship between gender and work-family conflict. The issue of coping as a mediator variable as well as the study's primary implications for students and professional educators are addressed.

Download Full-text

Spillover and Crossover Effects of Work-Family Conflict among Married and Cohabiting Couples

Society and Mental Health ◽

10.1177/2156869318813006 ◽

2018 ◽

Vol 10 (1) ◽

pp. 35-60 ◽

Cited By ~ 8

Author(s):

Deniz Yucel ◽

Beth A. Latshaw

Keyword(s):

Mental Health ◽

Job Satisfaction ◽

Gender Differences ◽

Relationship Satisfaction ◽

Family Conflict ◽

Married Couples ◽

Work Family Conflict ◽

Crossover Effects ◽

Cohabiting Couples ◽

Work Family

The present study uses Wave 8 of the German Family Panel to test the spillover and crossover effects of work-family conflict on job satisfaction, relationship satisfaction, and mental health for individuals (actor effects) as well as their spouses/partners (partner effects) in dual-earning couples. We further contribute by assessing whether the results vary by gender and union type. Results suggest that among married couples, for job satisfaction, there are no gender differences in actor effects (but gender differences in partner effects), and actor and partner effects remain distinct. For relationship satisfaction, there are no gender differences in actor or partner effects, but both effects remain distinct. For mental health, however, there are gender differences in actor effects (but not in partner effects), and both effects remain distinct. Among cohabitors, there are no differences in actor effects by gender, and adding in partner effects does not significantly improve the models predicting all three outcomes. Some results also suggest differences in relationship dynamics between married and cohabiting couples.

Download Full-text

Family-Friendly Policy and Work-Family Conflict Mitigation: The Role of Work-Family Boundary Negotiation

Jurnal Intelek ◽

10.24191/ji.v16i1.360 ◽

2021 ◽

Vol 16 (1) ◽

pp. 17-26

Author(s):

Hooi-Ching Khor ◽

Azura Abdullah Effendi

Keyword(s):

Family Life ◽

Family Conflict ◽

Management Practices ◽

Work And Family ◽

Work Family Conflict ◽

Human Resource Policy ◽

Family Friendly ◽

Negotiation Style ◽

Work Family ◽

Conflict Mitigation

Family-friendly policy is impossible to fit all working individuals. The circumstance has been revealed in work-family literature which relationship between the policy use and the work-family conflict mitigation has been found inconsistent. Little focus is given in the past studies to ensure the human resource policy is truly useful in meeting individuals’ needs. Work, family or both work and family life could be important to individuals. The distinctive life centrality requires individuals to negotiate with the significant others who have influence on their work and family life arrangements to access and use the preferred and needed family-friendly policy. Boundary management practices seem to be useful for working individuals to reduce work-family conflict. This conceptual paper aims to propose work-family boundary negotiation to buffer the relationship of family-friendly policy use and work-family conflict. Boundary theory is the underlying theory embedded to explain the phenomena. Boundary negotiation style that could be employed for accessing the policy and managing work-family boundary effectively is identified. Future directions and implications for research on negotiation in dealing with work-family issue are discussed.

Download Full-text

The impostor phenomenon and work–family conflict: An assessment of higher education

Management in Education ◽

10.1177/0892020620959745 ◽

2020 ◽

pp. 089202062095974

Author(s):

Megan B Shreffler ◽

Jessica R Murfree ◽

Martin R Huecker ◽

Jacob R Shreffler

Keyword(s):

Higher Education ◽

Gender Differences ◽

Family Conflict ◽

Significant Positive Correlation ◽

Impostor Phenomenon ◽

Tenure Track ◽

Work Family Conflict ◽

Years Of Service ◽

Work Family ◽

The Relationship

Top faculty are often at risk for experiencing the impostor phenomenon (IP) in the competitive landscape of higher education. Similarly, work–family conflict (WFC) impacts many individuals who work in higher education. The present study aimed to examine the relationship between the IP and WFC in higher education using a sample of university faculty in North America ( N = 197). Data were analysed based on faculty ranking, years of service to the profession and reported gender identity. Findings indicated a significantly higher presence of impostor experiences among tenure-track faculty, varying levels of impostor experiences based on years of service to the profession and no gender differences in IP levels. Finally, findings showed a significant positive correlation between the IP and WFC. Given the prevalence of the IP and WFC in higher education, we conclude with recommendations for administrators to implement programming to recognize and address the presence and consequences of the IP and WFC in higher education.

Download Full-text

Family-friendly benefits?

Journal of Management & Organization ◽

10.1017/jmo.2014.13 ◽

2013 ◽

Vol 19 (6) ◽

pp. 721-741 ◽

Cited By ~ 2

Author(s):

Ana Ferrer ◽

Lynda Gagné

Keyword(s):

Family Conflict ◽

Work Family Conflict ◽

Employee Survey ◽

Family Friendly ◽

Worker Selection ◽

Actual Use ◽

Work Family

AbstractData from the Canadian Workplace and Employee Survey (1999–2002) is used to assess the take-up of family-friendly benefits provided by employers. We distinguish benefit availability from the actual use of benefits and are able to account for worker selection into firms. We find that selection is important to understand the take-up of family-friendly benefits and that there is little difference between genders regarding benefit use. Overall, it seems that some family-friendly benefits (like flexible time) are relatively little help in the management of work-family conflict, while others (like childcare or eldercare) are unavailable to those who would benefit from them the most.

Download Full-text

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

Equality Diversity and Inclusion An International Journal ◽

10.1108/edi-04-2015-0026 ◽

2015 ◽

Vol 34 (8) ◽

pp. 726-741 ◽

Cited By ~ 5

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.

Download Full-text