Work–Family Conflict and Job Burnout among Correctional Staff

2010 ◽  
Vol 106 (1) ◽  
pp. 19-26 ◽  
Author(s):  
Eric G. Lambert ◽  
Nancy L. Hogan
Keyword(s):  
Multivariate Analysis ◽  
Family Conflict ◽  
Response Rate ◽  
Job Burnout ◽  
Correctional Staff ◽  
Positive Relation ◽  
Work Family Conflict ◽  
State Prison ◽  
Work Conflict ◽  
Work Family

Work–family conflict and job burnout are both issues for 272 correctional staff (response rate of 68%). The two major forms of work–family conflict are work-on-family conflict and family-on-work conflict. Multivariate analysis of survey data from 272 correctional staff at a state prison indicated work-on-family conflict had a significant positive relation with job burnout, while family-on-work conflict did not.

Exploring the connection between work–family conflict and job burnout among Nigerian correctional staff

2021 ◽  
pp. 1-22
Author(s):  
Eric G. Lambert ◽  
Jennifer L. Lanterman ◽  
O. Oko Elechi ◽  
Smart Otu ◽  
Morris Jenkins
Keyword(s):  
Family Conflict ◽  
Job Burnout ◽  
Correctional Staff ◽  
Work Family Conflict ◽  
Work Family

Effects of Work–Family Conflict on Southern Correctional Staff Burnout

2021 ◽  
pp. 009385482110263
Author(s):  
Eric G. Lambert ◽  
Linda D. Keena ◽  
Weston J. Morrow ◽  
Samuel G. Vickovic ◽  
Stacy H. Haynes ◽  
...  
Keyword(s):  
Family Conflict ◽  
Job Burnout ◽  
Correctional Staff ◽  
Negative Consequences ◽  
Physical And Mental Health ◽  
Work Family Conflict ◽  
Increased Risk ◽  
Full Discussion ◽  
Family Based ◽  
Work Family

Research examining correctional staff indicates that there are far-reaching negative consequences related to job burnout, including, but not limited to, diminished physical and mental health, increased risk of substance use, and decreased job performance. One area that may contribute to correctional staff job burnout is work–family conflict, which occurs when work and home domains spill into one another, causing conflict and problems. Using a sample of Southern correctional staff, this study investigates whether the four major types of work–family conflict—time-based, strain-based, behavior-based, and family-based—influence the three recognized job burnout dimensions: emotional exhaustion, depersonalization, and feeling ineffective at work. The findings provide partial support for the notion that work–family conflict influences job burnout. These findings are contextualized in previous research with a full discussion of their implications.

Der Einfluss von Elternstatus, erlebter Unterstützung und Befristung auf das Belastungserleben und die Karriereentwicklung von Ärztinnen und Ärzten am Ende der Weiterbildung

2021 ◽  
Author(s):  
Rüya Daniela Kocalevent ◽  
Nicole Grandke ◽  
Susan Selch ◽  
Sarah Nehls ◽  
Juliane Meyer ◽  
...  
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

Zusammenfassung Hintergrund Trotz einer hohen Zahl an Abschlüssen in der Humanmedizin ist in Deutschland immer häufiger von einem Ärztemangel die Rede. Ein Grund ist die schwierige Vereinbarkeit von Kliniktätigkeit und Familienleben, die vor allem Ärztinnen als Hauptgrund für die spätere Arbeit im nicht-kurativen Bereich nennen. Ziel der Arbeit Die vorliegende Arbeit befasst sich mit dem Einfluss des Elternstatus von Ärztinnen und Ärzten auf ihre Karriereentwicklung und das Belastungserleben am Ende der Weiterbildung. Darüber hinaus betrachtet werden die Auswirkungen von befristeten Arbeitsverträgen und erlebter Unterstützung durch den Partner auf das Belastungserleben. Material und Methoden Es wurden die Daten der KarMed-Studie, welche sich mit Karriereverläufen von Ärztinnen und Ärzten während der fachärztlichen Weiterbildung beschäftigt, ausgewertet. Die vorliegende Arbeit befasst sich mit der querschnittlichen Analyse des Erhebungszeitraums von Oktober 2015 bis Mai 2016. Zu diesem befanden sich 433 StudienteilnehmerInnen am Ende ihrer Weiterbildung. Eingesetzt wurden u. a. die Fragebögen Work-Family Conflict und Family-Work Conflict Skalen. Ergebnisse Ärztinnen mit Kind unterbrechen die Weiterbildung fünfmal häufiger als ihre Kolleginnen ohne Kind und achtzehnmal häufiger als Ärzte mit Kind. Ärztinnen mit Kind sowie Ärzte mit Kind weisen signifikant höhere Werte auf der Family-Work Conflict Skala auf, Ärztinnen ohne Kind hingegen höhere Werte auf der Work-Conflict Skala. Bei Ärzten zeigt sich kein signifikanter Unterschied auf der Work-Family Skala. Weder ein befristeter Arbeitsvertrag noch die Verteilung von Kinderbetreuung zwischen Ärztinnen/Ärzten und ihren Partnern/-rinnen haben einen signifikanten Einfluss auf das Belastungserleben zur Folge. Schlußfolgerung Es besteht ein Bedarf die Konflikte, die aus dem Familienleben auf das Arbeitsleben wirken insbesondere für Ärztinnen in Weiterbildung zu reduzieren.

The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings

2016 ◽  
Vol 70 (1) ◽  
pp. 119-145 ◽  
Author(s):  
Andrew Li ◽  
Jessica Bagger ◽  
Russell Cropanzano
Keyword(s):  
Job Performance ◽  
Family Conflict ◽  
Role Theory ◽  
Performance Ratings ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Conflict ◽  
Work Family ◽  
The Impact ◽  
The Relationship

We draw on gender role theory to examine the relationships among employee-rated work–family conflict, supervisor perceptions of employee work–family conflict, employee gender and supervisor-rated job performance. We found that the relationship between employee-rated work–family conflict and supervisor perceptions of employee conflict varied based on both employee gender and the direction of conflict under consideration. Specifically, the relationship between the two rating sources (employee and supervisor) was stronger for male employees when conflict was considered. However, the relationship between the two rating sources was stronger for female employees when family-to-work conflict was considered. Supervisor perceptions of employee work–family conflict were negatively related to employee job performance ratings. More generally, we found support for a moderated mediation model such that the relationship between employee-rated work–family conflict and job performance was mediated by supervisor perceptions of employee work–family conflict, and the effect was moderated by employee gender. Implications for research and practice are discussed.

A 2-Year Longitudinal Relationship Between Work–Family Conflict and Health Among Older Workers: Can Gardening Help?

2020 ◽  
pp. 073346482093467
Author(s):  
Eunae Cho ◽  
Tuo-Yu Chen ◽  
Megan C. Janke
Keyword(s):  
Family Conflict ◽  
Older Workers ◽  
Work Family Conflict ◽  
Self Rated Health ◽  
Work Conflict ◽  
Work Family ◽  
Relationship Of ◽  
The Relationship ◽  
Retirement Study

With the graying workforce worldwide, identifying factors that facilitate older workers’ health is critically important. We examined whether gardening mitigates the relationship of work–family conflict with disability, chronic conditions, depressive symptoms, and self-rated health among older workers. We drew a subsample of older workers aged 55 years and above from the Health and Retirement Study ( N = 1,598). Our results indicate that the relationships of work-to-family conflict at baseline with disability and with poorer self-rated health at a 2-year follow-up were stronger for those who gardened less than those who gardened more. No significant interaction was found between family-to-work conflict and gardening in predicting the health outcomes. This study is the first to show that gardening may have a protective effect against the adverse impact of work-to-family conflict on older workers’ health.

scholarly journals Individual, Spousal Factors and Work–Family Conflict: A Study from Sri Lanka

2020 ◽  
Vol 7 (1) ◽  
pp. 91-120
Author(s):  
J. K. S. Chrisangika Perera ◽  
Pavithra Kailasapathy
Keyword(s):  
Sri Lanka ◽  
Family Conflict ◽  
Emotional Stability ◽  
Work Family Conflict ◽  
Role Salience ◽  
Crossover Effect ◽  
Occupational Role ◽  
Work Conflict ◽  
Proposed Model ◽  
Work Family

Work–family conflict (WFC) has emerged as a challenging issue all over the world. Based on identity, scarcity, basic human values and crossover theories, we examined how life role salience, value of self-enhancement, gender and spouse’s emotional stability affect WFC. Data were collected using questionnaires from 167 dual-earner couples in Sri Lanka. All the variables, except for emotional stability, were measured from the focal employee concerned. Emotional stability was measured from the spouse. Four moderated multiple regressions were conducted to test the proposed model. This study found that a higher level of occupational role salience predicts work-to-family conflict. Further, results indicated that a higher value of self-enhancement increases work-to-family conflict, gender determines the level of family-to-work conflict, and spouse’s emotional stability directly crossovers to reduce family-to-work conflict of the other spouse. Hence, it is evident that not only individual factors but factors related to significant others such as spouses also create WFC. This research contributes to the advancement of the existing understanding on WFC as life role salience, values and crossover effect of spousal factors are still under-researched areas in work–family literature.

The Nature of Work-Family Conflict among Correctional Staff: An Exploratory Examination

2004 ◽  
Vol 29 (1) ◽  
pp. 145-172 ◽  
Author(s):  
Eric G. Lambert ◽  
Nancy Lynne Hogan ◽  
Shannon M. Barton
Keyword(s):  
Family Conflict ◽  
Correctional Staff ◽  
Work Family Conflict ◽  
Work Family
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