Overload and Work-Family Conflict among Australian Dual-Career Families: Moderating Effects of Support

2002 ◽  
Vol 91 (3) ◽  
pp. 907-913 ◽  
Author(s):  
David F. Elloy ◽  
Beth Mackie
Keyword(s):  
Family Conflict ◽  
The United States ◽  
Dual Career ◽  
Negative Consequences ◽  
Moderating Effects ◽  
Work Family Conflict ◽  
Organizational Role ◽  
Dual Career Couples ◽  
Australian Sample ◽  
Work Family

Individuals in dual-career situations have become increasingly common all over the world. For couples dealing with multiple demands, this lifestyle often generates stresses and strains at home and at work, which can have negative consequences for organizations. Most empirical research into this lifestyle has been conducted in the United States and Britain, and very little in Australia. This particular study, based on data from an Australian sample of 65 dual-career couples, analyzed the relation between overload and work-family conflict and the moderating effects of support (supervisor, coworkers, and friends). Results confirm that overload was significantly related to work-family conflict but no moderating effects were found for support. Limitations of the study and an organizational role in managing the work-family interface dual-career couples are discussed.

Patterns of stress, work‐family conflict, role conflict, role ambiguity and overload among dual‐career and single‐career couples: an Australian study

2003 ◽  
Vol 10 (1) ◽  
pp. 55-66 ◽  
Author(s):  
David F. Elloy ◽  
Catherine R. Smith
Keyword(s):  
Family Conflict ◽  
Labour Productivity ◽  
The United States ◽  
Dual Career ◽  
Human Resource Managers ◽  
Negative Consequences ◽  
Work Family Conflict ◽  
Organisational Effectiveness ◽  
Work Family ◽  
Stress Work

The dual‐career phenomenon has become increasingly prevalent worldwide. This lifestyle often generates stresses and strains, at home and at work, for couples juggling multiple demands, which can have negative consequences for organisations. While most empirical research into this lifestyle has been conducted in the United States and Britain, very little has been carried out in Australia. This particular study, based on data from an Australian sample of 121 lawyers and accountants, was therefore aimed at analysing the levels of stress, work‐family conflict and overload among dual‐career and single‐career couples. The results confirm that dual‐career couples experience higher levels of stress, work‐family conflict and overload than single‐career couples. To enhance labour productivity and organisational effectiveness, human resource managers therefore need to take account of the potential for dual‐career stress, overload and conflict, and respond flexibly to dual‐career employee status.

Impact of workplace characteristics on work-family conflict of dual-career couples

2016 ◽  
Vol 24 (5) ◽  
pp. 883-907 ◽  
Author(s):  
Subhash C. Kundu ◽  
Rina S. Phogat ◽  
Saroj Kumar Datta ◽  
Neha Gahlawat
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Primary Data ◽  
Dual Career ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Content Type ◽  
Dual Career Couples ◽  
Work Family ◽  
The Impact

Purpose The purpose of this paper is to assess the effects of various workplace characteristics on work-family conflict among dual-career couples in India. Design/methodology/approach Primary data based on 393 employees belonging to dual-career couples were analyzed. Using multiple regression analysis, the study has attempted to find out the effects of workplace characteristics on work-family conflict in dual-career couples. Findings The findings indicate that not all workplace characteristics effect work-family conflict in dual-career couples. Out of 13 characteristics, 8 workplace characteristics, namely, development and flexibility, co-worker support, supervisory support, job competence, self-employee control, practicing overtime, flexibility and discrimination, are found to have significant effects on work-family conflict in dual-career couples. Research limitations/implications As this study is limited to the dual-career couples employed mainly in organizations operating in India, these results may not be generalized to other areas such as traditional career couples, self-employed member of couples and in other national contexts. Practical implications It would be beneficial for organizations to understand and implicate that adoption of certain workplace characteristics provide appropriate choices, freedom and environment for dual-career employees, which further encourage them to build effective amalgamation of work and family roles suiting their individual circumstances. Originality/value This study is an important and almost first study on dual-career couples in India on such issues. As a very scant number of researches have examined the impact of workplace characteristics on work-family conflict on such extensive basis, it definitely contributes to HR literature.

Work-family conflict and project performance of construction professionals in a developing country: testing the mediating–moderating effect of project management self-efficacy

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Divine Tuinese Novieto ◽  
Gladstone Sena Kportufe
Keyword(s):  
Project Management ◽  
Developing Country ◽  
Family Conflict ◽  
Project Performance ◽  
Negative Consequences ◽  
Moderating Effects ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family

PurposeWork-family conflict (WFC), a common problem in all sectors of every economy, has always been linked to negative consequences for individuals, families and employment organisations. However, owing to contextual and situational differences coupled with inconsistent findings, more studies on WFC are indispensable to disentangle the consequential effects of WFC, especially amongst construction professionals. More so, little is known about the dual role of project management self-efficacy (PMSE) in the WFC-performance relation. Thus, the purpose of the present study is to examine the mediating-moderating effects of PMSE on the WFC-performance nexus amongst construction professionals in a developing economy.Design/methodology/approachData for this study came from a cross-sectional survey (questionnaire) administered to 302 construction professionals in Ghana using convenience sampling technique. And partial least square-based structural equation modelling (PLS-SEM) was performed, which included the assessment of measurement and structural models.FindingsThe results of this study support the mediating–moderating model of WFC, in which PMSE simultaneously mediates and moderates the negative influence of WFC on project performance of construction professionals; thus, validating the dual role of PMSE through the lens of Hobfoll's (1989) conservation of resource theory.Research limitations/implicationsData were collected from a conveniently sampled construction professionals in Ghana. Thus, the sampling framework, including only the construction professionals in three regions of Ghana, does not ensure the full generalisation of the results.Practical implicationsThe findings of the study provide significant implication for construction organisations and practitioners. Construction organisations and practitioners seeking to mitigate the negative consequences of WFC on project performance should focus on building on PMSE of the construction professionals. Further, a responsive work environment is needed to cater for family needs of the construction professionals.Originality/valueThis paper is one of the first to have tested a model including the mediating-moderating effects of PMSE in the construction industry from a developing country perspective. The study, therefore, enriches the prevailing literature from under-represented context by examining the mediating-moderating effects of PMSE on WFC and project performance nexus that has not been previously investigated.

scholarly journals Communication of job-related information and work family conflict in dual-career couples

2003 ◽  
Vol 29 (1) ◽  
Author(s):  
Bedelia Theunissen ◽  
L. J. Van Vuuren ◽  
Deléne Visser
Keyword(s):  
Marital Conflict ◽  
Family Conflict ◽  
Dual Career ◽  
Work Family Conflict ◽  
Female Partners ◽  
Dual Career Couples ◽  
Related Information ◽  
Marital Dissatisfaction ◽  
Work Family

It is known that work-family conflict is a determinant of marital dissatisfaction. The goal of this study was to determine whether inadequate communication regarding the sharing of job-related information between dual-career spouses contributes to marital dissatisfaction. The Work Perception Questionnaire (WPQ) was designed and administered to obtain information on dimensions that 80 dual-career couples (married or in co-habitation) perceived to contribute to marital conflict and that have an impact on the quality of their relationships. The main findings indicated that male partners experienced more marital conflict than their female partners if they did not have adequate job-related information about their partner’s work. However, the findings for the female partners were nonsignificant. The implications of the findings are discussed. Opsomming Dit is algemeen bekend dat werk- en gesinskonflik ‘n oorsaak van huweliksontevredenheid is. Die doel van hierdie studie was om te bepaal of ontoereikende kommunikasie oor werksverwante inligting tussen gades in dubbelloopbaanverhoudings ‘n bydraende faktor tot huweliksontevredenheid is. Die Werk Persepsie Vraelys (WPV) is ontwerp en toegepas ten einde inligting te versamel rakende sekere dimensies wat volgens die persepsies van 80 dubbelloopbaanpare (wat getroud is of saamwoon) aanleiding gee tot huwelikskonflik en wat moontlik ‘n impak op die gehalte van hul verhouding mag hê. Die belangrikste bevinding was dat manlike gades meer huwelikskonflik ervaar indien hul gades nie werksverwante inligting met hulle deel nie. Die resultate vir vroulike gades was egter nie beduidend nie. Die implikasies van die resultate word bespreek.

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