scholarly journals Parents' experiences of work-family conflict: Does is matter if coworkers have children?

2021 ◽  
Author(s):  
Florian Schulz ◽  
Mareike Reimann
Keyword(s):  
Family Conflict ◽  
Large Scale ◽  
Older Children ◽  
Work Family Conflict ◽  
Employee Survey ◽  
Team Members ◽  
Mothers And Fathers ◽  
Working Groups ◽  
Work Family ◽  
Parenthood Status

Objective: To examine how the perception of work-family conflict relates to the share of parents in women’s and men’s direct coworking environments.Background: The framework of supplementary and complementary person-team fit posits that individuals’ relative positions within their coworking environments have an impact on their wellbeing. Depending on women’s and men’s parenthood status and the corresponding (dis-)similarity compared to their colleagues, this idea was applied to the perception of work-to-family and family-to-work conflicts.Method: Time-based and strain-based work-to-family and family-to-work conflicts were analyzed by gender and parenthood with random effects panel regression models using longitudinal data from the LEEP-B3-survey, a large-scale linked employer-employee survey from Germany (2012/2013 and 2014/2015; 2,228 women and 2,656 men). The composition of the respondents’ working groups was included as a moderating interaction variable.Results: Mothers and fathers of children aged 0–11 years reported higher work-to-family and family-to-work conflicts than parents of older children and childless women and men. For mothers of children aged 0–11 years, a higher share of parents in their working groups was associated with less time-based family-to-work conflict. For fathers of children aged 0–11 years, the same associations were found for overall work-to-family conflict, strain-based work-to-family conflict as well as for all dimensions of family-to-work conflict.Conclusion: Similarity between the team members regarding parenthood seemed to reduce mothers’ and fathers’ perceptions of work-family conflict beyond several other situational characteristics of the individuals and the workplaces.

Family-friendly benefits?

2013 ◽  
Vol 19 (6) ◽  
pp. 721-741 ◽  
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.

Crossover specificity of team‐level work‐family conflict to individual‐level work‐family conflict

2009 ◽  
Vol 24 (3) ◽  
pp. 254-268 ◽  
Author(s):  
I.J. Hetty van Emmerik ◽  
Maria C.W. Peeters
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Content Type ◽  
Team Members ◽  
Family Work ◽  
Individual Level ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

PurposeThis study aims to investigate the crossover specificity of team‐level stressors to individual‐level work‐family conflict.Design/methodology/approachThe paper takes the form of a multilevel analyses with data from 428 employees of a Dutch municipality working in 49 teams.FindingsThe results indicate the expected crossover specificity of different types of work‐family conflicts. After controlling for individual‐level demands there is little evidence that team‐level work demands influence work‐family conflict (WFC) or family‐work conflict (FWC), but team‐level WFC and FWC do influence individual‐level WFC and FWC, respectively.Research limitations/implicationsThe paper distinguishes two types of WFC, but it did not distinguish between strain‐ and time‐based conflicts. Further, it did not pay attention to individual differences (e.g., susceptibility to distress of team members), although such differences may be important moderators of the crossover process.Originality/valueThis study is one of the first that empirically linked team‐level stressors and WFC to individual‐level WFC and that tested crossover specificity. Findings indicated the associations of team‐level WFC and FWC and focal employees' WFC and FWC respectively, thereby underscoring the importance of crossover specificity.

How Do Mothers’ and Fathers’ Work–Family Conflict Impact Children’s Problem Behaviors?

2020 ◽  
pp. 0192513X2092620
Author(s):  
Deniz Yucel ◽  
Beth A. Latshaw
Keyword(s):  
Problem Behaviors ◽  
Conduct Problems ◽  
Family Conflict ◽  
Detrimental Effect ◽  
Emotional Problems ◽  
Work Family Conflict ◽  
Mothers And Fathers ◽  
Preschool Aged Child ◽  
Aged Child ◽  
Work Family

Using 509 mother/father–child dyads drawn from Wave 8 of The German Family Panel (pairfam), this study examines the direct effects of mothers’ and fathers’ work–family conflict (WFC) on children’s internalizing (emotional) and externalizing (conduct) problem behaviors. We also test whether these effects are moderated by several child characteristics and family characteristics. Results suggest that both mothers’ and fathers’ WFC are associated with greater emotional problems, whereas only mothers’ WFC is associated with greater conduct problems. The detrimental effect of fathers’ (mothers’) WFC on emotional problems is stronger for older children and girls (households with a preschool-aged child and boys). While there is no direct effect of fathers’ WFC on conduct problems, results show that the detrimental effect of mothers’ WFC on conduct problems is stronger for boys, as well as in households with more children and those with a preschool-aged child.

scholarly journals Scaling Back and Finding Flexibility: Gender Differences in Parents’ Strategies to Manage Work–Family Conflict

2017 ◽  
Author(s):  
Marisa Young
Keyword(s):  
Gender Differences ◽  
Young Children ◽  
Family Conflict ◽  
Health Study ◽  
Older Children ◽  
Work Family Conflict ◽  
Schedule Control ◽  
Work Related ◽  
Work Family ◽  
Stress And Health

Studies show that fathers report work–family conflict levels comparable to mothers. The authors examine gender differences in work-related strategies used to ease such conflicts.Theauthorsalsotestwhetherthepresence of young children at home shapes parents’ use of different strategies. They address these focal questions using panel data from the Canadian Work ,Stress, and Health study(N=306fathers,474mothers).Theauthorsfindthatmotherswith young children are more likely to scale back on work demands when compared with fathers with young children, but mothers and fathers with older children are equally likely to pursue these strategies. Furthermore, women with young children and men with older children are more likely to seek increased schedule control as a result of work–family conflict when compared with their parent counterparts. The authors situate these findings in the vast literature on the consequences of work–family conflict.

Entwicklung und Validierung der Trierer Kurzskala zur Messung von Work-Life Balance (TKS-WLB)

Diagnostica ◽  
2011 ◽  
Vol 57 (3) ◽  
pp. 134-145 ◽  
Author(s):  
Christine Syrek ◽  
Claudia Bauer-Emmel ◽  
Conny Antoni ◽  
Jens Klusemann
Keyword(s):  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Life Balance ◽  
Reliabilität Und Validität ◽  
Work Family

Zusammenfassung. In diesem Beitrag wird die Trierer Kurzskala zur Messung von Work-Life Balance vorgestellt. Sie ermöglicht eine globale, richtungsfreie und in ihrem Aufwand ökonomische Möglichkeit zur Erfassung von Work-Life Balance. Die Struktur der Skala wurde anhand zweier Stichproben sowie einem zusätzlich erhobenen Fremdbild untersucht. Die Ergebnisse der Konstruktvalidierung bestätigten die einfaktorielle Struktur der Skala. Die interne Konsistenz der Skala erwies sich in beiden Studien als gut. Zudem konnte die empirische Trennbarkeit der Trierer Work-Life Balance Skala gegenüber einem gängigen Instrument zur Messung des Work-Family Conflicts ( Carlson, Kacmar & Williams, 2000 ) belegt werden. Im Hinblick auf die Kriteriumsvalidität der Skala wurden die angenommenen Zusammenhänge zu arbeits-, nicht-arbeits- sowie stressbezogenen Outcome-Variablen nachgewiesen. Die Eignung der Trierer Work-Life Balance Kurzskala zeigt sich auch daran, dass die Korrelationen zwischen den erhobenen Outcome-Variablen und dem Work-Family Conflict und denen der Trierer Work-Life Balance Skala ähnlich waren. Überdies vermochte die Trierer Work-Life Balance Skala über die Dimensionen des Work-Family Conflicts hinaus inkrementelle Varianz in den Outcome-Variablen aufzuklären. Insgesamt sprechen damit die Ergebnisse beider Stichproben für die Reliabilität und Validität der Trierer Work-Life Balance Kurzskala.

Relationships Between Bidirectional Work-Family Interactions and Psychological Well-Being

2014 ◽  
Vol 13 (2) ◽  
pp. 87-96 ◽  
Author(s):  
Xi-Chao Zhang ◽  
Oi Ling Siu ◽  
Jing Hu ◽  
Weiwei Zhang
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Time Lag ◽  
Well Being ◽  
Equation Modeling ◽  
Family Interactions ◽  
Work Family Conflict ◽  
Psychological Well Being ◽  
Direct Model ◽  
Work Family

This study investigated the direct, reversed, and reciprocal relationships between bidirectional work-family conflict/work-family facilitation and psychological well-being (PWB). We administered a three-wave questionnaire survey to 260 married Chinese employees using a time lag of one month. Cross-lagged structural equation modeling analysis was conducted and demonstrated that the direct model was better than the reversed causal or the reciprocal model. Specifically, work-to-family conflict at Time 1 negatively predicted PWB at Time 2, and work-to-family conflict at Time 2 negatively predicted PWB at Time 3; further, work-to-family facilitation at Time 1 positively predicted PWB at Time 2. In addition, family-to-work facilitation at Time 1 positively predicted PWB at Time 2, and family-to-work conflict at Time 2 negatively predicted PWB at Time 3.

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