scholarly journals COVID-19 and Work–Family Conflicts in Germany: Risks and Chances Across Gender and Parenthood

2022 ◽  
Vol 6 ◽  
Author(s):  
Mareike Reimann ◽  
Eileen Peters ◽  
Martin Diewald
Keyword(s):  
Panel Study ◽  
Work Life ◽  
Private Life ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Work From Home ◽  
The Family ◽  
Work Family ◽  
Different Levels

The COVID-19 pandemic has dramatically affected everyone’s daily life in one way or another, requiring a re-negotiation of existing strategies for work–life integration, not only for individuals but also within families and partnerships. To contribute to existing knowledge on work-life integration during COVID-19 in Germany, we look at gender and parenthood differences in the experiences of work-to-family (WFC) and family-to-work (FWC) conflicts. By accounting for employees’ previous conflict experiences, we were able to reveal the extent to which the current conditions contributed to differences in these conflicts. Moreover, we explored the relevance of demands and resources in the family and work spheres as a way to explain different levels of WFC and FWC across gender and parenthood. Our analyses are based on a sample of 660 employees from a German linked employer–employee panel study and a COVID-19 follow-up survey conducted in late 2020. Results revealed that work–family conflict experiences before the pandemic play an important role in current conflict perceptions. Whereas WFC were more likely to be accentuated during the pandemic, prior FWC experiences may have helped to mitigate conflicts under these new conditions. Work–family conflicts in general have increased during the COVID-19 pandemic, but this finding applied only to conflicts in the family-to-work direction. Although such increases were not limited to parents, they were particularly high in this group. Overall, gender differences in work–family conflicts were absent, but differences were found between mothers and fathers. The need to compensate for a lack of external childcare, as well as having to work from home, increased FWC, especially among fathers. This study suggests that FWC in particular became more important during the pandemic; however, parents were not the only ones who were disadvantaged when it came to work–life integration; childless individuals likewise struggled to balance the demands of work and private life.

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.

General Overview of Hotel Sector in Context of Precursors and Results of Work-Family Conflicts

2019 ◽  
pp. 275-303
Author(s):  
Meral Dursun ◽  
Şule Aydın
Keyword(s):  
Family Conflict ◽  
The Other ◽  
Work Family Conflict ◽  
High Turnover ◽  
Family Conflicts ◽  
Business World ◽  
Organizational Loyalty ◽  
The Family ◽  
Hotel Sector ◽  
Work Family

The work-family conflict is considered to be one of the most important problems in today's business world. By the situation of un-fulfilment of the requirements of a role while completing the requirements of the other role causes the individuals to live in conflict within the organization or in the family. Especially in the hotel sector, which is a labor-intensive and high turnover sector, it requires more effort than other sectors in order to increase the organizational loyalty, motivation, job satisfaction, and keep the qualified employees. In order to clearly demonstrate the dynamics of work-family conflict in the hotel sector, in this chapter, the concept of work-family conflict is discussed in detail with its causes and consequences, some researches about work-family conflict in the hotel sector in the literature have been examined and evaluations about the topic have been made and suggestions have been developed.

Finding Work-Life Balance in a Digital Age

2017 ◽  
pp. 625-643
Author(s):  
Donna Weaver McCloskey
Keyword(s):  
Life Satisfaction ◽  
Digital Age ◽  
Work Life ◽  
The Other ◽  
Exploratory Research ◽  
Work Family Conflict ◽  
Life Balance ◽  
Work Family ◽  
Flexible Boundaries ◽  
Different Levels

Mobile computing has changed when and where one works, necessitating an examination of the boundaries one maintains between work and home. Flexible boundaries allow for the shifting of work to alternate times and/or locations. Permeable boundaries allow for the integration of one role while present in the other role, such as scheduling dinner reservations on an app while at work or taking a work call while on vacation. This exploratory research examines the characteristics of employees who have different boundary types and whether these individuals experience different levels of work-family conflict as well as job and life satisfaction.

scholarly journals “Doing Men’s Jobs”: A Commentary on Work–Life Balance Issues Among Women in Engineering and Technology

Metamorphosis ◽  
2019 ◽  
Vol 18 (1) ◽  
pp. 68-75
Author(s):  
Sucharita Maji
Keyword(s):  
Division Of Labour ◽  
Work Life ◽  
Work Life Balance ◽  
Female Representation ◽  
Work Family Conflict ◽  
Life Balance ◽  
Women In Engineering ◽  
Engineering And Technology ◽  
The Family ◽  
Work Family

Despite a steep increase in female representation in the workforce in the last decade, the gendered division of labour in the family remains broadly unaltered. Women, even who work for the same duration as their husbands in the office and contribute equally or more to the financial status of the family, often take most of the shares of childcare responsibility and domestic work. Work–family conflict is a global problem for working men and women; the struggle is even more prominent among working women, especially those who work in male-dominated sectors such as engineering and technology. Working in gender-atypical professions, females in engineering and technology face solo status and experience perceived discrimination and social identity threat. They require to put additional efforts to adjust to the work environment which, in turn, impacts their work–life balance status. The gendered work culture in engineering and technology sectors is reported to be masculine and patrifocal as a result of the skewed sex-ratio. Moreover, the study attempted to find out how the gender-role perception and identification of them, gender stigma consciousness, and role conflict may further aggravate the work–family conflicts among women engineers. In addition, the added responsibilities and conflicts that come with motherhood and their impacts on the work–life balance are discussed.

Exploring the Impact of Flexible and Permeable Work-Life Boundaries in a Mobile World

2018 ◽  
pp. 1-28
Author(s):  
Donna Weaver McCloskey
Keyword(s):  
Life Satisfaction ◽  
Work Life ◽  
Future Research ◽  
Exploratory Research ◽  
Technology Usage ◽  
Work Family Conflict ◽  
Boundary Permeability ◽  
Work Family ◽  
The Impact ◽  
Different Levels

Work-life boundaries are often studied on a segmentation-integration continuum, which fails to consider that boundaries can be multidimensional. A flexible boundary allows work to be completed at different times and locations, whereas a permeable boundary allows for the integration of work and personal demands. This chapter examines boundary flexibility, home boundary permeability, and work boundary permeability as separate constructs, positing eight possible boundary configurations. In this exploratory research, differences in demographics, technology usage, work-family conflict, and work and life satisfaction for 65 knowledge workers who maintain different levels of boundary flexibility and permeability are examined. This research offers a new boundary configuration framework, which should guide future research and organizational policy.

Exploring the Impact of Flexible and Permeable Work-Life Boundaries in a Mobile World

2021 ◽  
pp. 1955-1976
Author(s):  
Donna Weaver McCloskey
Keyword(s):  
Life Satisfaction ◽  
Work Life ◽  
Future Research ◽  
Exploratory Research ◽  
Technology Usage ◽  
Work Family Conflict ◽  
Boundary Permeability ◽  
Work Family ◽  
The Impact ◽  
Different Levels

Work-life boundaries are often studied on a segmentation-integration continuum, which fails to consider that boundaries can be multidimensional. A flexible boundary allows work to be completed at different times and locations, whereas a permeable boundary allows for the integration of work and personal demands. This chapter examines boundary flexibility, home boundary permeability, and work boundary permeability as separate constructs, positing eight possible boundary configurations. In this exploratory research, differences in demographics, technology usage, work-family conflict, and work and life satisfaction for 65 knowledge workers who maintain different levels of boundary flexibility and permeability are examined. This research offers a new boundary configuration framework, which should guide future research and organizational policy.

Finding Work-Life Balance in a Digital Age

2016 ◽  
Vol 29 (3) ◽  
pp. 53-70 ◽  
Author(s):  
Donna Weaver McCloskey
Keyword(s):  
Life Satisfaction ◽  
Family Conflict ◽  
Work Life ◽  
The Other ◽  
Exploratory Research ◽  
Work Family Conflict ◽  
Life Balance ◽  
Work Family ◽  
Flexible Boundaries ◽  
Different Levels

Mobile computing has changed when and where one works, necessitating an examination of the boundaries one maintains between work and home. Flexible boundaries allow for the shifting of work to alternate times and/or locations. Permeable boundaries allow for the integration of one role while present in the other role, such as scheduling dinner reservations on an app while at work or taking a work call while on vacation. This exploratory research examines the characteristics of employees who have different boundary types and whether these individuals experience different levels of work-family conflict as well as job and life satisfaction.

scholarly journals Implications of Work-Life Balance Measures for Companies

2021 ◽  
Vol 52 (170) ◽  
Author(s):  
Faustino Manuel Calzón-Menéndez ◽  
María Sacristán-Navarro ◽  
Laura Cabeza-García
Keyword(s):  
Employee Performance ◽  
Academic Research ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Life Balance ◽  
Family Work ◽  
Individual Level ◽  
The Family ◽  
Work Family

Objective: The relationship between work-family balance and employee performance is a topic of great interest for organisations and, therefore, for academic research. In this context, this paper reviews the literature to identify the determining factors in company-based adoption of work-life balance measures (causes related to work-family conflict: WFC, and family-work conflict: FWC) on the one hand and, on the other, the research that has focussed on studying the effect on business results of practices to achieve a work-life balance. Methodology: We have undertaken analysis of the academic research published over the period 1998-2018 and available on the Web of Science (WOS), SCOPUS and EBSCO databases. Results: The review undertaken indicates that conflict can be originated in the family, in the workplace and in other environments throughout the day when we face up to the obligations arising from the roles we play in the family and at work and that affect us in both directions. In turn, work-life balance measures appear to have a positive effect, not only at the individual level for also for staff and companies as a whole. Limitations: Descriptive research. Practical implications: This study aims to contribute to the literature by providing updated information on the state of the art on this subject, and to highlight possible future lines of empirical research, as well as the relevance of the subject at a company level.

scholarly journals Relationship between Job Statisfaction Levels and Work-Family Conflicts of Physical Education Teachers

2017 ◽  
Vol 6 (3) ◽  
pp. 312
Author(s):  
Hakki Ulucan
Keyword(s):  
Job Satisfaction ◽  
Physical Education ◽  
Family Conflict ◽  
Physical Education Teachers ◽  
Full Time ◽  
Meaningful Difference ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Satisfaction Scale ◽  
Work Family

Study aims to examine the relationship between perceived job satisfaction levels and work-family conflicts of the physical education teachers. Research group consists of 154 volunteer physical education teachers that work full time in governmental institutions in Kirşehir city and its counties. To acquire the job satisfaction datum; the Minnesota job satisfaction Scale, developed by Weiss, Dawis, England and Lofquist (1967) and adapted to Turkish version by Baycan (1985), was used. For acquiring the work-family conflict datum the Work-Family Conflict Scale, developed by Netemeyer et al. (1996) and adapted to Turkish by Efeoglu (2006), was used. While there was no meaningful difference determined between groups in the job satisfaction levels of physical education teachers according to gender and working year in the institution variance there was a meaningful difference determined between groups according to age and working year variance. When work-family conflict levels of teachers are considered while there was no meaningful difference found between groups according to gender variance there was a meaningful difference determined between groups according to age and working year in that institution variances. As a result, there was no meaningful relationship found between job satisfaction levels and work-family conflict levels of physical education teachers.

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