Coping with work-family conflict: The reciprocal and additive contributions of personal coping and organizational family-friendly support

Somech, Anit; Drach‐Zahavy, Anat

doi:10.1080/02678373.2012.660361

Cited by 25 publications

(24 citation statements)

References 43 publications

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“…Individuals may experience work-family role conflict when the demands or pressures from their work and/or family domains are mutually incompatible (Greenhaus & Beutell, 1985;Kahn, Wolfe, Quinn, Snoek, & Rosenenthal, 1964). Work-family role conflict is bidirectional, originating from work, family, or both (Somech & Drach-Zahavy, 2012). When work activities interfere with family activities, work-to-family role conflict occurs; when family activities interfere with work activities, family-to-work role conflict occurs.…”

Section: Role Conflict In Family Caregiving Contextmentioning

confidence: 99%

“…More specifically, the accumulative evidence demonstrates the significant impact of workplace support on employed family caregivers' work-family role conflict (Galinsky, Sakai, & Wigton, 2011). According to Somech and Drach-Zahavy (2012), workplace support is a critical factor in mitigating work-family conflict for employed family caregivers, particularly when caregivers lack personal or informal resources. Brown and Pitt-Catsouphes (2016) also pointed out that employed family caregivers' perceived flexibility control and access to flexible work options were significantly negatively associated with work-family role conflict.…”

Section: Workplace Support In Family Caregiving Contextmentioning

confidence: 99%

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Employment adjustment and mental health of employed family caregivers in Canada

Lee

2019

Aging & Mental Health

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In Canada, with the population aging, the need of family caregiving to older adults is increasing. Family caregivers make employment adjustment in order to fulfill caregiving responsibility. However, the studies on the family caregivers' mental health outcomes associated with employment adjustment are limited. Based on the role theory and stress process model, the current study examined the relationship between employment adjustment and mental health outcomes among family caregivers, and also tested the functions of family-to-work role conflict and workplace support in this relationship. Data were drawn from the 2012 Canada General Social Survey Cycle 26: Caregiving and Care Receiving, which provided a sample of 1,696 employed family caregivers. Hierarchical linear regression and conditional process analysis were used to examine the relationship among employment adjustment, mental health, family-to-work role conflict, and workplace support. The analysis results revealed that employment adjustment is significantly associated with negative mental health outcomes, including worse self-rated mental health, more psychological symptoms, and higher life and caregiving stress level. In addition, the mediating effect of familyto-work role conflict was confirmed, such that family-to-work role conflict mediates the association between employment adjustment and mental health outcomes. Furthermore, the moderating effect of workplace support was identified in the relationship between employment adjustment and family-to-work role conflict. Despite some limitations, current study contributes to the existing body of literature on the mental health outcomes of family caregivers by examining the function of employment adjustment, family-to-work role conflict and workplace support at the same time. The study iii results also call for greater attention to provide caregiver-friendly workplace support to family caregivers.

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Section: Role Conflict In Family Caregiving Contextmentioning

confidence: 99%

Section: Workplace Support In Family Caregiving Contextmentioning

confidence: 99%

Employment adjustment and mental health of employed family caregivers in Canada

Lee

2019

Aging & Mental Health

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“…Lapierre and Allen (2006) used only some scales in the measure, while O' Driscoll et al (2003) used the whole measure to quantify both work interference with family and family interference with work (WIF and FIW, respectively). Somech and Drach-Zahavy (2012) reported using a measure of WIF and FIW developed by Frone and Rice (1987); however, the measure appears to be that developed by Carlson et al (2000). Brough et al (2005) also utilised a measure of WFI and FWI, adapted from a measure developed by Frone and Yardley (1996).…”

Section: Measures Of Work-life Interactionmentioning

confidence: 99%

“…Seven studies explored the relationship between policy use and worklife interaction, and in doing so, assessed availability of policies, but did not analyse outcomes in terms of policy availability (Aycan & Eskin, 2005;Fujimoto et al, 2008;Goñi-Legaz & Ollo-López, 2016;Jang et al, 2016;Secret & Sprang, 2002;Stavrou & Ierodiakonou, 2016;Thompson & Prottas, 2005). The remaining seven studies examined only the availability of policies, not use, in relation to work-life interaction (Afrianty et al, 2015;Breaugh & Frye, 2008;Brough et al, 2005;Hammer et al, 2005;Lapierre & Allen, 2006;Lembrechts et al, 2015;Somech & Drach-Zahavy, 2012). Thompson and Prottas (2005) acknowledged measuring policy usage might create an issue of reverse causality, in that those who choose to use policies (e.g., take advantage of leave provisions) may do so because of difficulties managing the work-life interface.…”

Section: Policy Availability Versus Usementioning

confidence: 99%

Can organisational work–life policies improve work–life interaction? A scoping review

Weale

Oakman

Wells

2020

Australian Psychologist

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Objective Understanding the role of organisational policies in improving work–life interaction is important, as such policies may provide a legitimate means to extend working life, potentially leading to improved retention in a number of sectors. This review aimed to critique contemporary literature on the relationship between employee work–family conflict or work–life balance and availability or usage of organisational policies developed to assist employees to manage their work–life interaction better. Method Academic literature published between 2000 and March 2018 was systematically searched using CINAHL, EMBASE, PsycINFO, and MEDLINE. Results Sixteen studies met the inclusion criteria. Results were mixed for studies addressing organisational policy uptake: some showed uptake improved work–life interaction but others showed no or even negative effects. Some studies revealed gender effects. Policy availability alone, however, does not appear to be related to improved work–life interaction. Conclusions Findings highlight the importance of ensuring organisational policies developed are nuanced and embedded within a supportive work–family culture that enables employees to utilise the policies to alter their work arrangements and the work–life interaction experienced.

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“…The existing (albeit limited) research that addresses individual-level strategies for managing multiple life roles focusses almost exclusively on coping with work-family conflict (e.g. Baltes et al, 2011;Rantanen et al, 2011;Somech and Drach-Zahavy, 2012). However, such research rarely explores the extent to which such strategies are trainable and, if so, the effectiveness of work-place interventions .…”

mentioning

confidence: 99%

Empowering individuals to integrate work and life: insights for management development

Friedman

Westring

2015

Journal of Management Development

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2015),"Developing individual and organisational work-life balance strategies to improve employee health and wellbeing", Employee Relations, Vol. 37 Iss 3 pp. 354-379 http://dx.If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -In efforts to improve employee recruitment and retention and enhance productivity and morale, organizations have implemented policies and practices (e.g. flextime, telework to address employee work-life concerns). However, there is mixed evidence regarding their effectiveness. The purpose of this paper is to complement work-life policies, initiatives aimed at empowering employees with the knowledge and skills to manage multiple life roles may be valuable. Little information is available regarding the nature or effectiveness of such initiatives. Through an in-depth analysis of one initiative, Total Leadership, the authors provide insights that can be used in the selection, design, implementation, and evaluation of work-life empowerment efforts. Design/methodology/approach -The authors use a mixed methods approach to explore the experiences of 316 participants in the Total Leadership program. Self-assessments (pre and post) were analyzed using quantitative methods (e.g. Cohen's d-value). Inductive and iterative qualitative methods were employed to understand the types of experiments participants created as part of the program. Findings -The authors found that participants reported significant increases in satisfaction and performance in all domains of life (work, home, community, and self). Further, the authors identified nine types of experiments that individuals used to enhance performance in all life domains. Implications for management development specialists are provided. Originality/value -This study provides unique and valuable insight for those interested in supporting employee work-life development, leadership, and performance in all domains of life. It represents one of the first efforts to provide evidence-based guidance for the design and implementation of such initiatives.

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Coping with work-family conflict: The reciprocal and additive contributions of personal coping and organizational family-friendly support

Cited by 25 publications

References 43 publications

Employment adjustment and mental health of employed family caregivers in Canada

Employment adjustment and mental health of employed family caregivers in Canada

Can organisational work–life policies improve work–life interaction? A scoping review

Empowering individuals to integrate work and life: insights for management development

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