Comparing the situation and person-based predictors of work–family conflict among married working professionals in India

Abstract

Purpose The purpose of this paper is to ascertain the situation (presence of young children, working hours, social and organizational support) and person-based factors (core self-evaluations) that influence work-family conflict (both work-to-family conflict (WFC) and family-to-work conflict (FWC)) and to examine the relative power of situational factors vs person-based factors in predicting work-family conflict. Design/methodology/approach Data were collected from 367 married working professionals from eight organizations in the manufacturing and services sector in India. Hierarchical regression analysis was conducted to test the hypotheses. Usefulness analysis was performed to reveal the unique contribution of the dispositional variables over the situational variables in predicting the variance in work-family conflict. Findings Personality factors accounted for more variance in FWC than in WFC, and situational factors accounted for more variance in WFC than in FWC. Research limitations/implications Given the limitations associated with a cross-sectional design, caution is needed concerning the inferences drawn. Only a few variables are considered to assess the characteristics of the context. Practical implications Organizations should not view the resolution of work-family conflict as the sole responsibility of an individual because of the demonstrated influence of both dispositional and contextual factors on the presence or absence of such conflict. While individuals may strive to have better self-management skills and stay positive in adverse situations, employers may assist them in dealing with work-family demands by introducing need-based support. Originality/value The relative importance of situation-based and person-based variables in predicting work-family conflict has rarely been examined on a managerial sample in India. Research on personality-based antecedents of work-home interference is also in its infancy. A better understanding of the factors as they relate to both directions of work-family conflict may help to identify suitable approaches to managing conflict.

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

“…With regards to spouse, a spouse’s personality, attitudes and characteristics influence the other spouse (Eby et al, 2005; Everding, 2014). Baral (2019) found that spouse’s personality accounted for more variance in family-to-work conflict than in work-to-family conflict. Further, some researchers suggest that big five personality model has potential implications on how couples experience WFC (Eby et al, 2005; Everding, 2014; Kailasapathy et al, 2014).…”

“…Due to the mix of traditional and modern socio-cultural aspects in the South Asian context, employees show significant differences in the way they involve themselves in work and family roles (Akkas et al, 2015; Baral, 2019; Kailasapathy et al, 2014). Further, Rajadhyaksha and Bhatnagar (2000) found that salience given towards marital and parental roles by Indian dual-earner couples varied across the life cycle but there was no reversal in salience towards work and family roles of men and women after midlife.…”

“…Thus, dual-earner couples’ expectations regarding the importance given to each four life roles (occupational, marital, parental and homecare) may require separate attention. Further, infrastructure facilities in South Asian countries are still developing (Akkas et al, 2015; Baral, 2019). The availability of family-friendly policies or services in organisations are voluntary based (Baral, 2019; Rajadhyaksha, 2012).…”

“…Further, infrastructure facilities in South Asian countries are still developing (Akkas et al, 2015; Baral, 2019). The availability of family-friendly policies or services in organisations are voluntary based (Baral, 2019; Rajadhyaksha, 2012). Consequently, they tend to experience both work-to-family and family-to-work conflicts.…”

“…The level of WFC experienced by individuals has gradually increased during the last few decades due to the women’s participation in the workforce and diverse family structures including dual-earner and nuclear families (Abeysekera & Gahan, 2019; Baral & Sampath, 2019; Kailasapathy et al, 2014), growing competitiveness, long working hours and work overload, the economic situation that requires most families to work extensively to strengthen their financial power (Akkas et al, 2015; Baral & Sampath, 2019; Call et al, 2008; Dugan et al, 2012) and use of technology for work purpose during off-work time (Ghislieri et al, 2017; Tennakoon, 2018).…”