Differences in work–family conflict: which individual and national factors explain them?

Ollo‐López, Andrea; Goñi-Legaz, Salomé

doi:10.1080/09585192.2015.1118141

Cited by 46 publications

(49 citation statements)

References 74 publications

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“…Collectivism has direct implications for perception of WFC (Billing, Bhagat, Babakus, Srivastava, & Brew, 2014;Ollier-Malaterre & Foucreault, 2017;Ollo-López & Goñi-Legaz, 2017;Yang, Chen, Choi, & Zou, 2000). Employees across different cultures are likely to react differently to the same number of work hours and workload (Hill, Yang, Hawkins, & Ferris, 2004;Lu et al, 2006;Spector et al, 2004Spector et al, , 2007Yang et al, 2000;Yang et al, 2012).…”

Section: Collectivism and Group Average Work Hoursmentioning

confidence: 99%

Hardworking coworkers: A multilevel cross‐national look at group work hours and work–family conflict

2019

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Summary This study investigates the relationship between coworker work hours and perceived work‐to‐family conflict (WFC) in a multinational sample of professional service employees. Building on recent research on the ways in which workgroups influence individual WFC, we demonstrate that the average hours worked by coworkers has a significant relationship to reported WFC independent of an employee's own work hours. Although this finding is universal across the multinational sample, national cultural differences were found to moderate the relationship, such that employees in more collectivist countries are more strongly influenced by average coworker hours than their counterparts in less collectivist countries. The multilevel analysis was conducted using a sample of 7,600 professional service employees in 497 different workgroups across 20 countries. The results provide support for the effect of culture on the relationship between group average hours and perceptions of WFC. We conclude with a discussion of how national culture affects WFC.

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Section: Collectivism and Group Average Work Hoursmentioning

confidence: 99%

Hardworking coworkers: A multilevel cross‐national look at group work hours and work–family conflict

2019

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“…This may be because women still and to a much greater extent than men, view the family as their main obligation. Previous research has found that women experience higher work-family conflicts than men (Ollo-López & Goñi-Legaz, 2017). A lower aspiration among woman to enter management is particularly challenging in healthcare organizations where most nursing staff is woman.…”

Section: Discussionmentioning

confidence: 97%

Making a career in hospitals: Determinants of registered nurses’ aspirations to become a manager

Haaland

Olsen

Mikkelsen

2019

Journal of Advanced Nursing

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Aim To examine seven determinants of Registered Nurses’ aspirations to become a manager in four Norwegian public hospitals. Background Research evidence shows that nurses submit few applications to management positions. Understanding the determinants that influence nurses’ aspirations to become managers can provide healthcare organizations with important knowledge on the drivers and barriers in recruitment and on the development of nurse managers. Design This study adopted a cross‐sectional web‐based survey design. Method Logistic regression analysis based on 2,630 Registered Nurses’ responses to a self‐completion survey in a Norwegian regional health authority collected during October 2014. The overall response rate was 40%. Results Findings indicate that men and younger nurses are most likely to report an aspiration in management. The social support of an immediate supervisor and institutional stress are positively associated with an aspiration to become a manager; however, high experienced workloads have the opposite effect. Conclusion Healthcare organizations should work strategically to develop a human resource management policy that ensures that the organization develops the nurse managers it needs now and in the future. Impact This study addresses the challenge of having enough qualified nurse managers. The main findings indicate that job demands can have both a negative and positive impact on nurses’ aspirations to become a manager. Healthcare organizations should, however, reduce demands and consider increasing job resources. The results should have an impact on the human resource department, managers, and other key personnel in healthcare organizations.

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“…Several studies have found differences between different nations (Ollo-López and Goñi-Legaz, 2017) in WLC and LWC terms, revealing that social, economic and cultural factors impact the work and family conflict experienced by employees. Countries differ also in how they regulate the availability of measures and how society and the labour market support the use of them.…”

Section: Cultural Differences In Wlc and Lwcmentioning

confidence: 99%

Gender differences in inter-role conflict in Spain

Sánchez-Vidal

Cegarra‐Leiva

Cross

2019

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PurposeThe issue of individual level conflict between work and life roles remains a feature of studies on the issue of work-life balance. However, few studies have examined gender differences in the work-to-life conflict (WLC) and the life-towork conflict (LWC) over a given time span in Spain. This paper addresses this gap in the literature. Design/methodology/approachThis research uses a two-wave (2009)(2010)(2011)(2012)(2013)(2014) sample of employees with children working in an industrial sector in Spain. FindingsThe 2009 results showed no gender differences in WLC, however, women experienced LWC significantly more than men. Conversely, the 2014 results showed more men suffered WLC and no gender differences were found for LWC. Research limitations/implicationsOne limitation is that, although this study collects data from two time periods in the same sector of activity, it is not a longitudinal study. Findings may not be generalizable due to the over-representation of women in our samples when compared to women in the sector, or to differences with other countries or sectors of activities. Social implicationsOur findings are discussed in the context of the economic crisis, the labour market, and family co-responsibility in Spanish society. Originality/valueFew studies have explored gender differences in inter-role conflict at two time points.This study helps to identify some key findings in terms of co-responsibility. Duxbury, 1992). Additionally, with the changing pace of working life and the reliance on technology at work many employees are expected to be available to work both before and after the normal working day (Butts et al., 2015;Roy, 2016). This exacerbates the problem of conflict between the domains of work and home and is referred to as inter-role conflict; it is the difficulty of participating in one role due to simultaneous participation in another role (Greenhaus and Beutell, 1985). This conflict is generally considered bidirectional: work interferes with life (work-life conflict: WLC) and life interferes with job (life-work conflict: LWC) (Ferri et al., 2018). The negative consequences of inter-role conflict have been well established (Cheng and McCarthy, 2013). Yet, the antecedents and effects of WLC and LWC are considered to differ in the literature. Whereas WLC is expected to lead to outcomes in the private and family domain (e.g. family or marital satisfaction), LWC influences labour outcomes (turnover intentions, absenteeism or professional strain). This research focuses on the negative aspects of the spillover effect. According to Lourel et al. (2009) work and life interferences constitute a primary source of psychological distress for employees, families and organisations. The importance of understanding conflict between work and private roles is emphasised in recent research which has highlighted that inter-role conflict might have a boomerang effect. For example, WLC can impact on organisational behavioural outcomes such as commitment, turnover intentions or job satisfaction, highlighti...

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Differences in work–family conflict: which individual and national factors explain them?

Cited by 46 publications

References 74 publications

Hardworking coworkers: A multilevel cross‐national look at group work hours and work–family conflict

Hardworking coworkers: A multilevel cross‐national look at group work hours and work–family conflict

Making a career in hospitals: Determinants of registered nurses’ aspirations to become a manager

Gender differences in inter-role conflict in Spain

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