Sources of work-family conflict among two-career couples

Greenhaus, Jeffrey H.; Parasuraman, Saroj; Granrose, Cherlyn Skromme; Rabinowitz, Samuel; Beutell, Nicholas J.

doi:10.1016/0001-8791(89)90010-9

Cited by 245 publications

(185 citation statements)

References 17 publications

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“…In addition, career priority of husband and wife has significantly interactive and can forecast male's stress-based WFC together. When husband and wife both think his or her career priority is higher than the other, or lower than the other, male's stress-based WFC is higher, while female has no this efficacy (Greenhaus, J. H. et al, 1989).…”

Section: Connubial Influencementioning

confidence: 98%

Antecedents of Work-Family Conflict: Review and Prospect

Zhang¹,

Liu²

2010

IJBM

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With the increase in the proportion of dual-earner families and work stress, there are increasing emphases placed on the study of work-family conflict (WFC). The paper reviews that antecedents of WFC from aspects of individual, work and family. Findings and implications include the effects of individual factors like demographic and personality variables, the influences of work variables like work stress, family friendly programs and impacts of family variables like family demands and spousal interactions. In addition, we propose that more efforts should be put into theoretical development, integrative studies, individual and family variables in the future.Keywords: Work-family conflict, Antecedents, Workaholism, Personality, Family friendly programs Work and family are defined as two main fields in which modern people live. They satisfy human's various demands and also the sources of people's happiness simultaneously. In recent decades, owing to rising proportion of dual-earner families, increasing work stress and growing emphasis on quality of life, much more attentions have been paid to work-family conflict (WFC). Work-family conflict (WFC) referring to the roles conflict is generated when the stress from work and family can't be coordinated in some aspects (Greenhaus, J. H. & Beutell, N.J, 1985). Greenhaus and Beutell (1985) classified WFC into three types, i.e. conflict based on time, conflict based on stress and conflict based on behavior. Gutek et al has found out that all types of WFC are bidirectional, including work-to-family conflict, work interference with family (WIF) and family-to-work conflict, and family interference with work (FIW). So, six dimensions are formed correspondingly (Gutek, B. A. et al, 1991). According to the researches, WFC widely influences health (bibulosity, depression), work (work satisfaction, vocation ambition) and family (family happiness) (Eby, L. T. et al, 2005). Thus, scholars all along have made efforts to seek all various influential factors on WFC, and have achieved some research findings. Reviewing and summarizing the achieved literatures can not only help us to make the future research direction in the field definitely, but also establish basis for organizations and individuals to cope with WFC effectively and to balance work and family practically.The main purpose of the current study is to elaborate the influential factors of WFC from three levels, i.e. individual, work and family. Furthermore, future research direction also proposed through analyzing the shortage of existing researches.

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Section: Connubial Influencementioning

confidence: 98%

Antecedents of Work-Family Conflict: Review and Prospect

Zhang¹,

Liu²

2010

IJBM

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“…Also, it has been reported that employees who have shorter tenure experience higher levels of work-family conflict (Grandey & Cropanzano, 1999). Yet, Greenhaus, Parasuraman, Granrose, Rabinowitz, and Beutell (1989) found that older workers and those with higher tenure experienced higher work-family conflict. Regardless, job tenure has been shown to have an effect on work-family conflict and is controlled for in the present study.…”

Section: Safety Performancementioning

confidence: 97%

A Macroergonomics Approach Examining the Relationship between Work-family Conflict and Employee Safety

Murphy¹

2000

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In 2008, there were more than 5,200 workplace fatalities in the United States (BLS, 2010b). During the same time period, U.S. employees missed almost 1.1 million days from work (BLS, 2010c). Accidents are unexpected outcomes that result not only from individuals' behaviors, but also from contextual factors (Krause, 1997;Reason, 1990). Therefore, unsafe behaviors have to be interpreted according to a combination of what is occurring in the environment and what the individual is doing in that environment. The present study sought to create a more comprehensive model of safety by means of macroergonomics. Macroergonomics utilizes sociotechnical systems theory to posit that a work system is composed of a personnel subsystem (i.e., ways individuals perform tasks), a technological subsystem (i.e., tasks to be performed), and external factors (Hendrick, 2002a).Perceived control over work hours, an aspect of the technological subsystem, was examined as an antecedent of work-family conflict. Supervisor instrumental support, an aspect of the personnel subsystem, was examined as a moderator of the relationships between perceived control over work hours and work-family conflict. Supervisors have an imperative role in employees' perception of control over their work hours (Kelly & Moen, 2007). Supervisor instrumental support was also hypothesized to moderate the relationships between work-family conflict and safety performance. Supervisors who support their employees in their work-family matters exceed mandatory requirements set forth to protect workers' safety and health (Mearns, Hope, Ford, & Tetrick, 2010).A majority of the 360 participants in the present study were grocery store employees who worked in the front end of the store as cashiers. Job tenure in this particular grocery store chain was an average of 7 years (SD = 5.96) and the average number of hours worked per week was 31 (SD = 8.55). The employees were an average age of 38 years old (SD = 15.25). Two hundred and sixty-two (73%) of the participants were female, 330 (92%) were White, 196 (55%) employees were married or living as married, 146 (41%) employees identified themselves as parents with children living at home, and 58 (16%) employees provided elder care.The data were analyzed using a moderated mediation model. An employee's perceived control over his/her work hours was negatively associated with work-to-family and family-to-work conflict. Work-to-family conflict was not significantly associated with either safety compliance or participation. In contrast, family-to-work conflict was significantly associated with both safety compliance and participation. These findings replicate Cullen and Hammer's (2007) findings that family-to-work conflict, but not work-to-family conflict, is negatively associated with safety compliance and participation. The replication of these significant findings gives support to macroergonomics' assertion that external forces (i.e., family) can affect the safety of employees.All of the meditating and moderating relationship...

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“…Para auxiliar ao enquadramento destas medidas de conciliação trabalho-família, Allen (2001) classificou-as de acordo com duas categorias: horários de trabalho flexível, semana de trabalho comprimida, trabalhar a partir de casa e trabalho em tempo parcial, numa primeira contribuem para a diminuição da pressão sobre os colaboradores: as que permitam a criação de serviços ou equipamentos de apoio à família e as que permitem aos colaboradores controlar o horário de trabalho. Vários outros estudos identificaram a flexibilidade, no que diz respeito à gestão do tempo de trabalho, como promotora de sentimentos de autonomia e apoio vistos como benéficos, por parte dos colaboradores, para a boa gestão da vida familiar (Byron, 2005;Greenhaus, Parasuraman, Granrose, Rabinowitz, & Beutell, 1989;Lewis, & Cooper, 2005;Lewis, Rapoport, & Gambles, 2003). A este propósito vários estudos encontraram uma relação entre contextos profissionais com maior flexibilidade e possibilidade de controlo sobre os horários de trabalho como estando associados a menores percepções de tensão entre o trabalho e a vida familiar, por parte dos colaboradores, contribuindo, também, para um aumento da satisfação profissional dos mesmos (Butts, Casper, & Yang, 2013;Hill, Grzywacz, Allen, Blanchard, Matz-Costa, Shulkin, & PittCatsouphes, 2008;Kelly, Kossek, Hammer, Durham, Bray, Chermack, Murphy, &.…”

Section: Conciliação Trabalho-familia: Medidas E Práticas Organizaciounclassified

Percepções Dos Colaboradores Sobre as Medidas Organizacionais De Conciliação Da Vida Profissional E Familiar

Andrade¹

2017

Revista Brasileira de Gestão e Inovação

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RESUMOA crescente atenção que a literatura tem dado aos fatores de natureza organizacional que promovem a conciliação trabalho-família denota não somente a importância dos mesmos como as disparidades que surgem na sua aplicação. O modo como estas políticas se traduzem em medidas de apoio efetivo à conciliação de papéis nem sempre as torna úteis para os colaboradores. O presente artigo baseia-se em um estudo qualitativo, com recurso a entrevistas semiestruturadas. Pretende caraterizar e descrever, do ponto de vista dos colaboradores, a percepção que estes têm sobre o que é a conciliação da vida profissional e familiar, as medidas de apoio à conciliação trabalho-família existentes e aplicadas nas suas organizações e que vão além do que está previsto em termos de legislação laboral. Estas medidas são ainda avaliadas, do ponto de vista da percepção da eficácia das mesmas para os colaboradores. De um modo geral as percepções associadas à conciliação trabalho família apontam para a noção de equilíbrio entre os dois domínios. No que se refere medidas de conciliação que existem e que são utilizadas pelos colaboradores, estas permitem, em muitos casos, dar uma boa resposta a situações de dificuldade de conciliação de papéis com que os colaboradores se deparam no seu dia-a-dia. Verifica-se, também, uma preocupação das organizações em desenvolver e aplicar as medidas de conciliação trabalho-família de modo a que estas se tornem efetivas minimizando os efeitos nefastos do conflito de papéis e contribuindo para o bem-estar dos colaboradores. Palavras-Chave: Medidas de conciliação. Trabalho-família. Colaboradores. ABSTRACTThe growing attention that literature has given the nature of organizational factors that promote work-family reconciliation denotes not only their importance as the disparities that arise in their application. How these measures are translated into effective support measures for reconciliation of roles do not always benefit all employees. This article is based on a qualitative study, using interviews, and aims to characterize and describe, from the point of view of employees, their perception of work and family integration, as well as get knowledge about measures, beyond what is legislated, available in the organizations where they work that aim to support work-family reconciliation. Employees´ perception of work and family reconciliation are based on the assumption of balance between the roles. In what concerns the work and family integration measures that are used by employees, they report that allow them, in many cases, to have support to deal with situations where they struggle to reconcile

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Sources of work-family conflict among two-career couples

Cited by 245 publications

References 17 publications

Antecedents of Work-Family Conflict: Review and Prospect

Antecedents of Work-Family Conflict: Review and Prospect

A Macroergonomics Approach Examining the Relationship between Work-family Conflict and Employee Safety

Percepções Dos Colaboradores Sobre as Medidas Organizacionais De Conciliação Da Vida Profissional E Familiar

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