The mediating role of work–family conflict on role overload and job stress linkage

Abstract

PurposeThe present study first explored the different dimensions of work–family conflict and job stress. It then evaluated the mediating role of time and strain-based work–family conflict on the relationship between role overload and psychological stress and role overload and physiological stress.Design/methodology/approachThe study utilized a quantitative data collection approach through a questionnaire design. With the aid of the questionnaire, 308 samples were collected from the project-level staff of ten construction organizations in Sri Lanka. The collected data were analyzed using a structural equation modeling approach to address the research hypotheses.FindingsResults supported the mediating role of work–family conflict on the relationship between role overload and job stress. Specifically, the time and strain-based work–family conflict combined partially mediated the effect of role overload on psychological stress. While strain-based work–family conflict fully mediated the effect of role overload on physiological stress. Hence, the organizations that seek employee well-being should focus on developing a conducive working environment with a focus on a reasonable workload for everyone. Besides, the management should give special consideration to working hours as it affects both the employees' stress levels and family life.Originality/valueThis study added the mediating role of time and strain-based work–family conflict to the previous empirical research on the relationship between role overload and job stress dimensions. Besides, this study discusses the different dimensions of work–family conflict and job stress, which is a less explored area in the construction literature.

Work–family and family–work conflict and stress in times of COVID-19

“…As Tziner and Sharoni (2014) asserted, culture influences differently the way stress is perceived and managed at the workplace and how the family copes with work-related pressures. On the other hand, work–family conflict is a substantial factor that contributes to stress, and this connection has been thoroughly researched ( Vickovic and Morrow, 2020 ; Dodanwala et al, 2022 ).…”

“…The term “stress” is the unpleasant emotional response that humans may develop in or outside the workplace when they perceive that they do not have an adequate response to a perceived threat, resulting in frustration and anxiety ( Seaward, 2019 ). In the view of Kihara and Mugambi (2018) , stress can be caused by a variety of factors such as working conditions that are not conducive to productivity and health, work overload, the inability to deal with work demands or express grievances because of a dread of being laid off, lack of engagement and work-life balance ( Soomro et al, 2018 ; Seaward, 2019 ; Dodanwala et al, 2022 ). Many academics focus on the link between extreme environmental or working conditions and rising employee stress because of the current COVID-19 pandemic crisis, which causes workplace instability.…”

“…Moreover, Covid-19 is significantly impacting the work and life of many people around the world. It is causing fear, stress, loneliness, panic, depression, fear of worthlessness, overwhelming work pressure, burnout, isolation, uncertainty, anxiety, and even substance abuse in some people ( Dubey et al, 2020 ; Rana et al, 2021 ) and family/work conflict ( Dodanwala et al, 2022 ). Likewise, although it can be assumed that these conditions can be experienced by employees from all sectors ( Cui and Li, 2021 ; Yildiz et al, 2021 ), we need to understand if there are higher risk groups in the major industries such as health care, banking, education, textiles, and retail sectors.…”

Impact of Relaxation Techniques on Occupational Stress among Working Women

“…Working women come into contact with stressful events frequently throughout the day in their personal and social spheres as well as work are a necessary component of the existence of human in their life. It is crucial to remember that not all stress is harmful, but too much occupational stress is harmful (Adamovic, 2022;Dodanwala et al, 2022).…”

Does work-family conflict explain the direct and indirect role effects of perceived organizational support and job satisfaction? Evidence in the Indonesian banking

“…According to (Bashir et al, 2015), a person's life will be fulfilling and joyful if they are able to successfully manage their psychological, social, and family lives (Aliasgar, 2017). In recent years, research on work-family conflict has been a hot topic of conversation in a variety of fields, including education, hospitality, finance, and others (Aliasgar, 2017;Dodanwala et al, 2022;X. Hong et al, 2021;Li et al, 2022;Mody et al, 2022;Pluut et al, 2018;Selvarajan et al, 2013).…”