Work–family conflict, policies, and the job–life satisfaction relationship: A review and directions for organizational behavior–human resources research.

Abstract

This review examines the relationship among work-family (w-f) conflict, policies, and job and life satisfaction. The meta-analytic results show that regardless of the type of measure used (bidirectional w-f conflict, work to family, family to work), a consistent negative relationship exists among all forms of w-f conflict and job-life satisfaction. This relationship was slightly less strong for family to work conflict. Although confidence intervals overlap, the relationship between job-life satisfaction and w-f conflict may be stronger for women than men. Future research should strive for greater consistency and construct development of measures, examination of how sample composition influences findings, and increased integration of human resources policy and role conflict perspectives, including whether a positive relationship between w-f policies and satisfaction is mediated by w-f conflict.

The pains and pleasures of parenting: When, why, and how is parenthood associated with more or less well-being?

“…In addition, the negative spillover from work to family in parents is associated with job exhaustion and higher levels of psychological distress, and the negative spillover from family to work is associated with low marital satisfaction (Kinnunen, Feldt, Geurts, & Pulkkinen, 2006;Simon, 1992). Consistent with these findings, a metaanalysis revealed that work-family conflict is negatively related to job and life satisfaction regardless of parental status (Ernst Kossek & Ozeki, 1998).…”

Relationships between work–family dynamics and parenting experiences: a dyadic analysis of dual-earner couples

“…In other words, this perspective emphasizes that "role pressures from work and family domains are mutually incompatible in some respect" (Greenhaus & Beutell, 1985;p.77). Empirical research has demonstrated links between work-family conflict and burnout, depression, poor physical health (Allen, Herst, Bruck, & Sutton, 2000;Frone, Yardley, & Markel, 1997), decreased job and life satisfaction (Allen et al, 2000;Kossek & Ozeki, 1998), decreased organizational commitment (Allen et al, 2000) and with less emotional support from the family (Poelmans, O'Driscoll, & Beham, 2005).…”

Work-Life Balance: The Good and the Bad of Boundary Management

“…The type of participants (teachers from the pool of volunteers versus workers from different fields recruited via Facebook), gender and family status (having children or not) were therefore controlled. Because of the particular nature of this study, which examines work-family balance and boundary segmentation preference, gender and family status may in fact have an impact on these variables (e.g., Byron, 2005;Kossek & Ozeki, 1998;MacEwen & Barling, 1994;Martins, Eddleston, & Veiga, 2002).…”

“…The negative impact of these conflicts is significant for the individual as well as the organization (or the family). Studies have shown that conflict was positively associated to negative outcomes, like absenteeism, burnout and decline in job satisfaction and life satisfaction (Allen, Herst, Bruck, & Sutton, 2000;Byron, 2005;Kossek & Ozeki, 1998;Kossek, Pichler, Bodner, & Hammer, 2011). According to Carlson et al (2000), conflict includes the following components: time (e.g., "My work keeps me from my family activities more than I would like"), behavior (e.g., "The problem-solving behaviors that work for me at home does not seem to be as useful at work") and stress (e.g., "Due to all the pressures at work, sometimes when I come home I am too stressed to do things I enjoy").…”