This study examines how the need for family friendly practices contribute in increasing the effects of work-family conflict (WFC) and family-work conflict (FWC) on job stress, burnout, and intention ...to leave in the hotel industry in Quebce (258 staff). The essential results indicate that the perception of a need for childcare moderates the relationship between FWC, job stress, and burnout. Also, employees wanting to have a compressed workweek and part time measures are exposed to more stress related to WFC/FWC. Finally, the four measures can constitute resources passageways in order to reduce the work-family interference, job stress, burnout and therefore the intention to leave. Theoretically, he results extend this line of theorizing by highlighting the importance of subjective needs for family friendly policies, as 'resource caravan passageways', in the work-family interface and job outcome processes. The perception of a desire or need for these measures offers a new understanding of these practices. Practically, identifying who is more sensitive to family friendly measures would enable organizations or employers to allocate supportive resources more adequately by targeting those employees who are most in need of such practices.
Using Conservation of Resources (COR) and congruence theories as the theoretical underpinnings, the present study develops and tests a research model that investigates the impact of psychological ...capital (PsyCap) on work–family conflict, family–work conflict, and turnover and absence intentions. The model also examines the effects of two directions of conflict on these employee outcomes. Self-efficacy, hope, optimism, and resilience are the components representing PsyCap. Based on data obtained from frontline hotel employees with a time lag of two weeks in three waves in Romania, the results suggest that PsyCap mitigates work–family conflict, family–work conflict, and turnover and absence intentions. The results further suggest that PsyCap influences the aforesaid employee outcomes indirectly through family–work conflict. However, work–family conflict has no bearing on these outcomes. Theoretical and practical implications are discussed in the study.
This study reports on the relationships among work-family conflict (WFC), family-work conflict (FWC), emotional exhaustion and task performance of service workers. We also consider the cross-level ...moderating effects of organizational reward and caring on these relationships. To avoid common method variance, this study collects data from multiple levels, sources and time points. Data were collected from 238 service worker-manager pairs from 33 hotels at two different time points. The results of hierarchical linear modeling show that WFC positively relates to emotional exhaustion. In addition, organization's caring reduces the influences of WFC on emotional exhaustion. Moreover, organization's caring attenuates the negative effects of FWC on job performance. These findings have several implications for both future research and practitioners.
In this study, we used a within-person daily research paradigm to examine the relationship between daily family–work conflict (FWC) and daily job performance. On the basis of theory on dynamic ...behavior, we hypothesized that concentration serves as a mechanism through which daily FWC impairs daily job performance. We further predicted that psychological detachment from work during time-off (i.e., mentally switching off) buffers the negative relationship between daily FWC and daily job performance. Ninety-five employees completed daily surveys over one workweek. Multilevel modeling results showed that daily FWC was negatively associated with daily job performance and that concentration mediated this relationship. Furthermore, general psychological detachment, but not daily psychological detachment, buffered the negative relationship between daily FWC and daily job performance. The current findings suggest that daily FWC has negative performance implications and that the general level rather than the daily level of psychological detachment from work helps alleviate the negative implications.
Employees who feel the urge and preoccupation to respond to workplace asynchronous communication quickly may be suffering from workplace telepressure (WPT). Although information and communication ...technologies have many organizational benefits, it is imperative to understand the cost of blurring work and family roles. Using the Job Demands‐Resources model, the relationship between WPT and key outcomes, such as strain, work‐family conflict, family‐work conflict (FWC), and burnout was examined. In Study 1, a sample of 220 working students supported the mediation of strain in the WPT and work‐family and family‐work relationship. Additionally, Study 2 expanded this model using a sample of 269 working individuals. Specifically, the relationship between WPT and burnout was sequentially mediated by strain and either work‐family or FWC. Implications are discussed.
Background
Work–family conflict, an issue important to nursing management, has been examined extensively worldwide. With an increasing number of nurses leaving and intending to leave the country, and ...considering the traditional family arrangement, it is increasingly relevant to examine the precursors and outcomes of work–family conflict among Filipino nurses.
Aim
To identify the predictors of work–family conflict and its relationship to Filipino nurses’ work outcomes and perceived quality of care.
Methods
A descriptive research design was utilized to collect data from one thousand one hundred (n = 1010) registered nurses with more than three months of experience working in the hospital using the Work–Family Conflict Scale, Job Satisfaction Index, Perceived Stress Scale, the two single‐item measures of turnover intention, and a single‐item measure of care quality.
Results
Filipino nurses experience moderate levels of work–family conflict. Nurses’ age, education, facility size, and hospital location predicted work–family conflict. Work–family predicted job satisfaction, job stress, intention to leave the organization, and perceived quality of care.
Conclusions
In accordance with international studies, Filipino nurses experience significant levels of work–family conflict. Addressing work–family conflict may result in improved work outcomes and increased care quality rating.
Implications for nursing practice and policy
Organizational measures to address work–family conflict in nurses should take into account the different predictors identified, particularly those that are modifiable. Nurses’ work outcomes and care quality can be improved by employing empirically based measures to effectively address work–family conflict.
•The study explores the supervisor-related antecedents of FSSB.•When workaholic supervisors perceived their subordinates experienced FWC, they engaged in FSSB.•FSSB predicted subordinates’ OCB toward ...supervisor and subordinate’s withdrawal behaviors at work.•A moderated mediation model was supported.
Drawing from role identity theory and social exchange theory, the current study presents a moderated mediation model which I use to examine how supervisor workaholism and the perception of subordinate’s family-work conflict affect family supportive behavior. This supervisor behavior further influences subordinate’s organizational citizenship behavior toward the supervisor and withdrawal behavior at work. Using a sample of supervisor-subordinate dyads in hotels, I found that (1) supervisor’s perception of subordinate’s family-work conflict enhanced the positive relationship between supervisor workaholism and family supportive supervisor behavior, (2) family supportive supervisor behavior was positively related to subordinate’s organizational citizenship behavior toward the supervisor and negatively related to subordinate’s withdrawal behavior at work, and (3) only when supervisor’s perception of subordinate’s family-work conflict was high did I find a significant indirect effect of supervisor workaholism on subordinate’s organizational citizenship behavior toward the supervisor and withdrawal behavior at work via family supportive supervisor behavior.
Most work-family conflict (WFC) research does not theorize, hypothesize, or empirically test phenomena at the dimension level. Instead, researchers have predominantly used composite-level approaches ...based on the
of WFC (work-to-family and family-to-work conflict). However, conceptualizing and operationalizing WFC at the composite level instead of at the dimension level has not been confirmed as a well-founded strategy. The goal of the current research is to explore whether there is theoretical and empirical evidence in the WFC literature to support the importance of dimension-level theorizing and operationalization when compared to composite-level approaches. To advance theory related to the dimensions of WFC, we begin by reviewing WFC theories and then demonstrate the relevance of resource allocation theory to the time-based dimension, spillover theory to the strain-based dimension, and boundary theory to the behavior-based dimension. From this theorizing, we highlight and meta-analytically test the relative importance of specific variables from the WFC nomological network that are theoretically connected to each dimension: time and family demands for the time-based dimension, work role ambiguity for the strain-based dimension, and family-supportive supervisor behaviors and nonwork support for the behavior-based dimension. Reviewing and drawing from bandwidth-fidelity theory, we also question whether composite-based WFC approaches are more appropriate for broad constructs (i.e., job satisfaction and life satisfaction). The results of our meta-analytic relative importance analyses generally support a dimension-based approach and overall follow the pattern of results expected from our dimension-level theorizing, even when broad constructs are considered. Theoretical, future research, and practical implications are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).
In this study of 80 dual‐earner couples, we examined the relationship between conflicts at work and at home on a daily basis. Using a strain‐based approach as well as literature on ...spillover–crossover and displaced aggression, we hypothesized that daily level of family–work conflict (FWC) would increase daily interpersonal conflicts with colleagues at work, which in turn would increase conflicts with the partner at home. Furthermore, we examined the moderating role of a personality trait (i.e., neuroticism) on the relationship between interpersonal conflicts at work and at home. Finally, we analysed the crossover of interpersonal conflicts at home between the members of the couple. Participants filled in a diary booklet during five consecutive working days (N = 160 participants and N = 800 occasions). Results showed that FWC predicted interpersonal conflicts at work, which in turn predicted conflicts with the partner at home. Further, neuroticism accentuated the relationship between interpersonal conflicts at work and at home. There was also a crossover of interpersonal conflicts at home. Our findings suggest ‘a negative spiral of daily conflicts’ which may affect both employees and their partner. The theoretical and practical implications of these findings are discussed.
Practitioner points
Family–work conflict (FWC) increases interpersonal conflicts at work on a daily basis.
The strain derived from conflicts with colleagues is transferred to the home domain (spillover) and affects also the employee's partner (crossover).
Organizations may help employees manage their workload and work commitments to reduce FWC, which is a trigger of interpersonal conflicts with colleagues in the workplace.
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