Consequences associated with work-to-family conflict: A review and agenda for future research.

Allen, Tammy D.; Herst, David; Bruck, Carly S.; Sutton, Martha J.

doi:10.1037//1076-8998.5.2.278

Cited by 493 publications

(26 citation statements)

References 148 publications

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“…It can be reasonably expected that as work interference with family and the family interference with work increase, job and family satisfaction will decrease. This expectation is supported by various samples demonstrating a negative relationship between work-family conflict and job and life satisfaction (Allen et al, 2000).…”

Section: The Behavior-based Conflictmentioning

confidence: 73%

“…In Bulgaria, the question of whether the woman should return to work after her maternity leave is not discussed. Unlike Western European countries, the USA, Canada, Australia and New Zealand (where most of the research was conducted) (Allen et al, 2000;Brough, O'Driscoll & Kalliath, 2005;Burke, Weir, & DuWors, 1980;Spector et al, 2007), for the Bulgarian woman motherhood is an addition to her role as a working woman. In the listed countries, it is exactly the opposite -the main role of the woman is that of a mother and a housewife, and the professional tasks are complementary.…”

Section: Wonder Woman Syndromementioning

confidence: 99%

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A Psychological Study in Bulgaria on the Perceived Stress and Work-Family Balance

BATALOVA¹,

NAYDENOVA²

2022

ARS

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Objectives. The study aims to examine whether working mothers have a higher level of work and/or family conflict than the rest of the population. Material and methods. The sample consisted of 199 participants out of which 67 were working mothers. The used materials include scales measuring the level of conflict between work and family, overall job satisfaction, general health of participants, perceived stress and family satisfaction. In order to verify the hypotheses, the sample was divided into two groups – group A, which was composed of mothers with children under 18 years old, and group B, composed of men, childless women, and women with children over 18 years old. Results. There was no statistically significant difference between the sample collected from Group A (M = 2.66; SD = 0.78) and Group B (M = 2.58; SD = 0.75): t (197) = 0.657; p> 0.05. A Two-way ANOVA analysis was performed to further investigate whether there was any relationship between the level of conflict, gender and the presence of children. The results show that there was no statistically significant difference between the effect of gender and the presence of children on the scale of work-family conflict, p> 0.05. A moderately positive correlation was found, r = 0.413, p <0.000, between the conflict level and a deteriorated general health, and a linear moderately positive correlation, r = 0.332, p <0.000, between the conflict and the stress levels. Conclusions. The development explores options for increasing the balance between the personal and the professional life. Keywords: perceived stress, work-family conflict, Bulgaria.

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Section: The Behavior-based Conflictmentioning

confidence: 73%

Section: Wonder Woman Syndromementioning

confidence: 99%

A Psychological Study in Bulgaria on the Perceived Stress and Work-Family Balance

BATALOVA¹,

NAYDENOVA²

2022

ARS

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“…También es una dimensión de desgaste laboral, y a menudo ocurre simultáneamente con el agotamiento físico (Maslach et al, 2001;Verhoeven et al, 2003). Allen et al (2000) realizaron un metaanálisis y descubrieron que cuando los trabajadores ponen más energía en un trabajo o empresa experimentan niveles superiores de agotamiento emocional (Demerouti et al, 2004;Hall et al, 2010). Por otra parte, Piccoli y De Witte (2015) confirmaron que, si los trabajadores perciben que sus trabajos son inseguros, existe una mayor posibilidad de que sufran agotamiento emocional y falta de seguridad (Öztürk et al, 2017).…”

Section: Desarrollo Teórico E Hipótesisunclassified

“…It is also a job burnout dimension and often co-occurs with physical exhaustion (Maslach et al, 2001;Verhoeven et al, 2003). Allen et al (2000) conducted a meta-analysis and found that when employees exert more energy on a job or organization, they experience higher emotional exhaustion levels (Demerouti et al, 2004;Hall et al, 2010). On the other hand, Piccoli and De Witte (2015) confirmed that if employees perceive their jobs to be insecure, there is a higher possibility of emotional exhaustion and a lack of safety (Öztürk et al, 2017).…”

Section: Relationship Between Job Insecurity Due To Covid-19 and Emot...mentioning

confidence: 99%

The role of job insecurity in emotional exhaustion and work engagement during the COVID-19 pandemic: the moderating effect of organizational reward and care policies (El papel de la inseguridad laboral en el agotamiento emocional y el compromiso laboral durante la pandemia de la COVID-19: el efecto moderador de la recompensa organizacional y las políticas de cuidado)

Tsai

2022

International Journal of Social Psychology: Revista de Psicolog

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This study developed and tested a moderation model to investigate the effects of job insecurity due to the coronavirus disease of 2019 . We hypothesized that reward and care policies can moderate the relationship between job insecurity due to COVID-19 and employee outcomes (i.e., emotional exhaustion and work engagement). Two-wave data were collected from 344 worker-manager pairs in China, demonstrating that job insecurity negatively affects work engagement. Conversely, job insecurity had a significant positive effect on emotional exhaustion. Another finding was that the reward policy was less negatively related to job insecurity due to COVID-19 than employees' work engagement. Moreover, care policy was related less positively to job insecurity due to COVID-19 than to employees' emotional exhaustion. RESUMENEste estudio desarrolló y comprobó un modelo de moderación para investigar los efectos de la inseguridad laboral debida a la enfermedad del coronavirus de 2019 (COVID-19). Nuestra hipótesis es que las políticas de recompensa y de cuidado pueden moderar la relación existente entre la inseguridad laboral debida a la COVID-19 y sus consecuencias en los trabajadores (a saber, agotamiento emocional y compromiso laboral). Se recogieron los datos de un grupo de 344 pares trabajador-jefe en China en dos oleadas (two-wave data), demostrando que la inseguridad laboral afecta negativamente al compromiso laboral. Y a la inversa, la inseguridad laboral tuvo un efecto positivo significativo sobre el agotamiento emocional. También encontramos que la política de recompensa se relacionó menos negativamente con la inseguridad laboral derivada de la COVID-19 que con el compromiso laboral de los trabajadores. Además, la política de cuidado se relacionó menos positivamente con la inseguridad laboral debida a la COVID-19 que con el agotamiento emocional.

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“… 17 Prior work on work–life balance in European public health research has primarily studied work–life imbalance, e.g. associating it with health problems 18 , 19 and reduced work ability. 20 However, occupational health psychology and related fields have directed research attention to the association between work–life balance and positive mental well-being outcomes.…”

Section: Introductionmentioning

confidence: 99%

Work–life balance and work engagement across the European workforce: a comparative analysis of welfare states

Bolander

Forsman

2023

European Journal of Public Health

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Background Few large-scale, comparative studies have examined both the positive mental well-being outcomes of work–life balance and the broader socio-economic context by which it is shaped. Therefore, the aim of this study was to investigate the association between work–life balance and work engagement across a wide range of European welfare states, as well as to examine whether work–life balance varies across European countries and whether this variance can be explained by welfare regime, controlling for individual-level factors. Methods This study utilized data from the 2015 European Working Conditions Survey. In total, 35 401 workers from 30 European countries could be classified into the adopted welfare regime typology. Work engagement was measured using an ultra-short version of the Utrecht Work Engagement Scale, and work–life balance with a question on the fit between working hours and family or social commitments. Due to the hierarchical structure of the data, multilevel regression models were applied. Results A statistically significant positive association between work–life balance and work engagement across the European workforce was found. Between-country variance in work–life balance was demonstrated and this can in part be explained by welfare regime. Conclusions While it has long been recognized that occupational stress and work-related mental health problems are shaped by the socio-economic context and thus regarded as public health concerns in Europe, our results suggest that this applies to well-being at work and related support factors as well.

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Consequences associated with work-to-family conflict: A review and agenda for future research.

Cited by 493 publications

References 148 publications

A Psychological Study in Bulgaria on the Perceived Stress and Work-Family Balance

A Psychological Study in Bulgaria on the Perceived Stress and Work-Family Balance

Work–life balance and work engagement across the European workforce: a comparative analysis of welfare states

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