Demographic Predictors of Work-Family Conflict for Men and Women: The Case of Nigeria

Abstract

This study investigates the impact of several demographic factors (gender, age, marital status, and position, number of children and employment of the spouse) on work-family conflict and family-work conflict. The study includes the employees in manufacturing and service sectors in Lagos. According to the results in this study, the level of work-family conflict of males and females is high, and no statistically meaningful difference is found between their means. Logistic regression analysis shows that the log of odds of males experiencing work-family conflict is negatively correlated with education and job tenure, but positively correlated with marital status. The log of odds of females experiencing work-family conflict is negatively correlated with education whereas it is positively correlated with marital status. Job tenure has an impact on family-work conflict of males, and age of children and having to care elderly parents are noted to have an impact on family-work conflict of females.

Socio-economic and Household Characteristics Associated with Work-Family Conflict among Female Primary School Teachers in Enugu State, Nigeria

“…Work to family interference was reported more frequently than family to work interference. This corroborates the findings of previous studies in which prevalence of work to family interference was higher than that of family to work interference among subjects (Adalikwu, 2014;Erdamar & Demirel, 2014). This could be attributed to the fact that family roles are less rigid than schedule of work responsibilities with regards to time and commitment.…”

“…Women with lower income often have to personally carry out most of their responsibilities at home and work harder at paid employment to make ends meet. Work-family conflict in any form of it, is associated with exhaustion, anxiety, high blood pressure, marital, work and life dissatisfaction, poor quality childcare, low organizational commitment, burnout, psychological distress, work dissatisfaction, poor commitment to work, absenteeism and intention to leave the employment (Adalikwu, 2014;Ajala, 2017). Nart and Batur (2014) are of the opinion that the type of work a woman engages in is a significant factor in the experience of work-family conflict.…”

“…Various studies on work-family conflict in Nigeria have focused workers in other professions (Adalikwu, 2014;Ajala, 2017;Ajayi, Amoo, & Ogunniyi, 2014). A few studies carried out among teachers concentrated on teachers in higher institutions of learning (Ademuyiwa, Dahunsi, Adetunji, & Adeniran, 2020).…”

How perceived organizational politics cause work-to-family conflict? Scoping and systematic review of literature

“…Negative affectivity channels the negative impact of POP on the psychological wellbeing of employees. Employees' psychological wellbeing is also highly associated with WFC, higher PWB reduces the WFC [2,3,105]. Stable PWB enables employees to happily participate in both domains of life, i.e., work and family domain.…”