Do individual coping strategies help or harm in the work–family conflict situation? Examining coping as a moderator between work–family conflict and well-being.

Abstract

this study we examined the moderator role of coping (problem-, emotion-, and avoidance-focused coping strategies) between work-to-family and family-to-work conflict and well-being (work engagement, job satisfaction, and family satisfaction). The study was based on a sample of 527 Finnish workers. Hierarchical moderated regression analyses showed that emotion-focused coping buffered against job dissatisfaction in a high family-to-work conflict situation. On the other hand, emotionfocused coping was harmful for family satisfaction in the same stressful situation: Those who used more emotion-focused coping were less satisfied with their family life under the conditions of high family-to-work conflict. Furthermore, avoidance coping was beneficial in a high family-to-work conflict situation: Those who used more avoidance coping were more satisfied with their family life in this situation. No buffering effects were found for work engagement or for problem-focused coping.

Coping with work and family: How do dual‐earners interact?

“…In a very recent empirical study about the stability of coping strategies and patterns, Nielsen and Knardahl (2014) found that self-blame, behavioral disengagement, substance use and denial increased the levels of psychological distress, while active coping, use of instrumental and emotional support, planning, positive reframing and acceptance decreases psychological distress. Similarly, problem-focused coping (planning, decision making and task oriented actions), tends to be associated with positive effects (Folkman & Moskowitz, 2004), while emotional-focused coping lessened work-related wellbeing (Rantanen, Mauno, Kinnunen & Rantanen, 2011) and is associated with poor mental health (Penley, Tomaka & Wiebe, 2002). However, the adaptive qualities of coping processes also need to be evaluated in the specific context in which they occur.…”

“…An explanation proposed to this lack of association is that problem focused coping is more adaptive when situations are amenable to change. In fact, individuals may have a greater control and opportunity for positive change in the family domain than in the work environment (Rantanen et al, 2011;Rotondo & Kincaid, 2008), as work environments are less tolerant of change for the purpose of accommodating family needs (Rotondo & Kincaid, 2008). Indeed, coping with role overload by restructuring family roles was a more manageable strategy to reduce stress than restructuring work roles (Higgins, Duxbury & Lyons, 2010).…”

Managing work, family, and school roles: Disengagement strategies can help and hinder.

“…Consistent with this proposition, Lazarus (1993) suggested that avoidance coping might actually be facilitative, and empirical research has demonstrated that avoidance coping can be adaptive (Cohen, Evans, Stokols, & Krantz, 1986). Further, avoidance coping has been found to buffer the effects of role conflict and role overload, and lead to higher levels of satisfaction (Rantanen et al, 2011). We propose:…”

“…Research indicates that direct action coping strategies have positive effects on work-life conflict (Rotondo & Kincaid, 2008), venting has negative effects on work-life conflict (Andreassi, 2011), and positive thinking has no effect on work-life conflict (Haar, 2006). A handful of studies have also examined avoidance coping and yielded mixed findings-some have found that it is detrimental (Andreassi, 2011;Haar, 2006;Rotondo et al, 2003), although others have found it to be beneficial (Hecht & McCarthy, 2010;Innstrand, Langballe, Espnes, Falkum, & Aasland, 2008;Paden & Buehler, 1995;Rantanen, Mauno, Kinnunen, & Rantanen, 2011).…”

Empowering individuals to integrate work and life: insights for management development

“…The existing (albeit limited) research that addresses individual-level strategies for managing multiple life roles focusses almost exclusively on coping with work-family conflict (e.g. Baltes et al, 2011;Rantanen et al, 2011;Somech and Drach-Zahavy, 2012). However, such research rarely explores the extent to which such strategies are trainable and, if so, the effectiveness of work-place interventions .…”