Patterns of stress, work‐family conflict, role conflict, role ambiguity and overload among dual‐career and single‐career couples: an Australian study

Abstract

The dual‐career phenomenon has become increasingly prevalent worldwide. This lifestyle often generates stresses and strains, at home and at work, for couples juggling multiple demands, which can have negative consequences for organisations. While most empirical research into this lifestyle has been conducted in the United States and Britain, very little has been carried out in Australia. This particular study, based on data from an Australian sample of 121 lawyers and accountants, was therefore aimed at analysing the levels of stress, work‐family conflict and overload among dual‐career and single‐career couples. The results confirm that dual‐career couples experience higher levels of stress, work‐family conflict and overload than single‐career couples. To enhance labour productivity and organisational effectiveness, human resource managers therefore need to take account of the potential for dual‐career stress, overload and conflict, and respond flexibly to dual‐career employee status.

Working time arrangements and social consequences – What do we know?

“…In one study from the U.S.A. dual career couples were compared to single career couples, and it was found that dual career couples experienced higher levels of stress, overload, role-conflicts, role-ambi-guity and family conflicts, but not significantly higher levels of work family conflicts than single career couples (Elloy & Smith, 2003).…”

Understanding of Women in Indonesia: Motivation to Lead, Work-Family Conflict, and Ambition

“…In comparing current researches and previous researches, the difference remains within factors influencing or being antecedent and outcome of the motivation to lead itself, which involves: the increased work-family conflict due to the increased motivation of women to lead (Greenhaus and Kopelman, 1981;Greenhaus and Beutell, 1985;Rachman, 1998), low motivation of women to lead because of the increased work-family conflict (Ragins and Sundstrom, 1989;Gutek et al, 1991;Boles, 2001;Elloy and Smith, 2003), and the increased motivation of women to lead due to their ambition and work-family conflict (Howard and Bray, 1988;Korabik and Rosin, 1995;Kirchmeyer,1998;Metz, 2004;Mathur-Helrn, 2006). These variables must be researched.…”

“…Failure to balance both will produce work-family conflict. This conflict is a combination between work overload, role conflict, and role ambiguity (Elloy and Smith, 2003). The conflict of work responsibility and family responsibility is classified as the causal factor of absenteeism, low job satisfaction, and low motivation (including motivation to lead).…”

“…Work-family conflict may emerge from the combination of work overload, role conflict and role ambiguity (Elloy and Smith, 2003).  Women with work and family still have high commitment and consistency to do their primary role (work-family conflict of women > work-family conflict of men) Career progress of women because of their greater motivation to lead will require greater responsibility (time, mind, attendance) to the work.…”

The effects of role stressors and emotional satisfaction on service quality: Moderating role of gender

“…Based on the type of work-family conflict, namely strain-based conflict, there are indicators that show the work-family conflict negatively affected satisfaction because strainbased conflict occurs when the pressure of one's role affect the performance of other roles. For example, very difficult for a person able to work wholeheartedly when the pressing family problems him or herself (Elloy & Smith, 2003). H5: work-family conflict negatively affect the emotional satisfaction.…”