Potential Antecedents and Consequences of Work-Family Conflict: A Three Country Study

Burke, Ronald J.; Fiksenbaum, Lisa; El‐Kot, Ghada; Koyuncu, Mustafa; Weng, Jing Ru

doi:10.1007/978-3-642-16199-5_6

Cited by 73 publications

(103 citation statements)

References 29 publications

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“…This is in contrast with previous findings, where no differences were found based on gender (Burke, 1988;Demerouti et al, 2004;Eagle et al, 1997;Frone, 2002;Kinnunen & Mauno, 1998;Kirchmeyer, 1992). However, the ratio of male to female participants should be noted (males 79.9 per cent and females 20.1 per cent).…”

Section: Discussioncontrasting

confidence: 99%

“…Several studies revealed that there are hardly any differences between males and females in their experience of negative or positive interaction between work and home, in both directions (Burke, 1988;Demerouti, Geurts, Bakker & Euwema, 2004;Eagle, Miles & Icenogle, 1997;Frone, 2002;Kinnunen & Mauno, 1998;Kirchmeyer, 1992). Therefore, no differences were expected between males and females.…”

Section: Work-home Interaction and Socio-demographic Differencesmentioning

confidence: 99%

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Work-home interaction of employees in the mining industry

Mostert

Oldfield

2011

SAJEMS

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This study aimed to test the construct validity, factorial invariance and reliability of the Survey Work-Home Interaction-NijmeGen (SWING) and to explore whether and how the work-home interaction of various socio-demographic groups differ. Random samples (n = 320) were taken of employees in the mining industry. The confirmatory factor analysis results supported the proposed four-factor structure measuring negative/positive work-home interference and negative/positive home-work interference. The multi-group invariance analyses' results for two language and ethnic groups also supported the factorial invariance of the SWING. All the scales were found to be reliable. Statistically significant differences in work-home interaction were found, based on age, ethnicity, gender, education, marital status, parental status, language, flexibility at work and individuals who had a partner with a paid job. JEL J24, J28

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Section: Discussioncontrasting

confidence: 99%

Section: Work-home Interaction and Socio-demographic Differencesmentioning

confidence: 99%

Work-home interaction of employees in the mining industry

Mostert

Oldfield

2011

SAJEMS

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“…Other relationships in the model have been indirectly examined in the literature. However, previous studies measured stress instead of anxiety in relation to intercultural communication (Ulrey and Amason 2001) and job satisfaction (Burke 1988;Young and Cooper 1995;Leong, Furnham, Cary and Cooper 1996;Downes, Thomas and McLarney 2000;Fairbrother and Warn 2003). Testing the relationship between CQ and anxiety is new.…”

Section: Conceptual Model and Hypothesis Developmentmentioning

confidence: 99%

The impact of cultural intelligence on communication effectiveness, job satisfaction and anxiety for Chinese host country managers working for foreign multinationals

Bücker

Furrer

Poutsma

et al. 2014

The International Journal of Human Resource Management

134

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Cultural intelligence (CQ) is an important construct attracting growing attention in academic literature and describing cross-cultural competencies. To date, researchers have only partially tested the relationship between CQ and its dependent variables, such as performance. In this study, the relationship between CQ and communication effectiveness and job satisfaction is measured in a sample of 225 Chinese managers working for foreign multinational enterprises in China. The results show that CQ plays an important role in reducing anxiety and influencing both communication effectiveness and job satisfaction positively. Another outcome is the unexpected influence of anxiety on job satisfaction but not on communication effectiveness. These findings contribute to the development of theory with regard to the CQ construct.

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“…Numerous studies have shown that such conflicts accompany decreased satisfaction with both work and marriage, weaker perceived and procured social support, professional burnout, a greater amount of absenteeism at work and high level of stress, mental and physical ailments, and alcohol abuse [7,9,[11][12][13][14][15][16][17][18][19][20][21]. A meta-analysis of 60 studies on workfamily and family-work conflict performed by Byron [18] also shows that these conflicts are related to the intensity of fa mily and occupational stress.…”

Section: Introductionmentioning

confidence: 99%

The role of general and occupational stress in the relationship between workaholism and work-family/family-work conflicts

Hauk¹,

Chodkiewicz²

2013

International Journal of Occupational Medicine and Environmental Health

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Introduction: The purpose of this study was to analyze the role of general and occupational stress in the relationship between workaholism (recognized in two ways: as addiction and as behavioral tendency) and the intensity of work-family and familywork conflict. Materials and Methods: The study included 178 working people. The survey was conducted at three stages -half a year before a holiday, right after the holiday and half a year after the holiday. The Excessive Work Involvement Scale (SZAP) by Golińska for the measurement of workaholism recognized as addiction; The Scale of Workaholism as Behavioral Tendencies (SWBT) by Mudrack and Naughton as adapted by Dudek et al for the measurement of workaholism as behavioral tendency; the Perceived Stress Scale by Cohen et al., as adapted by Juczyński for the measurement of general stress; the Scale of Occupational Stress by Stanton in the adaptation of Dudek and Hauk for measurement of occupational stress; the Scale of Work-Family Conflict WFC/FWC by Netemeyer et al. with the Polish adaptation of A.M. Zalewska. Workaholism was measured once -before a holiday, the explained and intervening variables (the level of conflicts and stress, respectively) were measured at three stages. To test the mediating role of general and occupational stress, hierarchical regression analysis as well as the method of bootstrapping were applied. Results and Conclusions: Our results indicate that general stress is an important mediator of the relationship between workaholism recognized as an addiction and work-family conflicts. Occupational stress turned out to be the only mediator in the relationship between workaholism (recognized as an addiction) and the work-family conflict, noted exclusively in the first stage of the study. Both general and occupational stress were not significant mediators in the relationship between workaholism recognized as a behavioral tendency and the conflicts described.

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Potential Antecedents and Consequences of Work-Family Conflict: A Three Country Study

Cited by 73 publications

References 29 publications

Work-home interaction of employees in the mining industry

Work-home interaction of employees in the mining industry

The impact of cultural intelligence on communication effectiveness, job satisfaction and anxiety for Chinese host country managers working for foreign multinationals

The role of general and occupational stress in the relationship between workaholism and work-family/family-work conflicts

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