Sources of Conflict Between Work and Family Roles<sup />

Greenhaus, Jeffrey H.; Beutell, Nicholas J.

doi:10.5465/amr.1985.4277352

Cited by 4,887 publications

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“…The cut-off points for work-family conflicts were: no conflicts (score 4), weak conflicts (scores 5-7) and strong conflicts (scores [8][9][10][11][12], and for family-work conflicts: no conflicts (score 4), weak conflicts (scores 5-6) and strong conflicts (scores 7-12). We used the same score as has been used in our previous study 9 .…”

Section: Work -Family Conflictsmentioning

confidence: 99%

“…Work-family conflicts emerge when efforts to fulfil job demands interfere with the ability to fulfil family demands 3,10 . Several studies on work-family conflicts point out a need to distinguish the directions of the conflict, i.e.…”

mentioning

confidence: 99%

“…whether family life causes conflicts for paid work or whether paid work causes conflicts for family life 1,2,10 -15 . Failing to make these distinctions may restrict our understanding about the extent of how each conflict direction is associated with different antecedents and consequences 10,11 . However, the associations may also be similar for both directions of conflict and could therefore be combined 9,16 .…”

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confidence: 99%

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Associations of work–family conflicts with food habits and physical activity

Roos

Sarlio-Lähteenkorva

Lallukka

et al. 2007

Public Health Nutr.

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Objective: This study examines the relationship between family-work conflicts with food habits and physical activity, and whether the relationship is dependent on family structure and work-related factors. Design and setting: Cross-sectional postal surveys were carried out in 2001 and 2002 among employees of the City of Helsinki, Finland, aged 40 -60 years (n ¼ 5346, response rate 66%; for women 70% and for men 60%). Dependent variables in logistic regression analyses were nationally recommended food habits and physical activity. Independent variables were work -family conflicts and family -work conflicts. Covariates included age, marital status, number of children, occupational class, working hours, time travelling to work, and physical and mental work load. Results: Women reporting strong work-family conflicts were more likely to follow recommended food habits (odds ratio (OR) and 95% confidence intervals 1.49 (1.19-1.86)), but this relationship weakened when adjusting for work-related factors (OR 1.20 (0.93 -1.55)). Women and men with strong family -work conflicts were less likely to report recommended food habits after adjusting for family structure and workrelated factors (women OR 0.75 (0.61 -0.92), men OR 0.57 (0.34-0.96)). Women and men with strong work-family conflicts were less likely to follow the recommended amount of physical activity (women OR 0.76 (0.60-0.96), men OR 0.54 (0.34-0.87)). Additionally, women with strong family -work conflicts were less likely to follow the recommended amount of physical activity ). Adjusting for family and work-related factors did not affect these associations. Conclusions: Conflicts between paid work and family life are likely to constitute barriers for a physically active lifestyle and possibly also for healthy food habits. Improving the balance between work and family may provide a route for promoting health-related behaviours.

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Section: Work -Family Conflictsmentioning

confidence: 99%

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confidence: 99%

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confidence: 99%

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Associations of work–family conflicts with food habits and physical activity

Roos

Sarlio-Lähteenkorva

Lallukka

et al. 2007

Public Health Nutr.

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“…Intergoal interference or goal conflict occurs when "the pursuit of one goal impairs the likelihood of success in reaching the other goal" (Riediger, 2007, p. 122). Interference might result either form resource constraints, such as time or money, or from incompatible goal attainment strategies, such as wanting to lose weight and going on a gourmet vacation (e.g., Greenhaus & Beutell, 1985). Note that both facilitation and interference predominantly exist at the level of goal attainment strategies and goal-relevant resources, and relate to a much lesser degree to the compatibility or incompatibility of goal outcomes.…”

Section: On Intergoal Relations: What Makes a "Good Goal System?"mentioning

confidence: 99%

Some evidence for the usefulness of an optimal foraging theory perspective on goal conflict and goal facilitation.

Tomasik¹,

Knecht²,

Freund³

2017

Journal of Personality and Social Psychology

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Based on optimal foraging theory, we propose a metric that allows evaluating the goodness of goal systems, i.e., systems comprising multiple goals with facilitative and conflicting interrelations. This optimal foraging theory takes into account expectancy and value, as well as opportunity costs, of foraging. Applying this approach to goal systems provides a single index of goodness of a goal system for goal striving. Three quasi-experimental studies (N = 277, N = 145, and N = 210) provide evidence for the usefulness of this approach for goal systems comprising between three to 10 goals. Results indicate that persons with a more optimized goal-system are more conscientious and open to new experience, are more likely to represent their goals in terms of means (i.e., adopt a process focus), and are more satisfied and engaged with their goals. Persons with a suboptimal goal system tend to switch their goals more often and thereby optimize their goal system. We discuss limitations as well as possible future directions of this approach. AbstractBased on optimal foraging theory, we propose a metric that allows evaluating the goodness of goal systems, i.e., systems comprising multiple goals with facilitative and conflicting interrelations. This optimal foraging theory takes into account expectancy and value, as well as opportunity costs, of foraging. Applying this approach to goal systems provides a single index of goodness of a goal system for goal striving. Three quasi-experimental studies (N = 277, N = 145, and N = 210) provide evidence for the usefulness of this approach for goal systems comprising between three to 10 goals. Results indicate that persons with a more optimized goal-system are more conscientious and open to new experience, are more likely to represent their goals in terms of means (i.e., adopt a process focus), and are more satisfied and engaged with their goals.Persons with a suboptimal goal system tend to switch their goals more often and thereby optimize their goal system. We discuss limitations as well as possible future directions of this approach.Keywords: Disengagement; goal systems; multiple goals; optimal foraging. GOAL CONFLICT AND GOAL FACILITATION 3Some Evidence for an Optimal Foraging Theory Perspective on Goal Conflict and Goal Facilitation Goals, defined as "desired states that people seek to obtain, maintain or avoid" (Emmons, 1996, p. 314), can be considered as "building blocks of personality and development in adulthood" (Freund & Riediger, 2006, p. 353) that provide direction and meaning to a person's life (Freund, 2007; Klinger, 1977;Little, 1989). Goals guide attention and behavior (e.g., Bargh & Ferguson, 2000) and represent a standard for evaluating performance (e.g., Bandura, 1989), which in turn affects subjective well-being (e.g., Brunstein, 1993). Given the importance of goals for adaptation and development, it is not surprising that there are numerous theories that attempt to explain and understand the processes of goal setting (e.g., Austin & Bobko, 1985;L...

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“…Research on work-family relations has focused almost exclusively on the negative aspects associated with role performance -role conflict (Greenhaus & Beutell, 1985), therefore, researchers have been mainly focused on what people do in order to deal with the conflicting demands between work and family roles (Becker & Moen, 1999;Hall, 1972;Skinner & McCubbin, 1987). Viewing the work-family interface as merely a means of solving problems and difficulties seems, nevertheless, incomplete.…”

Section: Work-family Conciliation Strategiesmentioning

confidence: 99%

Managing Multiple Roles: Development of the Work-Family Conciliation Strategies Scale

Matias

Fontaine

2014

Span. J. Psychol.

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Juggling the demands of work and family is becoming increasingly difficult in today's world. As dual-earners are now a majority and men and women's roles in both the workplace and at home have changed, questions have been raised regarding how individuals and couples can balance family and work. Nevertheless, research addressing work-family conciliation strategies is limited to a conflict-driven approach and contextspecific instruments are scarce. This study develops an instrument for assessing how dualearners manage their multiple roles detaching from a conflict point of view highlighting the work-family conciliation strategies put forward by these couples. Through qualitative and quantitative procedures the Work-Family Conciliation Strategies Scales was In most western countries, women have now a preponderant role in the labour market. On this regard Portuguese women constitute almost half of the employed population (46,9%) and the majority (84,5%) work full-time (INE, 2010 (Eurostat, 2009). The aspect that seems to distinguish the European contexts is not women's labour force participation, as this is increasing in almost all countries, but the response by individuals, families, social organization and public services to this new social situation (Tobio, 2001). Moreover, the increase of dual-earners (couples where both members have work related income) challenges traditional gender allocation of responsibilities and asks for more effective work-family conciliation strategies. Despite in some countries women and men equally participate in the labour market, the assignment of responsibilities in the family sphere remains unequal (Amâncio, 2007) and follows a traditional division of work, with women performing more housework than men, even when both are working (Amâncio, 2007;Fontaine, Andrade, Matias, Gato, & Mendonça, 2007). Women and, in particular, mothers are still considered primarily responsible for childcare and housework, while in relation to their professional life they are usually the ones who restructure their career in order to cope with family demands (for a review see Matias, Andrade & Fontaine, 2012). In this paper we will address the conciliation strategies in a context where public support and childcare facilities are scarce and MANAGING MULTIPLE ROLES 5 families and individuals have to make use of their own resources to balance their multiple responsibilities. To fully understand this process, a reliable measure of work-family conciliation strategies is needed. Therefore, this study contributes to existent research as it presents the development of the Work-Family Conciliation Strategies Scale that can be used to assess dual-earners way of dealing with multiple responsibilities in a context of evolving gender role attitudes. Work-family conciliation strategiesResearch on work-family relations has focused almost exclusively on the negative aspects associated with role performance -role conflict (Greenhaus & Beutell, 1985), therefore, researchers have been mainly focused on what people do...

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Sources of Conflict Between Work and Family Roles

Cited by 4,887 publications

References 37 publications

Associations of work–family conflicts with food habits and physical activity

Associations of work–family conflicts with food habits and physical activity

Some evidence for the usefulness of an optimal foraging theory perspective on goal conflict and goal facilitation.

Managing Multiple Roles: Development of the Work-Family Conciliation Strategies Scale

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