The validity and reliability of the hungarian version of the brief work-family conflict questionnaire – an effective method to measure work-to-family and family-to-work conflict

Abstract

The current study aimed to investigate the validity and reliability of the Hungarian version of the brief Work-Family Conflict Questionnaire (Conflicto Trabajo – Familia, CCTF) using both homogeneous (social care workers, N = 206) and heterogeneous (N = 586) occupational samples. In order to examine construct validity, we explored both two-factor and bifactor models. Our findings provided greater support for the two-factor model (homogeneous sample: χ2 = 14.032, p = .379, df = 13; CFI = 0.999; NNFI = 0.998; RMSEA = 0.020 [0.000–0.051]; heterogeneous sample: χ2 = 40.213, p < .001 df = 13; CFI = 0.993; NNFI = 0.985; RMSEA = 0.060 [0.023–0.079]). Our results demonstrated good reliability (ω = 0.797–0.911) and predictive validity, which we tested by exploring the relation of the construct with burnout and psychosomatic symptoms. Our results suggest that the Hungarian version of the CCTF is a reliable and valid instrument for measuring both work-to-family and family-to-work conflict.

Internal Structure of the Work–Family Conflict Questionnaire (WFCQ) in Teacher Teleworking

“…There is also the "Work-Family Conflict Questionnaire", by Blanch and Aluja [35], constructed between 2003 and 2004; it has an adequate psychometric report on service workers (administration and management, technical personnel, and education) in the city of Lleida (Spain). In addition, in homogeneous Hungarian social service populations and heterogeneous Hungarian populations in the education, health, IT, office work, and customer service sectors, the findings confirmed the quality of the original instrument [36].…”

“…Its internal structure of two correlated factors obtained in the original study in the Spanish population [35] was replicated in the Hungarian population [36]. For its validity evidence with other variables, its dimensions (work conflict in the family [WCF] and family conflict at work [FCW]) were associated with emotional exhaustion, physical symptoms [35,36], job satisfaction, and personal well-being [35], all with theoretical consistency. These pieces of evidence were in line with those found in other measures of family conflict, such as convergent validity with job stress, interpersonal relationships [26], burnout syndrome, job strain, life satisfaction, and the role conflict [24].…”

“…To test the theoretical assumptions, studies have been developed to obtain the psychometric properties of the instruments. In the case of the WFCQ, the research is still insufficient [35,36]; however, with what has been reported, we intend to overcome, in this research, the following gaps: (a) the research population consisted of on-site workers and no psychometric reports were found in teachers who perform telework, due to the COVID-19 pandemic. (b) The antecedents have been carried out only in Spanish [35] and Hungarian [36] samples, and no reports have been found in Latin American countries.…”

“…The content of the items shows differentiated but internally consistent behaviors. In addition, the target population of the original study consisted of different service occupations, among which teachers were included [35,36]. Its internal structure of two correlated factors obtained in the original study in the Spanish population [35] was replicated in the Hungarian population [36].…”

“…In addition, the target population of the original study consisted of different service occupations, among which teachers were included [35,36]. Its internal structure of two correlated factors obtained in the original study in the Spanish population [35] was replicated in the Hungarian population [36]. For its validity evidence with other variables, its dimensions (work conflict in the family [WCF] and family conflict at work [FCW]) were associated with emotional exhaustion, physical symptoms [35,36], job satisfaction, and personal well-being [35], all with theoretical consistency.…”