Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.

Abstract

Over the past several decades, there has been considerable interest in the theoretical causes of work-family conflict (WFC). Most studies have focused on situational determinants, often ignoring the role of personal factors such as disposition and heritable elements. We increase understanding of person versus situation influences on WFC through estimation of the relationship between role demands and WFC after controlling for genetic confounding, measured personality traits, family confounds, and other stable dispositions. Based on twin data from the National Survey of Midlife Development in the United States (MIDUS), we examine the role of genetic factors in explaining variation in WFC (both work interference with family [WIF] and family interference with work [FIW]). Results support WFC has an additive genetic component, accounting for 31% [95% CI 18%, 45%] and 16% [95% CI 2%, 30%] of the variance in WIF and FIW, respectively. In addition, we test two competing hypotheses with regard to the relationship between role demands and WFC. Results support the phenotypic causal relationship for WIF, consistent with the notion the relationship between work demands and WIF reflect situational processes. However, results support the genetic confounding hypothesis for FIW, indicating observed relationships between family demands and FIW are primarily due to genetic factors. Our results provide new insights into the nature of WFC relationships and underscore that ignoring the influence of heritability can bias estimates of role demand effects in WFC research.

Work‐family research: A review and next steps

“…(2022) found that WFC levels are primarily stable, at least over mid‐ to longer‐term timeframes. Further to the issue of stability, recent work based on genetic modeling found both directions of WFC have additive genetic components (Allen et al., 2022). Research also suggests that individuals may adapt to WFC across time (Matthews et al., 2014) and that there is likely a more dynamic relationship between WFC and wellbeing than assumed by traditional models.…”

“…There is an abundance of research on the predictors and outcomes associated with WFC. Research consistently shows work role demands are robust predictors of WIF and family role demands are robust predictors of FIW (e.g., Allen et al., 2020, 2022; Amstad et al., 2011; Ford et al., 2007; Michel et al., 2011). There is also a strong body of literature that indicates support from others is negatively associated with WFC (French et al., 2018; French & Shockley, 2020).…”

The paradoxical effects of high involvement work practices on employees and service outcomes: a trichromatic perspective

“…Fourthly, researchers highlight the interconnectedness of personal, work, and family domains, with potential positive or negative effects ( Han et al, 2023 ). Excessive work demands deplete employees’ time and energy, leading to work–family conflict (WFC) because more job involvement constrains full engagement in family roles ( Allen et al, 2023 ). Moreover, unfavorable outcomes include decreased well-being and job dissatisfaction ( Carlson et al, 2019 ).…”

The Relationship Between Work-to-Family Conflict and Conspicuous Consumption: An Identity Theory Perspective

“… 9 Due to its prevalence and the substantial influence it can have on people’s quality of work and life, 4 there has been considerable academic research on the topic of WFC. 10 , 11 Earlier studies on the consequence of WFC mainly focused on employees’ mental health (eg, general stress and depression, 12 , 13 burnout, 1 , 14 emotional intelligence, and self-efficacy) 15 and physical health (eg, coronary heart disease, 16 hypertension). 17 Recently, research on the impact of WFC has also begun to spill over into the behavioral domain, such as aggressive behavior, 18 procrastination behavior, 19 and workplace deviance behavior.…”

“…Since WFC is highly prevalent, 10 exploring the effects of WFC on consumption behavior is not a trivial matter, as it helps advance our overall picture of the possible aftereffects of WFC. Theoretically, our contribution to the study of the work-family interface is to extend the effect of WFC to extra-organizational behavior for the first time.…”