Work and Family Conflict: An Often Overlooked Issue in Couple and Family Therapy

Tatman, Anthony W.; Hovestadt, Alan J.; Yelsma, Paul; Fenell, David L.; Canfield, Brian S.

doi:10.1007/s10591-006-9693-4

Cited by 14 publications

(6 citation statements)

References 22 publications

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“…While the purpose of therapy and work–life are different, previous researchers demonstrated that therapy can assist employees to resolve their work–family conflict, thus ensuring that employees are satisfied on both fronts (cf. Carroll et al, 2013; Frone et al, 1992; Tatman et al, 2006). Similarly, in their study of transactive memory, Wegner et al (1991) have established the significance of intimate partner relationships in a work context.…”

Section: Methodsmentioning

confidence: 99%

Can I Be Me With You at Work? Examining Relational Authenticity and Discretionary Behaviors in the Workplace

Ostermeier

Medina‐Craven

Camp

et al. 2020

The Journal of Applied Behavioral Science

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Management scholars have long been interested in the topic of authenticity in the workplace, evidenced by the history of scholarship on authentic leadership and the many new authenticity constructs that have emerged. In this article, we take a narrower view of authenticity and focus on relational authenticity in the workplace, which we define as being genuine in workplace relationships. Adapting a validated relational authenticity scale to the organizational context, we explore the ways in which feeling authentic in workplace relationships has ramifications for discretionary behaviors. Specifically, we build on belongingness theory to posit that relational authenticity will result in an increase in engagement in both altruistic and sportsmanship behaviors. We also explore the moderating effect of proactive personality on these relationships. Results from our two-sample study ( N = 352; 500) indicate that relational authenticity is positively associated with engagement in both altruistic and sportsmanship behaviors.

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Section: Methodsmentioning

confidence: 99%

Can I Be Me With You at Work? Examining Relational Authenticity and Discretionary Behaviors in the Workplace

Ostermeier

Medina‐Craven

Camp

et al. 2020

The Journal of Applied Behavioral Science

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“…Not surprisingly, the experience of job stress has been found to reduce marital quality in both partners (Obradovic and Cudina-Obradovic, 2009). A majority of research in this domain has been conducted in the United States or with Western samples and has found that men were affected by work-family conflict as much as women, however, women were more likely to be affected by family-work conflict than men (e.g., Tatman et al, 2006). However, recent research is starting to examine these associations with non-Western samples.…”

Section: Introductionmentioning

confidence: 99%

A Dyadic Approach to Understanding Associations Between Job Stress, Marital Quality, and Dyadic Coping for Dual-Career Couples in Iran

2019

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In Iran, dual-career couples face many stressors due to their demands of balancing work and family. Moreover, the experience of this stress can negatively affect partners’ martial quality. Recent studies have shown the positive impact of dyadic coping on well-being; however, a majority of this research has been conducted with Western cultures. As such, there is a dearth of literature on understanding how supportive and common dyadic coping may have a positive association with work-family stress for couples in Iran. Using a sample of 206 heterosexual dual-career couples from Iran, this study examines the associations between job stress and marital quality, and possible moderating effects of common and perceived partner supportive dyadic coping. As predicted, job stress was negatively associated with marital quality, and this association with further moderated by gender, such that women who experienced greater job stress also reported lower marital quality. Additionally, dyadic coping moderated the association between job stress and marital quality. Common dyadic coping attenuated the negative association between job stress and marital quality. The findings shed light on the possible beneficial effects of teaching supportive and common dyadic coping techniques to dual-career couples in Iran.

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“…Although several prior studies have highlighted the importance of family variables to explain family satisfaction (Olson, 2000), FWC (Greenhaus and Beutell, 1985;Kinnunen and Mauno, 1998;MacEwen and Barling, 1994;Michel, Kotrba, Michelson, Clark and Baltes, 2011;Netemeyer. Boles and McMurrian, 1996;Stephens, Townsend, Martire and Druley, 2001;Tatman, Hovestadt, Yelsma, Fenell and Canfield, 2006;Voydanoff, 1988) and WFC (Evenson and Simon, 2005;Kinnunen and Mauno, 1998;Nomaguchi and Milkie, 2003;Stephens, Townsend, Martire and Druley, 2001;Voydanoff, 1988), according to the results of this study, family cohesion increases family satisfaction since it contributes to less family interference in professional activity (i.e. FWC).…”

Section: Discussionmentioning

confidence: 50%

Flexibility, cohesion and family satisfaction: The impact of conflict between work and family

Neto

Sequeira

Massano-Cardoso

et al. 2020

Journal of Family Therapy

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This study, including 658 nurses, tested the mediating effect of work–family conflict (WFC) and family–work conflict (FWC) in the relationship between family characteristics (i.e. cohesion and flexibility) and family satisfaction. Using the circumplex model of family systems by Olson and the conflict between work and family, regression analysis using PROCESS software revealed that both WFC and FWC were negatively related to family satisfaction. More interestingly, WFC was observed to mediate the relationship between family flexibility and family satisfaction, and FWC to mediate the relationship between family cohesion and family satisfaction. The theoretical and practical implications are also discussed.Practitioner points It is necessary to take into account the relationship between work and family characteristics (e.g. cohesion and flexibility) to explain family satisfaction. Thus, the need to focus on the particularities of WFC and FWC and family functioning, their strategies and fields of intervention are relevant. For organisations, particularly for human resource management, it is important to recognise the importance of the characteristics of a worker’s family because these will be relevant to the relationship established between the work and family domains. For clinicians, particularly family therapists, this study contributes to a new understanding of the impact of family functioning in contexts external to the family, namely the professional context.

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Work and Family Conflict: An Often Overlooked Issue in Couple and Family Therapy

Cited by 14 publications

References 22 publications

Can I Be Me With You at Work? Examining Relational Authenticity and Discretionary Behaviors in the Workplace

Can I Be Me With You at Work? Examining Relational Authenticity and Discretionary Behaviors in the Workplace

A Dyadic Approach to Understanding Associations Between Job Stress, Marital Quality, and Dyadic Coping for Dual-Career Couples in Iran

Flexibility, cohesion and family satisfaction: The impact of conflict between work and family

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