Work-Family Conflict and Working Conditions in Western Europe

Gallie, Duncan; Russell, Helen

doi:10.1007/s11205-008-9435-0

Cited by 138 publications

(164 citation statements)

References 16 publications

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“…Indeed, as Gallie and Russell (2009) found, studying male and female employees in couple households, longer working hours are associated with higher work-family conflict for both men and women. Studies have also found a clear association between work intensity/pressure and work-family conflict (Gallie and Russell, 2009;McGinnity and Russell, 2015).…”

Section: Notementioning

confidence: 85%

“…There is growing evidence that the experience of work-family conflict is more strongly influenced by working conditions than by family characteristics, especially hours of work, work pressure and scheduling (Gallie and Russell, 2009;Gronlund, 2007). Where this conflict is too great, women may exit the labour market or may not apply for promotions.…”

Section: Caring and Career Progressionmentioning

confidence: 99%

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A study of gender in senior civil service positions in Ireland

Russell¹,

Watson²,

Smyth³

et al. 2017

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Section: Notementioning

confidence: 85%

Section: Caring and Career Progressionmentioning

confidence: 99%

A study of gender in senior civil service positions in Ireland

Russell¹,

Watson²,

Smyth³

et al. 2017

Self Cite

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“…Job control is just one resource that can be deployed to reduce the negative effects of job demands (Bakker and Demerouti 2007). But the evidence is mixed as to which resources are effective under what conditions (Bakker and Geurts, 2001; Gallie and Russell, 2009;Steiber, 2009;Schieman and Young, 2010). It is common that people with high-status jobs experience high levels of conflict despite having access to resources that should help them to cope (Clarkberg and Moen, 2001;Gallie and Russell, 2009;McGinnity and Calvert, 2009;).…”

mentioning

confidence: 99%

Work-Life Conflict in Britain: Job Demands and Resources

Henz

Mills

2014

European Sociological Review

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This paper examines the influence of job demands and job-related resources on the experience of two dimensions of work-life conflict (WLC) in Britain. Theory suggests that higher levels of resources should reduce work-life conflict but empirical analyses often fail to find this effect. We address the issue by examining the impact of a wide range of resources as well as their interactions with job demands. Analyses of the Working in Britain 2000 survey suggest that job resources and demands affect WLC through different processes, which differ for the two types of WLC. They fail to find evidence that job resources dampen the effects of job demands on WLC. They also document that many effects of job characteristics depend on context or vary by gender, for example the effects of job pressure and job autonomy.

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“…What is perceived as a source of satisfactions by some workers can be viewed as an impediment by others. The differences concerning human resource policy are observed between men and women (Baral and Bhargava 2011;Gallie and Russell 2009), however, it seems that the variable is becoming less and less differentiating. Some studies indicate that there are clear differences between expectations in the range of desired elements of human resource policy at different organization levels (Moore 2007, Kasper et.…”

Section: International Journal Of Human Resource Studiesmentioning

confidence: 99%

Influence of mediating variables onto interdependence between perceived difficulties in balancing work and family life and job satisfaction

Springer

2014

ijhrs

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The main purpose of this paper is to assess the influence of mediating variables in the process of perceived work-family conflict onto job satisfaction. The study in question was conducted on the sample of 533 working people, 126 of whom stated that they had a significant problem with balancing work and family life (high WFC) and 269 of whom stated that this problem did not concern them (low WFC). Simultaneously, 136 respondents stated they often brought work problems home (PWtoF) and 278 claimed they did not do that (NPWtoF). The obtained results indicate that the key variables that moderate the influence of the perceived conflict onto job satisfaction are: one's professional position and the subjective work value. In the case of people in managerial and independent positions the perceived work-family conflict does not make job satisfaction decrease. Similar reactions were observed in the case of people for whom work is essential life value. Both the sex of the respondents and the fact that they had children were totally irrelevant in the process. The above mentioned results could become a prerequisite for employers to increase the complexity and autonomy of the tasks entrusted to employees and to create value-based corporate culture.Keywords: work-family conflict, work-family balance, job satisfaction Reasons for WFC occurrence and shaping WFBJob market requirements result in people spending more and more time at work which is the essential part of their lives. Employers expect not only fulfilling entrusted duties and obligations but also full commitment, creativity and loyalty. It is both men and women who face these requirements and the same applies to those who have and do not have children. Simultaneously, employees want to be satisfied with their jobs as work is not only a means of earning a living but it also satisfies higher needs such as the need of appreciation and self-actualization. Empirical research has often proved that there is interdependence between the level of work-life balance (WLB) and job satisfaction. However, this issue is still

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Work-Family Conflict and Working Conditions in Western Europe

Abstract: Family and work, Work-life balance, Work conditions, European Social Survey, Job pressure,

Cited by 138 publications

References 16 publications

A study of gender in senior civil service positions in Ireland

A study of gender in senior civil service positions in Ireland

Work-Life Conflict in Britain: Job Demands and Resources

Influence of mediating variables onto interdependence between perceived difficulties in balancing work and family life and job satisfaction

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