Do work-family coping strategies facilitate successful reconciliation of work and family under high job and family demands?

2010 ◽  
Author(s):  
S. Mauno ◽  
M. Rantanen ◽  
J. Rantanen ◽  
U. Kinnunen
Keyword(s):  
Coping Strategies ◽  
Work And Family ◽  
Family Coping ◽  
Family Demands ◽  
Work Family

Gender Differences and Similarities in Coping Responses to Anticipated Work-Family Conflict

1994 ◽  
Vol 74 (1) ◽  
pp. 115-123 ◽  
Author(s):  
Kim A. Burley
Keyword(s):  
Gender Differences ◽  
Coping Strategies ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Family Coping ◽  
Coping Responses ◽  
Professional Educators ◽  
Gender And Work ◽  
Work Family ◽  
The Relationship

This study examined the relationships among gender, coping, and anticipated work-family conflict for career-bound men and women. 256 university students enrolled in a university in northern Louisiana participated. Multivariate and univariate analyses were used to examine (a) potential gender differences with respect to anticipated work-family conflict and work-family coping mechanisms and (b) the role coping processes may play in mediating the relationship between gender and anticipated work-family conflict. The results indicated significant differences between the sexes with respect to anticipated work-family conflict as well as to expected use of various coping strategies to manage anticipated work-family conflict. Contrary to expectations, coping strategies did not mediate the relationship between gender and work-family conflict. The issue of coping as a mediator variable as well as the study's primary implications for students and professional educators are addressed.

scholarly journals Examining Behavioural Coping Strategies as Mediators between Work-Family Conflict and Psychological Distress

2015 ◽  
Vol 2015 ◽  
pp. 1-7 ◽  
Author(s):  
Sanaz Aazami ◽  
Khadijah Shamsuddin ◽  
Syaqirah Akmal
Keyword(s):  
Psychological Distress ◽  
Coping Strategies ◽  
Family Conflict ◽  
Working Women ◽  
Work And Family ◽  
Stressful Situation ◽  
Adaptive Coping ◽  
Work Family Conflict ◽  
Maladaptive Coping ◽  
Work Family

We examined the mediating role of behavioral coping strategies in the association between work-family conflict and psychological distress. In particular, we examined the two directions of work-family conflict, namely, work interference into family and family interference into work. Furthermore, two coping styles in this study were adaptive and maladaptive coping strategies. This cross-sectional study was conducted among 429 Malaysian working women using self-reported data. The results of mediational analysis in the present study showed that adaptive coping strategy does not significantly mediate the effect of work-family conflict on psychological distress. However, maladaptive coping strategies significantly mediate the effect of work-family conflict on psychological distress. These results show that adaptive coping strategies, which aimed to improve the stressful situation, are not effective in managing stressor such as work-family conflict. We found that experiencing interrole conflict steers employees toward frequent use of maladaptive coping strategies which in turn lead to psychological distress. Interventions targeted at improvement of coping skills which are according to individual’s needs and expectation may help working women to balance work and family demands. The important issue is to keep in mind that effective coping strategies are to control the situations not to eliminate work-family conflict.

When the Burden Gets Overwhelming: Testing an Inverse U-Shaped Relation between Work-Family Conflicts and Alcohol Use

2020 ◽  
Vol 27 (1) ◽  
pp. 42-48 ◽  
Author(s):  
Sandra Kuntsche ◽  
Emmanuel Kuntsche
Keyword(s):  
Alcohol Use ◽  
Work And Family ◽  
Family Conflicts ◽  
Number Of Children ◽  
French Speaking ◽  
Medium Level ◽  
Family Demands ◽  
Work Family ◽  
Employed Parents ◽  
High Level

<b><i>Background:</i></b> Combining work and family demands often results in conflicts increasing alcohol use. However, extreme levels of conflict may be associated with low volumes consumed. This study tests such an inverse u-shaped relationship and whether this is influenced by the source from which the conflicts mainly arise (family duties and/or work obligations). <b><i>Methods:</i></b> Regression models including linear and quadratic terms were estimated based on a sample of 305 employed parents (mean age = 38.7; 52.1% mothers) in French-speaking Switzerland. <b><i>Results:</i></b> No significant gender differences were found for the total level of conflict, but men reported significantly more work conflicts influencing family life than women. A significant positive linear (<i>B</i> = 2.10, SE = 0.72) and negative quadratic (<i>B</i> = −0.60, SE = 0.26) effect was found indicating that parents with low and those with high level of conflict report drinking less alcohol than those with a medium level of conflict. This relation was independent from the underlying sources of conflict and persisted when adjusting for gender, level of employment, number of children, or age of the youngest child. <b><i>Conclusion:</i></b> This study extends existing knowledge by demonstrating that the relationship between work-family conflicts (WFC) and alcohol use is more complex than previously assumed. To explain the inverse u-shaped relation, future studies should test two major processes: (a) holding multiple roles may cause more conflicts but will also limit the opportunities to engage in alcohol use, (b) those facing high level of WFC are a particular risk group experiencing detrimental health outcomes other than hazardous drinking, and (c) a combination of both.

Work–Family Conflict in Coaching II: Managing Role Conflict

2007 ◽  
Vol 21 (4) ◽  
pp. 471-496 ◽  
Author(s):  
Jennifer E. Bruening ◽  
Marlene A. Dixon
Keyword(s):  
Family Conflict ◽  
Time Management ◽  
Coping Mechanisms ◽  
Work And Family ◽  
Self Awareness ◽  
Work Family Conflict ◽  
Family Coping ◽  
Perceptions And Attitudes ◽  
Staffing Patterns ◽  
Work Family

The current study examined, via online focus groups, the consequences of work–family conflict at work and at home with 41 mothers who are Division I head coaches. In addition, the authors focused on the coping mechanisms that these women used to achieve success at work and quality of life with family. Results revealed that work–family conflict influenced outcomes with work (e.g., staffing patterns, relationships with athletes, team performance), family (e.g., time spent and relationships with children and spouses or partners), and life (e.g., guilt and exhaustion, balance and perspective, weaving work and family). Coping mechanisms included stress relief, self-awareness, organization and time management, sacrificing aspects of work, support networks, flexibility with hours, and family-friendly policies and cultures. Implications are that the women work to promote change within their circle of influence. Although their efforts might not result in actual policy changes, over which they feel limited control, they might result in changes in perceptions and attitudes.

Work–Family Balance Among Coach-Fathers: A Qualitative Examination of Enrichment, Conflict, and Role Management Strategies

2017 ◽  
Vol 31 (3) ◽  
pp. 288-305 ◽  
Author(s):  
Jeffrey A. Graham ◽  
Marlene A. Dixon
Keyword(s):  
Coping Strategies ◽  
Management Strategies ◽  
Work And Family ◽  
Work Life ◽  
Theoretical Frameworks ◽  
Family Responsibilities ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Meaningful Experiences

Work–family balance in sport has until this point largely been characterized as an issue for women. Current societal trends, however, suggest that men also struggle with balancing work and family responsibilities. Using theoretical frameworks from both conflict and enrichment, this study examined the ways that fathers who are coaches experience and manage the work–life interface. Twenty-four men who are fathers and high school varsity head coaches were interviewed for this study. The respondents discussed the day-to-day challenges and coping strategies they utilized to manage their work–life interface. Ultimately, five themes emerged from the data, including (a) coaching as more than an occupation, (b) experiences of conflict and strain, (c) coping strategies, (d) nonutilization of organizational supports, and (e) experiences of enrichment. These findings suggest that, indeed, men struggle with balancing competing role demands. However, the findings also suggest that men are utilizing diverse and creative approaches for managing their fathering and coaching roles, resulting in meaningful experiences of enrichment stemming from both coaching and fathering.

scholarly journals Work–Family Arrangement and Conflict: Do Individual Gender Role Attitudes and National Gender Culture Matter?

2020 ◽  
Vol 8 (4) ◽  
pp. 46-60 ◽  
Author(s):  
Christina Bornatici ◽  
Marieke Heers
Keyword(s):  
Gender Role Attitudes ◽  
Work And Family ◽  
Care Work ◽  
Gender Attitudes ◽  
Work Family Conflict ◽  
Gender Culture ◽  
Family Demands ◽  
Work Family ◽  
Multilevel Linear Regression ◽  
The Relationship

This article examines the relationship between couples’ work–family arrangement and individuals’ perceived work–family conflict (WFC), considering individuals’ attitudes towards gender roles and national gender culture in 37 countries (N = 15,114). Previous research has shown that WFC depends on work and family demands and has mostly accounted for absolute time spent in paid and domestic work. We hypothesize that WFC depends on couples’ work–family arrangement in terms of time spent in paid, domestic and care work. We further expect that the relationship between couples’ work–family arrangement and WFC depends on individuals’ gender attitudes and national gender culture. To test these assumptions, we use the ISSP-2012 data and apply multilevel linear regression analyses. The findings indicate that an egalitarian work–family arrangement—that is, sharing paid, domestic and care work equally with one’s partner—is associated with lower levels of WFC. Moreover, individuals with egalitarian gender attitudes and an egalitarian work–family arrangement experience less WFC than individuals with inconsistent attitudes and behaviours. Individuals with consistent traditional attitudes and behaviours experience the most conflict. Finally, a more egalitarian gender culture relates to less WFC. Cross-level interactions indicate that the relationship between work–family arrangement and WFC is not mediated by countries’ gender culture.

scholarly journals Implementation of Management for Work-Family Conflict, Family-Work Conflict, and Job Stress that Affect Employee Satisfaction of PT Langgang Buana Perkasa

Society ◽  
2020 ◽  
Vol 8 (2) ◽  
pp. 458-469
Author(s):  
Nurlaila Nurlaila
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Employee Satisfaction ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Family Demands ◽  
Work Family ◽  
Family Work Conflict

This research aims to analyze the management of work-family conflict, family-work conflict, job stress, and its implementation that affect employee satisfaction of PT Langgang Buana Perkasa. Work and family are two important spheres in an adult’s social life. The need will not be met if unemployed. Today, a profession is also a mirror of self-actualization. Without family, individuals will feel alone and there is no place to give love. PT Langgang Buana Perkasa is a company engaged in ground handling services and transportation services on several airlines, which is located at Sultan Babullah airport, Ternate, North Maluku Province, Indonesia. This research used a qualitative descriptive method. Data were obtained through in-depth interviews and questionnaires. Literature and documentation studies are carried out to collect secondary data related to the object of research, including employees of PT Langgang Buana Perkasa, flight schedules, and PT Langgang Buana Perkasa. The data sources were selected using a purposive sampling technique. The results showed that (1) There are three characteristics of work-family conflict. Based on these three characteristics, it indicates that most employees experience conflict in work-family, but it does not affect job satisfaction; (2) There are five characteristics of family-work conflicts but employees still apply professionalism. This indicates that there is no direct conflict but it can trigger stress due to family demands on religious holidays and public holidays; (3) Physical exhaustion can lead to conflict when faced with family demands regarding that role.

scholarly journals Work-oriented men and women: Similar levels of work-family conflict and guilt yet different coping strategies

2018 ◽  
Vol 11 (2) ◽  
pp. 195-211 ◽  
Author(s):  
Cátia Sousa ◽  
Katherina Kuschel ◽  
Ana Brito ◽  
Gabriela Gonçalves
Keyword(s):  
Coping Strategies ◽  
Family Conflict ◽  
Exploratory Study ◽  
First Century ◽  
Professional Life ◽  
Work Family Conflict ◽  
Men And Women ◽  
The Family ◽  
Family Demands ◽  
Work Family

Balancing family and professional roles has become one of the challenges of the twenty-first century. This exploratory study aims to analyse the guilt, losses, aspirations and difficulties associated with work-family interaction and the career centrality of men and women, as well as their strategies to cope with work-family conflict. Using questionnaire and interview data of 73 Portuguese participants (41 men and 32 women), we showed that the women experienced the most guilt and loss and greater difficulties in balancing family and professional life. Yet contrary to the literature, the women in this sample assigned great importance to their career (even higher than men), but they felt that their potential for success at work was constrained due to the family demands. Prioritizing family over work gives work-centered women a sense of sacrifice, loss and guilt.

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