Work Schedule and Work Schedule Control Fit: Work-Family Conflict, Work-Family Synergy, Gender, and Satisfaction

2018 ◽  
Author(s):  
Nicholas Beutell ◽  
Marianne O'Hare
Keyword(s):  
Family Conflict ◽  
Work Schedule ◽  
Work Family Conflict ◽  
Schedule Control ◽  
Work Family

Control and the Health Effects of Work–Family Conflict: A Longitudinal Test of Generalized Versus Specific Stress Buffering

2020 ◽  
Vol 61 (3) ◽  
pp. 324-341
Author(s):  
Philip Badawy ◽  
Scott Schieman
Keyword(s):  
Health Effects ◽  
Family Conflict ◽  
Process Model ◽  
Physical Symptoms ◽  
Health Study ◽  
Work Family Conflict ◽  
Schedule Control ◽  
Stress Buffering ◽  
Resource Schedule ◽  
Work Family

The stress associated with work-to-family conflict (WFC) and family-to-work conflict (FWC) is well documented. However, surprisingly little is known about the resources that moderate the effects of work–family conflict on health over time. Using four waves of panel data from the Canadian Work, Stress, and Health Study (2011–2017; n = 11,349 person-wave observations), we compare how a core psychosocial resource (personal mastery) and a salient organizationally based resource (schedule control) moderate the health effects of WFC and FWC. After establishing these health effects related to distress and physical symptoms, we discover that mastery has generalized stress-buffering functions whereby it alleviates the health effects of both WFC and FWC. In contrast, schedule control has asymmetrical moderating functions: It attenuates the health effects of WFC only. These findings elaborate and sharpen the scope of resources as moderators in the stress process model—and we integrate these ideas with other conceptual models like the job demands-resources model.

scholarly journals Changing Work, Changing Health

2011 ◽  
Vol 52 (4) ◽  
pp. 404-429 ◽  
Author(s):  
Phyllis Moen ◽  
Erin L. Kelly ◽  
Eric Tranby ◽  
Qinlei Huang
Keyword(s):  
Family Conflict ◽  
Job Strain ◽  
Well Being ◽  
Process Models ◽  
Work Family Conflict ◽  
Schedule Control ◽  
Work Time ◽  
Longitudinal Survey Data ◽  
Health Related ◽  
Work Family

This article investigates a change in the structuring of work time, using a natural experiment to test whether participation in a corporate initiative (Results Only Work Environment; ROWE) predicts corresponding changes in health-related outcomes. Drawing on job strain and stress process models, we theorize greater schedule control and reduced work-family conflict as key mechanisms linking this initiative with health outcomes. Longitudinal survey data from 659 employees at a corporate headquarters shows that ROWE predicts changes in health-related behaviors, including almost an extra hour of sleep on work nights. Increasing employees’ schedule control and reducing their work-family conflict are key mechanisms linking the ROWE innovation with changes in employees’ health behaviors; they also predict changes in well-being measures, providing indirect links between ROWE and well-being. This study demonstrates that organizational changes in the structuring of time can promote employee wellness, particularly in terms of prevention behaviors.

scholarly journals Managing Work-Family Conflict among Entrepreneurs: An Empirical Study

2016 ◽  
Vol 11 (9) ◽  
pp. 179 ◽  
Author(s):  
Wendy Ming-Yen Teoh ◽  
Chin Wei Chong ◽  
Siong Choy Chong ◽  
Hishamuddin Ismail
Keyword(s):  
Role Conflict ◽  
Family Conflict ◽  
Role Ambiguity ◽  
Partial Least Square ◽  
Role Overload ◽  
Work Schedule ◽  
Work Family Conflict ◽  
Role Stressors ◽  
Schedule Flexibility ◽  
Work Family

Modern day entrepreneurs who operate in today’s highly volatile socioeconomic circumstances are undeniably encumbered with a host of role stressors that affect their businesses and personal lives, namely role overload, role ambiguity and role conflict. Coupled with work schedule flexibility, these role stressors have a bearing on work-family conflict and are the focus of this study. Employing self-administered questionnaires via purposive sampling, data were collected from Malaysian entrepreneurs, married with at least one child. Results derived utilising the Partial Least Square (PLS) approach suggest that role conflict and role overload positively affect work-family conflict. However, role ambiguity and work schedule flexibility indicate insignificant effect on work-family conflict. Given a multitude of challenges faced by entrepreneurs in this context, an understanding of the findings can bring to light some insights on how work-family balance can be achieved to boost the development of Malaysian entrepreneurs.

scholarly journals Scaling Back and Finding Flexibility: Gender Differences in Parents’ Strategies to Manage Work–Family Conflict

2017 ◽  
Author(s):  
Marisa Young
Keyword(s):  
Gender Differences ◽  
Young Children ◽  
Family Conflict ◽  
Health Study ◽  
Older Children ◽  
Work Family Conflict ◽  
Schedule Control ◽  
Work Related ◽  
Work Family ◽  
Stress And Health

Studies show that fathers report work–family conflict levels comparable to mothers. The authors examine gender differences in work-related strategies used to ease such conflicts.Theauthorsalsotestwhetherthepresence of young children at home shapes parents’ use of different strategies. They address these focal questions using panel data from the Canadian Work ,Stress, and Health study(N=306fathers,474mothers).Theauthorsfindthatmotherswith young children are more likely to scale back on work demands when compared with fathers with young children, but mothers and fathers with older children are equally likely to pursue these strategies. Furthermore, women with young children and men with older children are more likely to seek increased schedule control as a result of work–family conflict when compared with their parent counterparts. The authors situate these findings in the vast literature on the consequences of work–family conflict.

Entwicklung und Validierung der Trierer Kurzskala zur Messung von Work-Life Balance (TKS-WLB)

Diagnostica ◽  
2011 ◽  
Vol 57 (3) ◽  
pp. 134-145 ◽  
Author(s):  
Christine Syrek ◽  
Claudia Bauer-Emmel ◽  
Conny Antoni ◽  
Jens Klusemann
Keyword(s):  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Life Balance ◽  
Reliabilität Und Validität ◽  
Work Family

Zusammenfassung. In diesem Beitrag wird die Trierer Kurzskala zur Messung von Work-Life Balance vorgestellt. Sie ermöglicht eine globale, richtungsfreie und in ihrem Aufwand ökonomische Möglichkeit zur Erfassung von Work-Life Balance. Die Struktur der Skala wurde anhand zweier Stichproben sowie einem zusätzlich erhobenen Fremdbild untersucht. Die Ergebnisse der Konstruktvalidierung bestätigten die einfaktorielle Struktur der Skala. Die interne Konsistenz der Skala erwies sich in beiden Studien als gut. Zudem konnte die empirische Trennbarkeit der Trierer Work-Life Balance Skala gegenüber einem gängigen Instrument zur Messung des Work-Family Conflicts ( Carlson, Kacmar & Williams, 2000 ) belegt werden. Im Hinblick auf die Kriteriumsvalidität der Skala wurden die angenommenen Zusammenhänge zu arbeits-, nicht-arbeits- sowie stressbezogenen Outcome-Variablen nachgewiesen. Die Eignung der Trierer Work-Life Balance Kurzskala zeigt sich auch daran, dass die Korrelationen zwischen den erhobenen Outcome-Variablen und dem Work-Family Conflict und denen der Trierer Work-Life Balance Skala ähnlich waren. Überdies vermochte die Trierer Work-Life Balance Skala über die Dimensionen des Work-Family Conflicts hinaus inkrementelle Varianz in den Outcome-Variablen aufzuklären. Insgesamt sprechen damit die Ergebnisse beider Stichproben für die Reliabilität und Validität der Trierer Work-Life Balance Kurzskala.

Relationships Between Bidirectional Work-Family Interactions and Psychological Well-Being

2014 ◽  
Vol 13 (2) ◽  
pp. 87-96 ◽  
Author(s):  
Xi-Chao Zhang ◽  
Oi Ling Siu ◽  
Jing Hu ◽  
Weiwei Zhang
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Time Lag ◽  
Well Being ◽  
Equation Modeling ◽  
Family Interactions ◽  
Work Family Conflict ◽  
Psychological Well Being ◽  
Direct Model ◽  
Work Family

This study investigated the direct, reversed, and reciprocal relationships between bidirectional work-family conflict/work-family facilitation and psychological well-being (PWB). We administered a three-wave questionnaire survey to 260 married Chinese employees using a time lag of one month. Cross-lagged structural equation modeling analysis was conducted and demonstrated that the direct model was better than the reversed causal or the reciprocal model. Specifically, work-to-family conflict at Time 1 negatively predicted PWB at Time 2, and work-to-family conflict at Time 2 negatively predicted PWB at Time 3; further, work-to-family facilitation at Time 1 positively predicted PWB at Time 2. In addition, family-to-work facilitation at Time 1 positively predicted PWB at Time 2, and family-to-work conflict at Time 2 negatively predicted PWB at Time 3.

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