A short, valid, predictive measure of work–family conflict: Item selection and scale validation.

The purpose of this research is to develop an abbreviated version of Carlson, Kacmar, and Williams’s (2000) multidimensional measure of work–family conflict. The abbreviated measure would have high utility in research situations in which a measure representative of the entire theoretical construct is desired, but the use of a long measure is precluded, as in diary and longitudinal designs. Two 3-item abbreviated measures based on Carlson et al.’s multidimensional measures were developed, 1 to assess work-to-family conflict and 1 to assess family-to-work conflict. Two samples were used to provide concurrent and predictive validity evidence for the abbreviated measure. Results from Study 1 indicate that the abbreviated measure has the expected factor structure and exhibited concurrent and predictive validity that replicated results found with Carlson et al.’s 18-item measure. Results from Study 2 provide additional psychometric and construct validity evidence for the abbreviated measure; the abbreviated measure was internally consistent, exhibited good test–retest reliability, and was systematically related to measures of role stressors, work–family balance, and well-being outcomes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work pressure, workplace social resources, and work–family conflict: The tale of two sectors.

Although research has extensively examined work–family issues in the private sector, little is known about sector-related differences. Here, we used data from the 2002 National Study of the Changing Workforce and multiple-group structural equation modeling to compare the levels and mechanisms through which work pressure and 3 workplace social resources (i.e., work–family culture, supervisor support, and coworker support) are related to work–family conflict in the public and private sectors. First, work–family culture affected work–family conflict directly in the private sector and indirectly, through reduced work pressure, in the public sector. Moreover, work–family culture had a much stronger impact on supervisor support in the private sector. Second, public sector employees perceived higher levels of supervisor and organizational support while experiencing higher levels of work pressure. The study illustrates the necessity of differentiating between the 2 sectors of employment when studying work–family relationships. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An investigation of the effects of time and involvement in the relationship between stressors and work–family conflict.

Previous researchers have proposed that the time and energy involved in family and paid work should affect the relationship between stressors and conflict in both the work and family domains. Using a sample of 113 registered nurses, the authors hypothesized that the amount of time and involvement in both domains would moderate the stressor–conflict relationships. Results supported many of the interactions in predicting conflict in each domain, and implications for the health of working women with family responsibilities were discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Value attainment: An explanation for the negative effects of work–family conflict on job and life satisfaction.

Perceptions of work interfering with family life and family issues interfering with work are examined as 2 distinct constructs representing work–family conflict. Experienced work–family conflict is argued to reduce one's value attainment which, in turn, lowers both job and life satisfaction. This study examines value attainment as a mediating variable in the work–family conflict and satisfaction relationship. Responses from 270 hotel managers indicate that value attainment either partially or fully mediates the relationship between work interference with family and family interference with work and both job and life satisfaction. Value attainment is argued to be a meaningful explanatory variable for the negative relationship between work–family conflict and job–life satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A meta-analysis of work–family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations.

A literature review of studies analyzing work–family conflict and its consequences was conducted, and 427 effect sizes were analyzed meta-analytically. Work–family conflict was analyzed bidirectionally in terms of work interference with family (WIF) and family interference with work (FIW). We assessed 3 categories of potential outcomes: work-related outcomes, family-related outcomes, and domain-unspecific outcomes. Results show that WIF and FIW are consistently related to all 3 types of outcomes. Both types of interrole conflict showed stronger relationships to same-domain outcomes than to cross-domain outcomes. Thus, WIF was more strongly associated with work-related than with family-related outcomes, and FIW was more strongly associated with family-related than with work-related outcomes. In moderator analyses, parenthood could not explain variability in effect sizes. However, time spent at work did moderate the relationships between WIF and family-related outcomes, as well as FIW and domain-unspecific outcomes. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

How do people with different attachment styles balance work and family? A personality perspective on work–family linkage.

This study explored whether different models of work–family relationship were possible for individuals with different attachment styles. A mail survey was conducted using employees (N?=?481) at a midwestern university in the United States. Results suggested that (a) individuals with a preoccupied attachment pattern were more likely to experience negative spillover from the family/home to the work domain than those with a secure or dismissing style, (b) securely attached individuals experienced positive spillover in both work and family domains more than those in the other groups, and (c) preoccupied individuals were much less likely to use a segmentation strategy than the other 3 attachment groups. However, when the conventional job satisfaction–life satisfaction relationship was examined, the data provided unique support for the spillover model. Implications of the findings for both attachment and work–family relationship literatures are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work–family conflict and employee psychiatric disorders: The national comorbidity survey.

This study examined the relation between work–family conflict and several types of psychiatric disorders: mood, anxiety, substance dependence, and substance abuse. Survey data were obtained from a representative national sample of 2,700 employed adults who were either married or the parent of a child 18 years old or younger. Hierarchical logistic regression analyses revealed that both work-to-family and family-to-work conflict were positively related to having a mood, anxiety, and substance dependence disorder. Depending on the type of work–family conflict and type of disorder, employees who reported experiencing work–family conflict often were 1.99–29.66 times more likely than were employees who reported no work–family conflict to experience a clinically significant mental health problem. No support was found for gender differences. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Exploring occupational differences in work–family interaction: Who is at risk?

The aim of this study was to explore occupational differences in work–family interaction (WFI), both regarding the direction of influence (work-to-family vs. family-to-work), and the type of effect (conflict vs. facilitation). A large sample of 8 occupational groups in Norway (lawyers, physicians, nurses, teachers, church ministers, bus drivers, and people working in advertising and information technology; N = 3,313) was used to examine which occupational groups are likely to be at risk for work–family conflict and which find WFI the most facilitating. Strong tests for factorial invariance supported the use of the WFI scale and found that it was comparable for the 8 occupational groups. Follow-up analysis demonstrated significant latent mean differences in the 4 dimensions of WFI among the 8 groups. In general, the analyses indicate that those experiencing the least conflict are also among those experiencing the least facilitation. Similarly, with few exceptions, those experiencing the most conflict are also among those experiencing the most facilitation. Subsequent analyses indicate that this applies for both men and women. These results empirically support the orthogonal nature of WFI and suggest that the interaction between work and family may be more permeable in some occupations than others. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work–family conflict, spouse support, and nursing staff well-being during organizational restructuring.

This study examined work and family conflict, spouse support, and nursing staff well-being during a time of hospital restructuring and downsizing. Data were collected from 686 hospital-based nurses, the vast majority (97%) women. Nurses reported significantly greater work–family conflict than family–work conflict. Personal demographic but not downsizing and restructuring variables predicted family–work conflict; downsizing and restructuring variables but not personal demographics predicted work–family conflict. Spouse support had no effect on work–family conflict but reduced family–work conflict. Both work–family conflict and family–work conflict were associated with less work satisfaction and greater psychological distress. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The work–family interface in the United States and Singapore: Conflict across cultures.

This article examines the work–family interface in a cross-cultural comparison between two nationally representative samples from the United States (n = 1,860) and Singapore (n = 1,035) with emphasis on work–family conflict. Family-to-work conflict was negatively related to marital satisfaction in both Singapore and the United States, although the effect was stronger in the United States. Similarly, family-to-work conflict was positively related to job satisfaction in the United States but was negatively related in Singapore. As expected, schedule flexibility was negatively related to depression in the United States, but in Singapore the relationship was positive. These findings suggest that theoretical relationships in the work–family interface developed in the more culturally individualistic West may need to be adapted when studying populations in the more collectivist East. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Can counterproductive work behaviors be productive? CWB as emotion-focused coping.

The goal of our study was to determine whether some forms of counterproductive work behavior (CWB) may serve to benefit employees. Building on the stressor–strain framework and theories of coping, we investigated whether two forms of CWB, production deviance and withdrawal, serve as a means of coping to mitigate the impact of low distributive and procedural justice on emotional exhaustion. Results from a survey of 295 employed persons from around the United States suggest that production deviance and withdrawal may benefit employees by reducing emotional exhaustion in the face of low distributive justice but not necessarily low procedural justice. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Parental depression and interparental conflict: Children and adolescents’ self-blame and coping responses.

The present study examined the role of children and adolescents’ perceptions of self-blame specific to interparental conflict and children and adolescents’ coping behaviors in the context of parental depression as predictors of internalizing and externalizing symptoms in a sample of 108 youth (age 9–15 years old) of parents with a history of depression. Higher levels of current depressive symptoms in parents were associated with higher levels of interparental conflict and higher levels of internalizing symptoms in children and adolescents, and interparental conflict was positively associated with both internalizing and externalizing symptoms in children/adolescents. Consistent across a series of multiple regression models, children and adolescents’ perceptions of self-blame and use of secondary control coping (acceptance, distraction, cognitive restructuring, positive thinking) were significant, independent predictors of both internalizing and externalizing symptoms. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Managers' practices related to work–family balance predict employee cardiovascular risk and sleep duration in extended care settings.

An increasing proportion of U.S. workers have family caregiving responsibilities. The purpose of this study was to determine whether employees in extended care settings whose managers are supportive, open, and creative about work–family needs, such as flexibility with work schedules, have lower cardiovascular disease (CVD) risk and longer sleep than their less supported counterparts. From semistructured interviews with managers, we constructed a work–family balance score of manager openness and creativity in dealing with employee work–family needs. Trained interviewers collected survey and physiologic outcome data from 393 employees whose managers had a work–family score. Employee outcomes are sleep duration (actigraphy) and CVD risk assessed by blood cholesterol, high glycosylated hemoglobin/diabetes, blood pressure/hypertension, body-mass index, and tobacco consumption. Employees whose managers were less supportive slept less (29 min/day) and were over twice as likely to have 2 or more CVD risk factors (ORs = 2.1 and 2.03 for low and middle manager work–family scores, respectively) than employees whose managers were most open and creative. Employees who provide direct patient care exhibited particularly elevated CVD risk associated with low manager work–family score. Managers' attitudes and practices may affect employee health, including sleep duration and CVD risk. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Do women's provider-role attitudes moderate the links between work and family?

The authors examined the links between mothers' work qualities and their individual well-being and marital quality, as well as adolescent daughters' and sons' gender-role attitudes, as a function of mothers' provider-role attitudes, in 134 dual-earner families. In home interviews, mothers described their work, provider-role attitudes, family relationships, and mental health; their offspring reported gender-role attitudes. Women's attitudes about breadwinning were coded into main-secondary, coprovider, and ambivalent coprovider groups. Mothers' provider-role attitudes moderated the links between status indicators and mothers' depression, marital conflict, and daughters' gender-role attitudes. For example, depression and marital conflict were negatively related to coprovider mothers' earnings and occupational prestige. The same was not true for main-secondary and ambivalent coprovider mothers. These findings underscore the importance of considering employed women's interpretation of their work roles when exploring work-family links. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Health and turnover of working mothers after childbirth via the work–family interface: An analysis across time.

This study examined organizational levers that impact work–family experiences, participant health, and subsequent turnover. Using a sample of 179 women returning to full-time work 4 months after childbirth, we examined the associations of 3 job resources (job security, skill discretion, and schedule control) with work-to-family enrichment and the associations of 2 job demands (psychological requirements and nonstandard work schedules) with work-to-family conflict. Further, we considered subsequent impact of work-to-family conflict and enrichment on women's health (physical and mental health) 8 months after women returned to work and the impact of health on voluntary turnover 12 months after women returned to work. Having a nonstandard work schedule was directly and positively related to conflict, whereas schedule control buffered the effect of psychological requirements on conflict. Skill discretion and job security, both job resources, directly and positively related to enrichment. Work-to-family conflict was negatively related to both physical and mental health, but work-to-family enrichment positively predicted only physical health. Physical health and mental health both negatively influenced turnover. We discuss implications and opportunities for future research. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Making sense of family conflict: Intimate partner violence and preschoolers’ externalizing problems.

This research examines relations among parental intimate partner violence (IPV), preschoolers’ narrative coherence about family conflict situations, and preschoolers’ externalizing problems. Participants were 57 mothers and their 4- to 5-year-old children. Mothers provided data on IPV and children’s externalizing problems. Narrative coherence was coded from children’s play narratives in response to story stems from the MacArthur Story Stem Battery. Results are consistent with theory suggesting that exposure to IPV may adversely affect preschoolers’ ability to understand family conflict situations in an organized manner, which in turn may contribute to their externalizing problems. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Intergenerational family predictors of the Black–White achievement gap.

The authors examined intergenerational family predictors of the Black–White achievement gap among 4,406 adolescents from the National Longitudinal Survey of Youth. An intergenerational model of the process by which family factors contribute to the achievement gap was also tested. The results showed that the ethnic gaps in socioeconomic status (SES) and achievement had significantly reduced over the past few generations. Moreover, measures of grandparent SES, mothers’ achievement, parent SES, and a comprehensive set of reliable parenting practices explained all of the ethnic differences in achievement scores. Parenting practices such as creating a school-oriented home environment, allowing adolescents to make decisions, and not burdening them with too many chores had particularly important effects on the achievement gap. The authors conclude that adjusting for these differences would eliminate the ethnic achievement gap. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Power and conflict resolution in sibling, parent–child, and spousal negotiations.

This study used a within-family observational design to examine conflict strategies (planning, opposition) and resolutions (standoff, win-loss, compromise) across family subsystems, with an emphasis on power differences between parents and children during relatively symmetrical within-generation (spousal, sibling) and relatively asymmetrical between-generation (parent–child) dyadic interactions. Up to six dyads in 67 families (children's ages ranging from 3 to 12 years) discussed an unresolved conflict. Results revealed that within-generation discussions ended more in standoff, whereas between-generation discussions ended with more win-loss resolutions. Multilevel analyses indicated that parents engaged in more planning and opposition than children; however, they opposed more and planned less with their spouses than their children. In general, more planning and less opposition were associated with achieving resolutions rather than failing to resolve differences. Some effects were qualified by within-family differences between mothers versus fathers and older versus younger siblings, as well as between-family differences in younger siblings' age. Implications for theories of power and family relationship dynamics are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does conflict shatter trust or does trust obliterate conflict? Revisiting the relationships between team diversity, conflict, and trust.

This article explores the interplay between trust and conflict as antecedents of team effectiveness. In the first cross-sectional study, two alternative path models are tested in a sample of 174 teams (897 participants) with the emergent states of task conflict, relationship conflict, and trust acting as mediators between team demographic diversity (gender and nationality) on the one hand and perceived team effectiveness on the other. In one model trust is considered as an antecedent for the two types of conflict, while in the other the two types of conflict precede the emergence of trust. Although the fit indices for the model in which trust is considered the antecedent of conflict were slightly better, both models fitted the data well. The interdependence of trust and conflict was further explored in a second longitudinal study (49 teams), and the results showed that trust emerging in the initial team interaction phases is a good predictor for the emergence of both task and relationship conflict in further stages of team development. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Decreased family accommodation associated with improved therapy outcome in pediatric obsessive–compulsive disorder.

Pediatric obsessive–compulsive disorder (OCD) is a chronic, disabling condition that affects both patients and their families. Despite the identification of efficacious treatments (e.g., cognitive–behavioral therapy and selective serotonin reuptake inhibitor medications), not all patients respond fully. The purpose of the present study was to examine whether the amount of family accommodation provided to pediatric patients with OCD is associated with treatment outcome, and whether decreases in accommodation are associated with improved outcome. The sample consisted of 49 youths (6–18 years of age), who participated in 14 sessions of family-based cognitive–behavioral therapy for OCD, and their parents. Participants completed measures at pretreatment and posttreatment. Results indicate that family accommodation was prevalent among families of pediatric patients with OCD and that such accommodation was associated with symptom severity at pretreatment. In addition, decreases in family accommodation during treatment predicted treatment outcome, even when controlling for pretreatment OCD severity–impairment. Results suggest that the level of accommodation provided by the family may indicate an important obstacle to, or predictor of, treatment outcome in pediatric OCD. Directions for future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)