Exploring work- and organization-based resources as moderators between work–family conflict,well-being,and job attitudes

Abstract

In modern Western life it is difficult to avoid work–family conflict. Therefore the resources that might reduce its negative outcomes on well-being and job attitudes come into focus. Our study contributes to the work–family conflict literature by exploring the indirect (moderator) and direct role of three work- and organization-related resources, i.e., job control, family supportive climate, organization-based self-esteem (OBSE), in the work-to-family conflict and well-being/job attitude relationship. Theoretically, the study tested the recently developed Job Demands–Resources (JD-R) model in the Scandinavian context. Data for the study were gathered from three differing Finnish organizations (health care district, ICT company, Cardboard mill; n=1252). In line with the predictions of the JD-R model, job demands (time- and strain-based work-to-family conflict) were more robustly associated with strain-based outcomes (physical symptoms), whereas job resources (job control, family supportive climate, OBSE) were more strongly linked to motivational-based outcomes (job satisfaction, organizational commitment). Both job control and family supportive climate moderated the relationships studied; high job control and family supportive climate buffered against the aversive effects of work-to-family conflict on well-being and job attitudes. These indirect effects also varied in relation to the independent, moderator, and dependent variables. However, OBSE did not operate as a buffering factor, although it showed significant direct effects. From a practical viewpoint, our findings suggest that job control and family supportive climate are resources that help employees to reduce the negative effects related to work–family conflict.     

Relationships between work-family culture and work attitudes at both the individual and the departmental level

There is a need to better understand the nature of work-family culture and its relationships with job-related outcomes. The main objective of this study was to investigate the associations between a supportive work-family culture and work attitudes (i.e., job satisfaction, work engagement, turnover intentions) at both the individual and work departmental level. Survey-based data were gathered from 52 Finnish work departments (1219 individuals) in the domains of health care, ICT, and the paper industry. Data were analysed via multilevel structural equation modelling. Work-family culture was assessed via managers’ supportiveness, organizational time demands, and the expected career consequences of taking up work-family-related benefits. The results showed, first, that employees in the same work department shared similar perceptions of the department's work-family culture and work attitudes; second, the perceptions of the work-family culture shared within the work department as well as employees’ individual perceptions of it were associated with work attitudes. Thus, the positive effects of a supportive work-family culture on work attitudes were established at both the individual and work departmental levels.     

Patterns of conflict and enrichment in work-family balance: A three-dimensional typology

Abstract

A four-dimensional typology of work-family balance (WFB) that has previously been reported was tested in four samples: Finnish nurses (n=662), Slovenian nurses (n=667), Finnish health and social care workers (n=1493) and Finnish service sector employees (n=827). Latent profile analyses identified three rather than four types of WFB in each sample. In line with the four-dimensional typology, a Beneficial type (56% to 70% of the participants), experiencing high work-to-family and family-to-work enrichment (WFE and FWE) and low work-to-family and family-to-work conflict (WFC and FWC), and an Active type (15% to 20%), experiencing high WFC, FWC, WFE and FWE, emerged; however, the Harmful and Passive types were not identified. Instead, a Contradictory type (16% to 53%), experiencing high WFC and low WFE in combination with low FWC and high FWE, was found. The Beneficial type showed higher subjective well-being than the Contradictory and Active types, the latter showing higher vigour at work but also higher psychological strain and lower life satisfaction than the Contradictory type. These findings support the view that WFB is not a single state or continuum, but manifests itself in diverse combinations of WFC, FWC, WFE and FWE.     

Antecedents and Outcomes of Work Family Conflict Among Employed Women and Men in Finland

The aim of this study was to examine theprevalence, antecedents, and consequences of work familyconflict among employed women and men in Finland. Thedata were obtained by questionnaire from a sample of 501 employees working in four organizations.The results showed that work family conflict was moreprevalent than family work conflict among both sexes,but that there were no gender differences inexperiencing either work family or family work conflict.Family work conflict was best explained by family domainvariables (e.g., number of children living at home) forboth sexes, and work family conflict by work domain variables (e.g., full-time job, poorleadership relations) among the women, and by higheducation and high number of children living at homeamong the men. Family work conflict had negativeconsequences on family well-being, and work family conflict,in particular, on occupational well-being. The findingssuggest that in particular improvements in working lifeare needed to prevent problems in the work family interface.     

Recognizing But Not Acknowledging: On Using Research Information in Social Work with Elderly People Suffering from Dementia

The gap between theory and practice in social work continuesto be great, and research results seem to live a life of theirown, far from the field they were intended to improve. Thisarticle considers research information as a useful contributionto the practice of social work with elderly demented peopleand to qualitative methods used in the area of social scientificresearch. Arising out of a project aimed at studying the usefulnessof research information through an interactive exercise withinfocus groups, the author discusses how the results of researchcan be used to improve practice. When the researchers’theoretical- oriented perspectives meet with the practitioners’action-oriented perspectives, two different models enrich eachother in the process of developing integrated knowledge.     

Health care,social care or both? A qualitative explorative study of different focuses in long-term care of older people in France,Portugal and Sweden

Challenges with an ageing population are increasingly becoming a reality in the Western world. Since cognitive impairment increases with age, we can expect an increasing number of older people in need of care. The aim of this article is to describe, analyse and compare different focuses on care of older people with dementia, using examples from France, Portugal and Sweden. The questions are principally focused on the participants’ view about their tasks, the organisation of work, the professional role and cooperation with other professions. Everyday care was studied through observations and participant observations and the staff's opinion was explored by means of interviews. Twenty-two care settings for older people were included. The findings showed that France provided mainly ‘health care’, Sweden ‘social care’ and Portugal an integrated ‘health care and social care’. In a comparative perspective the Portuguese general care of older people, which focuses on integration of health care, social care and social work, also seems to provide care for older people suffering from dementia which best corresponds to the previously developed group living model.     

The stability of job and family involvement: applying the multi-wave, multi-variable technique to longitudinal data

The main aim of the study was to examine the stability of job and family involvement, applying multi-wave, multi-variable modelling within the framework of LISREL models. The abbreviated job and family involvement scales based on Kanungo's (1979, 1982) motivational model were examined on the basis of 3-year longitudinal data. The study was carried out by means of questionnaires, which were filled in by Finnish employees (n = 109) on three occasions. The results show that both job and family involvement remained relatively stable during the follow-up period. Further, the scales showed reasonable unidimensionality across time. In addition, the item reliability of the scales was found to be adequate. Of the demographic characteristics studied (i.e. gender, age, socioeconomic status, presence of children at home, age of the youngest child) only gender had a significant effect on involvement: men were found to be more involved with their jobs than were women.     

Work-to-family conflict and its relationship with satisfaction and well-being: a one-year longitudinal study on gender differences

The present study produced new knowledge about gender differences with respect to work-to-family conflict and its longitudinal relations with indicators of satisfaction and well-being. The study examined the longitudinal relations between work-to-family conflict and self-reported satisfaction and well-being in the domains of work (job satisfaction), family (marital satisfaction, parental distress) as well as overall (psychological and physical) symptoms. Data were obtained from a random sample of Finnish men (n=208) and women (n=218) who were employed and had either a partner or/and children. A survey was conducted at two points in time, in 1999 (Time 1), and one year later, in 2000 (Time 2). The results revealed that, among women, work-to-family conflict perceived at Time 1 significantly predicted job dissatisfaction, parental distress as well as psychological symptoms at Time 2. However, among men, a low level of satisfaction or well-being at Time 1 (marital dissatisfaction, parental distress, psychological and physical symptoms) functioned as a precursor of work-to-family conflict perceived at Time 2. In addition, the experience of work-to-family conflict turned out to be relatively stable for both genders over the time period of one year. It is likely that work-to-family conflict will continue to affect employees, and should be a central focus for organizations.     

Exploring work- and organization-based resources as moderators between work-family conflict, well-being, and job attitudes

In modern Western life it is difficult to avoid work-family conflict. Therefore the resources that might reduce its negative outcomes on well-being and job attitudes come into focus. Our study contributes to the work-family conflict literature by exploring the indirect (moderator) and direct role of three work- and organization-related resources, i.e., job control, family supportive climate, organization-based self-esteem (OBSE), in the work-to-family conflict and well-being/job attitude relationship. Theoretically, the study tested the recently developed Job Demands-Resources (JD-R) model in the Scandinavian context. Data for the study were gathered from three differing Finnish organizations (health care district, ICT company, Cardboard mill; n=1252). In line with the predictions of the JD-R model, job demands (time- and strain-based work-to-family conflict) were more robustly associated with strain-based outcomes (physical symptoms), whereas job resources (job control, family supportive climate, OBSE) were more strongly linked to motivational-based outcomes (job satisfaction, organizational commitment). Both job control and family supportive climate moderated the relationships studied; high job control and family supportive climate buffered against the aversive effects of work-to-family conflict on well-being and job attitudes. These indirect effects also varied in relation to the independent, moderator, and dependent variables. However, OBSE did not operate as a buffering factor, although it showed significant direct effects. From a practical viewpoint, our findings suggest that job control and family supportive climate are resources that help employees to reduce the negative effects related to work-family conflict.