family work conflict
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The Work–Family Conflict and Family–Work Conflict Scale (WFC & FWC Scale) is a questionnaire commonly used to assess conflicts that arise when required time devotion and strain for work obligations interfere with family responsibilities (work-family conflict) and conflicts that arise when family responsibilities interfere with work responsiblities (family work conflict). Past reports on the psychometric properties and recommendations for application of the WFC & FWC Scale mostly rely on samples from the United States. The current study is the first to report psychometric properties of a German-language version of the WFC & FWC Scale, including invariance analyses across women and men, and test-retest reliabilities. The analysis of the latent structure that was based on responses from 274 employes (77.0% women, 23.0% men) of a medical university in Austria revealed that the bifactor model had a satisfactory fit with the data. Configural and metric invariance indicated a similar factor structure and similar meaning in women and men. However, scalar invariance cannot be assumed. Thus, differences in scale scores between women and men might not adequately reflect level differences in the underlying latent factor. High internal consistencies and high test-retest reliabilities offer evidence for adequate reliability. Additionally, evidence for convergent (links to work stress and relationship satisfaction) and divergent validity (no links to career ambition) were found. In summary, the current study offers adequate evidence for validity and reliability of a German-language version of the WFC & FWC Scale.

This study examined the contribution of parental beliefs, the scope of involvement in family responsibilities, and the sense of being burdened with these responsibilities in shaping the results of conflict and enrichment in the roles of parents of children with disabilities, while keeping the child’s functional status in mind. We analysed data from 168 respondents, including 99 mothers and 69 fathers of children with disabilities. Beliefs, sense of burden with household and family responsibilities, and the child’s functional status had an influence on family-work conflict. The parent’s gender, beliefs, the child’s functional status, sense of burden with responsibilities towards the child with a disability, and the scope of involvement in household and family responsibilities were important for enrichment.

Abstract Balancing work and family roles proves to be a rather difficult task for most individuals. The social cognitive career theory (Lent, Brown, and Hackett 1994) states that to reach positive outcomes in the work domain, people need to develop self-efficacy through adequate learning experiences. With this study, we tested the importance of two contexts that can provide valuable learning experiences: family and volunteering. Thus, we verified the relationship between the division of labour in the family of origin, respectively, authentic leadership use in the volunteering organization and anticipated work-family and family-work conflict in a sample of student volunteers. Self-efficacy in dealing with the conflict between the two domains was used as a mediator. One hundred and ten students who were also volunteers at the time of the study participated in this research. A series of mediation models showed significant indirect effects from family and volunteering experiences on the conflict between work and family. Spillover effects were also confirmed. This study provides an understanding of how positive contexts such as equitable division of labour in the family and having an authentic leader in the volunteering organization help students develop their self-efficacy, which also contributes to anticipating lower levels of conflict between the work and family domains.

From the moment the Republic of Serbia declared a state of emergency in the summer semester of 2019/2020, higher education institutions (HEIs) used various teaching models from Distance Learning Systems (DLS), online platforms and modern information and communication technologies (ICT), to sending materials via student e-mails and notifications via faculty portals. Using survey research as a method, the paper describes the experiences of teachers and associates at HEIs in Serbia (780 respondents) regarding the efficiency of provided education services. In this article, we used the method of content analysis and participatory observation, as well. We analysed the attitudes of teachers and associates apropos the efficiency of providing educational services through the work from home (WFH) model and distance learning (DL) and other models used in response to COVID-19 epidemiological measures in education. During the WFH setup, we looked for factors that affect educational efficiency. When it comes to the statistical technique, factor analysis was selected. Technology, managerial support, and work–home conflict are all expected to impact process efficiency, so these were the first criteria considered when selecting potential factors. Principal Component Analysis (PCA) was used as the extraction method, and the Varimax rotation method was also used. We discarded all factors with eigenvalues below one. Four factors caught our attention: School management support, Family–work conflict, Home infrastructure, and Technology choice. The results showed that F1 (School management support) is positively correlated to F2 (Family–work conflict) and efficiency and negatively correlated to F3 (Home infrastructure). Conversely, F2 is negatively correlated to F3 and positively correlated to efficiency. The F4 factor shows no significant correlations to other factors.

The provision of paid leave and time-offs are practices in human resource administration that aims at reducing burnout, stress as well as family-work conflict. Thus, provision of leave allows an employee to recuperate from the daily pressure of work. However, in the education sector in Kenya, information concerning administration of leave policies to teachers is not clear. In some counties such as Homa Bay in Kenya, secondary school teachers are faced with problems such lesson overload, inadequate time-offs for sick and lactating teachers, and inadequate bereavement leaves. The number of teachers seeking for transfer has also increased over the years. The purpose of this study was to analyse the influence of adherence to leave policies by school administration on performance of teachers in public secondary schools in Homa Bay County. Specific objectives were to determine the level of teachers’ performance and to establish the influence of provision of leave on performance of teachers. The study employed descriptive survey design. Target population comprised a total of 257 principals and 2,231 teachers. Yamane’s formula was used to calculate 292 teachers and 22 Principals from whom data was collected using questionnaire and interview schedule respectively. The study found that adherence to leave policies (F = 66.488 ; P = 0.0) as a significant predictor of teachers’ performance abeit with a low contribution (21.8% or  R2 =0.218) change in teacher performance. It is concluded that adherence to leave policies do not provide adequate satisfaction to elicit effort towards enhanced performance among secondary school teacher.

Introduction: Due to the role of women in society, work-family conflict has had negative consequences on the mental and social health of working women and their families. The aim of this study was to identify the factors affecting the balance of work -family in female employees in Birjand. Methods: In a cross-sectional descriptive correlation study, 205 female employees working in Birjand city offices were selected by cluster sampling. In addition to demographic questions, the data collection tool was a self-administrated standard 18-item questionnaire by Carlson et al. The data were analyzed by  SPSS 19 software using independent t-test, analysis of variance, and Pearson correlation coefficient. Results: The mean age of the women was 38.6 ± 7.41 and their mean work experience was 13.36± 6.85. The mean score of the subjects was 29.37± 6.33 out of 45 in the work-family conflict dimension and 35.20 ± 6 6.52 in the family-work conflict dimension. A significant correlation was observed between women's age and work-family conflict variable. A positive and significant correlation was also observed between the two variables of work-family and family-work conflict (P = 0.001). Conclusion: Given that the mean score of work-family and family-work conflict in female employees is high, educational interventions to improve the balance of work-family and vice versa in working women are recommended to officials and planners.

Pelayanan yang prima merupakan kunci keberhasilan di industri hotel. Oleh karena itu, karyawan front office di hotel, sebagai gambaran citra perusahaan sekaligus industri dituntut untuk menunjukkan pelayanan yang terbaik secara konsisten dari waktu-waktu. Untuk memenuhi tuntutan pekerjaan maka karyawan front office bekerja dengan waktu yang panjang dan tidak menentu. Hal ini membuat karyawan front office mengalami konflik peran dan kesulitan untuk menyeimbangkan tuntutan antara pekerjaan dengan keluarga. Konflik peran ini membuat pekerjaan front office memiliki tingkat stres kerja yang tinggi. Tingkat stress yang tinggi membuat keterlibatan di pekerjaan menjadi kurang maksimal yang akhirnya berdampak pada sikap ketidakpuasan terhadap hidup secara umum. Di Indonesia, penelitian mengenai kepuasan hidup karyawan front office hotel masih belum cukup banyak ditemui padahal sikap ketidakpuasan terhadap hidup karyawan dapat berdampak pada sikap dan pelayanan di tempat kerja. Oleh karena itu, penelitian ini bertujuan untuk bertujuan untuk mengetahui pengaruh Work-Family Conflict, Family-Work Conflict terhadap stres kerja  dan Kepuasan hidup pekerja front office hotel di Indonesia. Penelitian ini menggunakan teknik sampling purposive terhadap 121 pekerja front office hotel di Indonesia. Hasil analisis data menggunakan SEM-PLS menunjukkan bahwa Work-Family Conflict dan Family-Work Conflict berpengaruh positif terhadap stres kerja, dan stres kerja yang tinggi akan berpengaruh negatif terhadap kepuasan hidup. Lebih lanjut, hasil analisis menunjukan Work-Family Conflict dan Family-Work Conflict tidak berpengaruh terhadap kepuasan hidup. Mengingat pentingnya tingkat kepuasan hidup terhadap sikap layanan pekerja, maka Manajemen hotel diharapkan untuk membuat kebijakan yang memfasilitasi tuntutan keluarga dan pekerjaan untuk mengurangi stres kerja.

Based on the leadership literature, this study investigates how paternalistic leadership (PL) and polychronicity (PC) affect the life satisfaction (LS) of nurses, specifically in public hospitals. Moreover, the mediating role of work-family conflict (WFC) and family-work conflict (FWC) is also assessed the relationships among PL, PC, and LS. The cross-sectional study design is used in this study due to its cost benefits and the convenience of data collection at a single point in time. A survey questionnaire is used to collect data from 226 nurses, and the Partial least squares structural equation modeling (PLS-SEM) technique is used to investigate the proposed model. The findings of this study confirmed that PL and PC have a positive relationship with LS. Furthermore, WFC partially mediated the relationships among PL, PC, and LS. In addition, FWC partially mediated the relationship between PL and LS; the role of FWC in mediating the relationship between PC and LS has been found to be insignificant. Employees with high PC and those whose supervisors show PL behavior become more satisfied with their lives and have relatively low WFC and FWC. In addition, the theoretical and practical implications have also been discussed.