Relevant bibliographies by topics / Work-family conflict

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Work-family conflict'

Author: Grafiati
Published: 4 June 2021
Last updated: 12 June 2025

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Journal articles on the topic "Work-family conflict"

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Darcy, Colette, and Alma McCarthy. "Work‐family conflict." Journal of European Industrial Training 31, no. 7 (2007): 530–49. http://dx.doi.org/10.1108/03090590710820042.

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DUXBURY, LINDA, CHRISTOPHER HIGGINS, and CATHERINE LEE. "Work-Family Conflict." Journal of Family Issues 15, no. 3 (1994): 449–66. http://dx.doi.org/10.1177/019251394015003006.

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Srivastava, Dr Shamini, and Dr Urmila R. Srivastava. "Work, Family and Personality: An Examination of Work-Family Conflict among Indian IT Employees." International Academic Journal of Business Management 06, no. 01 (2019): 159–72. http://dx.doi.org/10.9756/iajbm/v6i1/1910018.

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Kebriaei, Ali, Fatemeh Abedizadeh, and Teyebehsadat Sharifian. "Study on the Conflicts between Work and Family at the Kashan University of Medical Sciences, Iran." International Letters of Social and Humanistic Sciences 74 (November 2016): 48–53. http://dx.doi.org/10.18052/www.scipress.com/ilshs.74.48.

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With both professional and personal responsibilities, employees often conflict when reconciling the demands of family and work. The study aimed to investigate whether work to family conflict experienced by employees of Kashan University of medical sciences differed from family to work conflict.A cross sectional study was carried out in 2014. A random sample of 202 employees in the four schools affiliated with Kashan University of medical sciences located in central of Iran was selected and responded to items of the questionnaires using a 7-point Likert scale. Work-family conflict was measured using Carlson et al.’s 18 items scale. Higher values indicate higher levels of work to family conflict and family to work conflict. Analysis was carried out using SPSS 16.Employees experienced work-family conflict in the two directions. Work to family conflict with mean of 31.5510.68 was significantly (t=9.87, P<0.001) more than family to work conflict with 25.588.77. They experienced different time-, strain-, and behavior-based work to family conflicts than time-, strain-, and behavior-based family to work conflicts (P<0.01).Work to family conflict was more than family to work conflict. Therefore, University authorities should try to improve working conditions through changing the working culture and re-looking into their work structure and employment policies to moderate the experience of work to family conflicts encountered by the employees.
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Anbarini, Ratih, Henny Sri Mulyani Rohayati, and Kunto Adi Wibowo. "PENGARUH WORK-FAMILY CULTURE TERHADAP WORK-FAMILY CONFLICT PEGAWAI YANG BEKERJA DARI RUMAH." Jurnal Ekobis : Ekonomi Bisnis & Manajemen 12, no. 1 (2022): 78–91. http://dx.doi.org/10.37932/j.e.v12i1.490.

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Pandemi Covid-19 di Indonesia membuat pemerintah memberlakukan sejumlah kebijakan, salah satunya bekerja dari rumah (work from home/WFH). WFH bagi pekerja di Indonesia masih menjadi sesuatu yang asing, sehingga sulit menempatkan urusan pekerjaan dan keluarga sesuai dengan kebutuhan. Penelitian ini membahas mengenai pengaruh bekerja dari rumah dengan work-family conflict dan akan melihat pula bagaimana work-family culture berpengaruh terhadap work-family conflict dengan menggunakan metode kuantitatif melalui survei. Hasil penelitian menunjukkan bahwa bekerja dari rumah menyebabkan work-family conflict, serta work-family culture berpengaruh terhadap work-family conflict. Karena adanya pengaruh inilah, maka organisasi disarankan menerapkan work-family culture yang mendukung pekerjaan pegawainya, sehingga tingkat work-family conflict tidak menjadi lebih tinggi. The Covid-19 pandemic in Indonesia has forced the government to implement many policies, one of which is working from home (WFH). Working from home is still an uncommon concept in Indonesia, so it is difficult for workers to place between work and family matters. This study discusses the effect of working from home with work-family conflict and will also see how work-family culture affects work-family conflict using quantitative methods through surveys. The results show that working from home causes work-family conflict, and work-family culture affects work-family conflict. Because of this influence, it is recommended that organizations implement a work-family culture that supports their employees’ work so that work-family conflicts do not become higher.
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Voydanoff, Patricia. "Work Demands and Work-to-Family and Family-to-Work Conflict." Journal of Family Issues 26, no. 6 (2005): 707–26. http://dx.doi.org/10.1177/0192513x05277516.

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This article uses a demands-and-resources approach to examine relationships between three types of work demands and work-to-family and family-to-work conflict: time-based demands, strain-based demands, and boundary-spanning demands. The analysis is based on data from 2,155 employed adults living with a family member who were interviewed for the 1997 National Study of the Changing Workforce (NSCW). The results indicate consistent positive relationships between the three types of demands and work-to-family conflict. Strain-based demands show the strongest relationships with family-to-work conflict. In addition, work-to-family conflict partially mediates relationships between several demands and family-to-work conflict. Thus, work demands reveal direct and indirect relationships with family-to-work conflict.
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Hetty van Emmerik, I. J., and Maria C. W. Peeters. "Crossover specificity of team‐level work‐family conflict to individual‐level work‐family conflict." Journal of Managerial Psychology 24, no. 3 (2009): 254–68. http://dx.doi.org/10.1108/02683940910939331.

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PurposeThis study aims to investigate the crossover specificity of team‐level stressors to individual‐level work‐family conflict.Design/methodology/approachThe paper takes the form of a multilevel analyses with data from 428 employees of a Dutch municipality working in 49 teams.FindingsThe results indicate the expected crossover specificity of different types of work‐family conflicts. After controlling for individual‐level demands there is little evidence that team‐level work demands influence work‐family conflict (WFC) or family‐work conflict (FWC), but team‐level WFC and FWC do influence individual‐level WFC and FWC, respectively.Research limitations/implicationsThe paper distinguishes two types of WFC, but it did not distinguish between strain‐ and time‐based conflicts. Further, it did not pay attention to individual differences (e.g., susceptibility to distress of team members), although such differences may be important moderators of the crossover process.Originality/valueThis study is one of the first that empirically linked team‐level stressors and WFC to individual‐level WFC and that tested crossover specificity. Findings indicated the associations of team‐level WFC and FWC and focal employees' WFC and FWC respectively, thereby underscoring the importance of crossover specificity.
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Martinez-Sanchez, Angel, Manuela Perez-Perez, Maria-Jose Vela-Jimenez, and Silvia Abella-Garces. "Job satisfaction and work–family policies through work-family enrichment." Journal of Managerial Psychology 33, no. 4/5 (2018): 386–402. http://dx.doi.org/10.1108/jmp-10-2017-0376.

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PurposeThe purpose of this paper is to analyze the effect of a bundle of work–family policies on employee’s job satisfaction and (affective) organizational commitment, by using work–family enrichment and conflict as explanatory.Design/methodology/approachEmpirical study is conducted with a sample of 322 employees from 30 Spanish firms that have been granted with the “Flexible Firm Award” or have been certified as “Family Responsible Firms.” Structural equation modeling is used to test hypotheses.FindingsThe results show that the higher the use of work–family policies the more positive effects on work–family enrichment and conflict, and that job satisfaction is positively related to (effective) organizational commitment.Research limitations/implicationsThis is a cross-sectional study which may limit the establishment of causal relationships.Practical implicationsWork–family policies may constitute a relevant management tool to balance work and family life by making employees more interested in their jobs, enhancing their well-being and reducing the conflicts between work and family domains. The positive role of work–family enrichment contributes to enhance employees’ job satisfaction and, at the same time, to increase their organizational commitment. Managers should pay attention at how work–family policies are justified because they may influence differently on their outcomes on satisfaction and commitment.Originality/valueThere are two main original contributions of the paper. First, the authors study the joint effect of work–family policies on different dimensions of enrichment and conflict. Second, the authors analyze the relationship between different dimensions of enrichment and conflict on job satisfaction and organizational commitment.
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Karatepe, Osman M., and Georgiana Karadas. "Service employees’ fit, work-family conflict, and work engagement." Journal of Services Marketing 30, no. 5 (2016): 554–66. http://dx.doi.org/10.1108/jsm-02-2015-0066.

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Purpose Using person–job fit, congruence and conservation of resources theories as the theoretical underpinnings, the purpose of this study is to propose and test a research model that investigates work-family conflict and family–work conflict as mediators of the impact of person–job fit on work engagement. The model also examines the mediating role of work engagement in the relationship between conflicts in the work–family interface and life satisfaction. Design/methodology/approach Data gathered from frontline hotel employees two weeks apart in three waves in Romania were utilized to assess the abovementioned relationships via structural equation modeling. Findings Two directions of conflict act as partial mediators between person–job fit and work engagement. Work engagement fully mediates the relationship between work–family conflict and life satisfaction, while it functions as a partial mediator of the effect of family–work conflict on life satisfaction. Originality/value This paper contributes to current knowledge by investigating the interrelationships of person–job fit, two directions of conflict, work engagement and life satisfaction.
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Li, Xuan, and Claudia Zerle-Elsässer. "Modern fathers' dilemma of work-family reconciliation. Findings from the German Youth Institute Survey AID:A II." Journal of Family Research 35 (January 9, 2023): 103–23. http://dx.doi.org/10.20377/jfr-792.

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Objective: This study investigated how work and family demands and resources relate to fathers’ perceived work-family conflicts. Background: Increasing expectations for family involvement and the lingering centrality of employment in the male life course pose challenges for fathers to combine different life domains. However, most studies on work-family interface continue to focus on mothers and examine work-to-family conflict and family-to-work conflicts separately. Method: First, we used cluster analysis to identify a typology of four groups, each with different manifestations of work-to-family and family-to-work conflict. We then analyzed the relationship between fathers’ group membership in this typology and a number of relevant work and family demands and resources using multinomial logistic regression on a sample of 5,226 German nuclear families with at least one child under 18. Results: Our findings revealed that the greatest proportion of fathers (38.2%) reported being primarily pressured from work (=work-to-family conflict predominates), 19.8% primarily from the family (=family-to-work conflict predominates), but another 13.4% reported feeling conflicted in both directions; only 28.6% of fathers reported being more or less free of conflicts. Results of multinominal logistic regression suggested that long work hours, intrusive work demands, and long commute associated with fathers’ work-to-family conflict or dual conflicts. The higher the fathers’ weekday time investment in childcare and the better the perceived couple and family relationship, the lower the likelihood of fathers’ experience of work-to-family and dual conflict, although the likelihood of family-to-work conflict is unaffected. In addition, a higher family income and having a non-working partner negatively associated with fathers’ perceived work-family conflicts. Conclusion: These findings have strong implications for family-supportive practices and policies that are yet to focus on fathers in their difficult position between work and family obligations.
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Dissertations / Theses on the topic "Work-family conflict"

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Robbins, Ann. "Work Family Conflict." Thesis, Boston College, 2004. http://hdl.handle.net/2345/448.

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Thesis advisor: Maureen E. Kenny<br>Work can be a very satisfying experience; for many people, work defines a large piece of their identity. Yet work sometimes intrudes into other aspects of our lives in ways that are problematic. Work-family conflict results when the needs of the family and the needs of the workplace cannot both be met, because the time and effort required by one of these roles makes it difficult to fulfill the other. When it is present in people's lives, work-family conflict can have negative effects on physical and psychological health and the overall quality of life. Certain personality characteristics and learned skills can mediate or exacerbate the effects of work-family conflict. A family systems perspective aids in understanding the many ways in which work-family conflict can affect and can be affected by different subsystems and family members. Finally, the employer has a role in mediating work-family conflict by creating formal programs and fostering an organizational culture that help people to reduce or eliminate work-family conflict in their lives<br>Thesis (BA) — Boston College, 2004<br>Submitted to: Boston College. College of Arts and Sciences<br>Discipline: Education, Lynch School of<br>Discipline: College Honors Program
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Charles, Christie Marie. "Work-Family Conflict: Does Romance Matter?" ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3595.

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Research has shown that being in a romantic relationship has related negatively with work-family conflict. Using social exchange theory, the investment model, and role theory, this study examined the relationships among the dimensions of perceived partner support, romantic relationship interdependence, and work-family conflict. A sample of 192 adults in paid employment, currently involved in a romantic relationship, were recruited from SurveyMonkey Contribute. Study participants completed online a demographic survey, the revised Support in Intimate Relationships Rating Scale (SIRRS), the Investment Model Scale, and work-family conflict scales. Correlation analyses showed that work-to-family conflict and family-to-work conflict correlated negatively with commitment and positively with quality of alternatives as hypothesized. As hypothesized, regression analyses showed that quality of alternatives and informational support explained unique variance in work-to-family conflict and family-to-work conflict and that commitment explained unique variance in family-to-work conflict. PROCESS mediation analyses showed partial support for the hypothesis of mediation. Quality of alternatives and commitment mediated the relationships between esteem/emotional support and family-to-work conflict and instrumental/tangible support and family-to-work conflict. Quality of alternatives mediated the relationships between informational support and work-to-family conflict, informational support and family-to-work conflict, and instrumental/tangible support and work-to-family conflict. The findings contribute to positive social change by offering added knowledge about the occurrence of work-family issues in the lives of employees representing a large percentage of the workforce.
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Johansson, Emma, and Elisa Baker. "The management of family firms: supportive work-family culture and work-family conflict in Sweden." Thesis, Internationella Handelshögskolan, Jönköping University, IHH, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48547.

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The management of work-family conflict is an important aspect within the context of family firms. Managing work and family domains successfully are often known to be an issue for members of family firms and may result in negative outcomes affecting both individuals and organisations. Organisational cultures supporting individuals in managing work and family domains is believed to reduce the level of work-family conflict and constitutes the focus of this study. Historically, most of the scholarly contributions within the field of work-family conflict and organisational culture are within a non-family firm context. This thesis contributed to current literature with in-depth insights on the family business concepts by relating it with work-family conflicts. Family firms possess unique characteristics that are different from non-family firms, making the management of work-family conflict more difficult. The study shows that the relationships between the components of supportive work-family culture and work-family conflict are factors that impede individuals’ ability to manage multiple roles satisfactorily. The findings of this study could be used to contribute understanding  in future research within the field of family firms and in connection to the management of work-family conflicts.
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Graf, Carrie A. Driskell Robyn Bateman. "Gender differences in work and family conflict." Waco, Tex. : Baylor University, 2007. http://hdl.handle.net/2104/5055.

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Otalora, Guillermo. "Work-family conflict its impact to organizations." Saarbrücken VDM Verlag Dr. Müller, 2006. http://d-nb.info/989176851/04.

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Peregrino-Dartey, Eunice. "Copreneurs' Coping Strategies for Work-Family Conflict." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5584.

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Family businesses including copreneurships have a high failure rate. Copreneurs experience work-family conflict (WFC), which can have a negative effect on business sustainability. The purpose of this qualitative multiple case study was to explore strategies that copreneurs used in managing WFC to achieve business sustainability for longer than 10 years. Three copreneurs from 3 copreneurial businesses located in the Greater Accra region of Ghana, who have employed effective strategies to cope with WFC to achieve business sustainability longer than 10 years, participated in the study. The WFC model for business/marriage partners (copreneurs) and the reciprocal coping model served as the conceptual framework that grounded the study. Data were collected from semistructured interviews, company documents, and a reflective journal. The data were analyzed using the framework of compiling, disassembling, reassembling, interpreting, and making conclusions. Emerging themes included strategy themes of personal coping, family-friendly organizational supports, and integrated coping. The implications for positive social change include the potential to help copreneurs use strategies identified to manage WFC to improve business sustainability, which may contribute to wealth creation and poverty reduction in the local economy.
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Maitlen, Alison Anna. "Family supportive benefits and their effect on experienced work-family conflict." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2152.

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The goal of this study was to provide a link between the family-supportive benefits offered by an employer, and the work-family conflict experienced by that organization's employees. In order for employee outcomes such as job satisfaction to remain high, the work-family conflict experienced by the employee needs to remain low. One way to possibly lower the amount of work-family conflict experienced is to offer family-supportive benefits.
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Rowe, Diane Mary. "Work-family role conflict, a new theoretical model." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/mq22666.pdf.

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Winkler, Christene M. "Work-family conflict : buffering effects of organizational resources /." free to MU campus, to others for purchase, 1997. http://wwwlib.umi.com/cr/mo/fullcit?p9842574.

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Campos, García Angela Ximena. "The Effect of Family Supportive Supervisor Behaviors and Work-family Culture on Turnover Intention and Work-family Conflict." Doctoral thesis, Pontificia Universidad Católica del Perú, 2021. http://hdl.handle.net/20.500.12404/19776.

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Research on the work-family interface coming from different countries has certainly grown in the last years. Although still scarce, data from Latin American countries on workfamily issues is now available (Idrgovo Carlier et al., 2012; Idrovo & Bosch, 2019; Las Heras et al., 2015; Pecino et al., 2018). However, research from those countries, has focused on the work-family interface in firms and organizations mainly from the private sector. The purpose of this research was to look into the work-life interface of professionals in a demanding and high-risk occupation in a public service organization in the security sector. Specifically, it focuses on the interaction between supervisor behaviors and culture with turnover intention and work-family conflict. The present study centers on data from a public security organization (3861) in a Latin American country. The validity of the measuring instruments was evaluated through Confirmatory Factor Analysis (CFA). Structural Equation Modeling (SEM) was then applied to evaluate the relationship between variables. Results show a statistically significant negative impact of the supervisor behaviors in organizational (turnover intention) and individual outcomes (work-to-family conflict). At the same time organizational culture negatively affects turnover intentions and work-to-family conflict. While confirming results coming from the private sector in other countries, the importance of supervisor and culture proves implications for work and family practices in this type of organizations.<br>La investigación relacionada con la interacción trabajo-familia procedente de diferentes países sin duda ha aumentado en los últimos años. Aunque todavía son escasos, ya se dispone de datos de países latinoamericanos sobre temas de trabajo y familia (Idrovo Carlier et al., 2012; Idrovo & Bosch, 2019; Las Heras et al., 2015; Pecino et al., 2018). Sin embargo, las investigaciones realizadas en esos países se han centrado en la relación entre el trabajo y la familia en las empresas y organizaciones, principalmente del sector privado. El objetivo de este trabajo investigativo fue analizar la interfaz trabajo-vida de los profesionales que ejercen una profesión demandante en una organización de servicio público del sector de la seguridad. Específicamente, se centra en la interacción entre los comportamientos de los supervisores y la cultura con la intención de dejar el trabajo y el conflicto trabajo-familia. El presente estudio se realiza con datos de una agencia de seguridad pública (3861) de un país latinoamericano. La validez de los instrumentos de medición se evaluó mediante Análisis Factorial Confirmatorio (CFA). Posteriormente se aplicó el Modelado de Ecuaciones Estructurales (SEM) para evaluar la relación entre las variables. Los resultados muestran un impacto negativo estadísticamente significativo de los comportamientos de los supervisores en los resultados organizativos (intención de dejar el trabajo) e individuales (conflicto trabajo-familia). Al mismo tiempo, la cultura institucional afecta negativamente a la intención de dejar el trabajo y el conflicto entre el trabajo y la familia. Si bien se confirman los resultados obtenidos del sector privado en otros países, la importancia de la supervisión y la cultura demuestra implicaciones para las prácticas laborales y familiares en este tipo de organizaciones públicas y profesiones demandantes.
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Books on the topic "Work-family conflict"

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Googins, Bradley K. Work/family conflicts: Private lives, public responses. Auburn House, 1991.

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Kofodimos, Joan R. Beyond work-family programs: Confronting and resolving the underlying causes of work-personal life conflict. Center for Creative Leadership, 1995.

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Duxbury, Linda. Who is at risk ?: Predictors of work-life conflict. Public Health Agency of Canada, 2005.

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The crisis of the working mother: Resolving the conflict between family and work. Summit Books, 1986.

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Berg, Barbara J. The crisis of the working mother: Resolving the conflict between family and work. Summit Books, 1986.

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Unbending gender: Why family and work conflict and what to do about it. Oxford University Press, 2000.

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Else, Anne. False economy: New Zealanders face the conflict between paid and unpaid work. Tandem Press, 1996.

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1943-, Wilson Kate, ed. Couples, conflict, and change: Social work with marital relationships. Tavistock Publications, 1986.

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Marshall, Nancy L. Work-family strains and gains among two-earner couples. Wellesley College, 1992.

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Marshall, Nancy L. Work-family strains and gains among two-earner couples. Wellesley College, Center for Research on Women, 1992.

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Book chapters on the topic "Work-family conflict"

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Weer, Christy, and Jeffrey H. Greenhaus. "Work-to-Family Conflict." In Encyclopedia of Quality of Life and Well-Being Research. Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_3274.

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Weer, Christy, and Jeffrey H. Greenhaus. "Family-to-Work Conflict." In Encyclopedia of Quality of Life and Well-Being Research. Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_3330.

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Foley, Meraiah. "Work-Family Conflict and Policies." In Encyclopedia of Business and Professional Ethics. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-23514-1_140-1.

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Francis, Valerie. "Work-family conflict within civil engineering." In Valuing People in Construction. Routledge, 2017. http://dx.doi.org/10.4324/9781315459936-12.

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Zuo, Jiping. "Labor Denigration and Work–Family Conflict." In Work and Family in Urban China. Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-55465-9_5.

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Rajadhyaksha, Ujvala. "Work-Family Conflict and Positive Spillover." In The Work-Family Interface in Global Context. Routledge, 2017. http://dx.doi.org/10.4324/9781315732084-21.

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Whitbourne, Susan Krauss. "Family and Work Identities: Conflict or Compatibility?" In The Me I Know. Springer New York, 1986. http://dx.doi.org/10.1007/978-1-4613-8618-6_9.

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Aycan, Zeynep, and Karen Korabik. "An Integrative Model of Work-Family Conflict." In The Work-Family Interface in Global Context. Routledge, 2017. http://dx.doi.org/10.4324/9781315732084-16.

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Wang, Rui, and Hongbo Shi. "A Review of Work Family Conflict Research." In Proceedings of the 2022 6th International Seminar on Education, Management and Social Sciences (ISEMSS 2022). Atlantis Press SARL, 2022. http://dx.doi.org/10.2991/978-2-494069-31-2_350.

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Mesmer-Magnus, Jessica R., and Chockalingam Viswesvaran. "How Family-Friendly Work Environments Affect Work/Family Conflict: A Meta-Analytic Examination." In Palgrave Readers in Economics. Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-89265-4_17.

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Conference papers on the topic "Work-family conflict"

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Ishak, Mohamad Sukiman. "The Effect Of Work Family Conflict Toward Work Family Enrichment." In IEBMC 2017 – 8th International Economics and Business Management Conference. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.07.02.100.

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Hoffmaster, Kurt A., Jose O. Angeles, Indira R. Guzman, and Kenneth W. Cromer. "Job-Leisure and Work-Family Conflict." In SIGMIS-CPR '20: 2020 Computers and People Research Conference. ACM, 2020. http://dx.doi.org/10.1145/3378539.3393867.

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Duxbury, L., and S. Mills. "The electronic briefcase and work-family conflict." In the tenth international conference. ACM Press, 1989. http://dx.doi.org/10.1145/75034.75049.

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Anwar, Saiful, Rusmaini Rusmaini, and Lodya Sesriyani. "Work Family Conflict in Women Who Runs the Family Business." In Proceedings of the 1st International Conference on Economics Engineering and Social Science, InCEESS 2020, 17-18 July, Bekasi, Indonesia. EAI, 2021. http://dx.doi.org/10.4108/eai.17-7-2020.2302974.

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Ma, Hongyu, Hanying Tang, and Bin Wang. "A Study on Informal Organizational Work-Family Support, Work-Family Enrichment and Work-Family Conflict of Chinese Employees." In 2008 ISECS International Colloquium on Computing, Communication, Control, and Management. IEEE, 2008. http://dx.doi.org/10.1109/cccm.2008.392.

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Apriyawan, Dwi Tendi, and Dedi Rohendi. "Identification of Gender Concepts in Work-Family Conflict." In 4th International Conference on Innovation in Engineering and Vocational Education (ICIEVE 2021). Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220305.030.

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Vernia, Dellia Mila, and Syamsul Hadi Senen. "Work-Family Conflict, Emotional Intelligence, Work-Life Balance, and Employee Performance." In 6th Global Conference on Business, Management, and Entrepreneurship (GCBME 2021). Atlantis Press, 2022. http://dx.doi.org/10.2991/aebmr.k.220701.075.

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Wang, Dan, and Bi-cheng Li. "Effects of supervisory support and family-friendly benefit on work-family conflict." In 2008 International Conference on Management Science and Engineering (ICMSE). IEEE, 2008. http://dx.doi.org/10.1109/icmse.2008.4669039.

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Sabil, Faezah, Haruyah Abu, Jati Kasuma, and Nurul Lizzan. "Identifying Work-Family Conflict among Nurses: A Qualitative Study." In BE-ci 2016 International Conference on Business and Economics. Cognitive-crcs, 2016. http://dx.doi.org/10.15405/epsbs.2016.11.02.11.

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Ling, Zhang, and Nie Ting. "The Empirical Research on Dimensions of Work-Family Conflict." In 2007 International Conference on Management Science and Engineering. IEEE, 2007. http://dx.doi.org/10.1109/icmse.2007.4422052.

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Reports on the topic "Work-family conflict"

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Frone, Michael R., and Robert W. Rice. Work-Family Conflict: The Effect of Job and Family Involvement. Defense Technical Information Center, 1986. http://dx.doi.org/10.21236/ada175392.

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Ciabattari, Teresa. Single Mothers, Social Capital, and Work-Family Conflict. W.E. Upjohn Institute, 2005. http://dx.doi.org/10.17848/wp05-118.

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Monzon, Tracy. Social Support as a Buffer of the Relationship between Work and Family Involvement and Work-Family Conflict. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.7032.

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Murphy, Lauren. Psychological detachment as a moderator in work-family conflict relationships. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.6038.

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Allen, Elizabeth. An Examination of the Relationship between Work Involvement and Family Involvement and Work-family Conflict in Dual-career Families. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.6864.

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Kofodimos, Joan. Beyond work-family programs: Confronting and resolving the underlying causes of work-personal life conflict. Center for Creative Leadership, 1995. http://dx.doi.org/10.35613/ccl.1995.2005.

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Ward, Steven. A Study of Gender and Personality Factors in Work-Family Conflict Models. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.6641.

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Daniels, Rachel. Workplace Cognitive Failure as a Mediator between Work-Family Conflict and Safety Performance. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.1673.

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Murphy, Lauren. A Macroergonomics Approach Examining the Relationship between Work-family Conflict and Employee Safety. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.214.

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Grigsby, Tenora. The Effects of Perceived Work Schedule Flexibility, Number of Hours Worked, and Type of Work Schedule on Work-Family Conflict. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.6490.

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