Work Family Conflict
Journal of Occupational Health Psychology 2000, Vol. 5, No. 2,278-308
Copyright 2000 by the Educational Publishing Foundation 1076-8998«0/$5.00 DOI: 10.1037//1076-899B.5.2.278
Consequences Associated With Work-to-Family Conflict: A Review and Agenda for Future Research
Tammy D. Allen, David E. L. Herst, Carly S. Bruck, and Martha Sutton
University of South Florida
A comprehensive review of the outcomes associated with work-to-family conflict was conducted and effect sizes were estimated. A typology was presented that grouped outcomes into 3 categories: work related, nonwork related, and stress related. Issues concerning the measurement of workfamily conflict were also discussed. The results demonstrate the widespread and serious consequences associated with work-to-family conflict. On the basis of the results of the review, an agenda for future research was provided.
Striking changes in the nature of families and the workforce, such as more dual-career couples and rising numbers of working mothers with young children, have increased the likelihood that employees of both genders have substantial household responsibilities in addition to their work responsibilities (Bond, Galinsky, & Swanberg, 1998; Gilbert, Hallett, & Eldridge, 1994). These radical changes have prompted considerable research related to work and family issues. The topic of work-family conflict has been of particular conflict interest. Recent research indicates that 40% of employed parents experience work-family at least some of the time 1993). Moreover, (Galinsky, Bond, & Friedman,
Kahn, Wolfe, Quinn, Snoek, and Rosenthal (1964) suggested that work-family conflict is a type of interrole conflict in which role pressures from the work and family domains are mutually incompatible to some degree. That is, work-family conflict occurs when demands associated with one domain are Kopelman, incompatible with demands associated with the other domain (Greenhaus & Buetell, 1985; Greenhaus, &
Copyright 2000 by the Educational Publishing Foundation 1076-8998«0/$5.00 DOI: 10.1037//1076-899B.5.2.278
Consequences Associated With Work-to-Family Conflict: A Review and Agenda for Future Research
Tammy D. Allen, David E. L. Herst, Carly S. Bruck, and Martha Sutton
University of South Florida
A comprehensive review of the outcomes associated with work-to-family conflict was conducted and effect sizes were estimated. A typology was presented that grouped outcomes into 3 categories: work related, nonwork related, and stress related. Issues concerning the measurement of workfamily conflict were also discussed. The results demonstrate the widespread and serious consequences associated with work-to-family conflict. On the basis of the results of the review, an agenda for future research was provided.
Striking changes in the nature of families and the workforce, such as more dual-career couples and rising numbers of working mothers with young children, have increased the likelihood that employees of both genders have substantial household responsibilities in addition to their work responsibilities (Bond, Galinsky, & Swanberg, 1998; Gilbert, Hallett, & Eldridge, 1994). These radical changes have prompted considerable research related to work and family issues. The topic of work-family conflict has been of particular conflict interest. Recent research indicates that 40% of employed parents experience work-family at least some of the time 1993). Moreover, (Galinsky, Bond, & Friedman,
Kahn, Wolfe, Quinn, Snoek, and Rosenthal (1964) suggested that work-family conflict is a type of interrole conflict in which role pressures from the work and family domains are mutually incompatible to some degree. That is, work-family conflict occurs when demands associated with one domain are Kopelman, incompatible with demands associated with the other domain (Greenhaus & Buetell, 1985; Greenhaus, &