Work-Family Conflict 1

Work-Family Conflict
Student Student
Writing 50
Professor Dean
September 11, 00!
Work-Family Conflict
Work-Family Conflict
The purpose of this research was to discover and examine on the relationship between work and
family life. Focus was on how increased work hours of the new economy may interfere with
familial relations in the future. Background information and various theories on work-family
conflict are discussed. Problem statement, conseuences, and solutions are referenced to
provide more insight on how to establish a balance between work and family spheres.
!mplications of work-family conflict and analysis of future conseuences are also elaborated.
Introduction
"#e impact $ork #as #ad on family constantly c#anges o%er time& '%en t#oug# some
consider $ork and family separate domains, in $#ic# a person(s role alternates bet$een #usband
or $ife and employee, it is significant to see #o$ t#e impact of $ork #as carried o%er to t#e
social life outside of t#e office and c#anged t#e relations#ips amongst family members&
)oreo%er, because full-time *&S& male and female employees in 005 #a%e come to $ork an
a%erage of +! #ours a $eek, in contrast to year 000(s ,-&. #ours and 1--5(s ,-&, #ours /0oard
of 1abor Statistics 201S3, 00+4 5ational Study of t#e C#anging Workforce 25SCW3, 1--., p&
67, t#e 8uestion t#at stands open is9 :;f t#e <ob culture of contemporary $orkplaces in t#e ne$
economy is constantly increasing its demand for longer #ours at $ork, $#at does t#is mean for
current and future familial relations#ips of $orkers in t#e *nited States=
>lt#oug# t#ere are positi%e reasons and fulfillment one can gain from $ork, suc# as
?self-$ort# or dignity@ /Aeic#, 0017, t#e focus in t#is paper is on t#e negati%e conse8uences of
>mericans( increasing $eekly $ork #ours on t#e family sp#ere as $ell as t#e solutions t#at can
be taken by affected families to balance t#e conflict bet$een $ork demands and family /p& 5!7&
)any social researc#ers #a%e in%estigated t#is $ork-family relations#ip and turned to %arious
t#eories to eBplain t#e conse8uences t#at follo$ from $ork-family conflicts, and t#ese can also
be applied to t#e correlation bet$een longer $ork #ours and family life& W#ile many >mericans
Work-Family Conflict ,
long to create families in t#eir futures, $ill t#e demand for $ork in t#e ne$ economy prolong
t#is dream, or $ill more employees turn to ot#er solutions to create a more balanced life bet$een
$ork and familial obligations=
Background: Work-family Study
Work and family literature mostly eBamines t#e role of $ork and studies its connection to
t#e family& W#arton and 0lair-1oy /00!7 refer to $ork-family conflict as a situation, in $#ic#
?t#e demands of t#e $ork interfere $it# fulfilling family responsibilities@ /p& +1.7& "#e role of
researc#ers is to eBplore t#e relations#ip bet$een bot# domains in order to make sense of t#e
correlation and conse8uences t#at can follo$ $#en bot# interact $it# one anot#er& ;n connection
to family, many predictors of $ork-family conflict #a%e been researc#ed, including demands,
resources, and accommodations of employment /Friedman C Dreen#aus, 000, p& 1,7& Stress,
#ealt#-related problems, <ob dissatisfaction, and lo$er psyc#ological $ell-being may result $#en
$ork demands, resources, and employment accommodations are in negati%e conteBt, and t#ey
may influence t#e $orker(s efficiency to fulfill family responsibilities /)illiken C Dunn-Eensen,
005, p&+57& Fne of t#e many t#eories to eBplain #o$ $ork actually can interfere $it# family
life is based on t#e spillo%er t#eory, $#ic# emp#asiGes t#at people in #ig#er demanding <obs
?eBperience substantially #ig#er le%els of negati%e spillo%er from $ork into t#eir li%es off t#e <ob
H<eopardiGing t#eir personal and family $ell-being@ /5ational Study of t#e C#anging
Workforce 25SCW3, 1--.7& >lmost -0 percent of more t#an !- million >merican parents $it#
c#ildren under t#e age of 16 are employed /Fredriksen-Doldsen C Sc#arlac#, 001, p&,7, and
?dual-income families are Ic#aracteriGed as being o%ereBtended, o%er$orked, o%er$#elmed
and o%er t#e top@ /Dambles, 1e$is, C Aapoport, 00!, p&!.7& "#e number of families #eaded by
single parents #as increased 5 percent since 1--0, to more t#an .&5 million #ouse#olds /Sloan
Work-Family Conflict +
Work and Family Aesearc# 5et$ork, 0057& "#ese trends s#o$ t#at it is e%en more important
t#at sc#olars analyGe $ays to alle%iate $ork-family conflict to make bot# sp#eres e%en more
compatible and less distressing for $orking >mericans $it# c#ildren since balancing $ork life
and family is getting #arder to do& 0y constructing better solutions for $orkers facing $ork-
family conflict, single parents especially can learn #o$ to manage $ork and family domains
effecti%ely&
Trend of the 21st Century: Increased Work Hours
"#e $orking $orld #as c#anged dramatically o%er t#e years& )ore people in t#e
$orkforce are more educated, $orkers are left $it# #ig#er eBpectations and about gaining
fulfillment at $ork, and people are $orking longer #ours& Stebbins /0017 points out t#at t#e
$omen and men(s roles c#anged in t#e $orkplace and at #ome /p& -7& )ore recent *&S& statistics
s#o$ t#at 16-++ year old $omen $#o #a%e #ad a c#ild in t#e last year and are participating in t#e
labor force increased from 1-60(s ,6 percent to 00+(s 55 percent /*&S& 0ureau of t#e Census,
00+a7& Jein /0057 asserted t#at t#e proportion of >merican $orkers $#o $orked 50 or more
#ours per $eek increased bet$een 1-6. and 000, and t#at t#e situation #as made it more
difficult for >mericans to balance $ork and familial obligations in t#eir li%es /p& 1,07& "#e *&S&
0ureau of t#e Census /00+b7 also pro<ected a continuing trend of decreased marriages9 percents
of *&S& marriages $ent from -&6 percent in 1--0, to 6&, percent in 000, and declined furt#er to
.&+ percent in 00+& "#e decrease in marriage rates may be positi%ely correlated $it# greater
$ork demands in t#e ne$ economy since some mig#t feel t#at increasing demands $ould make
it #arder to maintain prospecti%e family obligations& "#e *nited States no$ #as t#e longest $ork
#ours of any industrialiGed nation /Fletc#er C 0ailyn, 005, p& 1.17& Aeic# /0017 notes
?>mericans no$ $orking longer for pay t#an e%en t#e notoriously industrious Eapanese, $#o are
Work-Family Conflict 5
currently putting in about as many #ours as >mericans did in 1-604 moreo%er, a ?typical $orking
>merican also puts in ,50 more #ours a year t#an t#e typical 'uropean@ /p&557& 0ut $#y are
people $orking #arder= >d%ancement in tec#nology is <ust one factor t#at contributes to t#e
cause people to $ork longer and at a faster pace, and for ot#ers it is t#e ?$ays t#at contemporary
$ork is becoming more satisfying and compelling@ /Dambles, 1e$is, C Aapoport, 00!, p&+6-
517& For some, paid $ork can pro%ide people $it# a sense of meaning of purpose, satisfaction,
dignity, and e%en allo$s one to eBpress a #eart-felt commitment, $#ile ot#ers <ust seek to make
money or make a li%ing to support t#eir family /Aeic#, 001, p& 5!-!17& >lt#oug# $ork may
offer a psyc#ological or tangible satisfaction to some, Dambles et al& /00!7 notes t#at ot#ers are
p#ysically drained from $orking longer #ours because t#ey ?feel obliged or compelled to gi%e
more energy, emotional labor, or Kmore of t#emsel%es( to t#eir paid $ork acti%ities@ /p& 517&
The redicament: !n Im"alance Bet#een $ising Work Hours and Family
>s Aeic# /0017 pointed out, ?Paid $ork is becoming far more intrusi%e on t#e rest of
our li%es@ /p& 5.7& Jo$ muc# time $orkers #a%e for family responsibilities depends largely on
t#e amount of #ours t#ey $orked /Jein, 005, p& 1-7& >s t#e amount of #ours #a%e increased
o%er t#e years, and are still continuing to do so, it becomes #arder to create a balance bet$een
$ork and family life, since demands and a%ailability for family life obligations are not getting
any less& Jein /0057 also argued t#at for many employees in >merican, longer $orking #ours
#a%e also been s#ifted to ?asocial #ours,@ $#ic# are #ours not standard to t#eir regular $orking
sc#edules and include nig#t or $eekends times /p& 1,+7& "#is suggests t#at longer $orking #ours
are not only carried out during daytime, but also at nig#ttime at irregular time periods& 5egati%e
personal eBperiences t#at employees get from $ork can easily carry o%er into t#e family sp#ere,
and e%en if not all >mericans come to find t#emsel%es in a rut trying to balance $ork and
Work-Family Conflict !
familial obligations, it is still important to analyGe t#e cause and effects of t#e conflict t#at
increased $ork #ours may eB#ibit on family life, as $ell as solutions to make balancing bot#
domains easier& "#e burning 8uestion is about t#e conse8uences t#at mig#t follo$ from an
ad%ancing and continuously de%eloping economy, $#ose $orking #ours are on t#e rise& Will t#e
implications of $ork-family conflict get $orse for future generations= ;f #o$, $#at can be done
to lessen t#is conflict=
Theories: !n %&'lanation for Im"alance
)illiken C Dunn-Eensen /0057 confirmed t#at a great amount of e%idence from
conducted researc# indicate t#at number of #ours $orked is positi%ely correlated $it# amount of
$ork-family conflict eBperienced in t#e family at #ome /p& +,7& "#ey also argued t#at recent
researc# suggests t#at ?t#e more #ours people $ork, t#e #ig#er t#e le%el of $ork interference
$it# family and t#e lo$er t#e psyc#ological $ell being /p& ++7& >spects of $ork t#at #a%e been
made e%ident to ?limit success and fulfillment@ in t#e family sp#ere include resources suc# as
?money, time, and fleBibility@ /Friedman C Dreen#aus, 000, p&157& Larious t#eories #a%e
been establis#ed to eBplain t#e reasons for t#e conflict t#at $ork can deflect into family life&
Some main t#eories are9 role t#eory, spillo%er t#eory, and conflict t#eory, all $#ic# can be
applied to$ards t#e current issue of increasing $ork #ours and family life imbalance&
"ole theory refers to t#e social role an employee plays in t#e $ork domain, and #o$ t#eir
eBperienced strain can negati%ely affect t#e performance in t#e familial domain /Doogins, 1--1,
p& ,7& Aesources at $ork, suc# as <ob aut#ority, #ours $orked, and <ob satisfaction affect t#is
social role t#e $orker plays, and depending on $#et#er t#e employee is pro%ided t#ese resources
in a positi%e $ay /satisfactory <ob aut#ority and $ork #ours7, sM#e $ill #a%e more or less $ork-
family conflict /Friedman C Dreen#aus, 000, p& 1-1+7& 'd$ards and Aot#bard /0007
Work-Family Conflict .
confirmed t#at ?added $ork eBpectations and <ob in%ol%ement 2are3 predictors of $ork conflict
and family eBpectations@ /p&1,7&
#pillover theory, according to Fredriksen-Doldsen and Sc#arlac# /0017, re%ol%es around
t#e conceptualiGation t#at t#e $ork sp#ere can #a%e a positi%e or negati%e impact on t#e family
sp#ere, meaning t#at attitudes and be#a%iors /suc# as distress from $orking long #ours7 can
create distress at #ome $it# family members /p&55-5!7& Doogins /1--17 termed t#is process
?negati%e spillo%er,@ and elaborated t#at ?negati%e interference resulting from a person(s
eBperiencing problems in 2t#e $ork domain3 affect t#e performance in 2t#e familial domain3@
/p&,7& Jo$e%er, $ork can also literally spill into one(s family life $#en one #as to take #ome
amounts of $ork to complete t#em for a deadline&
$onflict theory implies t#at t#ere is an ine%itable conflict bet$een $ork and family
because bot# sp#eres are ?generally incompatible, gi%en t#eir differing demands, responsibilities,
eBpectations, and norms /Fredriksen-Doldsen C Sc#arlac#, 001, p& 5!7& ;t is assumed t#at
anyt#ing at $ork $ill create some kind of conflict at #ome&
>ll t#ree t#eories re%ol%e around $ork aspects t#at can psyc#ologically influence a
$orker to eBperience $ork-family conflict at #ome, but t#e spillover theory, as $ell as t#e
conflict theory also brings out t#e issue of p#ysical aspects of $ork t#at can cause conflict, suc#
as #a%ing to bring incomplete $ork assignments #ome to t#e family to get t#em done& "ole
theory is mostly about #o$ resources at $ork can psyc#ologically influence t#e $orker to eB#ibit
negati%e emotions or attitude at #ome& "#e conflict theory on its o$n is a more eBtreme %ersion
of #o$ resources from $ork can psyc#ologically and literally cause t#e $orker to eBperience
conflict $it# family, $#et#er it be #ours spent at $ork or being under stress& >lt#oug# t#ese
t#eories all #a%e a different take on #o$ $ork-family conflict occurs, t#ey all #a%e somet#ing in
Work-Family Conflict 6
common9 t#ey s#o$ t#at t#ere is a conflict bet$een $ork and family sp#eres& "#e conse8uences
t#at are described in t#e t#eories call for a met#od to lessen role strain, negati%e spillo%er, and
family conflict suc# t#at a #ealt#y balance can be establis#ed bet$een $ork and family life&
(ature of the ro"lem: Conse)uences of *onger Hours on Family *ife
;n Doogins( /1--17 Eob and Jome Study conducted in 1--1, around +! percent of parents
?$is#ed t#ey #ad more time to do t#ings for t#e family,@ $#ile nearly ,0 percent of parents felt
t#ey #ad more on t#eir plate t#an t#ey could #andle /p&1,+7& W#arton and 0lair-1oy /00!7
point out t#at amount of #ours $orked is one of t#e predictors of $ork-family conflict and
creates increased concern $it# ?<uggling $ork and family obligations@ amongst business people
t#roug#out t#e industrialiGed $orld /p& +15-+1!7& Aesults of W#arton and 0lair-1oy(s researc#
sur%ey amongst business managers and professionals s#o$ed t#at ?for e%ery additional #our
$orked, t#e odds t#at a respondent $ill eBpress concern about t#e effect of long #ours on #is or
#er family and personal li%es increases by . percent /p& +!7& Conse8uences t#at follo$ from
increased $ork #ours may be p#ysical or psyc#ological, depending on t#e circumstances and
demands t#e $orker #as to deal $it# on t#e <ob& )oreo%er, t#e eBtent of t#e conse8uences %aries
from person to person& >n indi%idual $#o faces less $ork demands is likely to eBperience less
$ork-family conflict&
P#ysical Conse8uences
?Family absence and poor family-role performance@ may result from time-based
demands at $ork, suc# as number of #ours $orked and t#e conditions under $#ic# t#is time is
spent /Loydanoff, 005, p&.0., .0-7& "#is is most likely to occur to $orking parents t#at $ork
long #ours or asocial s#ifts and are often stuck in t#e office& "#e fact is t#at $#en a parent is at
$ork, t#ey are not at #ome and are t#us not able to attend to family obligations, $#et#er it is
Work-Family Conflict -
taking care of kids or fulfilling ot#er duties at #ome& "#e increased #ours t#at people are
$orking no$ are likely to increase t#e absences of parents $it# t#eir c#ildren or spouses& Poor
family-role performance is possible to result because of increased absence bet$een t#e role
model parent and t#e c#ild t#ey are separated from& "#e less often a c#ild is able to see its
parents, t#e less likely t#e c#ild is able to learn from t#em&
%arital discord and decreased life satisfaction are likely to occur to indi%iduals t#at try
to combine $ork $it# and family roles and feel intense commitment to$ards bot# domains
/Perrone, >egisdottir, Webb C 0lalock, 00!, p&667& > study t#at analyGed $ork-family
conflict and marital outcomes found t#at conflict t#at occurred in t#e marital-familial sp#ere $as
?positi%ely related to psyc#ological distress, $#ic# is related bot# directly and indirectly to
marital outcomes t#roug# marital interactions, e&g&, greater #ostility, less $armt# and
supporti%eness /Fredriksen-Doldsen C Sc#arlac#, 001, p&5.7& "#is conse8uence can occur from
negati%e spillo%er or e%en because of absence of t#e family member because of $ork demands&
Dissatisfaction $it# life is on a more personal le%el and can #appen to t#ose t#at struggle to
balance t#eir $ork and familial obligations&
$aregiving strain is possible to occur to parent $orkers $#o #a%e a #ard time balancing
c#ildcare obligations $it# $ork demands& Working for eBtended #ours may pro#ibit mot#ers or
fat#ers from attending to t#eir c#ildren(s needs /Fredriksen-Doldsen C Sc#arlac#, 001, p&6,4
Dambles, 1e$is C Aapoport, 00!, p&!.7& "#is means t#at a c#ild may not able to recei%e t#e
necessary care it re8uires, t#us negati%ely affecting its de%elopment&
Psyc#ological Conse8uences
Family dissatisfaction and distress are strain-based demands from $ork t#at are due to
time and $orkload pressures, and it can ?create psyc#ological spillo%er from t#e $ork domain to
Work-Family Conflict 10
t#e family domain@ /Loydanoff, 005, p& .0-7& Pressures and o%erload at $ork #a%e also been
associated $it# greater $it#dra$al, anger, and arguments at #ome /Fredriksen-Doldsen C
Sc#arlac#, 001, p&5.7& ;n a Eob and Jome Study conducted by Doogins /1--17, results s#o$ed
t#at almost ,5 percent of parents and non-parents ?feel emotionally drained $#en t#ey get #ome
from $ork@ /p& 1,+7& ;n a sur%ey ; conducted $it# a random sample of 1, males and . females
/ages 16-55N7 $#o $ork part-time or full time for an a%erage of 1-60 #ours per $eek, results
indicated t#at negati%e factors from $ork, suc# as o%ertime /-0O7, eBcessi%e $orkload /55O7, or
psyc#ological strain /55O7 eBperienced from $ork affected t#eir family li%es negati%ely& "#us
longer $orking #ours can influence a person to bring #ome stress, energy depletion, or negati%e
emotions, $#ic# may in turn negati%ely influence relations $it# family members or e%en #inder
t#e oppressed $orker to participate in family life acti%ities& > fat#er $#ose p#ysical capacity is
drained from $orking eBcessi%e #ours on t#e <ob may not be p#ysically capable of playing $it#
#is c#ild after $ork&
#ense of loneliness and disconnection may enter t#e life of indi%iduals $#o $ork
eBcessi%ely and can moreo%er lead to depression and conflict $it# family members /Dambles,
1e$is C Aapoport, 00!, p&!+7& W#en one $orks many #ours in t#e office because of $ork
demands, it can be #ard to keep up $it# t#e duties at #ome& >social #ours can contribute greatly
to t#is sense of disconnection because one is obligated to $ork #ours outside of t#e regular
sc#edule& "#e absence at #ome because of t#e increased $ork #ours can also contribute to t#e
literal disconnection $it# family members&
Wit# all t#ese p#ysical and psyc#ological conse8uences t#at result from increased $ork
demands, one can see t#at t#e effects of $ork-family conflict are more serious t#an one $ould
t#ink& Some $orkers go t#roug# days t#inking t#eir stress, disconnection, sense of loneliness, or
Work-Family Conflict 11
ot#er psyc#ological factors are Knormal( or typical for people and t#us don(t read muc# into it&
0ut one s#ould take t#ese factors more seriously, since t#ey may affect t#e $orker and #isM#er
family(s #ealt#& 0ot# p#ysical and psyc#ological conse8uences may also bleed into t#e rest of
an employee(s social circle and $orld& For eBample, if p#ysical absence or decreased life
satisfaction plague a person, it can negati%ely influence t#e $ay #eMs#e interacts $it# friends, co-
$orkers, and family members around t#em& >lt#oug# $ork-family conflict mig#t not affect
$orkers t#at do not eBperience t#ese conse8uences, t#ere is still potential for t#ese to creep into
one(s life in t#e future& So $#at can someone do $#o is eBperiencing t#ese problems $it# $ork
and family life=
Solutions to Concerns and Conflict: Constructi+e Work-*ife ,uidelines
For t#ose >merican $orkers t#at eBperience t#e p#ysical and psyc#ological strain
because of $ork-family conflict and increased $ork demands, sc#olars and researc#ers #a%e
assembled different met#ods and guidelines to lessen or e%en eBtinguis# t#e conflict& >lt#oug#
not all of t#e guidelines or propositions may $ork for e%eryone, t#ey are still possible options
t#at can be taken to establis# a balanced life bet$een $ork and family domains& ;nitiati%es taken
to incorporate t#ese policies and guidelines in one(s life are likely to lessen $ork-family conflict
to make bot# more en<oyable for t#e employee and t#eir family members&
FleBible Work >rrangements
&eave policies can be %ery #elpful to parents t#at #a%e an urgent need to attend to family
obligations and need time off from $ork to do so /Fredriksen-Doldsen C Sc#arlac#, 001,
p&1.07& Parents t#at #a%e to take care of a ne$born c#ild or a family member t#at is sick at #ome
can take ad%antage of t#is policy t#at is sometimes e%en paid for by certain companies&
Work-Family Conflict 1
Fredriksen-Doldsen and Sc#arlac# /0017 noted t#at some fleBible lea%e policies e%en ?eBplicitly
gi%e $orkers familyMpersonal lea%e time to accommodate %arious li%ing situations@ /p&1.07&
Part-time work may be anot#er option for o%er$orked employees t#at need time off to
tend to family members, #ouse#old obligations, or to reduce t#e likeli#ood of psyc#ological
conse8uences& Jein /0057 reported t#at ?t#e progressi%e reduction of daily #ours of $ork and
t#e reduction of o%ertime Iare general measures for impro%ing $orking conditions and t#e
8uality of $orking life@ /p&1,7& Part-time $ork can be beneficial to $orkers $#o feel t#ey #a%e
been absent in t#eir family members( li%es suc# t#at t#ey can establis# a better connection $it#
t#em& '%idently, indi%iduals $#o $ork and are committed to family are more likely to be
satisfied in bot# domains /Perrone, >egisdottir, Webb C 0lalock, 00!, p&-!7&
Flexible scheduling offers $orkers t#e freedom to %ary t#eir starting and ending $ork
times suc# t#at t#ey can fulfill ot#er familial obligations at more con%enient times& Fredriksen-
Doldsen and Sc#arlac# /0017, $#o termed t#is process as ?fleB-time,@ pointed out t#ree
sc#edule sets t#at can be enforced9 /17 ?fiBed fleB-time,@ in $#ic# $orkers begin $ork at a
predetermined time eac# day4 /7 ?a compressed $ork $eek,@ in $#ic# $orkers are gi%en t#e
option of $orking +0 #ours in less t#an fi%e days4 /,7 ?gliding time,@ in $#ic# $orkers can ad<ust
t#eir #ours as needed /p&1.7& Fne is more likely to adapt $ork and familial responsibilities to
one anot#er by applying one of t#ese t#ree alternati%e sc#edules to one(s life instead of $orking
too many #ours& ;n Fredriksen-Doldsen and Sc#arlac#(s /0017 study, -- percent indicated t#at
fleBible sc#eduling $as #elpful /p&10+7& From t#eir researc# results, W#arton and 0lair-1oy(s
/00!7 also reported t#at ?less intense and more stable and predictable $ork conditions may
alle%iate $orries about t#e effects of $ork #ours on t#ose in one(s personal life@ /p&+167
Work-Family Conflict 1,
'lternative work locations can be fa%orable to parents $#o $ould rat#er $ork at #ome
t#an an office, suc# t#at t#ey can be close to family members or c#ildren& >s a ?#ome$orker,@
Jein /0057 remarks, especially $omen are able to ?effecti%ely earn income $#ile being able to
take care of family responsibilities and a%oid constraints on t#eir mo%ements outside t#e #ome
/p&157& Stress may lessen, and one may e%en be more producti%e because one does not #a%e to
$orry about commuting or lea%ing c#ildren unattended& "#is could also strengt#en familial
bonds $it# $orkers t#at #a%e been absent or disconnected from family members because of
pre%ious $ork demands& > parent can t#us establis# a better connection $it# #isM#er c#ild
because t#ey can attend to its needs and pro%ide for t#em $#en necessary& "#is can also increase
parental role-model performance since t#e c#ild #as t#eir mot#er or fat#er present to learn and
gain eBperience from, $#ic# could not be possible if t#e parent $orked in an office&
Social Aesources and Programs
$ounseling or $onsultation in relation to family-care concerns is often ad%antageous to
$orkers t#at #a%e problems $it# $ork-family care conflict& 'mployee >ssistance Program
/'>P7 is a program t#at is often offered by companies for suc# purposes and is intended to
alle%iate problems and concerns $it# balancing familial and $ork domains /Fredriksen-Doldsen
C Sc#arlac#, 001, p&1.67& "#is program can #elp to reduce psyc#ological strain4 moreo%er,
'>P can also gi%e ad%ice on #o$ to tend to $ork demands and family obligations $it#out
neglecting one or t#e ot#er& Fredriksen-Doldsen and Sc#arlac#(s /0017 study s#o$ed 6,
percent of indi%iduals to find t#is met#od #elpful in t#eir li%es /p&1057&
#upport (roups #a%e been suggested to employees t#at suffer from imbalance of $ork
and family as $ell& Support groups are intended to ?pro%ide an opportunity for employees $it#
similar family-care situations to s#are concerns, discuss common problems, eBc#ange useful
Work-Family Conflict 1+
information, and recei%e emotional support@ /Fredriksen-Doldsen C Sc#arlac#, 001, p&1.-7
"#is met#od is a $ay for indi%iduals to get out and mingle $it# people $#o eBperience t#e same
conflicts $it# $ork and family&
$hild day care is a %ery popular option open to $orking parents $#o $ork a great
amount of #ours e%ery day& Fn-site care is a solution t#at can be $orked into one(s busy
sc#edule $it# $ork, and it can also alle%iate stress and care-gi%ing strain, kno$ing t#at one(s
c#ild is taken care of during busy $ork #ours& For parents $#o $ould rat#er lea%e t#eir c#ild
$it# someone t#ey kno$, babysitters are also an alternati%e&
>ll t#ese $ork arrangement and social resources and programs offer $orkers an outlet to
balance $ork and family obligations& W#ile some are more likely to lessen p#ysical or
psyc#ological conse8uences, suc# as absence and stress, ot#ers offer ot#er benefits to
indi%iduals& Fne s#ould take one or more of t#ese solutions into consideration $#en one is
serious about maintaining a balance bet$een $ork and family life obligations& "#ere is no one
rig#t solution for a person since circumstances of a%ailability and access mig#t in#ibit or limit
some people from taking ad%antage of t#ese resources& Surely some programs may not be
offered in some companies or areas, but ot#er options mentioned abo%e may open ne$ pat#s to
lessen conse8uences from $ork& )oreo%er, attaining a positi%e success from t#e resources can
%ary from $orker to $orker as $ell because some guidelines may be more profitable and
constructi%e to one(s personal problems, $#ile some solutions may <ust not $ork for t#em& "#is
is because circumstances and situations can complicate t#e accessibility of incorporating t#ese
resources into one(s busy daily sc#edule& > single mot#er $it# t$o c#ildren may be better off
taking ad%antage of c#ild day care t#an counseling, $#ile a married couple mig#t feel support
groups to be more #elpful t#an $orking at #ome& "#is is $#y it is essential t#at one attempt to
Work-Family Conflict 15
integrate a solution into one(s life, suc# t#at one can still establis# a balance bet$een $ork and
family from anot#er solution $#en a per%ious one #as failed& W#ile some people mig#t also
need to make some sacrifices in order to be able to take ad%antage of some of t#ese policies, or at
least lessen t#e intensity of t#e conse8uences, t#e attempt s#ould still be made because t#e
positi%e results can greatly c#ange one(s lifestyle and $ork-family relations for t#e better&
Conclusion - Future Conse)uences: *onger Hours . Increased Work-Family Conflict/
Work and family are central to t#e li%es of most >mericans, yet people still struggle to
integrate t#e demands of bot# sp#eres& F%er t#e years t#e *&S& #as de%eloped itself into an
o%er$ork culture in $#ic# demands of $ork #a%e eBcessi%ely increased for bot# men and
$omen& "#e rapid rise in amount of $ork #ours is one conse8uence from $ork t#at can #a%e a
serious negati%e impact on family life& So $#ere $ill t#e *nited States dra$ t#e line= Pno$ing
t#at t#ere are p#ysical and psyc#ological conse8uences t#at can creep into one(s familial life can
be %ery discouraging for younger people in our generation to start families& C#ildbirt# rates are
decreasing, and fe$er people are getting married& Can it be t#at our economy and its $ork
demands #a%e slo$ly lulled >mericans to step a$ay from attempting t#e c#allenge to balance
$ork and family life= ;f t#is c#allenge is constantly getting more difficult because of $ork
demands increasing, #o$ soon $ill it be before people s#y a$ay from t#e desire to establis#
families, kno$ing t#at serious conse8uences may enter t#eir li%es= Suc# implications in terms of
t#e ne$ economy are bound to get $orse if people don(t accept t#e fact t#at $ork can #arm t#eir
family life, and t#erefore attempt to do somet#ing about t#e conflict to establis# a balance&
>lt#oug# societal transformations of t#e future economy mig#t make $ork more demanding and
conse8uential to family life, it is up to t#e future generation to establis# a better $ay to balance
$ork $it# family life& "#e more researc# t#at is to be done for $ork-family literature in respect
Work-Family Conflict 1!
to trends of t#e c#anging *&S& economy, t#e more likely ne$ solutions are to be constructed suc#
t#at a person can feel more comfortable getting married, #a%ing c#ildren, and $orking once
again& *ntil more social resources, programs, or guidelines are created, one can take ad%antage
of t#ose solutions eBisting today&
Work-Family Conflict 1.
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model of person-en%ironment fit $it#in and bet$een t#e $ork and family domains& ;n '&
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Work-Family Conflict 16
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Work-Family Conflict 1-
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