DRAFT 1 : HR ANALYTICS

Work Place Conflict, Family Work Conflict

DATE:23/5/19
GROUP MEMBERS
SARA JAVED (F2017277017)
HASSAN MUKHTAR (F2017277001)
BISMA TARIQ (F2017277013)
AQSA SHERZI (F2017277012)
HIRA IFTIKHAR (F2017277015)
ABDUL MUNIM JAMAL (F2017277007)
Introduction

The purpose of this study was to look into Work Family Conflict, Family work Conflict. The
target population of this research is Female Teachers working in the University of the Punjab.
This is a cross-sectional research. The researchers have use the “quantitative research
methodology” to measure this phenomena. Data was collected through simple random sampling
technique. The research tool had portions for determining Work-Family Conflict (WFC), Family
Work Conflict (FWC) and Perceived Burden (PB) along with demographical information. The
percentages for affirmation and negation of WFC, FWC and PB were used. For the analysis of
kind of Work-Family conflict “The Role Conflict Theory” was referred. Time based conflict,
behavior based conflict and strain based conflict were analyzed. The research showed the
presence of WFC, absence of FWC and presence of perception of burden. The demographical
variables and literature review backed the possible explanations of the findings. The respondents
faced all three kinds of WFC (time, behavior and strain). The work family conflict was
dominantly high for the respondents. Not a single one of them was present in case of FWC. So,
the family-work conflict was low. The perceived burden is recorded to be high by the
respondents. Since the conflict observed is in work-family domain the burden is mainly due to
work, and its interface with family domain. Family-to-work conflict happens when the pressures
from the family and work domains are (impossible for both to exist together at the same time),
and as a result, participation in the work role is made harder because of participation in the
family role. Work-family conflict can also happen when situations at work are brought into
family life or situations in someone's family life start affecting work performance.

As a particular form of inter-role conflict, family-to-work conflict (also known as family

interference with work )happens when the pressures from the family and work domains are
(impossible for both to exist together at the same time), and as a result, participation in the work
role is made harder because of participation in the family role .The idea of role conflict comes
from (having very little of something important) explanation (of why something works or
happens the way it does) which assumes that personal useful things/valuable supplies, such as
time and energy, are limited and that the loving loyalty of greater useful things/valuable supplies
to one role requires/results in the loving loyalty of lesser useful things/valuable supplies to other
roles.

Work-family conflict happens when an individual experiences (unable to both exist and work
together) demands between work and family roles, causing participation in both roles to become
harder. This (too much of one thing and not enough of another) creates conflict at the work-life
(connecting point/way of interacting with something). It is important for organizations and
people to understand the effects/results/suggestions linked to work-family conflict. In certain
cases, work-family conflict has been connected with increased (related to working on the job)
burnout, job stress, decreased health, and issues having to do with organizational commitment
and job performance. Work-family conflict was first studied in the late 19th century. During this
time period, work and income moved from inside the home (farming-based work) to outside the
home (factories). (When a country builds factories and manufactures lots of things) challenged
the current relationship between working and family. Edge-related explanation (of why
something works or happens the way it does) and border explanation (of why something works
or happens the way it does) are the foundations used to study work-family conflict. Edge-related
explanation (of why something works or happens the way it does) divides social life into two
(dependent on each other) sections, work and family. People have different roles and
responsibilities in each section. Since the sections are (dependent on each other), two roles
cannot happen at the same time. People have to participate in role change between expectations
of the workplace and expected roles within the family structure. Border explanation (of why
something works or happens the way it does) expands this by (thinking about/when one thinks
about) the influences each section has on the other. Border explanation (of why something works
or happens the way it does) tries to pin down ways to manage conflict and (accomplish or gain
with effort) balance between disagreeing identities. People may choose to treat these pieces/parts
separately, moving back and forth between work and family roles (displaying edge-related
explanation (of why something works or happens the way it does)) or can decide to (combine
different things together so they work as one unit) the pieces/parts with hopes of finding balance.

Literature review
In this research (asks lots of questions about/tries to find the truth about) the relationship
between interred main conflict in the form of work family conflict and family work conflict with
different parts/faces of employee job happiness (from meeting a need or reaching a goal). Results
point to/show that work family conflict is significantly related to happiness (from meeting a need
or reaching a goal) with job in general, pay supervision, promotion, work, and coworkers’.
Family work conflict is not as regularly (all the time) related to the parts/faces of job happiness
(from meeting a need or reaching a goal). In general, as expected, conflict between work family
is more closely related to employee job happiness (from meeting a need or reaching a goal) than
conflict between family work. Managerial effects/results/suggestions are included as well as
directions for future (related to ideas about how things work or why they happen) and also
examine the relationships between perceived organizational support, work-family conflict,
family-work conflict and presenteeism in the context of hotel industry. (W. Gary Howard,
2004)

The results showed that there was a significant and negative relationship between perceived
organizational support and presenteeism and a significant and positive relationship between
work-family/family-work conflict and presenteeism. More than that, perceived organizational
support had no significant effect on presenteeism, while work-family/family-work conflict had a
significant effect on presenteeism. (W. Gary Howard, 2004)

The researcher examine in this paper how to develop and test an idea-based model to examine
the effects of work family conflict, family work conflict, and emotional (having nothing
left/having no strength left) on job performance and turnover plans/desires. The paper also aims
to (ask lots of questions about/try to find the truth about) the role of (male/female status) as a
moderator of the suggested/said relationships. (Karatepe, 2008)

The study examine that People in both the developing and developed worlds now face issues like
work-to-family and family-to-work conflicts. In the same way/in that way, the purpose of this
paper is to explore the relationships between work-life balance, work-family conflict, and
family-work conflict and perceived employee performance with job happiness (from meeting a
need or reaching a goal) serving as an (evening out/ruling over) (number or thing that changes).
The relationships among self-effectiveness, family-work conflict, social comparison standards,
career expectation (CE), and career success through surveying the teachers/professors of two
major universities in Shandong Area of control/area of land, China. (Soomro, 2018)

This research aims to find the factors that contribute to causing the work-family conflict and
family work conflict and the burden caused by them. In order to do so we will dive into the
literature which has been done in this field to get a view of why work and family domains can
induce their respective conflicts and what is the area of impact of those conflicts. A thorough
review of this literature will provide us in-depth understanding of this issue. Different research
articles were consulted for this purpose, some of these are reviewed here. (Rich, 2005)

In their research measured the level of importance males and females attribute to their “work” or
“family”. The family profile included the respondents belonging to both genders who put more
importance to their family rather than work. Their results showed that more “women” rather than
men were a part of “family profile” i-e they considered their family roles to be of more important
and most of the “men” belonged to “work” profile i-e they valued their work more than females.
Owing to the conclusion that most of the “employed women” belong to the family profile, they
reported have faced prominently high levels of work-family conflict (i-e the lesser importance to
work profile is the cause). (Cinamon, 2002)

In the research did the meta-analytical study of 25 previous studies aiming to prove that the
“work-family conflict” and “family-work conflict” are two separate kind of conflicts. Work-
family conflict arises from the variables that are associated with the work (job demands, job
pressures, working hours, organizational culture, work-related stresses, over-burden) and causes
the conflict in family life (incapacity to perform the roles and requirements associated with
family). They concluded that the triggers from work are likely to cause work-family conflict and
triggers from family domain are more likely to cause the family-work conflict. (Mesmer, 2005)

Did the research on work-family conflict and its possible implications on the mental health of
School Teachers Their results shows the conflict that arises from wok impacting the family
(WFC) the most dominant type of conflict as compared to the conflict that arises from the family
and influences work(FWC). The results showed that the un-married teachers were given more
work to take home as compared to the married counterparts so, they reported more conflict trend
in work-family conflict sphere. (Panatika, et al., 2011)
The quantitative study on work-family and family-work conflict of Israeli Teachers. These
teachers worked in schools at different levels. of years the teachers have worked has a
association with both work-family and family work conflict. On the other hand the teaching level
of the respondents (elementary, junior high and high) was also linked with the reported work-
family and family-work conflict. The individual experiences, diverse backgrounds and over the
time period their relative attribution to work or family roles also contribute to the WFC and
FWC. (Rich & Cinamon, 2005)

The analysis of work –family conflict and family-work conflict and its possible impact on being
absent from work, showing the behaviour of tardiness and leaving the work early. One of the
observations was that the leaving work was more evident than being absent for females and it
was considered as a coping strategy to reduce the WFC (taking an early off was more suitable
than being absent for whole working day). (Boyar, Pearson, & Maertz Jr., 2005)

In order to find out whether WFC and FWC were related with the “level of job” at which the
person was employed They considered the two levels of employment high level and low level.
(DiRenzo, Greenhaus, & Weer, 2011)

The analysis of dual earner families and their interface with the work-family and family-work
conflict in Turkey. Their sample consisted of both males and females, having at least one child
less than the age of 6, and both spouses in work-force.The purpose of their study was to analyse
the input of availability of child care, organizational support and spousal support in work-family
conflict for the female employees. (Aycan & Eskin, 2005)

The prospects of Work-family conflict and tried to find out its possible linkages between the job-
turnover intention and the job-satisfaction. So, that the measures could be taken in order to get
through with this predicament and to improve the quality of education provision by keeping
university teachers satisfied at their job. Results showed that the job satisfaction related variables
are negatively related with work-family conflict of Female University teacher’s i.e. the more the
teachers have work-family conflict the lesser would be the job-satisfaction. (Ahmad & Masood,
2011)

To measure the work-family conflict and its relation with the job satisfaction. For this purpose
they used the global approach(general tool) as well as the composite approach (questions
coveing all the specific job related items) to find the relation with both the work-family conflict
and family-work conflict. The researchers also considered the three kinds of nature of conflict in
their study time based conflict, strain-based conflict and behavior based conflict. Results showed
that the global job satisfaction was less significant considering Work-family conflict(all three
kinds) and work interference with family, the composite job satisfaction was significantly related
to these variables. Taking all three kinds of conflicts in account only behavior based conflict was
significantly related with any kind of job satisfaction. (Bruck, Allen, & Spector, 2002)
To find out the possible coping behaviours when work-family conflict is faced by the individuals
in USA. The research examined the two of work-family conflict and family-work conflict. The
time based and strain based conflicts were considered only(excluding behavior based). The
coping strategies included problem focused styles, behavior coping styles, direct action towards
conflict, help seeking coping strategy, positive thinking and avoidance/resignation. And it was
hypothesized that paired with these coping strategies the conflict will be reduced. Results
showed that every coping style was not well suited with every kind of conflict. The
avoidance/resignation was significantly related with WFC (high conflict in work) and FWC
(high conflict in family). Help seeking was suitable for lower time-based family-work conflict,
and direct action was suitable for low time-strain based conflict observed at family interface.
(Rotondo, Carlson, & Kincaid, 2002)

Researcher stated that the female employees working at a job have other roles to play too.. They
categorized the work-spouse and work-parent conflicts separately and overviewed their
relationship with the time demands of the job, job stressors and role commitment of spouse and
parent respectively. Among these the first two were observed from the work-setting arrangement
and the the role commitment was measured from family setting arrangement (parental
commitment and spousal commitment). Where as if the participants a more commited to their
parental role the more is the likelihood of their facing parental conflict. It was the opposite for
the spousal commitment, the more commitment towards the spouse decrease the work-spouse
conflict. (Day & Chamberlain, 2006)

The research considered both kinds of conflict WFC and FWC and tried to find their relationship
with the variables of supervisor’s support, family friendly policies at work-place, hours worked.
The results showed that having a family oriented policies at work-place and a supportive
supervisor does has an impact on both work-family conflict and family-work conflict. The
findings also include that the family-work conflict is not related to the job satisfaction (work-
family conflict is), and a prominent number of respondents showed family satisfaction. The
results showed that the perception of significant others about work-family conflict (high
correlation) was drastic in contrast with family-work conflict (low-correlation). (Frye &
Breaugh, 2004)

This particular research to find both direction of conflict WFC and FWC conflict of the
individuals who are not married and don’t have and children. In family arragement the parenting
style of both parents participating in child-care arrangements was perceived to be causing less
conflict. The orthodox method of gender roles in child-care(i-e women have sole responsibilty of
taking care of children and men are no entitiled to help them) was perceived to be a cause of
more conflict. The more self afficacy the respondents had, the less was expected conflict in both
work to family and family to work domains. (Cinamon, 2006)

The research aimed to find out the cross-gender balance between the work and family domains
with respect to other variables from both the domains as such: partner support, childcare
responsibility, elder responsibility, job resources, colleague support, and unfair criticism. The
sample consisted of the married male and female teachers currently enrolled as faculty members
enrolled in universities of Pakisatn .Results showed that the female university teachers are more
prone to the strain rearding work-life balance as compared to the male counterparts, females are
less satisfied with the support by colleagues at work-place than men. (Fatima & Sahibzada,
2012)

The quantitative analysis of work-family conflict faced by employees working in hotels. The
variables as such the job stress, job involvement, managerial support and colleague support were
considered in relation with the employee’s work-family conflict with respect to their smallest
child’s age cohort. The results showed that the colleague support for the the parents of less than
five years of age cohort was negative related with work-family conflict i-e more the colleague
support the less will be work-family conflict. The more the parents having children of 13 years
and above had stress from their job, and were more involved in their job the more was the work-
family conflict as per the results. (Darcy & McCarthy, 2007)

In the research aimed to find out the work-family conflict married women employees from
banking sector face in Pakistan. The results show that having a flexible routine and a supportive
supervisor from work place environment had a relationship with the work-family conflict and its
indicators(demands at work, time related conflict, work overburden, psycological implications of
juggling between both roles of work and family and rigid working schedule. But they refuse to
be any useful in case of conflict regarding time imbalance, work burden and work-conflicts’s
psycological implications. The more affluent the respondent’s husband the less likely they are to
face work demands, time related conflict and they are less likely to face psycological
implications. And the responsibilities from family domain and the husband’s attitutes
considering the work of wife are more likely to be a cause of time related conflict and likelihood
of mental distress. (Ahmad, Fakhar, & Ahmed, 2011)

Researcher aimed to elaborate the relationship between the importance female employees give to
their work and a family role, which was expected to have been important in identifying the root
cause to work-family conflict. It will also identify, from which domain that either work or family
the conflict originated. The respondents were working as a full time or part time employee at
University of Oxford at that time. The level of importance given to the work expected to be
related with the job satisfaction. the more importance the female employees gave to their work
the most satisfied they were with their jobs. However the more importance towards the family
roles was shown to have a negative impact on job satisfaction. (Noor, 2010)

Research aimed to find out the work-family conflict of teachers working at different levels. The
respondents belonged to different marital statuses and were majority female. The study
considered the perceptions of the employees about the cultural element of organizations in
helping them work-family conflict, the level to which the respondents identify themselves a part
of organization and consider themselves responsible as a citizen of the organization (OCB), the
job satisfaction and finally how much committed are the employees with their work-
place(committed to the norms, what effect the organization has on the employee and how much
emotionally invested is the employee with his/her organization). (Bragger, et al., 2005)

In this research, the author tried to find out the work-family-conflict faced by female
entrepreneurs. They over viewed the characteristics from work and family which are likely to be
a cause of work-family conflict and its relationship with the marital satisfaction, life satisfaction
and job satisfaction. The results showed that the conflict caused by being a parent was related
with how many hours the parent works. The parenting of grownup children require less attention
and care, this is likely to put some load off the housework, but not from the parental conflict
(specially with adolescents, and having more children). The availability of help for household
chores is likely to reduce housework but it does not reduce parental conflict. Having a non-
supportive spouse will reduce the life satisfaction, job satisfaction and marital satisfaction faced
by the female interpreters. Even the parental conflict only can reduce the marital satisfaction as
per the results. (Kim & Ling, 2001)

To find out what does the superiors who command the female employees think about their
capacity of facing work family conflict while making decisions about promoting them. the sttudy
was conducted to know how much the employees were fit for their job, fit for the goals of the
organization, likely to be nominated for promotion,able to perform the roles of promoted
position and likely to be nominated. Even when women report to face less work-family conflict.
If the superiors consider someone fit for job it is likely to get them nominated for promotion and
being promoted. (Hoobler, Wayne, & Lemmon, 2009)

Findings:

The thorough review of literature has indicated these findings:

 Women prefer the family profile over the work profile, this less prioritizing indicate that
they face WFC.

 WFC and FWC two separate kinds of conflict and their triggers are different.

 The stressors from work domain impact the conflict in family domain ((job demands, job
pressures, working hours, organizational culture, work-related stresses, over-burden,
autonomy at job)

 The stressors from family domain cause conflict in the conflict in work domain (child-
care, spousal duties, economic conditions etc.)

 Female report more WFC than the FWC.

 The years of experience contribute to nature and type of conflict the respondents face.
  The level of employment also plays a role in nature and causes of conflict. Those on
lower level of employment face more FWC and those on higher level face more WFC.

 The outcomes of both kind of conflicts are different.

 Tardiness, absenteeism, leaving work early are indicator of WFC due to prioritizing
kinship responsibilities. Job turn over intention and job satisfaction indicate less WFC.

 There are also factors which reduce the WFC and FWC in both work (organizational
support, supervisor support, family supporting environment policies, peer relations,
husband’s affluence) and family domains (child care, spousal support, sharing of parental
duties).

 No of children and the stages of parenthood and unforeseeable demands of parenthood

have showed to be contributing to the level of conflict and nature of conflict faced. The
non-parents if have different causes of reporting conflict (taking more work home and
other work related stressors).

 Time, behavior, and strain are the different kinds of conflicts faced by the respondents.

Hence we conclude that various factors contribute to the different kinds of conflict (WFC, FWC
and types of conflict (time, behavior, strain). There are also different outcome behaviors or
indicators of facing the conflict as shown above. The presence of moderators reduces the conflict
and contributes of the condition of being satisfied with the work or family situation in ant role.
The gender, marital status, age, experience, level of employment, no of children, age of children,
etc are some of the variables which cause the conflict. Job satisfaction, organization citizenship
behavior, family oriented policies, flexible working hours, spousal support etc. can reduce the
conflict. (Frye & Breaugh, 2004)

The connection between social help and work–family struggle is settled, however the thought
that various structures, sources, and sorts of social help just as relevant variables can adjust this
relationship has been generally dismissed. To address this confinement, the present investigation
gives the most far reaching and top to bottom examination of the connection between social help
and work–family struggle to date. We direct a meta-investigation dependent on 1021 impact
sizes and 46 nations to analyze the social help and work–family strife relationship. Utilizing
social help hypothesis as a hypothetical system, we challenge the supposition that social help
measures are compatible by looking at work/family bolster associations with work–family
struggle crosswise over various help frames (conduct, observations), sources (e.g., director,
collaborator, life partner), types (instrumental, enthusiastic), and national settings (social
qualities, monetary components). (Spector, 2002)

National setting speculations utilize a solid derivations worldview in which utility and esteem
compatibility hypothetical points of view are hollowed against each other. Huge outcomes
concerning bolster source are in accordance with social help hypothesis, showing that expansive
wellsprings of help are more firmly identified with work–family strife than are explicit
wellsprings of help. In accordance with utility point of view from social help hypothesis, culture
and monetary national setting altogether moderate a portion of the connections between
work/family backing and work impedance with family, showing that social help is most valuable
in settings in which it is required or saw as valuable. The outcomes propose that hierarchical help
might be the most significant wellspring of help generally speaking. (Eskin, 2005)

Work–family struggle influences worker execution and prosperity. Notwithstanding, regardless

of the hidden focal point of work–family inquire about on family wellbeing and prosperity, we
have restricted learning about the effect of job based stressors, for example, work–family
struggle, on tyke wellbeing. In this examination, we propose and test the stressor-self-
administrative assets hybrid system. In the soul of expansion of existing work–family research to
other social settings, we report on two multisource examines directed in Nigeria to clarify
whether, how, why, and when parental work–family struggle identifies with youngster
wellbeing. In Study 1, we gathered multisource information from parent–youngster combines in
low-pay families to test whether parental self-administrative assets clarify why work-family
strife identifies with kid wellbeing, bringing about discoveries that help the stressor-self-
administrative assets hybrid structure. So as to recognize potential focuses for future hierarchical
based mediations, we gathered Study 2 information from guardians and their youngsters (who
were selected at non-public schools) to test whether work self-rule and employment requests
adjusted the connection between parental self-administrative assets and tyke wellbeing.
Arbitrator examinations of the multisource information uncover that self-administrative assets
matter for tyke wellbeing just when work requests are high or when work self-governance is low,
indicating potential intercession and approach switches. (Wayne, 2009)

Summary,

The objective of this research is to study dual nature of conflict. Work-family conflict (work
demands being a cause of conflict with family demands), Family-work conflict (family demands
being a cause of work conflict with work demands) and the burden perceived by the sample
population by both work and family. This research wanted to study the impact of this phenomena
faced by the Females. American Lyceum, University of Punjab was shortlisted for this research
and focus was on WFC, FWC

Discussions:
The purpose of this research was to dive into the domains that have a significant impact in the
lives of the Female Teachers working in American Lyceum, the University of the Punjab, i-e
their work and their family. Accommodating these both social settings required different kinds of
roles, expertise, time, energy and rigor. This situation is likely to cause a conflict between work
and family. So, we conclude that there are two kind of conflicts to be studied; work-family
conflict (WFC) and family-work conflict (FWC) (Mesmer-Magnus & Viswesvaran,
Convergence between measures of work-to-family and family-to-work conflict: A meta-analytic
examination, 2005). As as result of this conflict the burden is expected. This research has tried to
look into the factors and situations which are likely to cause both kinds of conflict and the how
do and in what situation do they perceive their burden. Over literature review has provided us
with evidence of the factors from the both work and family domains which contribute to conflict.
There are multiple theoretical models which have been used over the time period, by the
researchers which were curious about this particular subject. The “role conflict theory” is the
most refereed theoretical model in this regard which provides an insight in explaining this
conflict. it categorizes the conflict in three kinds of conflict i-e time, behavior and strain related
conflict. (Madsen & Hammond, 2005). Our adopted questionnaire and the observed results have
a capacity to use this framework in explaining the conflict.

Work-family and work-life conflict are forms of inter-role conflict that happen when the energy,
time, or behavioral demands of the work role conflicts with family or personal life roles. Work-
family conflict is a particular form of work-life conflict. Work-family conflict is of growing
importance in (community of people/all good people in the world) as it has important results for
work, non-work, and personal results such as working well and getting a lot done, turnover,
family well-being, health, and stress. Work-family conflict relates to critical employment,
family, and personal life results. These include work results (e.g., job happiness (from meeting a
need or reaching a goal), organizational commitment, and turnover), family results (e.g.,
marriage-related happiness (from meeting a need or reaching a goal) and family happiness (from
meeting a need or reaching a goal), and personal results related to physical health (e.g., physical
signs of sickness, eating and exercise behaviors), and mental health (e.g., stress and signs of
depression, life happiness (from meeting a need or reaching a goal)). Many different (related to
ideas about how things work or why they happen) opinions/points of view are used to understand
work-life conflict: starting with role explanation (of why something works or happens the way it
does), and more (not very long ago) conservation of useful things/valuable supplies, job demands
and useful things/valuable supplies, and life course explanations (of why things work or happen
the way they do). Many methodological challenges are holding back the (moving ahead or up) of
work-family conflict research.

These include (1) construct overlap between work-family conflict and work-life conflict, and
work-life balance measures; (2) Measurement issues related to related to movement or focus in a
particular direction and operationalization; and (3) a lack of (related to studying things over a
long time) and multilevel studies. Future research should include studies to (1) advance construct
development on linkages between different forms of work-family and work-life conflict (2)
improve methodological modeling to better describe (or separate) work-family conflict
(machines/methods/ways) (3) (help) develop increased difference/different version in samples;
(4) develop toughness (actions that help bad situations) that fit specific (related to working on the
job) (related to what's near the object or word being studied) demands; (5) increase (combination
of different things together that work as one unit) and sophistication of (related to ideas about
how things work or why they happen) approaches; and (6) update work-family studies to take
into account the influence of the growing number of technology that is changing work-family
relationships.

Conclusion:
This research concluded that even though the conflict between work and family domain is bi-
directional but it is not necessary that the population under study would face both kinds of
conflicts i-e WFC and FWC. The female faculty members of American Lyceum, University of
the Punjab have reported to face high WFC and almost non-existent FWC. The burden perceived
by the respondents however is high which indicates in presence of only type of the conflict
among the WFC and FWC is likely to cause the burden for the respondents. The literature review
and demographical information supports the presence and absence of the conflict for this
particular population. All three kinds of conflict time-based conflict, behavior based conflict and
strain based conflict is observed in WFC. All three kinds of time, behavior and strain based
conflicts are absent in FWC. Thus we conclude that when there will be such indicators present in
work domain which are associated with causing conflict, WFC will be observed. And in presence
of such arrangements which facilitate the family interface and the attributes of conflict related to
its FWC will not be observed of any kind. (Vieira, 2018)
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