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Potential Antecedents and Consequences of Work-Family Conflict: A Three Country Study

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Abstract

Work-family issues have received increasing attention by both organizations interested in effective human resource management and by researchers (cf. Brough and Kalliath, 2009). Work-family concerns were initially included in the occupational stress field but have now emerged as an important research focus on its own. Work-family issues, whether seen in terms of conflict, balance or synergy, have important consequences for individuals, families and organizations. Work-family conflict (WFC) has been found to be associated with lower levels of work satisfaction, organizational commitment, absenteeism, and psychological well-being (Allen et al., 2000; Byron, 2005; Kossek and Ozeki, 1998; Parasuraman and Greenhaus, 1997).

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Notes

  1. 1.

    These values were similar to those reported by Carlson et al. (2000) in their US study: 0.58, 0.31, 0.54, and an average inter-correlation of 0.48.

  2. 2.

    Carlson et al. (2000) reported mean values of 2.8, 2.6, 2.5, and 2.6, respectively.

  3. 3.

    These values were similar to those reported by Carlson et al. (2000) in their US study: 0.58, 0.31, 0.54, and an average inter-correlation of 0.48.

  4. 4.

    Carlson et al. (2000) reported mean values of 2.8, 2.6, 2.5, and 2.6, respectively.

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Acknowledgements

Preparation of this manuscript and conduct of the research was supported in part by York University, Nevsehir University, Beijing Union University and the College of Management and Technology, Arab Academy for Science and Technology and Maritime Transport. Ufuk Durna, Halil Demirer, Mehmet Tekinkus, Cetin Bektas and Fuus Tekin Acar assisted with data collection in the Turkish study. We thank the organizations that cooperated and our respondents for their participation.

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Authors and Affiliations

  1. Schulich School of Business, York University, Toronto, ON, Canada

    Ronald J. Burke

  2. Department of Psychology, York University, Toronto, ON, Canada

    Lisa Fiksenbaum

  3. Arab Academy for Science and Technology and Maritime Transport, Cairo, Egypt

    Ghada El-Kot

  4. Faculty of Commerce and Tourism Education, Nevsehir University, Nevsehir, Turkey

    Mustafa Koyuncu

  5. School of Hospitality and Tourism, Beijing Union University, Beijing, China

    Weng Jing

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  1. Ronald J. Burke
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  2. Lisa Fiksenbaum
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  3. Ghada El-Kot
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  4. Mustafa Koyuncu
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  5. Weng Jing
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Corresponding author

Correspondence to Ronald J. Burke .

Editor information

Editors and Affiliations

  1. Universität der Bundeswehr München, Werner-Heisenberg-Weg 39, Neubiberg, 85577, Germany

    Stephan Kaiser

  2. Katholische Universität Eichstätt-Ingols, Auf der Schanz 49, Ingolstadt, 85049, Germany

    Max Josef Ringlstetter

  3. , Institute for Socio-Management, Stirling Management School, Stirling, FK9 4LA, United Kingdom

    Doris Ruth Eikhof

  4. University Nova of Lisboa, Campus de Campolide, Lisboa, 1099-032, Portugal

    Miguel Pina e Cunha

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Burke, R.J., Fiksenbaum, L., El-Kot, G., Koyuncu, M., Jing, W. (2011). Potential Antecedents and Consequences of Work-Family Conflict: A Three Country Study. In: Kaiser, S., Ringlstetter, M., Eikhof, D., Pina e Cunha, M. (eds) Creating Balance?. Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-642-16199-5_6

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