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In this paper, we explore the lived experiences of mother-coaches who, while coaching, navigate policy and programs aimed at promoting gender equity. Specifically, this study took place within the context of an amateur national, 10-day multisport games event in Canada. Using critical feminist narrative inquiry, 14 mother-coaches (apprentice, assistant, or head coach), representing eight different provinces, and 10 different sports, participated in this study. Three themes were constructed that call attention to the Canadian sport system broadly, as well as the 10-day multisport games event specifically: (a) performative policies and gendered assumptions, (b) programs that are band-aids for a "shitty culture," and (c) a pathway to nowhere for mother-coaches. The findings complicate the hegemonic work–family conflict narrative, suggesting that mother-coaches' advancement, opportunities, and quality experiences are impacted by the current heteropatriarchal culture and structure of sport that these programs and policy are rooted in. [ABSTRACT FROM AUTHOR]

Cardiovascular disease (CVD) is becoming prevalent among younger people who have dual roles at both work and home. A possible contributor to CVD is conflict between work and home life. Thus, this study investigated the impact of work-to-family conflict (WFC) and family-to-work conflict (FWC) on metabolic risk factors. We used longitudinal data with a 4-yr interval from the Midlife in Japan study. 152 participants who were employed at baseline without missing variables of interest were included. We assessed the associations of baseline WFC and FWC with changes in metabolic risk factors between baseline and follow-up using Generalized Estimating Equations. After adjusting for baseline sociodemographic, work and family-related, and lifestyle factors, the fully adjusted model showed WFC was significantly associated with changes in low-density lipoprotein cholesterol (LDL-C) and Total cholesterol (TC)/high-density lipoprotein cholesterol (HDL-C) ratio. However, FWC was not significantly associated with changes in any metabolic risk factors. Our findings indicated a significant impact of WFC on LDL-C and TC/HDL-C ratio but no significant impact of FWC on metabolic health. Since these metabolic risk factors cause CVD, understanding the physiological responses to occupational psychosocial stress could help create primary prevention interventions and assess their effects on workers metabolic health.

Across four studies (N = 1544), we examined the relationship between individuals gender role mindsets, or beliefs about the malleability versus fixedness of traditional gender roles, and work-family conflict. We found that undergraduate women (but not men) business students holding a fixed, compared to growth, gender role mindset anticipated more work-family conflict. Next, we manipulated gender role mindset and demonstrated a causal link between womens growth mindsets (relative to fixed mindsets and control conditions) and reduced work-family conflict. We showed mechanistically that growth gender role mindsets unburden women from prescriptive gender roles, reducing work-family conflict. Finally, during COVID-19, we demonstrated a similar pattern among working women in high-achieving dual-career couples. We found an indirect effect of womens gender role mindset on job and relationship satisfaction, mediated through work-family conflict. Our preregistered studies suggest that holding the belief that gender roles can change mitigates womens work-family conflict.

Although guilt is often considered the most prevalent emotional outcome of work–family conflict (WFC), most work–family research focuses on family‐related guilt stemming from work interference with family, rather than job‐related guilt stemming from family interference with work (FIW). In addition, there is little understanding of how different employee social groups experience the implications of FIW in their daily lives. To address these research gaps, this study explores the relationship between daily FIW and job‐related guilt, and its subsequent impact on job satisfaction. It also investigates variation in these relationships by (1) gender and (2) the intersection of gender and ethnicity. Bayesian multilevel structural equation modeling using data from 5‐day diary surveys from 210 solicitors in Britain shows daily FIW is associated with higher job‐related guilt and subsequently lower job satisfaction. The relationship is stronger for women than men in general, but is also stronger for South Asian women than white British women (and men), and for South Asian men than white British men. This suggests that studies focusing on single social group characteristics (e.g., gender) are likely to obscure intersectional effects that might produce significant within‐group variation. The findings also highlight the importance of integrating workplace inequality arguments into theorization of WFC. [ABSTRACT FROM AUTHOR]

Previous research has shown that employment is an important social context affecting fertility, yet relatively little is known about the extent to which work characteristics affect fertility expectations. Using over 25 years of data from the 1979 National Longitudinal Survey of Youth, we analyzed the associations between part-time work and characteristics associated with autonomy over working time, specifically self-employment and managerial/professional occupation, and childbearing expectations among women ages 18-45 (N=4,415). Logistic regression models for longitudinal data reveal that work characteristics are significantly associated with fertility expectations, but that the specific nature of the relationship varies by parity. Among women with one child, those working part-time had predicted probabilities of expecting to have additional children that were 2% higher than those working full-time. In contrast, among women without any children, those working part-time had predicted probabilities that were 2% lower than those working full-time. Similar contrasting relationships by parity were found when comparing self-employed women to employees and managers/professionals to those in other occupations. Findings were consistent across racial and ethnic groups. These results suggest that different mechanisms link work characteristics to fertility plans for mothers and non-mothers, specifically that role incompatibility and work-family conflict are more salient for mothers but that financial strain is so for non-mothers.

The present study examined the possibility of Belief in a Just World (BJW) acting as a personal resource for police officers, simultaneously protecting their well-being through voice behaviour, vertical trust, and work-family conflict. The sample comprised 573 police officers who voluntarily consented to answer an anonymous online survey. Self-reported measures of personal BJW, voice behaviour, vertical trust, work-family conflict, and well-being were collected. The results of a parallel multiple mediator model (controlling for quantitative demands) showed that all three mediators were significant. Therefore, we found support for BJW acting as a personal resource by simultaneously protecting police officers' well-being through boosting both voice behaviour and vertical trust, and reducing work-family conflict. Work-family conflict was found to have the largest effect size in the mediation mechanism between BJW and police officers' well-being. The implications of these results for future research and intervention in police organisations are discussed. [ABSTRACT FROM AUTHOR]

In the construction industry in Chile, workers face high levels of work–family conflict due to demanding working conditions. This study examines the interactions between work–family conflict, perceived family and organizational support, and the legal regulatory framework on the family satisfaction of professionals in this sector. A sample of 500 workers is evaluated using the partial least squares structural equation method (PLS-SEM). The results highlight that both the legal regulatory framework and perceived family support significantly positively affect family satisfaction. Moreover, organizational support is limited in this situation, whereas work–family and family–work conflicts adversely affect family satisfaction. This study provides evidence for the design of labor policies in construction in Chile, emphasizing the importance of strengthening family support and the regulatory framework to improve work–family balance and workers' well-being. [ABSTRACT FROM AUTHOR]

In occupational psychology, measuring the interplay between work and family roles is crucial. The Work-family conflict (WFC) and Family-Work Conflict (FWC) scales are indispensable tools in this endeavour. However, their reliability across diverse geographical locations and work settings, particularly during the global pandemic, requires thorough examination. This meta-analysis evaluates the reliability generalisation of WFC and FWC scales across different studies. Registered with PROSPERO (ID: CRD42024509030), we systematically searched four major databases: EBSCOhost, Web of Science, Scopus, and ScienceDirect, yielding 506 potential studies. After deduplication and screening, 44 studies published between 2000 and 2024 were selected. These studies analysed reliability coefficients (Cronbach's alpha) and the impact of geographical location, work setting, and events like the COVID-19 pandemic on scale reliability. The analysis showed high reliability for both scales, with a pooled Cronbach's alpha of 0.91 (95% CI [0.87, 0.95]) indicating strong internal consistency. Test-retest reliability was also high, with a pooled estimate of 0.89 (95% CI: [0.84, 0.93]). Subgroup analyses revealed minimal variability in reliability across sectors, regions, and the pandemic period, with no heterogeneity (I2 = 0.0%), suggesting the scales' broad applicability. The WFC and FWC scales demonstrate high reliability across various global contexts, underscoring their value in occupational psychology. Their adaptability to different cultural and work scenarios, including during the COVID-19 pandemic, highlights their potential for widespread use. The uniform reliability across studies emphasises their effectiveness in capturing work-family dynamics, supporting their generalizability and relevance for cultural adaptation. [ABSTRACT FROM AUTHOR]

AbstractBalancing family and work responsibilities poses challenges for working women, often resulting in stress and burnout. This article provides intervention guidelines for occupational therapy practitioners to identify and address these issues. It focuses on assisting working women in effectively managing these demands in meaningful occupations by highlighting the importance of conserving personal resources and fostering collaboration with others. Rooted in the conservation of resources and interdependence theories, this theoretical framework elucidates the nature of stress and its consequences on occupational performance and (dis)engagement. The intervention principles, drawn from social learning theory, offer practical strategies for addressing these challenges. [ABSTRACT FROM AUTHOR]

According to the Work/Family Border Theory, the pandemic‐induced disruptions, such as widespread teleworking adoption, have blurred work and family boundaries. Meanwhile, the Work–Home Resources Model posited that the impact of such disruptions on work–family conflicts and mental health depends on individual resources. Building on previous research, this study hypothesised that self‐compassion and self‐control mitigate pandemic burnout by reducing work–family conflicts during pandemic. In particular, we proposed that the proactive nature of self‐compassion motivates individuals to seek resources for managing work–family conflicts, while self‐control translates this motivation into action through behavioural regulation and adaptive coping. Using a three‐wave longitudinal design with 568 participants in China during heightened pandemic severity, the study revealed that both self‐compassion and self‐control were associated with lower pandemic burnout, mediated through reduced work–family conflict. The indirect effect of self‐compassion on pandemic burnout via work–family conflicts was significant only for individuals with high or average self‐control, emphasising the complementary role of both factors. Our findings underscore the protective value of self‐compassion and self‐control in navigating work–family conflicts during collective adversities, advocating for their incorporation in theoretical frameworks and practical intervention. [ABSTRACT FROM AUTHOR]

This study examines the impact of digitally extended availability in work-from-home arrangements on work-family conflict under the intensity of work demands for parents. The advent of digital communication technologies has facilitated a shift towards a more blurred distinction between work and private life, which is often enabled by the option of working from home. Digitally extended availability, as a condition of being available for work-related requests and answering messages during non-working hours, represents a specific aspect of boundary blurring. Theoretically, it builds on the work/family border theory, which is expanded by the perspective of the flexibility paradox. This approach assumes that flexible working arrangements in contexts of work-centred always-on cultures can potentially exacerbate the reconciliation of work and private life. The results of moderated mediation models on two waves of the German Family Panel (pairfam) indicate that working from home is associated with increased work-family conflict. This association is mediated by a higher degree of digitally extended availability for work communication. Furthermore, higher work demands serve to reinforce this mediation for fathers, but not for mothers. These findings lend support to the flexibility paradox perspective and underscore gender-specific differences in the conflict-enhancement of digitally extended availability in demanding work-from-home arrangements. [ABSTRACT FROM AUTHOR]

This study employs multichannel sequence analysis of data from the Survey of Health, Ageing, and Retirement in Europe to explore variations in the association between work–family life trajectories and women's mental health across European cohorts born between 1924 and 1965 within different policy contexts. It finds that trajectories characterized by prolonged employment and delayed familial commitments are generally associated with increased depressive symptoms. Notably, the strength of this association varies significantly across cohorts and is notably moderated by defamilization policies. These policies, which aim to reduce dependency on family for managing social risks, buffer mental health challenges in traditional family roles but are less effective for women in trajectories with delayed family formation. This investigation highlights the nuanced ways in which historical and cultural contexts alongside policy environments shape mental health outcomes at various life stages, offering valuable insights into our understanding of health disparities across the life course, with an emphasis on exposure to changing institutions. [ABSTRACT FROM AUTHOR]

Changing work arrangements in the wake of the COVID-19 pandemic are affecting working hours and commutes with potential effects on work-life balance and well-being. The effects of long commutes and work hours on stress and other health outcomes are well-established, but these effects have been studied separately in different disciplines. To examine the joint effects of long commutes and work hours, we analyzed data from the 2011 Work, Family and Health Study. Study data were self-reported from 373 full-time IT employees in the US with children living at home. We analyzed effects of work hours and commute time on five stress-related outcomes: work burnout, work-family conflict, time inadequacy, sleep insufficiency, and perceived stress using multivariable regression, stratified by gender, and controlling for worker job position and race/ethnicity. Longer work hours were associated with work burnout, work-family conflict, time inadequacy, and sleep insufficiency but not perceived stress. Longer combined work and commute hours were associated with marginally higher levels of stress, but this effect was markedly higher when the combined hours exceeded a threshold of 60 hours per week. Women indicated greater work burnout, work-family conflict, time inadequacy, and perceived stress. Changes in work and commuting in the aftermath of the COVID-19 pandemic provide an opportunity to address the additive impact of long commutes and work hours on parental well-being, and particularly women workers. [ABSTRACT FROM AUTHOR]

Parental work-family conflict undermines family functioning, which in turn may impair children's peer functioning. Using a longitudinal design spanning across 2 years, the present study examined whether paternal/maternal work-family conflict could predict interparental conflict and, in turn, whether such conflict contributed to adolescent affiliation with deviant peers. Additionally, this study also explored the moderating role of adolescent mindfulness on these relationships. As part of a large longitudinal project, 1427 adolescents (773 boys and 654 girls; aged from 12 to 15 years, M = 12.66 years, SD = 0.63) completed questionnaires regarding perceived interparental conflict, deviant peer affiliation, and mindfulness, and both parents reported on questionnaires regarding their own work-family conflict at three-time points with 1-year intervals. Results indicated that paternal but not maternal work-family conflict positively predicted interparental conflict, which was further positively predictive of deviant peer affiliation for adolescents with low but not high mindfulness. Our study revealed the role of paternal work-family conflict as a seemingly distal but relatively proximal risk factor for adolescents' affiliation with deviant peers, as well as the buffering role of mindfulness on the longitudinal relations. [ABSTRACT FROM AUTHOR]

Schools are becoming more stressful work environments, and teachers are becoming more vulnerable to job-related stress because of innovation overload, high job demands, and work-family conflict (WFC). Enhancing teachers' psychological capacities may prove helpful in managing stress under such work conditions. While past research has focused on the relationship between WFC and stress, there is limited empirical evidence in the education context on the effect of psychological capital (PsyCap) on changing the magnitude of (moderating) the interplays between WFC and stress. Therefore, this study investigates the moderation effect of teachers' positive PsyCap on the relationship between teachers' WFC and job stress. We adopted a quantitative research method and collected data from a randomly selected sample of 385 teachers in Siirt, a city in the South-East region of Turkey. Data were analyzed through descriptive, correlation, and hierarchical moderated regression statistics. Results indicated that WFC increases teachers' job stress, and PsyCap moderates the relationship between WFC and job stress by mitigating the effects of WFC on teachers' job stress. [ABSTRACT FROM AUTHOR]

A lack of resistance resources in the family, such as a lack of sibling support, might cause the family to be more prone to family crises; however, little if anything is known about whether being the only child will influence the experience of work–family conflict (a family crisis). Using an online questionnaire sample of 622 Chinese employees, we investigated the influence of only child status on work–family conflict and further explored the moderating effect of only child status on the relationship between work–family conflict and its performance outcomes. Analyses revealed that being the only child would spend less time on family responsibilities, thereby decreasing the level of family-to-work conflict; in addition, being the only child would ease the negative impact of work-to-family conflict on family performance. The recommendations for future studies, implications of this study, and the need for further research on only child's work–family conflict experience are discussed. [ABSTRACT FROM AUTHOR]

Objective: This paper examines the way divorced mothers' long‐run employment, long‐run earnings, and subjective experiences of work–family conflict differ by children's postdivorce living arrangements. Background: Children's living arrangements are an important—and somewhat overlooked—determinant of mothers' postdivorce economic outcomes. Parenting commitments and resource availability tied to the amount of time children spend in residence can impact mothers' experiences of work–family conflict and consequent employment. Method: The paper uses linked administrative and survey data for divorced parents in Wisconsin. It applies a mixed‐methods approach, first using multivariate regression models to control for baseline characteristics in exploring mothers' labor market outcomes and experiences of work–family conflict, and subsequently performing content analysis on open‐ended survey responses to enhance the findings from the quantitative analysis. Results: Mothers with shared physical custody are 5% more likely to report being employed in the long run, experience 6% less work–family conflict, and show larger increases in long‐term earnings than mothers who have sole physical custody of their children. However, the higher long‐term earnings of shared placement mothers cannot be attributed to lower work–family conflict. Conclusion: Shared placement mothers enjoy a labor market advantage in the long term after divorce, but more research is needed to understand the mechanisms behind this relationship. Implications: Public policy encouraging shared placement can be beneficial for divorced mothers' economic outcomes. [ABSTRACT FROM AUTHOR]

This study explores the influence of servant leadership (SL), emotional intelligence (EI), and work interfere with family (WIF) on work engagement (WE) among the service sector workforce in Klang Valley, Malaysia. A quantitative approach via survey was administered to 150 employees from the food and beverage, retail and wholesale trade, and accommodation sectors. The Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis revealed that SL and EI positively affect WE, while WIF negatively impacts WE among service sector employees. The practical implications emphasise the importance of fostering EI, implementing SL practices, and addressing WIF to enhance employee WE. This study also offers theoretical contributions to further enhance the understanding of these factors within the Job Demands-Resources (JD-R) framework. [ABSTRACT FROM AUTHOR]

Copyright of Kafkas University, Journal of Economics & Administrative Sciences Faculty / Kafkas Üniversitesi Iktisadi ve Idari Bilimler Fakültesi Dergisi is the property of University of Kafkas, Faculty of Economics & Administrative Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: Nurses' working environment poses various challenges that lead to conflict between work- and family-related roles. Work-family and family-work conflicts (WFCs and FWCs) negatively affect nurses' well-being and patient outcomes. Thus, the current study examined the effectiveness of a mindfulness-based intervention on WFC and FWC among nurses. Method: A randomized controlled trial, pre–post-test design was used in the current study. A total of 123 nurses were recruited and randomly assigned to the intervention (n = 60) and control (n = 63) groups. Findings : Multivariate analysis showed that there was a statistically significant effect of the intervention on the linear combination of the dependent variables V = 0.1, F (2, 120) = 6.61, p <.01. The analyses showed that the mean difference of the WFCs and FWCs scores was significant with the intervention group showing lower mean scores than the control group. In addition, both groups showed higher work-family conflict mean scores compared to the FWC. Discussion : The findings of this study showed that the mindfulness-based intervention significantly improved nurses' WFCs and FWCs. The results should be considered when planning for nurses' well-being and the quality of care being provided to promote holistic nursing care. [ABSTRACT FROM AUTHOR]

Teacher turnover presents a significant challenge in education. Despite recognizing the importance of examining turnover intention to address this issue, exploring the interplay between multiple job demands and turnover intention is lacking within the framework of the job demands-resources theory. To fill this gap, the present study theoretically examined the relationship among personal resources (career adaptability), job burnout, turnover intention, and various job demands (teaching–research and work–family conflicts). Data were collected through an online survey of 875 Chinese university teachers, and the conceptual model was estimated using maximum likelihood estimation. The results revealed that work–family and teaching–research conflicts directly predict teachers' turnover intentions and that job burnout mediates between multiple job demands and turnover intentions. Furthermore, career adaptability moderates the mediating role of burnout. These findings offer innovative ideas for mitigating and preventing faculty turnover intentions. [ABSTRACT FROM AUTHOR]

Copyright of Financial & Business Studies Journal / Maǧallaẗ Al-Dirāsāt Al-Māliyyaẗ wa Al-Tiǧāriyyaẗ is the property of Beni Suef University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Idiosyncratic deals (i-deals) are personalised work arrangements negotiated between employees and employers. In most contemporary organisations, i-deals have achieved desirable employee behaviour and positive work-related outcomes. Although recent literature has given increased attention to i-deals, a lack of clarity exists regarding what drives i-deal negotiations and the perceived outcomes of such individualised negotiations in emerging economies like India, which falls in the middle zone of negotiability. Therefore, the study investigates what motivates employees for i-deal negotiations and the outcomes of such i-deals from an employee perspective by following a qualitative methodology. Data for the study were collected through in-depth interviews among 30 IT sector employees in India who successfully negotiated i-deals. Axial coding was used for data coding, resulting in two main themes for the study: motives for i-deal negotiation and outcomes of those negotiations. The study findings show that career advancement and job autonomy are the critical drivers of i-deal negotiations. Besides, the benefits experienced by the employees from such negotiations include reduced work–family conflict, enhanced work engagement and job satisfaction. Theoretical and managerial implications are also discussed. [ABSTRACT FROM AUTHOR]

Purpose: Customer misbehavior has a negative impact on frontline employees. However, the underlying mechanisms from customer misbehavior to employees' negative outcomes need to be further unfolded and examined. This study aims to propose that employees' affective rumination and problem-solving pondering could be the explanatory processes of customer misbehavior influencing employee attitudes in which coworker support could be a moderator. Design/methodology/approach: A mixed-method approach was designed to test this study's predictions. Study 1 conducted a scenario-based experiment among 215 full-time hospitality employees, and Study 2 used a two-wave, longitudinal survey of 305 participants. Findings: The results demonstrate the impact of customer misbehavior on work–family conflict and withdrawal behaviors. The mediating role of affective rumination is supported and coworker support moderates the processes. Practical implications: Customer misbehavior leads to negative outcomes among frontline employees both at work and family domains. Hotel managers should help frontline employees to cope with customer misbehavior by avoiding negative affective spillover and providing support properly. Originality/value: The studies have unfolded the processes of affective rumination and problem-solving pondering through which customer misbehavior influences work–family conflict and withdrawal behaviors among frontline employees. The surprising findings that coworker support magnified the negative effects have also been discussed. [ABSTRACT FROM AUTHOR]

Background & aims: Work–family conflict, an important issue in nursing management, has been examined extensively worldwide among nurses. Nurses' inability to handle these conflicts affect their quality of care and may lead to missed nursing care. This study aimed to investigate the relationship between work-family conflict and missed nursing care in Iran. Materials & methods: This cross-sectional descriptive-analytical study was conducted on 270 nurses working in two hospitals affiliated to Tehran University of Medical Sciences (Sina & Shariati) from September to December 2023. The research community included all nurses working in medical-surgical wards in the designated hospitals. The research samples were included in the study in a targeted and quota sampling after obtaining organizational permits, ethical approval and informed consent. Data collection was done using three questionnaires including: Demographic information form, Carlson's work-family conflict and Kalisch MISSCARE Questionnaire. The collected data was analyzed in SPSS software, version 25. Results: The results of Pearson's correlation test showed that there is a positive relationship between nurses' work-family conflict and missed nursing care scores (r = 0.21) (p = 0.001). The mean (SD) score of nurses' work-family conflict was reported at a moderate level (61.58(11.57)) and the mean (SD) score of missed nursing care was reported at a low level (47.84(16.48)). Nurses under 29 years old and male nurses had more missed nursing care other than their participants. No more relationship was observed between other demographic variables with missed nursing care and nurses' work-family conflict. Conclusion: According to the results of this research, it can be concluded that the existence of work-family conflict can be an obstacle for the correct implementation of nursing care. In such a way that nurses exposed to higher work-family conflict level had higher missed nursing care. Based on the findings of this research, it is recommended for health care providers and nursing managers to identify nurses exposed to high work-family conflicts, adopt programs to decrease their conflicts and consequently reduce missed nursing care. [ABSTRACT FROM AUTHOR]

Recent research has explored the relationships between gender roles, co-parenting, and work-family conflict, but the role of mediating variables in these relationships has been understudied. In particular, the potential mediating role of maternal gatekeeping remains an area that requires further exploration. The aim of this study was to test the mediating effects of psychological functioning and maternal gatekeeping variables in the relationship between working mothers' gender role attitudes, work-family conflict, and co-parenting behaviors. The sample for this study consisted of 262 working married mothers living in various cities in Türkiye, each with at least one child aged between 2 and 7. The ages of the mothers ranged from 23 to 48 years (Mage=33.70, SD = 4.27). Participants completed several scales, including the Co-parenting Scale, Maternal Gatekeeping Scale, Gender Role Attitudes Scale, Work-Family Conflict Scale, and Depression Anxiety Stress Scale-21. According to the results, work-family conflict was found to be indirectly related to co-parenting through the paths from psychological functioning to both encouraging and discouraging gatekeeping, whereas traditional gender roles were indirectly related to co-parenting only through encouraging and discouraging gatekeeping. The findings highlight the importance of enhancing psychological functioning, promoting positive gatekeeping, and reducing negative gatekeeping to improve co-parenting behaviors among working mothers facing work-family conflict. The study suggests that understanding the predictors and indirect relationships affecting co-parenting could guide prevention and intervention programs for parents. Highlights: Our findings would help understand the co-parenting process in Türkiye and shed light on future theoretical and practical research. The traditional gender roles are indirectly related to co-parenting through encouragement gatekeeping and discouragement gatekeeping. Work-family conflict is indirectly related to co-parenting through the path from psychological functioning to encouragement and discouragement gatekeeping. Encouragement gatekeeping is positively and directly related to co-parenting, while discouragement gatekeeping is negatively and directly related to co-parenting. [ABSTRACT FROM AUTHOR]

Burnout is an emerging socio-labor phenomenon, where this problem is particularly relevant in airline cabin crew members, who face important psychosocial demands and difficult working conditions. This study aimed to analyze job satisfaction and its relationship with burnout and its consequences (family–work conflict (FWC), work–family conflict (WFC), and psychosomatic disorders), through structural models. The sample consisted of 732 workers in the aeronautical sector (204 men/28% and 528 women/72%), aged between 19 and 53 years (M = 33.56, dt = 6.62). The hypotheses were tested using a path model. The selected hypothesized model [where work satisfaction is associated according to the relationships established burnout model showed an adequate fit of the data, including a mediating role of feelings of guilt in the relationship between burnout and FWC (where FWC was associated with WFC and psychosomatic disorders). The findings of this study provide further insight into the problematic experience and development of burnout in airline cabin crews, in turn providing new evidence on the bidirectional and reciprocal relationships of FWC. [ABSTRACT FROM AUTHOR]

The study aims to explore whether work-life balance mediates the impact of work-family conflict and its dimensions on psychological well-being. Using a survey method, data were collected from a sample of 258 working women in Hebei province in China. The analysis was carried out using IBM SPSS and the PROCESS macro in order to test the mediation model. The findings show that work-family conflict has an indirect effect on psychological well-being through work-life balance. In the case of work-to-family conflict, a suppression effect is detected in which the mediator shows an underlying relationship between the work-to-family conflict and psychological well-being. On the other hand, family-to-work conflict is fully moderated by work-life balance. Based on these results, it can be concluded that enhancing the quality of work-life balance may help to reduce the negative impact of work-family conflict on psychological health. The findings of this study can be beneficial to organizations and policy makers to formulate policies that would enhance the mental health and work productivity of women professionals in China. [ABSTRACT FROM AUTHOR]

This article contributes expanded knowledge about parents’ difficulties in reconciling work and family and their work-family strategies by studying how these difficulties and strategies change over time, e.g. from the early childhood years to the school-age/preteen years. Drawing on qualitative, longitudinal interviews with Swedish parents of school-age children who were interviewed when their first child was about 1.5 years of age, and then later when that child was 11 years of age, the article addresses the following research questions: What are the main difficulties in the parents’ reconciliation of paid work and caring responsibilities, and how have these difficulties changed over time? What are the parents’ most important work-family strategies for reconciling paid work and caring responsibilities and how have these strategies changed over time? The article draws on theories of work-family conflict, gender and time, and the results indicate change and continuity concerning the work-family difficulties and work-family strategies. Time famine appears to be a central difficulty that is consistent throughout the years. The findings also indicate gendered aspects of some of the strategies. [ABSTRACT FROM AUTHOR]

Background: Primary and secondary school teachers are a high-risk group for job burnout, and how to alleviate their job burnout has become an increasingly urgent issue. Previous studies have paid less attention to the differential effects of the bidirectional interaction between work and family on the job burnout of the teachers. This study aim to explore the different impact of work–family conflict and family–work conflict on job burnout among primary and secondary school teachers, as well as its underlying mechanisms. Methods: This study selected 2,184 primary and secondary school teachers in China (Mage = 37.26; SD = 9.40) as participants using a random sampling method. Using the SPSS Process 4.0 macro plugin constructed a moderated mediation model, the study explored the relationships between two different forms of work–family conflict, depression, cognitive reappraisal, and job burnout. Results: The study results indicated that both forms of work–family conflict were significantly positively related to the job burnout, and this relationship was influenced by the mediating role of depression. Furthermore, cognitive reappraisal moderated the relationship between depression and job burnout. Conclusion: This study revealed the potential pathways influencing job burnout among primary and secondary school teachers in the Chinese cultural context. Focusing on and alleviating work–family conflicts for primary and secondary school teachers is crucial for mitigating their occupational burnout. Additionally, teachers should also carefully and reasonably use cognitive reappraisal as an emotional regulation strategy to adjust the impact of depression on occupational burnout. [ABSTRACT FROM AUTHOR]

Background: This study aims to elucidate characteristics of the symptom network of work–family conflict (WFC) and sleep disorders among Chinese correctional personnels while accounting for job burnout as a possible confounder. Method: A total of 472 correctional personnel were included. Their WFC, sleep disorders, and job burnout were measured using a Chinese version of Work–Family Conflict Scale (WFCS), the Athens Insomnia Scale (AIS), and a revised Chinese version of Maslach Burnout Inventory‐General Survey (MBI‐GS), respectively. Central symptoms and bridge symptoms were respectively identified based on centrality indices and bridge centrality indices. Network stability was examined using the case‐dropping procedure. Results: Daytime condition (strength = 0.01) and strain‐based work interference with family (WFCs, strength = 1.45) symptoms had the highest centrality values in the WFC‐sleep disorder network structure, which were also identified as two bridge symptoms. Emotional exhaustion, daytime condition, and WFCs appeared to be potential bridge symptoms in the WFC–sleep disorder–burnout network structure. Conclusions: In this study, among Chinese correctional personnel, daytime conditions, and WFCs were found to be central symptoms in the WFC–sleep disorder network structure, with emotional exhaustion as the bridge symptom in the WFC–sleep disorder–burnout network structure. We encourage relevant organizations to provide timely and effective education and guidance for regulatory personnel regarding these bridge symptoms. Subsequent research should follow up to assess the impact of relevant interventions on symptoms in the WFC–sleep disorder–burnout network, thereby advocating for the mental and physical health of correctional personnel. [ABSTRACT FROM AUTHOR]

Background: Village clinic doctors are an integral part of the rural healthcare workforce. With the advancement of science and technology and the coronavirus disease 2019 (COVID-19) pandemic, the prevalence of remote work and the use of information and communication technologies (ICT) have increased significantly. However, these developments have also had an impact on the work family balance and mental well-being of village clinic doctors. The study aimed to explore how work-family conflict affected job burnout and what the role of ICT use was in this relationship. Methods: This was a cross-sectional study. Data were collected collected through an anonymous self-administered questionnaire survey conducted in December 2021 in Shandong Province, China. A total of 1,093 village clinic doctors participated in the survey. The data were analyzed using multiple linear regression and the PROCESS macro in SPSS. Results: The results showed that an inverted U-shaped relationship between work-family conflict and job burnout among village clinic doctors. Specifically, the squared term of work-family conflict had a negative coefficient (-0.324). The slope was positive (SL=2.291) at the low end of the X-range and negative (SH=-0.379) at the high end. The turning point occurred at X = 1.227(-2.309 ≤ X ≤ 1.812). Additionally, ICT use positively moderated between work-family conflict and job burnout (β1β4-β2β3 = 0.217, β4 > 0). Conclusions: The work-family conflict has an inverted U-shaped effect on job burnout, while the use of ICT positively moderates this relationship between work-family conflict and job burnout. Policymakers should pay attention to the effects of ICT use and work-family conflict on job burnout among village clinic doctors. [ABSTRACT FROM AUTHOR]

Purpose: The paper aims to clarify the relationship between organizational work-family practices and employee work-family conflict in light of the boundary conditions of commitment-based human resource management (HRM) and employee human capital. Design/methodology/approach: The paper opted for a multi-source, multi-level design and surveyed 1,717 individuals (including CEOs, HR managers and employees) from 159 firms in China. The model was tested using hierarchical linear modeling. Findings: The paper provides empirical insights that the effect of work-family practices on work-family conflict is indispensably dependent on the adoption of commitment-based HRM. In addition, employee human capital further moderated this interaction in that the effect of work-family practices on reducing work-family conflict was most salient with high-education employees who were embedded in a high-commitment HRM system. Research limitations/implications: Testing the hypotheses in the Chinese context has both its merits and drawbacks. Specific results are pursuant to the Chinese context. Therefore, a cross-cultural comparative study is called upon. Practical implications: The paper includes implications for organizations striving to minimize employee work-family conflict. Originality/value: This paper primarily applies the resource-building perspective to examine the synergistic effects of organizational resources (targeting work-family practices together with general commitment-based HRM) and individual intellectual resources (human capital) on employee work family conflict. [ABSTRACT FROM AUTHOR]

This study aims to analyze the influence of work-family conflict on social support received by career women in Yogyakarta. Work-family conflict is a condition in which the demands of work and family conflict with each other, thus causing stress for individuals. In the context of career women, these conflicts often cause stress and affect their psychological well-being. Social support is considered a factor that can help reduce the negative impact of workfamily conflict. This study uses a quantitative approach with a survey method. Data was collected through a questionnaire distributed to 100 career women respondents working in Yogyakarta. This study uses a quantitative method. The results of the analysis showed that there was a significant negative relationship between work-family conflict and social support. The higher the level of work-family conflict, the lower the perceived social support. In addition, the study also found that support from family and co-workers has an important role in helping career women overcome conflicts between work and family. These findings highlight the importance of social support in improving the well-being of career women and reducing the negative impact of workfamily conflict. The implications of this study are expected to be a reference for companies and organizations in designing policies that support work-life balance for female employees. [ABSTRACT FROM AUTHOR]

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Background: There has been growing concern about the negative mental health impact of long working hours and overwork. Our study examined how work-life imbalance (WLI) could be a mediator between working hours and poor mental well-being. Methods: We included 34,968 individuals from a nationwide cross-sectional survey in Korea. Self-reported working hours per week were collected, and mental health was assessed using the World Health Organization (WHO)-5 Well-Being Index. Counterfactual-based mediation models were employed to disentangle the total effects into a direct effect (work hour - poor mental health) and an indirect effect (work hour - WLI - poor mental health). Results: Out of 34,968 participants, 52.6% worked 35-40 hours/week, 20.0% worked 41-48 hours/week, 11.7% worked 49-54 hours/week, and 15.6% worked =55 hours/week. The odds ratios (ORs) of the total impact of working hours on poor mental health were 1.08 (95% confidence interval [CI], 1.01-1.16) for 41-48 hours/week, 1.28 (95% CI, 1.17-1.39) for 49-54 hours/week, and 1.60 (95% CI, 1.48-1.74) for =55 hours/week in comparison to 35-40 hours/week. The ORs of the indirect effects were 1.04 (95% CI, 1.03-1.05) for 41-48 hours/week, 1.08 (95% CI, 1.07-1.09) for 49-54 hours/week, and 1.14 (95% CI, 1.12-1.16) for =55 hours/week, accounting for 51%, 31%, and 28% of the total effects, respectively. Conclusion: Our findings suggest that WLI can partially mediate the association of long working hours with mental health deterioration. Policy efforts are required to mitigate the adverse mental health effects of overwork. [ABSTRACT FROM AUTHOR]