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Work Supportive Family - Coggle Diagram
Work Supportive Family
work-family conflict can be viewed as a condition in which on role drains the resources (e.g., time and energy) that people need to fully participate in and be successful in the other role
Time-based conflict
- reflects one role consuming the time and/or removing the scheduling flexibility that is necessary to meet expectations in the other role
Strain-based conflict
- indicates that stressors in one role (e.g. spousal conflict, problematic teenage, workplace harassment, work role ambiguity) drain the person's mental and/or physical energy (indicated by exhaustion, reduced ability to concentrate) that is needed to meet expectations
Behaviour-based conflict
- where specific behaviours required in one role are incompatible with behavioural expectations in another role
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Problem-focused coping
- when individuals have little pr no social support or cannot use family-friendly benefits
- they are left to themselves
- people who use tend to use a problem- focused coping style when faced with life’s difficulties may more easily avoid work–family conflict
Problem-focused coping
- defence against environmental stressors that is typically directed at defining problems, generating alternative solutions, weighting the alternatives in terms of their costs and benefits, choosing among them, and acting
- potentially effective means of managing the work–family interface
- taking the necessary steps to efficiently fulfil responsibilities at home and at work, individuals would have more time at their disposal to participate in both roles and experience less energy depletion by more effectively surmounting challenges in either role
individuals invest some of their time and energy in planning and carrying out ways of dealing with challenges in their work and family environments to more easily fulfil role obligation
- Use of problem-focused coping relates negatively to time- and strain-based family interference with work and to time-based and strain-based work interference with family
Conflict Avoidance methods, work-family conflict and employee well-being
- two commonly measured strains are reduced affective well-being (e.g., anxiety, irritation, depression) and reduced physical well-being (e.g., headaches, difficulty sleeping)
- actual or perceived (a) loss of resources, (b) threat of losing resources, or (c) lack of resource gain is sufficient to trigger strain
- work–family conflict has been operationalised as the individual’s perception of the work–family environment in which the demands of one role drain resources that the individual needs to successfully meet demands in the other role
- failure to meet role demands may potentially threaten the individual’s ability to maintain or gain valued resources, such as close relationships at home or a promotion at work.
- if having a supportive family, having a supportive supervisor, using family-friendly benefits, and using problem-focused coping relate to work-family conflict, such conflict related to well-being then the variables we identified as potential work–family conflict avoidance methods may indirectly relate to employees’ well-being through their relationship with work–family conflict.
- work–family conflict mediates relationships between conflict avoidance methods and the employee’s affective and physical well-being.