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

Ronald J. Burke (), Lisa Fiksenbaum (), Ghada El-Kot (), Mustafa Koyuncu () and Weng Jing ()
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Ronald J. Burke: Schulich School of Business, York University
Lisa Fiksenbaum: York University
Ghada El-Kot: Arab Academy for Science and Technology and Maritime Transport
Mustafa Koyuncu: Nevsehir University
Weng Jing: School of Hospitality and Tourism, Beijing Union University

Chapter Chapter 6 in Creating Balance?, 2011, pp 101-119 from Springer

Abstract: 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).

Keywords: Life Satisfaction; Hierarchical Regression Analysis; Work Outcome; Career Satisfaction; Psychosomatic Symptom (search for similar items in EconPapers)
Date: 2011
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DOI: 10.1007/978-3-642-16199-5_6

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