Work-family a huge majority of men and women tells

Work-family conflict is a advancing for modern society, in a huge majority of men and
women tells that work interferes with their family responsibilities (Glavin & Schieman, 2012).
Work–family conflict refers to an ill-assorted or incompatibility between the work and family
role demands. Therefore, the work-family relationship has been creating as a bi-directional
construct where work roles impacts on family roles, work can reinforce family well-being and
positive aspects of family life can fix into work place. Then, a concept of work-life combination
should depict more flexible boundaries where individuals have greater influence on the definition
of their work and non work lives. The choice of plan is to handle the work-family conflict is
dependent on the recognized differences between the two domains, on the strength of the
borders, which are resolved by their permeability and flexibility (Saucan et al., 2015).
Work-family conflict collects widespread attention in modern society beyond human
resources management, huge researches in this area different studies report inconsistent and even
contradictory findings on the effects and intensity of work family conflict. Additionally, the
overlap in time and place between traditional family and work roles may also introduce new
opportunities for work-family conflict to manifest in people’s everyday lives (Yili Liu & Lina
Zhou., 2017). Work-family conflict is defined as the pressure produced by different demands
from work and family domains, where the pressure from both work and family domains are illmatched
in some regard (Restubog et al, 2011).
Work-family conflict is started because of the different work and family demographic
trends in the United States and around the globe, including growing numbers of mothers with
children under 18 in the labor force; the rapid rise in elder care demands due to an aging
population; and an increase in men’s involvement with family care giving demands, particularly
in developed Western countries (Kossek & Malaterre, 2013). Work-family conflict affects most
of the society. Even without married people and those without children will complain having
some work-family conflict as all individuals (Casper, Weltman, & Kwesiga, 2007). Work-life
conflict is a part of work-family conflict image the reality that the work role may interfere with
family’ other personal life events and interests. With the family role (Kossek, 2016). While for
many employees work-family conflict is a key factor use the term “work-life conflict” to show
the many extra non-work demands in individual’s lives that are not confined to those involving
the family (Wilson & Baumann, 2015). A real number of work family research based on a
conflict situation, where the demands of work and family are observed as opposed because of
conflicts caused by time, behavior, or strain (Ruppanner, 2013).
In recent years, researchers differently measured work-family conflict first, it was
measured in a simpler way, in which they measuring the conflict that occurs when work is
interfered with family just now, researchers starts to identify the double nature of work–family
conflict by measuring both possible directions the interference of work with family and also of
family with work (Hytti et al., 2015).
In other countries some researchers indicated that work–family conflict could positively
affect turnover intention. Researchers also tell that there were neither direct nor indirect
relationships between work–family conflict and turnover intention (Armstrong et al., 2015). Both
work and family responsibilities is a problem for many workers in these days, whether employed
or self-employed. Workers have different roles in the work and family domains. When these
roles are mutually incompatible in some way, a form of inter-role conflict arises this may take
the form of work-to-family conflict or family-to-work conflict (Annink et al., 2016).
Workers especially women and/or parents often believe that self-employment will ease
the pressure of combining work and family Self-employment enables workers to combine
income, flexibility and control over their work and childcare (Sullivan and Meek 2012). The
importance of preventing WFC is acknowledged by the European Union, who sets guidelines
for support. However, although governments are giving increasingly attention to reconciling
paid employment and parenting, research shows those arrangements for the self-employed lag
behind those for employees and that they differ across European countries (Annink et al. 2015). 

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