Tag Archives: Work-Family Conflict

Positive and Negative Consequences of Balancing Paid Work and Informal Family Care: A Survey in Two Different Sectors (Published)

In The Netherlands about 70% of informal caregivers combine their caregiving activities with paid employment, and thus have to manage the boundaries between work and family roles. Our cross-sectional study examined whether employed informal caregivers differ from non-caring colleagues with respect to negative and positive spillover effects, health and work-related outcomes, use of formal support arrangements and experiences with a supportive work environment. Participants were recruited from a large healthcare and a financial company. Quantitative data were collected by self-administered questionnaire. Highly statistically significant, bidirectional, differences were seen with respect to work-family conflict and enrichment, but only in the health care company. In both companies health-related outcomes were scored lower among employees with family caregiving tasks. Work-related outcomes and experiences of formal and informal organizational support and hindrance were evenly distributed. Integration of professional and informal caregiving roles might explain the bidirectional blurring of boundaries between work and family.

Keywords: Employment, Informal Caregiving, Role Integration, Spillover, Work-Family Conflict, Work-Family Enrichment


We examined the extent to which managerial status moderated the relationship between work-family conflict and turnover intention among employees in the Ghanaian banking sector. Predictive correlational design was used. One hundred and twenty-one (n=121) participants were sampled conveniently for the study. Reliable questionnaires were adopted for the study. All the scales were confirmed reliable following pilot study. Moderated hierarchical regressions analysis was performed to test the hypothesis in the study. Pearson correlation test was performed to satisfy the assumption underlying the use of moderation test. We also centred the moderator and independent variables to reduce the effect of multicollinearity. The analyses showed that work-family conflict significantly and positively predicted employee’s intention to leave their current organization. It was also observed that, managerial status significantly moderated the predictive relationship between work-family conflict and turnover intentions. The findings have significant implications on role and spill over theories of work-family conflict as well as on the management of organizations in contemporary times. The implications and limitations of the findings have been discussed

Keywords: Banking Sector, Ghana, Managerial Status, Role Theory, Spill Over Theory, Turnover Intentions, Work-Family Conflict