Impact of family-supportive work variables on work-family conflict and strain: A control perspective.

TLDR

The study examined how family‑supportive organizational policies influence work‑family conflict and various strain outcomes among health professionals. Data were collected via a survey of 398 health‑care workers with children 16 or younger across 45 acute‑care facilities. Flexible scheduling and supportive supervisors increased employees’ perceived control, which in turn lowered work‑family conflict, job dissatisfaction, depression, somatic complaints, and blood cholesterol, indicating that enhancing control can help employees manage work‑family demands.

Abstract

The authors examined the direct and indirect effects of organizational policies and practices that are supportive of family responsibilities on work-family conflict and psychological, physical, and behavioral measures of strain. Survey data were gathered at 45 acute-care facilities from 398 health professionals who had children aged 16 years or younger at home. Supportive practices, especially flexible scheduling and supportive supervisors, had direct positive effects on employee perceptions of control over work and family matters. Control perceptions, in turn, were associated with lower levels of work-family conflict, job dissatisfaction, depression, somatic complaints, and blood cholesterol. These results suggest that organizations can take steps that can increase employees' control over family responsibilities and that this control might help employees better manage conflicting demands of work and family life