Results for ' work-to-family conflict'

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  1.  37
    Exploring the Nexus Between Work-to-Family Conflict, Material Rewards Parenting and Adolescent Materialism: Evidence from Chinese Dual-Career Families.Yanping Gong, Xiuyuan Tang, Julan Xie & Long Zhang - 2020 - Journal of Business Ethics 176 (3):1-15.
    As a social issue of widespread concern, work-to-family conflict has been found to adversely affect employees’ work and family lives. The current research linked employees’ work-to-family conflict to disruptions in parenting and in turn to adolescents’ materialism. In Study 1, two-wave data from 207 Chinese dual-career families that included an adolescent in junior high school showed that both men’s and women’s work-to-family conflict was positively correlated with material rewards parenting, (...)
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  2. Work-family conflict: A virtue ethics analysis. [REVIEW]Marc C. Marchese, Gregory Bassham & Jack Ryan - 2002 - Journal of Business Ethics 40 (2):145 - 154.
    Work-family conflict has been examined quite often in human resources management and industrial/organizational psychology literature. Numerous statistics show that the magnitude of this employment issue will continue to grow. As employees attempt to balance work demands and family responsibilities, organizations will have to decide to what extent they will go to minimize this conflict. Research has identified numerous negative consequences of work-family stressors for organizations, for employees and for employees' families. There are (...)
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  3.  9
    Work-Family Conflict and Unethical Pro-family Behavior: The Mediating Effect of Threat Appraisal and the Moderating Effect of Family Collectivism Orientation.Mozhi Li, Lanxia Zhang, Zhuo Zhang & Xin Hai - 2022 - Frontiers in Psychology 13.
    Unethical pro-family behavior is prevalent in organizations and has adverse effects on organizations, but very few studies have examined the factors that lead to UPFB. We use a cognitive appraisal theoretical framework to argue that employees’ unethical pro-family behavior results from work and family conflicts are mediated by threat appraisal and moderated family collectivism orientation. Based on the questionnaire data of 496 full-time employees from two-time points, we found that WFC/FWC was positively correlated with UPFB (...)
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  4. Work-Family Conflict and Primary and Secondary School Principals’ Work Engagement: A Moderated Mediation Model.Zhongping Yang, Shisan Qi, Lianping Zeng, Xiaohong Han & Yun Pan - 2021 - Frontiers in Psychology 11.
    With the development of positive psychology, work engagement has received widespread attention from researchers in the fields of positive organizational behavior and occupational health. Some studies have shown that work-family conflict has an important influence on individual behaviors and attitudes, but little research has studied the influence of work-family conflict on work engagement. The present study examined whether the relationship between work-family conflict and work engagement was mediated by (...)
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  5.  37
    From moral distress to burnout through work-family conflict: the protective role of resilience and positive refocusing.Chiara Bernuzzi, Ilaria Setti, Marina Maffoni & Valentina Sommovigo - 2022 - Ethics and Behavior 32 (7):578-600.
    This study analyses for the first time whether and when moral distress may be related to work-family conflict and burnout. Additionally, this study examines whether resilience and positive refocusing might protect healthcare professionals from the negative effects of moral distress. A total of 153 Italian healthcare professionals completed self-report questionnaires. Simple and moderated mediation models revealed that moral distress was positively related to burnout, directly and indirectly, as mediated by work-family conflict. Highly resilient professionals (...)
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  6.  14
    The role of work-family conflict and job role identification in moderated mediating the relationship between perceived supervisor support and employee proactive behaviors.Zhicheng Wang - 2022 - Frontiers in Psychology 13.
    In recent years, the outbreak and persistence of COVID-19 has greatly changed the way people work, and encouraging employees to work online from home has become a new form of work for organizations responding to the epidemic. Based on the W-HR model, this paper explored supervisor support as a situational resource in the context of online office, aiming to verify the changes in work-family status caused by individuals facing the background of supervisor support, and then (...)
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  7.  29
    Study on the Conflicts between Work and Family at the Kashan University of Medical Sciences, Iran.Ali Kebriaei, Fatemeh Abedizadeh & Teyebehsadat Sharifian - 2016 - International Letters of Social and Humanistic Sciences 74:48-53.
    Publication date: 30 November 2016 Source: Author: Ali Kebriaei, Fatemeh Abedizadeh, Teyebehsadat Sharifian With both professional and personal responsibilities, employees often conflict when reconciling the demands of family and work. The study aimed to investigate whether work to family conflict experienced by employees of Kashan University of medical sciences differed from family to work conflict.A cross sectional study was carried out in 2014. A random sample of 202 employees in the four (...)
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  8.  8
    The Work-Family Spillover Effects of Customer Mistreatment for Service Employees: The Moderating Roles of Psychological Detachment and Leader–Member Exchange.Ran Zhang, Yunqiao Wu & Karen Ferreira-Meyers - 2019 - Frontiers in Psychology 10:445830.
    Past literature in the area of employee–customer interactions suggests that being mistreated by customers is deemed one of the most important work-related stressors for service employees. However, little is known about the effects of customer mistreatment on the family domain. In a representative sample of 221 front-line employees in the East China hairdressing industry using three separate surveys administered 1 month apart respectively, the current study explores the mediation effects of work-to-family conflict (WFC) and the (...)
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  9.  25
    Rasch Analysis of Work-Family Conflict Scale Among Chinese Prison Police.Wei Chen, Guyin Zhang, Xue Tian, Li Wang & Jie Luo - 2021 - Frontiers in Psychology 12.
    As a special group of police officer, prison police have to endure more work stress and have significant work-family conflict, which may lead to more physical and mental health problems and need to be noticed by the society. The Work-Family Conflict Scale is a brief self-report scale that measures the conflict that an individual experiences between their work and family roles and the extent they interfere with one another. However, there (...)
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  10.  44
    Burnout Among Primary Government School Teachers: The Mediating Role of WorkFamily Conflict.Arjun Chakravorty & Pankaj Singh - 2021 - Journal of Human Values 27 (2):126-140.
    Although the impact of job demands and workfamily conflict (WFC) on burnout has been extensively discussed and analysed in the past literature, the role of WFC as a generative mechanism has been neglected. Therefore, the purpose of this study is to examine the mediating effects of WFC between job demands and burnout. The studied sample consisted of 713 Indian primary school government teachers who completed a self-report questionnaire assessing job demands, WFC and burnout. The results confirmed that (...)
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  11.  58
    Gender Inequality in Household Chores and Work-Family Conflict.Javier Cerrato & Eva Cifre - 2018 - Frontiers in Psychology 9:384557.
    The fact that the permeability between family and work scopes produces work-family conflict (WFC) is well established. As such, this research aims to check whether the unequal involvement in household chores between men and women is associated with increased WFC in women and men, interpreting the results also from the knowledge that arise from gender studies. A correlational study was carried out by means a questionnaire applied to 515 subjects (63% men) of two independent samples (...)
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  12.  42
    Emotional Exhaustion and Job Satisfaction in Airport Security Officers – WorkFamily Conflict as Mediator in the Job Demands–Resources Model.Sophie Baeriswyl, Andreas Krause & Adrian Schwaninger - 2016 - Frontiers in Psychology 7:191272.
    The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners). Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners’ job performance. The present study bridges this research gap by applying the job demands–resources (JD−R) model and using workfamily conflict (WFC) as an intervening variable to study relationships between work characteristics (workload and supervisor support), emotional exhaustion, (...)
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  13. How WorkFamily Conflict and WorkFamily Facilitation Affect Employee Innovation: A Moderated Mediation Model of Emotions and Work Flexibility.Zhicheng Wang, Xingyu Qiu, Yixing Jin & Xinyan Zhang - 2022 - Frontiers in Psychology 12.
    This paper aims to verify the effects of workfamily conflict and workfamily facilitation on employee innovation in the digital era. Based on resource conservation theory, this study regards the workfamily relationship as a conditional resource. Employees who are in a state of lack of resources caused by workfamily conflict will maintain existing resources by avoiding the consumption of further resources to perform innovation activities; employees who are in a state of (...)
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  14.  15
    How empowering leadership influences medical workers' workfamily conflict in the post-pandemic era: A moderated mediation model of leadership “black box”.Haiming Zhou, Xinping Song, Laitan Fang, Kan Shi & Ronghui Liu - 2022 - Frontiers in Psychology 13.
    After experiencing the COVID-19 pandemic, the status and mechanisms of leadership, and the challenges for medical workers in terms of familywork conflicts, have caused widespread concern. In the post-pandemic era, based on role theory and the stressor-detachment model, this paper seeks to break the “black box” of negative effects that can be caused by leadership, research the mechanism and boundary conditions of those negative effects, and explore factors to reduce those negative effects. We recruited 1,010 Chinese medical workers (...)
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  15.  23
    Family Supportive Leadership and Counterproductive Work Behavior: The Roles of Work-Family Conflict, Moral Disengagement and Personal Life Attribution.Shan Jin, Xiji Zhu, Xiaoxia Fu & Jian Wang - 2022 - Frontiers in Psychology 13.
    Counterproductive work behavior is one of the most common behavioral decisions of employees in the workplace that negatively impacts the sustainable development of enterprises. Previous studies have shown that individuals make CWB decisions for different reasons. Some individuals engage in CWB due to cognitive factors, whereas others engage in CWB in response to leadership behaviors. The conservation of resources theory holds that individuals have the tendency to preserve, protect and acquire resources. When experiencing the loss of resources, individuals will (...)
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  16.  13
    The influence of technostress, workfamily conflict, and perceived organisational support on workplace flourishing amidst COVID-19.Martha Harunavamwe & Chené Ward - 2022 - Frontiers in Psychology 13.
    The remote working environment is characterised by excessive use of new technology and work activities that extend to personal time. It is expected of each employee to balance multiple roles whilst maintaining maximum performance and individual wellbeing; however, without adequate support from an organisation, employees languish instead of flourish. The current study applied a model to investigate the combined effect of technostress, workfamily conflict, and perceived organisational support on workplace flourishing for higher education employees. The study (...)
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  17.  9
    The Paradox of Citizenship Cost: Examining a Longitudinal Indirect Effect of Altruistic Citizenship Behavior on WorkFamily Conflict Through Coworker Support.Sajid Haider, Carmen De-Pablos-Heredero & Monica De-Pablos-Heredero - 2021 - Frontiers in Psychology 12:661715.
    The objective of this study was to address the paradox of citizenship cost by hypothesizing an indirect rather than a direct effect of altruistic citizenship behavior (ACB) on employee workfamily conflict (WFC) through coworker support (CWS). Data were gathered in a three-wave longitudinal survey of employees from private commercial banks (N= 318). A multiple linear autoregressive longitudinal mediation model was analyzed with partial least squares structural equation modeling (PLS-SEM). The results indicate that rather than directly, ACB affects (...)
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  18.  25
    The Relationship Between Proactive Behavior and Work-Family Conflict: A Moderated Mediation Model.Zilong Cui & Yuyin Li - 2021 - Frontiers in Psychology 12.
    This study aimed to explore the linking mechanisms and conditional processes underlying the relationship between proactive behavior and work-family conflict. Considering the conservation of resources theory, we argue that workplace anxiety mediates the relationship between proactive behavior and work-family conflict. Furthermore, we suggest that immediate supervisor perspective taking and employee emotional intelligence moderate this proposed indirect effect. Two-wave, multisource lagged data were collected from 450 employees of seven domestic Chinese firms to examine the hypothesized (...)
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  19.  83
    Conciliating Work and Family: A Catholic Social Teaching Perspective.Gregorio Guitián - 2009 - Journal of Business Ethics 88 (S3):513-524.
    Although workfamily conflict is highly relevant for both families and businesses, scarce attention has received from business ethics perspective. This article focuses on the latter, presenting a set of relevant insights from Catholic Social Teaching (CST). After reviewing the foundations and principles presented by CST regarding workfamily relationships, a set of normative propositions are presented to develop workfamily policies and for a correct personal workfamily balance. It is argued that business responsibility (...)
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  20.  42
    WorkFamily Spillover and Crossover Effects of Sexual Harassment: The Moderating Role of Work–Home Segmentation Preference.Jie Xin, Shouming Chen, Ho Kwong Kwan, Randy K. Chiu & Frederick Hong-kit Yim - 2018 - Journal of Business Ethics 147 (3):619-629.
    This study examined the relationship between workplace sexual harassment as perceived by female employees and the family satisfaction of their husbands. It also considered the mediating roles of employees’ job tension and work-to-family conflict and the moderating role of employees’ work–home segmentation preference in this relationship. The results, based on data from 210 Chinese employee–spouse dyads collected at four time points, indicated that employees’ perceptions of sexual harassment were positively related to their job tension, which (...)
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  21.  56
    Family Responsibility Discrimination, Power Distance, and Emotional Exhaustion: When and Why are There Gender Differences in Work–Life Conflict?Tiffany Trzebiatowski & María del Carmen Triana - 2020 - Journal of Business Ethics 162 (1):15-29.
    As men take on more family responsibilities over time, with women still shouldering considerably more childcare and housework, an important ethical matter facing organizations is that of providing a supportive environment to foster employee well-being and balance between work and family. Using conservation of resources theory, this multi-source study examines the association between perceived family responsibility discrimination and work–life conflict as mediated by emotional exhaustion. Employee gender and power distance values are tested as moderators (...)
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  22.  27
    Shedding Light on the Adverse Spillover Effects of Work-Family Conflict on Unethical Sales Behaviors at Work: A Daily Diary Study.Shaohui Lei - 2024 - Journal of Business Ethics 190 (2):399-411.
    Despite the antecedents of unethical sales behavior (USB) have been well studied, these literatures primarily focus on the work domain and neglect the spillover effects of the home domain. Drawing on ego depletion theory as an overarching theoretical framework, this research investigates why and how salespersons’ work-family conflict (WFC) at home triggers next day’s USB at work. This study used daily diary data collected from 99 salespeople in two weeks to test the proposed hypotheses. The (...)
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  23.  20
    The Juggling Act: Managing Work Family Conflict and Job Satisfaction in Academicians.Swati Bijawat - 2013 - Journal of Human Values 19 (2):189-201.
    In today’s competitive world, the pressures of work have been escalating and there is a growing feeling among employees that the demands of work begin to dominate life and a sense of work life imbalance is felt. Thus, finding a balance between work and life in today’s swift world presents a major challenge to both the employer and employee. This article seeks to explore the variation among men and women academicians with regards to overall job satisfaction, (...)
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  24.  12
    Wellbeing during a pandemic: An empirical research examining autonomy, work-family conflict and informational support among SME employees.Najib Bou Zakhem, Panteha Farmanesh, Pouya Zargar & Abdulnasser Kassar - 2022 - Frontiers in Psychology 13.
    Individuals working in different industries were forced to change their work environments to their homes and quickly cope with technical and social changes not experienced before the occurrence of COVID-19 pandemic. This led to blurred boundaries between work and family roles, diminishing performance and wellbeing. Within the scope of the Research Topic “Workplace effects of COVID-19 on employees,” this research emphasizes on the positive impact of job autonomy provided by employers in reducing work-family conflicts. Moreover, (...)
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  25.  22
    Moral Dilemmas, Moral Strategies, and the Transformation of Gender: Lessons from Two Generations of Work and Family Change.Kathleen Gerson - 2002 - Gender and Society 16 (1):8-28.
    Modern societies have reconciled the dilemma between self-interest and caring for others by dividing women and men into different moral categories. Women have been expected to seek personal development by caring for others, while men care for others by sharing the rewards of their independent work achievements. Changes in work and family life have undermined this framework but have failed to offer a clear avenue for creating new resolutions. Instead, contradictory social changes have produced new moral dilemmas. (...)
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  26.  41
    WorkFamily Effects of Servant Leadership: The Roles of Emotional Exhaustion and Personal Learning.Guiyao Tang, Ho Kwong Kwan, Deyuan Zhang & Zhou Zhu - 2016 - Journal of Business Ethics 137 (2):285-297.
    This study examined how servant leadership influences employees in terms of work-to-family conflict and work-to-family positive spillover. These effects were explored through a focus on the mediating roles of emotional exhaustion and personal learning. The results, which were based on time-lagged data collection in China, indicated that employee perceptions of servant leadership related negatively to WFC and positively to WFPS. Moreover, reduced emotional exhaustion and enhanced personal learning mediated the relationship between servant leadership and WFPS. (...)
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  27.  51
    Asymmetric Differences in WorkFamily Spillover in North America and China: Results from Two Heterogeneous Samples. [REVIEW]Jia Fei Jin, Michael T. Ford & Chih Chieh Chen - 2013 - Journal of Business Ethics 113 (1):1-14.
    Models of the work-to-family and family-to-work interface were tested in two heterogeneous samples of workers, one from North America (N = 408) and one from China (N = 442), using the same measures translated from English to Chinese using back translation. Consistent with proposed differences in the centrality of work and family, tolerance of work demands, and the availability of family support, work-to-family spillover effects tended to be stronger in the (...)
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  28.  50
    Some ethical issues that arise from working with families in the National Health Service.M. Paul, K. Newns & K. V. Creedy - 2006 - Clinical Ethics 1 (2):76-81.
    Through a case study, this paper addresses ethical issues and dilemmas faced by a Family Therapist working in a Child and Adolescent Mental Health Service (CAMHS) in the National Health Service. When there are legal and societal obligations on parents/carers to ensure that the needs of children and young people are met within a family context, working with a young person in a health care setting oriented to the individual raises ethical dilemmas around consent. When the values of (...)
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  29. Workfamily and familywork conflict and stress in times of COVID-19.Natasha Saman Elahi, Ghulam Abid, Francoise Contreras & Ignacio Aldeanueva Fernández - 2022 - Frontiers in Psychology 13.
    This study aims to investigate the spillover impact of work-family/familywork conflict and stress on five major industrial sectors, during the first wave of Covid-19. The purpose of this cross-sectional study is twofold; firstly, to test a hypothesized model where work-family/family-work conflicts are related to stress and where stress could exert a mediating role in such relationships. Secondly, we seek to explore the presence of these conflicts and stress in each of the (...)
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  30.  21
    Can’t Disconnect Even After-Hours: How Work Connectivity Behavior After-Hours Affects Employees’ Thriving at Work and Family.Yang Yang, Rui Yan & Yan Meng - 2022 - Frontiers in Psychology 13.
    As more organizations adopt telecommuting or working from home, the work-connected behavior of their employees during non-working hours increases, weakening the boundary between work and family. However, no study has clearly identified whether and how work connectivity behavior after-hours affects employees’ work and family status. Therefore, using role theory, we explored the mechanisms by which WCBA affects employees’ thriving at work and family through workfamily enrichment and workfamily (...), and compared the impact of different levels of support for family members on workfamily enrichment and conflict, using the Johnson–Neyman method. Our analysis of two-wave data from 257 employees led to the following findings. WCBA had a positive impact on thriving at work, but not on family. There is a ‘double-edged sword’ effect on the impact of WCBA on thriving at work, meaning that workfamily enrichment can positively influence thriving at work and negatively influence workfamily conflict. There is a double-edged sword effect on the impact of WCBA on thriving at family, meaning that workfamily enrichment can positively influence thriving at family and negatively influence workfamily conflict. The support of family members moderates the double-edged sword effect between WCBA and thriving at work, in that it can strengthen the positive effects of workfamily enrichment and weaken the negative effects of workfamily conflicts. Support from family members reinforces the positive impact of workfamily enrichment on thriving at family. Thus our study reveals the mechanisms by which WCBA affects the thriving at work and family of employees, and identifies potential methods for managing different levels of workfamily enrichment and workfamily conflict from the perspective of family member support. (shrink)
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  31.  29
    The Glass Ceiling for Women Managers: Antecedents and Consequences for Work-Family Interface and Well-Being at Work.Audrey Babic & Isabelle Hansez - 2021 - Frontiers in Psychology 12.
    Despite significant promotion of diversity in companies, as well as legislation for equal opportunities for women and men, it must be noted that women still remain largely in the minority in decision-making positions. This observation reflects the phenomenon of the glass ceiling that constitutes vertical discrimination within companies against women. Although the glass ceiling has generated research interest, some authors have pointed out that theoretical models have made little attempt to develop an understanding of this phenomenon and its implications. Therefore, (...)
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  32.  45
    Explaining Helping Behavior in the Workplace: The Interactive Effect of Family-to-Work Conflict and Islamic Work Ethic.Inam Ul Haq, Zahid Rahman & Dirk De Clercq - 2019 - Journal of Business Ethics 155 (4):1167-1177.
    Drawing from conservation of resources theory, this study investigates the interactive effect of employees’ family-to-work conflict and Islamic work ethic on their helping behavior, theorizing that the negative relationship between family-to-work conflict and helping behavior is buffered by Islamic ethical values. Data from Pakistan reveal empirical support for this effect. Organizations whose employees suffer resource depletion at work because of family obligations can still enjoy productive helping behaviors within their ranks, to (...)
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  33.  43
    The “Ladder of Inference” as a Conflict Management Tool: Working with the “Difficult” Patient or Family in Healthcare Ethics Consultations.Autumn Fiester - 2024 - HEC Forum 36 (1):31-44.
    Conflict resolution is a core component of healthcare ethics consultation (HEC) and proficiency in this skill set is recognized by the national bioethics organization and its HEC certification process. Difficult interpersonal interactions between the clinical team and patients or their families are often inexorably connected to the normative disputes that are the catalyst for the consult. Ethics consultants are often required to navigate challenging dynamics that have become entrenched and work with patient-provider or family-provider relationships that have (...)
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  34.  43
    What’s Love Got to Do with it? An Ecofeminist Approach to Inter-Animal and Intra-Cultural Conflicts of Interest.Karen S. Emmerman - 2019 - Ethical Theory and Moral Practice 22 (1):77-91.
    Many familial and cultural traditions rely on animals for their fulfillment - think of Christmas ham, Rosh Hashannah chicken soup, Fourth of July barbeques, and so forth. Though philosophers writing in animal ethics often dismiss interests in certain foods as trivial, these food-based traditions pose a significant moral problem for those who take animals’ lives and interests seriously. One must either turn one’s back on one’s community or on the animals. In this paper, I consider the under-theorized area of intra-cultural (...)
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  35.  33
    Why Families Get Angry: Practical Strategies for Clinical Ethics Consultants to Rebuild Trust Between Angry Families and Clinicians in the Critical Care Environment.Ashley L. Stephens, Courtenay R. Bruce, Andrew Childress & Janet Malek - 2019 - HEC Forum 31 (3):201-217.
    Developing a care plan in a critical care context can be challenging when the therapeutic alliance between clinicians and families is compromised by anger. When these cases occur, clinicians often turn to clinical ethics consultants to assist them with repairing this alliance before further damage can occur. This paper describes five different reasons family members may feel and express anger and offers concrete strategies for clinical ethics consultants to use when working with angry families acting as surrogate decision makers (...)
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  36. Work-Family Balance.Andrzej Klimczuk & Magdalena Klimczuk-Kochańska - 2016 - In Nancy Naples, Renee Hoogland, Wickramasinghe C., Wong Maithree & Wai Ching Angela (eds.), The Wiley Blackwell Encyclopedia of Gender and Sexuality Studies, 5 Volume Set. Wiley-Blackwell. pp. 1--3.
    The concept of workfamily balance was introduced in the 1970s in the United Kingdom based on a work–leisure dichotomy, which was invented in the mid-1800s. It is usually related to the act of balancing of inter-role pressures between the work and family domains that leads to role conflict. The conflict is driven by the organizations’ views of the “ideal worker” as well as gender disparities and stereotypes that ignore or discount the time spent (...)
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  37.  44
    The Effects of Explicit and Implicit Ethics Institutionalization on Employee Life Satisfaction and Happiness: The Mediating Effects of Employee Experiences in Work Life and Moderating Effects of WorkFamily Life Conflict.Dong-Jin Lee, Grace B. Yu, M. Joseph Sirgy, Anusorn Singhapakdi & Lorenzo Lucianetti - 2018 - Journal of Business Ethics 147 (4):855-874.
    The purpose of this study was to develop and test a model capturing the effects of ethics institutionalization on employee experiences in work life and overall life satisfaction. It was hypothesized that explicit ethics institutionalization has a positive effect on implicit ethics institutionalization, which in turn enhances employee experiences in work life. It was also hypothesized that employee work life experiences have a positive effect on overall life satisfaction and happiness, moderated by workfamily life (...). Data were collected though a survey of marketing managers in Italy. The data provide good but partial support for the model. Theoretical and managerial implications are discussed. (shrink)
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  38.  51
    Clinical ethics: Healthcare workers’ perceptions of the duty to work during an influenza pandemic.S. Damery, H. Draper, S. Wilson, S. Greenfield & J. Ives - 2010 - Journal of Medical Ethics 36 (1):12-18.
    Healthcare workers are often assumed to have a duty to work, even if faced with personal risk. This is particularly so for professionals. However, the health service also depends on non-professionals, such as porters, cooks and cleaners. The duty to work is currently under scrutiny because of the ongoing challenge of responding to pandemic influenza, where an effective response depends on most uninfected HCWs continuing to work, despite personal risk. This paper reports findings of a survey of (...)
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  39.  78
    Ethical conflict among critical care nurses during the COVID-19 pandemic.Anjita Khanal, Sara Franco-Correia & Maria-Pilar Mosteiro-Diaz - 2022 - Nursing Ethics 29 (4):819-832.
    Background Ethical conflict is a problem with negative consequences, which can compromise the quality and ethical standards of the nursing profession and it is a source of stress for health care practitioners’, especially for nurses. Objectives The main aim of this study was to analyze Spanish critical care nurses’ level of exposure to ethical conflict and its association with sociodemographic, occupational, and COVID-19–related variables. Research Design, Participants, and Research context: This was a quantitative cross-sectional descriptive study conducted among (...)
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  40.  11
    The work-family interface and the COVID-19 pandemic: A systematic review.Beatriz de Araújo Vitória, Maria Teresa Ribeiro & Vânia Sofia Carvalho - 2022 - Frontiers in Psychology 13.
    In an unprecedented fashion, COVID-19 has impacted the work-family interface since March 2020. As one of the COVID-19 pandemic consequences, remote work became widely adopted. Furthermore, it is expected that other pandemics will occur in the future. Hence, this context represents a chance to gain deeper insight into telecommuters’ work and family spheres. Following PRISMA guidelines, the present narrative review aims to synthesise the COVID-19 impact on the work-family interface. Out of 121 screened (...)
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  41.  16
    Critical realism as a fruitful approach to social work research as illustrated by two studies from the field of child and family welfare.Vibeke Samsonsen & Inger Kristin Heggdalsvik - 2023 - Journal of Critical Realism 23 (1):18-32.
    This paper argues the case for taking a critical realist (CR) approach to social work research. The normativity in social work is often under-communicated in the social sciences, resulting in research that has an unclear value base as its starting point. Social work practice promotes social change and people's development, empowerment, and liberation. By taking a CR of view as a starting point for researching social problems, the focus shifts towards explaining phenomena by revealing and discussing the (...)
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  42.  39
    What’s Knowledge Got to Do with It? Ethics, Epistemology, and Intractable Conflicts in the Medical Setting.Bryan Kibbe & Paul Ford - 2016 - Journal of Clinical Ethics 27 (4):352-358.
    This article utilizes the case of Ms H. to examine the contrasting ways that surrogate decision makers move from simply hearing information about the patient to actually knowing and understanding the patient’s medical condition. The focus of the case is on a family’s request to actually see the patient’s wounds instead of being told about the wounds, and the role of clinical ethicists in facilitating this request. We argue that clinical ethicists have an important role to play in the (...)
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  43.  17
    Collective Violence, Sacrifice, and Conflict Resolution in the Works of Paul Claudel.Christopher G. Flood - 1994 - Contagion: Journal of Violence, Mimesis, and Culture 1 (1):159-171.
    In lieu of an abstract, here is a brief excerpt of the content:Collective Violence, Sacrifice, and Conflict Resolution in the Works of Paul Claudel Christopher G. Flood University ofSurrey, England Claudel's career as a writer spanned almost seventy years, from the 1880s to the 1950s. The publication of his collected works now runs to twenty-nine large volumes, excluding his correspondence and diaries, so a brief overview of any particular dimension of his writing must necessarily be reductive. On the other (...)
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  44.  46
    Ethical Issues in Using Behavior Contracts to Manage the “Difficult” Patient and Family.Autumn Fiester & Chase Yuan - 2021 - American Journal of Bioethics 23 (1):50-60.
    Long used as a tool for medical compliance and adhering to treatment plans, behavior contracts have made their way into the in-patient healthcare setting as a way to manage the “difficult” patient and family. The use of this tool is even being adopted by healthcare ethics consultants (HECs) in US hospitals as part of their work in navigating conflict at the bedside. Anecdotal evidence of their increasing popularity among clinical ethicists, for example, can be found at professional (...)
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  45.  64
    Relationships Among Employee Perception of Their Manager’s Behavioral Integrity, Moral Distress, and Employee Attitudes and Well-Being.David J. Prottas - 2013 - Journal of Business Ethics 113 (1):51-60.
    Hypothesized relationships among reports by employees of moral distress, their perceptions of their manager’s behavioral integrity (BI), and employee reports of job satisfaction, stress, job engagement, turnover likelihood, absenteeism, work-to-family conflict, health, and life satisfaction were tested using data from the 2008 National Study of the Changing Workforce (n = 2,679). BI was positively related to job satisfaction, job engagement, health, and life satisfaction and negatively to stress, turnover likelihood, and work-to-family conflict, while moral (...)
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  46.  42
    (1 other version)Book review: Joan Williams. Unbending gender: Why family and work conflict and what to do about it. oxford: Oxford university press, 2000. [REVIEW]Cynthia Willett - 2004 - Hypatia 19 (3):228-231.
  47. When Does Work Interfere With Teachers’ Private Life? An Application of the Job Demands-Resources Model.Alessandro De Carlo, Damiano Girardi, Alessandra Falco, Laura Dal Corso & Annamaria Di Sipio - 2019 - Frontiers in Psychology 10.
    The purpose of this study is to examine the relationship between contextual work-related factors on the one hand, in terms of job demands (i.e., risk factors) and job resources (i.e., protective factors), and work-family conflict in teachers on the other. Building on the Job Demands-Resources (JD-R) model, we hypothesized that job demands, namely qualitative and quantitative workload, are positively associated with work-family conflict in teachers. Moreover, in line with the buffer hypothesis of the (...)
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  48.  14
    COVID-19 and Stressful Adjustment to Work: A Long-Term Prospective Study About Homeworking for Bank Employees in Italy.Maria Donata Orfei, Desirée Estela Porcari, Sonia D’Arcangelo, Francesca Maggi, Dario Russignaga, Nicola Lattanzi, Andrea Patricelli Malizia & Emiliano Ricciardi - 2022 - Frontiers in Psychology 13.
    The COVID-19 evolution has forced the massive introduction of homeworking for most employees in the initial stages of the pandemic and then return to work, mainly due to the vaccination campaign. These multiple abrupt adjustment demands in work may be a source of intense stress for office workers with consequences on wellbeing and the quality of life. This long-term prospective study aimed at investigating the effect of adaptation demands on a broad population of employees of a large Italian (...)
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    Work-to-Family Spillover Effects of Workplace Negative Gossip: A Mediated Moderation Model.Tianyuan Liu, Lin Wu, Yang Yang & Yu Jia - 2020 - Frontiers in Psychology 11.
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    Social, Family, and Educational Impacts on Anxiety and Cognitive Empathy Derived From the COVID-19: Study on Families With Children.Alberto Quílez-Robres, Raquel Lozano-Blasco, Tatiana Íñiguez-Berrozpe & Alejandra Cortés-Pascual - 2021 - Frontiers in Psychology 12:562800.
    This research aims to monitor the current situation of confinement in Spanish society motivated by COVID-19 crisis. For this, a study of its socio-family, psychological and educational impact is conducted. The sample (N= 165 families, 89.1% nuclear families with children living in the same household and 20.5% with a relative in a risk group) comes from the Aragonese region (Spain). The instruments used are: Beck-II Depression Inventory (BDI-II); Baron-Cohen and Wheelwright’s Empathy Quotient (EQ) with its cognitive empathy subscale, as (...)
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