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Work-Nonwork Conflict

Work-Nonwork Conflict (WFC) arises when pressures from work and personal life clash, leading to negative outcomes for both individuals and organizations. WFC can manifest in three forms: time-based, strain-based, and behavioral conflict. Key impacts include decreased job satisfaction, increased turnover, and lower morale, as well as heightened stress and diminished life satisfaction for individuals. Implementing family-friendly workplace policies, such as flexible hours, telecommuting, and on-site childcare, can alleviate these conflicts, improving recruitment, retention, and overall organizational health.

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Work-Nonwork Conflict

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  1. Work-Nonwork Conflict A form of interrole conflict in which the role pressures from the work and nonwork domains are incompatible in some respect.

  2. Two Ways WFC Can Occur Work Family

  3. Types of Conflict • Time Based • Time devoted to one role makes it difficult to fulfill the requirements of the other • Strain Based • Tension, anxiety, irritability • Behavioral Based • Gender role issues

  4. Why Is WFC Important? • Organizational Consequences • decreased job satisfaction • lack of organizational commitment • increased turnover • low morale

  5. Why Is WFC Important? • Individual Consequences • increased stress • decreased family satisfaction • decreased life satisfaction • poor health

  6. Family-Friendly Workplaces • Attempt to reduce the conflict between work and family obligations • Motorola, Hewlett-Packard, MBNA America, SAS • Programs & policies • Paid maternity/paternity leave • Use of sick leave for children’s illnesses • Flexible work hours, compressed work weeks • Telecommuting • On-site daycare, child and elder-care referrals • Errand services

  7. Outcomes of F-F Policies (to date) • Impact on recruitment and retention • More applicants per position opening • Lower turnover rates • Reduced absenteeism • SAS Institute: “Is this any way to run a business?”

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