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• W118668893 abstract "In studies examining work-family conflict, much of the attention has been focused on control at work (Radcliffe & Cassel, 2014). The purpose of the study was to examine the relationships between couple communication at home and experienced job satisfaction, relationship satisfaction, and overall work-family conflict. Though hypotheses specifically examining communication frequency were not fully supported, post-hoc analyses revealed unique relationships between specific communication patterns and skills and work-family conflict, especially when examining family-to-work influences. Suggestions for future research to examine the benefits of teaching communication skills at work and how they may impact workfamily conflict are also discussed. RELATION BETWEEN COMMUNICATION AND WFC 3 The Relation between Couple Communication and Work-Family Conflict In the literature examining work-family interactions, there has been an over-emphasis on examining the work domain independently and a very limited perspective on work-family experiences as a whole, especially from the perspective of the home and family domain (Radcliffe & Cassell, 2014). According to Radcliffe and Cassell (2014), the research that has been conducted specifically on the family domain has typically been focused on variables that contribute to the difficulties of managing and balancing work and family roles. The purpose of this study is to understand how couple communication at home relates to work-family conflict and other work-related variables. Specifically, I am examining how different aspects of communication between couples, including communication frequency, skills, and patterns, affect work-family conflict, job satisfaction, and relationship satisfaction. Balancing the demands of work and home life generates stress on individuals and has an impact on the entire work force (Galinsky & Stein, 1990). If the demands of the two roles can be balanced, rather than in conflict with each other, then the stress associated with work-family conflict can be reduced (Greenhaus, Collins, & Shaw, 2003). Work-family conflict, which occurs between work and family roles when the role expectations of these two domains are not compatible with one another, is related to many negative outcomes (Netemeyer, Boles, & McMurrian, 1996). Negative outcomes of work-family conflict include psychological distress, such as depression and anxiety disorders, job-related distress, emotional exhaustion, dissatisfaction with family, work, and/or life in general, alcohol abuse, and absence from work and/or family roles (see: Bellavia & Frone, 2005). Because of the host of problems associated with work-family conflict, it is important to consider all that can be done to alleviate the interRELATION BETWEEN COMMUNICATION AND WFC 4 role conflict that occurs when role pressures between work and family domains are incompatible (Greenhaus & Beutell, 1985; Bellavi & Frone, 2005). Teaching couples strong communication skills has been proposed to be an effective form of intervention for couples suffering from high levels of work-family conflict. Research has found that constructive and destructive communication can fully mediate the relationship between work-family conflict and marital satisfaction (Carroll, Hill, Yorgason, Larson, & Sandberg 2013). In addition, Sandberg, Yorgason, Miller, and Hill (2012) found that marital distress is a predictor of the quality of well-being in both families and organizations, further suggesting a link between the quality of home life and work. In this study I examine how couple communication qualities, including communication skills, communication frequency, and communication patterns (positive, negative, and avoidant) relate to work-family conflict, job satisfaction, and relationship satisfaction. Work-Family Conflict Interactions between work and family domains, and the ways in which individuals react to and deal with these interactions, have critical implications for the individual, his/her family, and the organization for which the individual works (Carlson & Kacmar, 2000). Work-family conflict has costly and damaging effects on behaviors and attitudes in the work and life domains, and on the health of individuals (Allen, Herst, Bruck, & Sutton, 2000; Netemeyer et al., 1996). A balance between the roles of work and family life are important for reduction of work-family conflict, an inter-role conflict in which participation in different roles (work roles or family roles) results in opposing pressures. Because these pressures are between work and family domains, the direction of the conflict can be work-to-family or family-to-work and impact more than just the individual experiencing the pressures of incompatible roles (Greenhaus & Beutell, RELATION BETWEEN COMMUNICATION AND WFC 5 1985; Bellavi & Frone, 2005). Specifically, work-family conflict has been conceptualized to occur under three explicit conditions; 1) when time devoted to one role (work or family) makes it difficult to devote time to the other role, 2) when strain from one role makes it difficult to fulfill the requirements necessary to participate in the other role, and 3) when specific requirements of one role make it difficult to participate in the other role (Greenhaus & Beutell, 1985)." @default.
• W118668893 created "2016-06-24" @default.
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• W118668893 date "2014-01-01" @default.
• W118668893 modified "2023-09-24" @default.
• W118668893 title "The Relation Between Couple Communication and Work-Family Conflict" @default.
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