- Explain the general nature of work-family conflict.
- Relate the prevalence and work-related correlates of work-family conflict as reported in the Maastricht Cohort study.
- Identify the work- and family-related antecedents of work-family conflict for male and female employees.
- Summarize the personal consequences of work-family conflict
This study examined both risk factors for the onset of work–family conflict and consequences in terms of need for recovery and prolonged fatigue for men and women separately. Two-year follow-up data from the Maastricht Cohort Study on “Fatigue at Work” (n = 12,095) were used. At baseline, the prevalence of work–family conflict was 10.8% (9.0% in women; 11.1% in men), the cumulative incidence at 1 year follow-up was 5.1%. For men, several work-related demands, shift work, job insecurity, conflicts with coworkers or supervisor, having full responsibility for housekeeping, and having to care for a chronically ill child or other family member at home were risk factors for the onset of work–family conflict, whereas decision latitude and coworker and supervisor social support protected against work–family conflict. In women, physical demands, overtime work, commuting time to work, and having dependent children were risk factors for work–family conflict, whereas domestic help protected against work–family conflict at 1 year follow-up. Work–family conflict was further shown to be a strong risk factor for the onset of elevated need for recovery from work and fatigue.