Abstract
Role conflict is a type of psychological conflict; this article treats it mainly through conflict between work and family roles, which exists when the requirements of one role make it difficult to fulfill the requirements of another. This article covers the time-, strain- and behavior-based forms of work-family conflict, its antecedents in work and family roles, its outcomes and the matching-domain pattern, the question of whether conflict causes strain or strain causes conflict, cross-national and gender comparisons, the relation of role conflict to job performance, and role incongruity as a source of prejudice toward women leaders. Much of the evidence comes from meta-analyses of correlational and panel studies.
Keywords: role conflict, work-family conflict, role ambiguity, meta-analysis, role congruity
An examination of the literature on conflict between work and family roles proposed that work-family conflict exists when time devoted to the requirements of one role makes it difficult to fulfill requirements of another, when strain from participation in one role makes it difficult to fulfill requirements of another, and when specific behaviors required by one role make it difficult to fulfill the requirements of another (Greenhaus & Beutell, 1985). Role conflict appears in the workplace research on role stressors alongside role ambiguity (Tubre & Collins, 2000).
Key Takeaways
- Work-family conflict has been described in time-based, strain-based and behavior-based forms.
- Work interference with family was more strongly related to work-related outcomes, and family interference with work to family-related outcomes, than to outcomes in the other domain.
- In panel studies, work interference with family and strain predicted each other over time.
- A meta-analysis of more than 350 samples found that men and women generally do not differ in reported work-family conflict.
- A 2000 meta-analysis observed a negligible relationship between role conflict and job performance; a 2008 meta-analysis found a negative mean correlation.
What Role Conflict Is
Work-family conflict is analyzed bidirectionally, in terms of work interference with family and family interference with work (Amstad et al., 2011). A model of work-family conflict was proposed together with a series of research propositions (Greenhaus & Beutell, 1985). Another perspective treats work and family as potential allies: work-family enrichment has been defined as the extent to which experiences in one role improve the quality of life in the other role, with an instrumental path and an affective path to enrichment proposed (Greenhaus & Powell, 2006).
Figure 1
Two Directions of Work-Family Conflict
Types of Role Conflict
MeSH places role conflict within psychological conflict and files no narrower descriptors beneath it. The forms discussed below, such as work-family conflict, are distinctions drawn in the research literature rather than MeSH subtypes.
Work-Family Conflict
The time-based, strain-based and behavior-based forms of work-family conflict follow from the three conditions under which participation in one role makes it difficult to fulfill the requirements of another (Greenhaus & Beutell, 1985). A meta-analysis based on 1080 correlations from 178 samples found that work role stressors, including role conflict, role ambiguity, role overload and time demands, work role involvement, work social support, work characteristics and personality were antecedents of work-to-family conflict, while family role stressors, family social support, family characteristics and personality were antecedents of family-to-work conflict (Michel et al., 2011). A later meta-analysis of 1021 effect sizes from 46 countries found that broad sources of support are more strongly related to work-family conflict than are specific sources, that culture and economic national context moderate some of the relationships between support and work interference with family, and suggested that organizational support may be the most important source of support overall (French et al., 2018).
Three forms of work-family conflict
The three definitions follow Greenhaus and Beutell (1985); the everyday examples are invented for illustration and are not drawn from any study. Computed locally, not stored.
Outcomes of Work-Family Conflict
A meta-analysis of 427 effect sizes found that work interference with family and family interference with work were consistently related to work-related, family-related and domain-unspecific outcomes (Amstad et al., 2011). Both types of interrole conflict showed stronger relationships to same-domain outcomes than to cross-domain outcomes: work interference with family was more strongly associated with work-related outcomes, and family interference with work with family-related outcomes (Amstad et al., 2011). A meta-analysis of panel studies contrasted the popular cross-domain perspective with the less popular matching perspective and found that work interference with family had a stronger effect on work-specific strain than did family interference with work, supporting the matching hypothesis rather than the cross-domain perspective (Nohe et al., 2015).
Where does interference show up?
Illustrative bar lengths, not effect sizes. Only the direction of the pattern is taken from Amstad et al. (2011), who found stronger relationships to same-domain than to cross-domain outcomes for both directions of conflict. Computed locally, not stored.
Direction of Effects
Meta-analytic path analyses of 33 studies that had repeatedly measured work-family conflict and strain found reciprocal effects: work interference with family predicted strain and strain predicted work interference with family, and family interference with work and strain were likewise reciprocally related (Nohe et al., 2015). These findings held for both men and women and for different time lags between the two measurement waves (Nohe et al., 2015).
Who Experiences It
A meta-analysis of gender differences based on more than 350 independent samples found that, challenging lay perceptions, men and women generally do not differ in their reports of work-family conflict, though there were some modest moderating effects of dual-earner status, parental status, type of work-family conflict, and when limiting samples to men and women who held the same job (Shockley et al., 2017). A cross-national meta-analysis of 332 studies representing 58 countries found that collectivism moderated relationships between work-family conflict and satisfaction outcomes, which were weaker in more collectivistic contexts, and concluded that domain demands are a robust predictor of work-family conflict across countries (Allen et al., 2020).
Role Conflict at Work
A meta-analysis of role ambiguity, role conflict and job performance, extending earlier work with a larger sample and tests of proposed moderators, observed a negligible relationship between role conflict and job performance, consistent across job types and rating sources, in contrast with a negative relationship between role ambiguity and job performance (Tubre & Collins, 2000). A later meta-analysis of 169 samples (N = 35,265 employees) obtained a negative mean correlation between each job performance measure and each of seven work-related stressors, including role conflict, with role ambiguity and situational constraints most strongly negatively related to performance; correlations were smaller when the Rizzo et al. scale of role ambiguity and role conflict was used than with other scales (Gilboa et al., 2008).
Table 1
Selected Meta-Analytic Findings on Role and Work-Family Conflict
| Source | Question | Basis | Reported result |
|---|---|---|---|
| Michel et al. (2011) | What predicts work-family conflict? | 1080 correlations, 178 samples | Role stressors, involvement, support, characteristics and personality in each domain |
| Amstad et al. (2011) | What does it relate to? | 427 effect sizes | Stronger relations to same-domain outcomes |
| Nohe et al. (2015) | Does it cause strain? | 33 panel studies | Reciprocal effects with strain |
| Shockley et al. (2017) | Do men and women differ? | More than 350 samples | Generally no difference |
| Tubre and Collins (2000) | Does role conflict relate to performance? | Meta-analysis of correlations | Negligible relationship |
| Gilboa et al. (2008) | Does role conflict relate to performance? | 169 samples (N = 35,265) | Negative mean correlation for each of seven stressors |
Note. Findings are as reported in each source's abstract.
Role Incongruity
A related account concerns incongruity between roles rather than competing demands on one person: role congruity theory proposes that perceived incongruity between the female gender role and leadership roles leads to two forms of prejudice, perceiving women less favorably than men as potential occupants of leadership roles and evaluating leader behavior less favorably when it is enacted by a woman (Eagly & Karau, 2002). Evidence from varied research paradigms was described as substantiating these consequences, especially in situations that heighten perceptions of incongruity (Eagly & Karau, 2002). A related account of gender bias in evaluation proposes that gender stereotypes about what women are like (descriptive) and how they should behave (prescriptive) can result in devaluation of their performance, denial of credit to them for their successes, or their penalization for being competent (Heilman, 2001).
When does role incongruity matter more?
Structure only, no data. The two conditions follow role congruity theory (Eagly & Karau, 2002), which proposes two forms of prejudice toward female leaders and reports that they occur especially in situations that heighten perceptions of incongruity. Computed locally, not stored.
Worked Example
The meta-analytic bases can be compared directly. The antecedents meta-analysis drew on 1080 correlations from 178 samples (Michel et al., 2011), or about 1080 / 178 ≈ 6.1 correlations per sample, while the outcomes meta-analysis analyzed 427 effect sizes (Amstad et al., 2011).
Discussion
Meta-analyses of correlational and panel data describe the antecedents of work-family conflict (Michel et al., 2011), its domain-matched outcomes (Amstad et al., 2011) and its reciprocal relation with strain (Nohe et al., 2015). Challenging lay perceptions, men and women generally do not differ in reported conflict (Shockley et al., 2017); separately, a 2000 meta-analysis observed a negligible relationship between role conflict and job performance (Tubre & Collins, 2000), while a later meta-analysis obtained a negative mean correlation between job performance and role conflict among other work stressors (Gilboa et al., 2008).
Current Directions
Cross-national work has examined cultural context as a moderator of work-family conflict relationships, using both individual cultural values and regional cluster configurations (Allen et al., 2020). A meta-analysis of gender and work-family conflict tested mediating mechanisms based on commonly invoked theoretical perspectives, finding evidence for the rational view, no support for the sensitization and male segmentation perspectives, and partial support for the asymmetrical domain permeability model (Shockley et al., 2017).
Common Misconceptions
- Women experience much more work-family conflict than men.
- A meta-analysis of more than 350 samples found that men and women generally do not differ in their reports of work-family conflict (Shockley et al., 2017).
- Work-family conflict only flows from work to home.
- It is analyzed in two directions, work interference with family and family interference with work (Amstad et al., 2011).
- Work-family conflict causes strain, not the other way around.
- Panel studies showed reciprocal effects between work-family conflict and strain (Nohe et al., 2015).
Glossary
- Behavior-based conflict.
- Work-family conflict in which specific behaviors required by one role make it difficult to fulfill the requirements of another.
- Collectivism.
- An individual cultural value that moderated relationships between work-family conflict and satisfaction outcomes in a cross-national meta-analysis.
- Cross-domain outcome.
- An outcome in the domain other than the one from which interference originates.
- Family interference with work.
- The direction of work-family conflict in which family demands interfere with work.
- Interrole conflict.
- Conflict between the requirements of different roles, such as work and family.
- Matching-domain outcome.
- An outcome in the same domain as the one from which interference originates.
- Panel study.
- A study that measures the same variables repeatedly, used to examine the direction of effects between work-family conflict and strain.
- Rational view.
- A theoretical perspective on gender and work-family conflict for which a meta-analysis found supporting evidence.
- Role ambiguity.
- A role stressor studied alongside role conflict, negatively related to job performance in one meta-analysis.
- Role congruity theory.
- The theory that perceived incongruity between the female gender role and leadership roles leads to prejudice toward female leaders.
- Role overload.
- A role stressor identified as an antecedent of work-family conflict.
- Strain-based conflict.
- Work-family conflict in which strain from participation in one role makes it difficult to fulfill requirements of another.
- Time-based conflict.
- Work-family conflict in which time devoted to the requirements of one role makes it difficult to fulfill requirements of another.
- Work interference with family.
- The direction of work-family conflict in which work demands interfere with family.
Key Researchers
Tammy D. Allen
. Industrial-organizational psychologist at the University of South Florida; led the cross-national meta-analysis of predictors and outcomes of work-family conflict. ORCID - Google Scholar - Faculty Page
Alice H. Eagly
. Psychologist at Northwestern University; with Steven Karau proposed role congruity theory of prejudice toward female leaders. ORCID - Wikidata - Wikipedia - Google Scholar - Faculty Page
Jeffrey H. Greenhaus
. Organizational psychologist and Professor Emeritus of Management at Drexel University; with Nicholas Beutell set out the time-, strain- and behavior-based sources of work-family conflict. Faculty Page
Frequently Asked Questions
What is work-family conflict?
It exists when time, strain or specific behaviors required by one role make it difficult to fulfill the requirements of another (Greenhaus & Beutell, 1985).
What predicts work-family conflict?
A meta-analysis found work role stressors, involvement, social support, work characteristics and personality to be antecedents of work-to-family conflict (Michel et al., 2011).
Does work-family conflict affect home life or work more?
Work interference with family was more strongly associated with work-related than with family-related outcomes, and family interference with work with family-related than with work-related outcomes (Amstad et al., 2011).
Does work-family conflict cause stress?
Panel studies found reciprocal effects: work interference with family predicted strain, and strain predicted work interference with family (Nohe et al., 2015).
Do women experience more work-family conflict than men?
A meta-analysis found that men and women generally do not differ in their reports of work-family conflict (Shockley et al., 2017).
Does culture change work-family conflict?
In a meta-analysis across 58 countries, relationships with satisfaction outcomes were weaker in more collectivistic contexts (Allen et al., 2020).
Does role conflict hurt job performance?
A 2000 meta-analysis observed a negligible relationship (Tubre & Collins, 2000), but a later meta-analysis obtained a negative mean correlation between job performance and role conflict among other work stressors (Gilboa et al., 2008).
What is role congruity theory?
It proposes that perceived incongruity between the female gender role and leadership roles leads to prejudice toward female leaders (Eagly & Karau, 2002).
References
Allen, T. D., French, K. A., Dumani, S., & Shockley, K. M. (2020). A cross-national meta-analytic examination of predictors and outcomes associated with work–family conflict. Journal of Applied Psychology, 105(6), 539-576. https://doi.org/10.1037/apl0000442
Amstad, F. T., Meier, L. L., Fasel, U., Elfering, A., & Semmer, N. K. (2011). A meta-analysis of work–family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations. Journal of Occupational Health Psychology, 16(2), 151-169. https://doi.org/10.1037/a0022170
Eagly, A. H., & Karau, S. J. (2002). Role congruity theory of prejudice toward female leaders. Psychological Review, 109(3), 573-598. https://doi.org/10.1037/0033-295x.109.3.573
French, K. A., Dumani, S., Allen, T. D., & Shockley, K. M. (2018). A meta-analysis of work-family conflict and social support. Psychological Bulletin, 144(3), 284-314. https://doi.org/10.1037/bul0000120
Gilboa, S., Shirom, A., Fried, Y., & Cooper, C. (2008). A meta-analysis of work demand stressors and job performance: Examining main and moderating effects. Personnel Psychology, 61(2), 227-271. https://doi.org/10.1111/j.1744-6570.2008.00113.x
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10(1), 76-88. https://doi.org/10.2307/258214
Greenhaus, J. H., & Powell, G. N. (2006). When work and family are allies: A theory of work-family enrichment. Academy of Management Review, 31(1), 72-92. https://doi.org/10.5465/amr.2006.19379625
Heilman, M. E. (2001). Description and prescription: How gender stereotypes prevent women's ascent up the organizational ladder. Journal of Social Issues, 57(4), 657-674. https://doi.org/10.1111/0022-4537.00234
Michel, J. S., Kotrba, L. M., Mitchelson, J. K., Clark, M. A., & Baltes, B. B. (2011). Antecedents of work–family conflict: A meta-analytic review. Journal of Organizational Behavior, 32(5), 689-725. https://doi.org/10.1002/job.695
Nohe, C., Meier, L. L., Sonntag, K., & Michel, A. (2015). The chicken or the egg? A meta-analysis of panel studies of the relationship between work–family conflict and strain. Journal of Applied Psychology, 100(2), 522-536. https://doi.org/10.1037/a0038012
Shockley, K. M., Shen, W., DeNunzio, M. M., Arvan, M. L., & Knudsen, E. A. (2017). Disentangling the relationship between gender and work–family conflict: An integration of theoretical perspectives using meta-analytic methods. Journal of Applied Psychology, 102(12), 1601-1635. https://doi.org/10.1037/apl0000246
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