- Email: [email protected]
Work-Family Conflict and Job and Family Satisfaction. The Mediating Role of Cognitions
Available online at www.sciencedirect.com
ScienceDirect Procedia - Social and Behavioral Sciences 159 (2014) 105 – 109
WCPCG 2014
Work-Family Conflict and Job and Family Satisfaction. The Mediating Role of Cognitions Maria Nicoleta Turliuca*, Daniela Buligaa a
“Alexandru Ioan Cuza Iaşi” University, Faculty of Psychology and Education Sciences, Toma Cozma nr. 3, Iaşi, 700554, Romania
Abstract Although the relationship between work-family conflict and different forms of satisfaction was addressed by numerous studies, the correlational nature of this data does not allow for causal conclusions. Relying on the ABC model in the cognitive-behavioral paradigm and using an experimental design, the purpose of this study consists of analyzing the effects of work-family/familywork conflict on job and family satisfaction, as well as irrational/rational cognitions as mediators in the relationship between conflict and satisfaction. On a sample of 192 participants, ANOVA, MANOVA, regression analyses and structural equation modeling were performed in order to test the hypotheses about the direct and indirect relationships between the variables. The direction of the conflict significantly influenced job and family satisfaction and the mediation hypothesis is partially supported: cognitions mediate the relationship between the direction of the conflict and family satisfaction, but do not mediate the relationship between the direction of the conflict and job satisfaction. Theoretical and practical implications of the results are discussed. © 2014 by Elsevier Ltd. is an Ltd. open access article under the CC BY-NC-ND license © 2014 Published The Authors. Published byThis Elsevier (http://creativecommons.org/licenses/by-nc-nd/3.0/). Peer-review under responsibility of the Academic World Education and Research Center. Peer-review under responsibility of the Academic World Education and Research Center. Keywords: Work-family conflict; job satisfaction; family satisfaction; cognitions
1. Introduction Studies that investigated the relationship between work-family conflict and satisfaction reported negative correlations (Bruck, Allen & Spector, 2002; Parasuraman & Simmers, 2001). However, data regarding the way in which conflict influences satisfaction is relatively limited and the correlational nature of this data does not allow for causal conclusions. As for the main theoretical perspectives that guided research in work-family interface, they are
* Maria Nicoleta Turliuc. Tel.: +4-072-307-2870 E-mail address: [email protected]
1877-0428 © 2014 Published by Elsevier Ltd. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/3.0/).
Peer-review under responsibility of the Academic World Education and Research Center. doi:10.1016/j.sbspro.2014.12.338
106
Maria Nicoleta Turliuc and Daniela Buliga / Procedia - Social and Behavioral Sciences 159 (2014) 105 – 109
represented by the role theory and the ecological systems theory (Mullen, Kelley, & Kelloway, 2008). Recently, some authors underlined the importance of investigating the role of the cognitive variables in work-family interactions (Janasz & Behson, 2007; Van Steenbergen, Ellemers, Halsam, & Urlings, 2008; Poposki, 2011). Though negative effects associated with work-family conflict, like high levels of stress and low levels of satisfaction, have been pointed out, there are theoretical models which suggest that a situation or a stressor do not determine certain emotional and behavioral effects by themselves, but through the agency of beliefs, cognitions or personal perceptions (Lazarus & Folkman, 1984; Ellis, 1994; Beck, 1976). In work-family interface research, there are studies which analyzed the role of some cognitive characteristics (Janasz & Behson, 2007), the possibility of influencing the way of perceiving the relationships between the two life roles (Van Steenbergen et al., 2008) and the cognitive evaluations of fit between demands and resources (Moen, Kelley, & Huang, 2008). To our knowledge, studies haven’t considered the role of different types of cognitions related to work-family conflict, from the rationality/irrationality perspective, as these are conceptualized within the cognitive-behavioral paradigm. 2. Objective Relying on Voydanoff’s (2008), general conceptual model and the ABC cognitive model (Ellis, 1994; Beck, 1976), the purpose of this research was to analyze the effect of work-family/family-work conflict on job and family satisfaction, as well as the cognitions as mediators between conflict and satisfaction. 3. Method 3.1. Participants 192 subjects participated in this study, aged between 24 and 60 years old (m = 36.5, s = 7.90) and working in different domains, like justice (46.9%), economics (11.5%), IT, technical jobs, engineering (12.5%), health, medicine (9.4%), HR (3.6%). 3.2. Variables and measures The direction of the conflict (work-family and family-work) and the type of conflict (time-based, strain-based and behaviour-based) were the independent variables, while job and family satisfaction were the dependent variables. The mediating variable was represented by the cognitions. The following measures were used: Cognitions. We developed and validated The Work-Family Conflict Cognitions Questionnaire (CMF, Buliga & Turliuc, 2014) for the purposes of this study. The internal consistency of the four scales (work-family conflict irrational cognitions, work-family conflict rational cognitions, family-work conflict irrational cognitions, familywork conflict rational cognitions) ranged from 0.57 to 0.74. Family satisfaction, Olson’s ten-item Family Satisfaction Scale (Olson, 1995), assessing family satisfaction through three dimensions (cohesion, flexibility and communication) was used. The author reported an alpha Cronbach coefficient of 0.92. Within our study, the internal consistency of the scale is also 0.92. Job satisfaction, We measured job satisfaction with the Brief Job Satisfaction Measure II (Judge, Locke, Durham, & Kluger, 1998), assessing a person’s general job satisfaction with 5 items. The authors reported an alpha Cronbach coefficient of 0.88. In this study, the internal consistency of the scale is 0.83. 3.3. Hypotheses The general hypothesis of the study is: The direction and the type of conflict influence job and family satisfaction, influence mediated by individual’s cognitions. In accordance with our objective, five specific hypotheses were formulated about the relationships between the variables. 3.4. Procedure We used an experimental approach in order to test the effects of the independent variables on the dependent
Maria Nicoleta Turliuc and Daniela Buliga / Procedia - Social and Behavioral Sciences 159 (2014) 105 – 109
variables, manipulating the direction and the type of conflict. The manipulation of the type of conflict was carried out by activating the time-based conflict in the first group of participants, the strain-based conflict in the second group and the behaviour-based conflict in the third group. In elaborating the representations of situations that illustrated the three types of conflict, we used their descriptions as they appear in the literature, choosing three examples for each type. The manipulation of the second independent variable was accomplished by presenting an example of work-family conflict for half of the participants and an example of family-work conflict for the other half. Six experimental groups resulted from the combination of the levels of the independent variables. After reading the descriptions, participants completed the presented measures. 4. Results 4.1. The effects of the direction and the type of the conflict on job and family satisfaction We used MANOVA analyses to test the effects of the independent variables on the dependent variables. The condition regarding the equality of error variances was achieved: Levene’s test was F (5, 186) = 0.551, p = 0.73 for job satisfaction and F (5, 186) = 0.98, p = 0.42 for family satisfaction. Next, the multivariate tests for the combination of the dependent variables were analysed. The Box’s M test was 19.99, F = 1.29, p = 0.19 and the global multivariate null hypothesis, according to which the observed covariance matrices of the dependent variables are equal across groups, was accepted. As Box’s M test was not significant, we used the multivariate Wilks’ Lambda test, according to which the direction of the conflict had a significant relationship with the combination of the dependent variables (p = 0.000), the type of conflict did not have a significant relationship with combination of the dependent variables (p = 0.46) and the two independent variables together did not influence the combination of the dependent variables (p = 0.86). The univariate relationships between each dependent variable and each independent variable and their interaction were tested. The results show that the direction of the conflict significantly influenced the two dependent variables: F (1, 186) = 41.023, p = 0.000 and F (1, 186) = 4.311, p = 0.039. Job (m = 24.79) and family satisfaction (m = 34.51) levels were significantly lower for the group in which the work-family conflict was activated than for the group in which the family-work conflict was activated (m = 28.76 and m = 36.39). The two dependent variables were not influenced by the type of conflict and we did not find an interaction effect of the independent variables on the dependent variables. Hence, the first hypothesis of the study (The direction and the type of conflict influence job and family satisfaction) is partially supported by the results. 4.2. The effects of the direction and the type of conflict on cognitions In order to analyse the effect of the independent variables on individuals’ cognitions, the ANOVA technique was used. The condition regarding the equality of error variances was achieved: Levene’s test was F (5, 186) = 1.103, p = 0.36. According to the results, the direction of the conflict significantly influenced individuals’ cognitions: F (1, 186) = 5.295, p = 0.022. The level of irrational cognitions was higher in the group where a work-family conflict was activated than in the group with a family-work conflict. The type of conflict did not influence the irrational cognitions, no significant differences being found between the three groups (time-based strain-based and behaviourbased conflict). Also, we did not find an interaction effect of the independent variables on cognitions: F (2, 186) = 1.34, p = 0.263. The second hypothesis of our study (The direction and the type of conflict influence individuals’ cognitions) is partially supported by the results. 4.3. The relationship between cognitions and job/family satisfaction Linear regression was used to test the relationship between cognitions and job/family satisfaction. According to the results, the relationship between cognitions and job satisfaction is not significant (r = -0.11, p > 0.05). The third hypothesis (There is a significant relationship between individuals’ cognitions and job satisfaction, a higher level of irrational cognitions will be associated with a lower job satisfaction) is not supported by our data. The correlation between cognitions and family satisfaction is negative and significant: r = -0.28, p < 0.01. Cognitions explain 7.8% in the variance of family satisfaction level (R2 = 0.078). The F value (16.04, p = 0.000) shows that cognitions represent a significant predictor of family satisfaction. Results support the fourth hypothesis, according to which the
107
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Maria Nicoleta Turliuc and Daniela Buliga / Procedia - Social and Behavioral Sciences 159 (2014) 105 – 109
relationship between cognitions and family satisfaction is significant: a higher level of irrational cognitions is associated with a lower level of family satisfaction. 4.4. The relationship between the direction/type of conflict and job/family satisfaction through the mediating role of cognitions Based on the research hypotheses, we elaborated a structural model that was tested in Amos 21, in order to see if it fits the data. The absolute fit indices are presented in Table 1 and they suggest that the proposed model did fit the data well. Figure 1 reproduces the proposed model. Table 1. The absolute fit indices for the proposed model χ²
df
p
CMIN/DF
RMSEA
CFI
0.03
1
0.86
0.03
0.000 (0.00-0.10)
1.00
Fig. 1. The proposed model
Mediation analyses were performed to test cognitions as a mediating variable in the relationship between the direction and the type of the conflict and job/family satisfaction in Amos 21, using the bootstrapping method. Hypotheses 5a and 5b predicted that the relationship between the type of conflict and job/family satisfaction is mediated by cognitions. These hypotheses are not supported by our findings: the relationship between the type of conflict and job satisfaction (p = 0.83), as well as the relationship between the type of conflict and family satisfaction (p = 0.46) are not statistically significant. Also, hypothesis 5c (Cognitions mediate the relationship between the direction of the conflict and job satisfaction) was not supported, as the indirect effect of the direction of the conflict on job satisfaction through cognitions was insignificant (p = 0.33). Hypothesis 5d is supported: cognitions mediate the relationship between the direction of the conflict and family satisfaction (p = 0.01). 5. Discussion and conclusions Our study adds to previous research, based on two aspects. First of all, it is an experimental approach of the relationship between work-family conflict and job and family satisfaction, existent research investigating this relationship using correlational designs. Data about the influence of the direction of the conflict on job and family satisfaction is consistent with conclusions from previous research about the relationship between the two categories of variables (Bruck et al., 2002; Burke & Greenglass, 1999; Parasuraman & Simmers, 2001). The levels of the
Maria Nicoleta Turliuc and Daniela Buliga / Procedia - Social and Behavioral Sciences 159 (2014) 105 – 109
dependent variables are significantly lower for work-family than for family-work conflict. As Kossek and Ozeki (1998) showed, the direction of the conflict seems to be an important variable. Our results suggest that a workfamily conflict is perceived as being more problematic than family-work conflict. This may be due to a higher frequency in experiencing work-family conflict in comparison with the family-work conflict. Another explanation may be the perception of a lower degree of control over the work-family conflict, indicated by the activation of irrational beliefs to a higher extent when work interferes with family, suggesting an increased cognitive vulnerability when people face this type of conflict. Secondly, identifying a causal relationship between conflict and satisfaction, we aimed at explaining it by testing the mediating role of cognitions people have about the conflict between the professional and the family roles. Our data suggest that cognitions mediate the relationship between the direction of the conflict and family satisfaction, but they do not mediate the relationship between conflict and job satisfaction. Hence, our research contributes to a better understanding of the relationship between conflict and satisfaction, by analyzing it from the ABC model perspective, identifying the cognitive processes through which conflict influences satisfaction. As for the practical implications, the results underline important aspects for the organizational settings. Organizations are more and more aware of the work-family conflict as a source of stress and show an increasing concern for implementing occupational stress management programs. The results of this study support the need to adopt a transactional perspective in elaborating management strategies for the stress that is generated by the conflicting demands of professional and family life. Our findings suggest that cognitive-behavioral interventions can be useful when employees perceive high levels of work-family conflict and, at the same time, they hold dysfunctional cognitions about the relationship between the two roles, negatively influencing their family satisfaction. These categories of cognitions can be identified and changed in organizational training or coaching sessions, contributing to the management of the work-family conflict stress. References Beck, A. T. (1976), Cognitive Therapy for Emotional Disorders, New York: International Universities Press. Bruck, C. S., Allen, T. D., & Spector, P. E. (2002). The relation between work-family conflict and job satisfaction: A finer-grained analysis. Journal of Vocational Behavior, 60, 336-353. Buliga, D., & Turliuc, M. N. (2014). Analiza cogniţiilor muncă-familie: Construirea şi validarea Chestionarului de evaluare a cogniţiilor referitoare la conflictul muncă-familie (CMF). In M. N. Turliuc (coord.). Gen şi diferenţe de gen în studii empirice, Iaşi: Institutul European. Burke, R. J., & Greenglass, E. R. (1999). Work-family conflict, spouse support, and nursing staff well-being during organizational restructuring. Journal of Occupational Health Psychology, 4 (4), 327-336. Ellis, A. (1994). Reason and emotion in psychotherapy. Secaucus, NJ: Birscj Lane. Janasz, S. C. & Behson, S. J. (2007). Cognitive capacity for processing work-family conflict: An initial examination. Career Development International, 12 (4), 397-411. Judge, T. A., Locke, E. A., Durham, C. C., & Kluger, A. N. (1998). Dispositional effects on job and life satisfaction: The role of core evaluations. Journal of Applied Psychology, 83, 17–34. Kossek, E. E., & Ozeki, C. (1998). Work-family conflict, policies, and the job-life satisfaction relationship: A review and directions for organizational behavior-human resources research. Journal of Applied Psychology, 83 (2), 139-149. Lazarus, R. S., & Folkman, S. (1984). Stress, appraisal, and coping. New York: Springer. Moen, P., Kelley, E., & Huang, R. (2008). „Fit” inside the work-family black box: An ecology of the life course, cycles of control reframing. Journal of Occupational and Organizational Psychology, 81, 411-433. Mullen, J., Kelley, E., & Kelloway, E. K. (2008). Health and well-being outcomes of the work-family interface. In K. Korabik, D.S. Lero, & D. Whitehead (Ed.), Handbook of Work-Family Integration. Research, Theory and Best Practices (pp. 191-214), Elsevier. Olson, D. H. (1995). Family Satisfaction Scale. Minneapolis, MN: Life Innovations. www.facesiv.com Parasuraman, S., & Simmers, C. A. (2001). Type of employment, work-family conflict and well-being: A comparative study. Journal of Organizational Behavior, 22 (5), 551-568. Poposki, E. M. (2011). The blame game: Exploring the nature and correlates of attributions following work-family conflict. Group and Organization Management, 36 (4), 499-525. Van Steenbergen, E. F., Ellemers, N., Halsam, S. A., & Urlings, F. (2008). There is nothing either good or bad but thinking makes it so: Informational support and cognitive appraisal of the work-family interface. Journal of Occupational and Organizational Psychology, 81, 349367. Voydanoff, P. (2008). A Conceptual Model of the Work-Family Interface. In K. Korabik, D. S. Lero, & D. Whitehead (Ed.), Handbook of WorkFamily Integration. Research, Theory and Best Practices (pp. 37-55). Elsevier.
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ScienceDirect Procedia - Social and Behavioral Sciences 159 (2014) 105 – 109
WCPCG 2014
Work-Family Conflict and Job and Family Satisfaction. The Mediating Role of Cognitions Maria Nicoleta Turliuca*, Daniela Buligaa a
“Alexandru Ioan Cuza Iaşi” University, Faculty of Psychology and Education Sciences, Toma Cozma nr. 3, Iaşi, 700554, Romania
Abstract Although the relationship between work-family conflict and different forms of satisfaction was addressed by numerous studies, the correlational nature of this data does not allow for causal conclusions. Relying on the ABC model in the cognitive-behavioral paradigm and using an experimental design, the purpose of this study consists of analyzing the effects of work-family/familywork conflict on job and family satisfaction, as well as irrational/rational cognitions as mediators in the relationship between conflict and satisfaction. On a sample of 192 participants, ANOVA, MANOVA, regression analyses and structural equation modeling were performed in order to test the hypotheses about the direct and indirect relationships between the variables. The direction of the conflict significantly influenced job and family satisfaction and the mediation hypothesis is partially supported: cognitions mediate the relationship between the direction of the conflict and family satisfaction, but do not mediate the relationship between the direction of the conflict and job satisfaction. Theoretical and practical implications of the results are discussed. © 2014 by Elsevier Ltd. is an Ltd. open access article under the CC BY-NC-ND license © 2014 Published The Authors. Published byThis Elsevier (http://creativecommons.org/licenses/by-nc-nd/3.0/). Peer-review under responsibility of the Academic World Education and Research Center. Peer-review under responsibility of the Academic World Education and Research Center. Keywords: Work-family conflict; job satisfaction; family satisfaction; cognitions
1. Introduction Studies that investigated the relationship between work-family conflict and satisfaction reported negative correlations (Bruck, Allen & Spector, 2002; Parasuraman & Simmers, 2001). However, data regarding the way in which conflict influences satisfaction is relatively limited and the correlational nature of this data does not allow for causal conclusions. As for the main theoretical perspectives that guided research in work-family interface, they are
* Maria Nicoleta Turliuc. Tel.: +4-072-307-2870 E-mail address: [email protected]
1877-0428 © 2014 Published by Elsevier Ltd. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/3.0/).
Peer-review under responsibility of the Academic World Education and Research Center. doi:10.1016/j.sbspro.2014.12.338
106
Maria Nicoleta Turliuc and Daniela Buliga / Procedia - Social and Behavioral Sciences 159 (2014) 105 – 109
represented by the role theory and the ecological systems theory (Mullen, Kelley, & Kelloway, 2008). Recently, some authors underlined the importance of investigating the role of the cognitive variables in work-family interactions (Janasz & Behson, 2007; Van Steenbergen, Ellemers, Halsam, & Urlings, 2008; Poposki, 2011). Though negative effects associated with work-family conflict, like high levels of stress and low levels of satisfaction, have been pointed out, there are theoretical models which suggest that a situation or a stressor do not determine certain emotional and behavioral effects by themselves, but through the agency of beliefs, cognitions or personal perceptions (Lazarus & Folkman, 1984; Ellis, 1994; Beck, 1976). In work-family interface research, there are studies which analyzed the role of some cognitive characteristics (Janasz & Behson, 2007), the possibility of influencing the way of perceiving the relationships between the two life roles (Van Steenbergen et al., 2008) and the cognitive evaluations of fit between demands and resources (Moen, Kelley, & Huang, 2008). To our knowledge, studies haven’t considered the role of different types of cognitions related to work-family conflict, from the rationality/irrationality perspective, as these are conceptualized within the cognitive-behavioral paradigm. 2. Objective Relying on Voydanoff’s (2008), general conceptual model and the ABC cognitive model (Ellis, 1994; Beck, 1976), the purpose of this research was to analyze the effect of work-family/family-work conflict on job and family satisfaction, as well as the cognitions as mediators between conflict and satisfaction. 3. Method 3.1. Participants 192 subjects participated in this study, aged between 24 and 60 years old (m = 36.5, s = 7.90) and working in different domains, like justice (46.9%), economics (11.5%), IT, technical jobs, engineering (12.5%), health, medicine (9.4%), HR (3.6%). 3.2. Variables and measures The direction of the conflict (work-family and family-work) and the type of conflict (time-based, strain-based and behaviour-based) were the independent variables, while job and family satisfaction were the dependent variables. The mediating variable was represented by the cognitions. The following measures were used: Cognitions. We developed and validated The Work-Family Conflict Cognitions Questionnaire (CMF, Buliga & Turliuc, 2014) for the purposes of this study. The internal consistency of the four scales (work-family conflict irrational cognitions, work-family conflict rational cognitions, family-work conflict irrational cognitions, familywork conflict rational cognitions) ranged from 0.57 to 0.74. Family satisfaction, Olson’s ten-item Family Satisfaction Scale (Olson, 1995), assessing family satisfaction through three dimensions (cohesion, flexibility and communication) was used. The author reported an alpha Cronbach coefficient of 0.92. Within our study, the internal consistency of the scale is also 0.92. Job satisfaction, We measured job satisfaction with the Brief Job Satisfaction Measure II (Judge, Locke, Durham, & Kluger, 1998), assessing a person’s general job satisfaction with 5 items. The authors reported an alpha Cronbach coefficient of 0.88. In this study, the internal consistency of the scale is 0.83. 3.3. Hypotheses The general hypothesis of the study is: The direction and the type of conflict influence job and family satisfaction, influence mediated by individual’s cognitions. In accordance with our objective, five specific hypotheses were formulated about the relationships between the variables. 3.4. Procedure We used an experimental approach in order to test the effects of the independent variables on the dependent
Maria Nicoleta Turliuc and Daniela Buliga / Procedia - Social and Behavioral Sciences 159 (2014) 105 – 109
variables, manipulating the direction and the type of conflict. The manipulation of the type of conflict was carried out by activating the time-based conflict in the first group of participants, the strain-based conflict in the second group and the behaviour-based conflict in the third group. In elaborating the representations of situations that illustrated the three types of conflict, we used their descriptions as they appear in the literature, choosing three examples for each type. The manipulation of the second independent variable was accomplished by presenting an example of work-family conflict for half of the participants and an example of family-work conflict for the other half. Six experimental groups resulted from the combination of the levels of the independent variables. After reading the descriptions, participants completed the presented measures. 4. Results 4.1. The effects of the direction and the type of the conflict on job and family satisfaction We used MANOVA analyses to test the effects of the independent variables on the dependent variables. The condition regarding the equality of error variances was achieved: Levene’s test was F (5, 186) = 0.551, p = 0.73 for job satisfaction and F (5, 186) = 0.98, p = 0.42 for family satisfaction. Next, the multivariate tests for the combination of the dependent variables were analysed. The Box’s M test was 19.99, F = 1.29, p = 0.19 and the global multivariate null hypothesis, according to which the observed covariance matrices of the dependent variables are equal across groups, was accepted. As Box’s M test was not significant, we used the multivariate Wilks’ Lambda test, according to which the direction of the conflict had a significant relationship with the combination of the dependent variables (p = 0.000), the type of conflict did not have a significant relationship with combination of the dependent variables (p = 0.46) and the two independent variables together did not influence the combination of the dependent variables (p = 0.86). The univariate relationships between each dependent variable and each independent variable and their interaction were tested. The results show that the direction of the conflict significantly influenced the two dependent variables: F (1, 186) = 41.023, p = 0.000 and F (1, 186) = 4.311, p = 0.039. Job (m = 24.79) and family satisfaction (m = 34.51) levels were significantly lower for the group in which the work-family conflict was activated than for the group in which the family-work conflict was activated (m = 28.76 and m = 36.39). The two dependent variables were not influenced by the type of conflict and we did not find an interaction effect of the independent variables on the dependent variables. Hence, the first hypothesis of the study (The direction and the type of conflict influence job and family satisfaction) is partially supported by the results. 4.2. The effects of the direction and the type of conflict on cognitions In order to analyse the effect of the independent variables on individuals’ cognitions, the ANOVA technique was used. The condition regarding the equality of error variances was achieved: Levene’s test was F (5, 186) = 1.103, p = 0.36. According to the results, the direction of the conflict significantly influenced individuals’ cognitions: F (1, 186) = 5.295, p = 0.022. The level of irrational cognitions was higher in the group where a work-family conflict was activated than in the group with a family-work conflict. The type of conflict did not influence the irrational cognitions, no significant differences being found between the three groups (time-based strain-based and behaviourbased conflict). Also, we did not find an interaction effect of the independent variables on cognitions: F (2, 186) = 1.34, p = 0.263. The second hypothesis of our study (The direction and the type of conflict influence individuals’ cognitions) is partially supported by the results. 4.3. The relationship between cognitions and job/family satisfaction Linear regression was used to test the relationship between cognitions and job/family satisfaction. According to the results, the relationship between cognitions and job satisfaction is not significant (r = -0.11, p > 0.05). The third hypothesis (There is a significant relationship between individuals’ cognitions and job satisfaction, a higher level of irrational cognitions will be associated with a lower job satisfaction) is not supported by our data. The correlation between cognitions and family satisfaction is negative and significant: r = -0.28, p < 0.01. Cognitions explain 7.8% in the variance of family satisfaction level (R2 = 0.078). The F value (16.04, p = 0.000) shows that cognitions represent a significant predictor of family satisfaction. Results support the fourth hypothesis, according to which the
107
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relationship between cognitions and family satisfaction is significant: a higher level of irrational cognitions is associated with a lower level of family satisfaction. 4.4. The relationship between the direction/type of conflict and job/family satisfaction through the mediating role of cognitions Based on the research hypotheses, we elaborated a structural model that was tested in Amos 21, in order to see if it fits the data. The absolute fit indices are presented in Table 1 and they suggest that the proposed model did fit the data well. Figure 1 reproduces the proposed model. Table 1. The absolute fit indices for the proposed model χ²
df
p
CMIN/DF
RMSEA
CFI
0.03
1
0.86
0.03
0.000 (0.00-0.10)
1.00
Fig. 1. The proposed model
Mediation analyses were performed to test cognitions as a mediating variable in the relationship between the direction and the type of the conflict and job/family satisfaction in Amos 21, using the bootstrapping method. Hypotheses 5a and 5b predicted that the relationship between the type of conflict and job/family satisfaction is mediated by cognitions. These hypotheses are not supported by our findings: the relationship between the type of conflict and job satisfaction (p = 0.83), as well as the relationship between the type of conflict and family satisfaction (p = 0.46) are not statistically significant. Also, hypothesis 5c (Cognitions mediate the relationship between the direction of the conflict and job satisfaction) was not supported, as the indirect effect of the direction of the conflict on job satisfaction through cognitions was insignificant (p = 0.33). Hypothesis 5d is supported: cognitions mediate the relationship between the direction of the conflict and family satisfaction (p = 0.01). 5. Discussion and conclusions Our study adds to previous research, based on two aspects. First of all, it is an experimental approach of the relationship between work-family conflict and job and family satisfaction, existent research investigating this relationship using correlational designs. Data about the influence of the direction of the conflict on job and family satisfaction is consistent with conclusions from previous research about the relationship between the two categories of variables (Bruck et al., 2002; Burke & Greenglass, 1999; Parasuraman & Simmers, 2001). The levels of the
Maria Nicoleta Turliuc and Daniela Buliga / Procedia - Social and Behavioral Sciences 159 (2014) 105 – 109
dependent variables are significantly lower for work-family than for family-work conflict. As Kossek and Ozeki (1998) showed, the direction of the conflict seems to be an important variable. Our results suggest that a workfamily conflict is perceived as being more problematic than family-work conflict. This may be due to a higher frequency in experiencing work-family conflict in comparison with the family-work conflict. Another explanation may be the perception of a lower degree of control over the work-family conflict, indicated by the activation of irrational beliefs to a higher extent when work interferes with family, suggesting an increased cognitive vulnerability when people face this type of conflict. Secondly, identifying a causal relationship between conflict and satisfaction, we aimed at explaining it by testing the mediating role of cognitions people have about the conflict between the professional and the family roles. Our data suggest that cognitions mediate the relationship between the direction of the conflict and family satisfaction, but they do not mediate the relationship between conflict and job satisfaction. Hence, our research contributes to a better understanding of the relationship between conflict and satisfaction, by analyzing it from the ABC model perspective, identifying the cognitive processes through which conflict influences satisfaction. As for the practical implications, the results underline important aspects for the organizational settings. Organizations are more and more aware of the work-family conflict as a source of stress and show an increasing concern for implementing occupational stress management programs. The results of this study support the need to adopt a transactional perspective in elaborating management strategies for the stress that is generated by the conflicting demands of professional and family life. Our findings suggest that cognitive-behavioral interventions can be useful when employees perceive high levels of work-family conflict and, at the same time, they hold dysfunctional cognitions about the relationship between the two roles, negatively influencing their family satisfaction. These categories of cognitions can be identified and changed in organizational training or coaching sessions, contributing to the management of the work-family conflict stress. References Beck, A. T. (1976), Cognitive Therapy for Emotional Disorders, New York: International Universities Press. Bruck, C. S., Allen, T. D., & Spector, P. E. (2002). The relation between work-family conflict and job satisfaction: A finer-grained analysis. Journal of Vocational Behavior, 60, 336-353. Buliga, D., & Turliuc, M. N. (2014). Analiza cogniţiilor muncă-familie: Construirea şi validarea Chestionarului de evaluare a cogniţiilor referitoare la conflictul muncă-familie (CMF). In M. N. Turliuc (coord.). 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