From Conflict to Balance: Challenges for Dual-Earner Families Managing Technostress and Work Exhaustion in the Post-Pandemic Scenario.

Within the last three years, the COVID-19 pandemic outbreak has contributed to changing many aspects of individual and collective life. Focusing on professional life, the forced shift to remote working modalities, the consequent blurring of work-family (WF) boundaries, and the difficulties for parents in childrearing have significantly impacted family routines. These challenges have been more evident for some specific vulnerable categories of workers, such as dual-earner parents. Accordingly, the WF literature investigated the antecedents and outcomes of WF dynamics, highlighting positive and negative aspects of digital opportunities that may affect WF variables and their consequences on workers' well-being. In view of the above, the present study aims to investigate the key role of WF conflict and WF balance in mediating the relationship between technostress and work exhaustion. Structural Equation Modeling (SEM) was used to examine direct and indirect relationships among technostress, WF conflict, WF balance, and work exhaustion. Respondents were 376 Italian workers, specifically dual-earner parents who have at least one child. Results and implications are discussed with specific reference to the organizational policies and interventions that could be developed to manage technostress and WF conflict, fostering individual and social adjustment to the new normal.

How Do COVID-19 Risk, Life-Safety Risk, Job Insecurity, and Work-Family Conflict Affect Miner Performance? Health-Anxiety and Job-Anxiety Perspectives.

The coronavirus pandemic (COVID-19) has created challenging working conditions in coal-production activities. In addition to the massive loss of resources for miners, it has had a devastating impact on these individuals' mental health. Based on the conservation of resources (COR) theory and a resource-loss perspective, this study examined the impact of COVID-19 risk, life-safety risk, perceived job insecurity, and work-family conflict on miners' job performance. Moreover, this study investigated the mediating role of job anxiety (JA) and health anxiety (HA). The study data were collected through online structured questionnaires disseminated to 629 employees working in a coal mine in China. The data analysis and hypothesis generation were conducted using the structural equation modeling (partial least squares) method. The results demonstrated that the perception of COVID-19 risk, life-safety risk, job insecurity, and work-family conflict negatively and significantly impacted miners' job performance. In addition, JA and HA negatively mediated the relationships between the perception of COVID-19 risk, life-safety risk, perceived job insecurity, work-family conflict, and job performance. The findings of this study can give coal-mining companies and their staff useful insights into how to minimize the pandemic's effects on their operations.

Born or not: A moderated mediation model of the relationship between work-family conflict and female employees' wellbeing based on fertility intention during the COVID-19 pandemic.

The previous academic research on work-family conflict mainly focused on the relevant elements in the work field. This study concludes that elements of the family domain have a significant impact on the relationship between work-family conflict and employee wellbeing. Female employees' perceptions of wellbeing largely depend on their willingness to have children when they take on family roles. During COVID-19, employees had more time to fulfill both work and family roles in the family sphere due to the epidemic blockade, the contribution of the female employee's significant other (husband) in family matters had a significant impact on Fertility intention. This study using SPSS 24.0 AMOS 20.0 and M plus 7.4 statistical analysis tools to test the proposed hypotheses. In the paired data of 412 working female employees and husbands of Chinese dual-earner families with different occupational backgrounds, hypothesis testing results support that female employees' work → family conflict is negatively related to female employees' fertility intentions, and female employees' fertility intentions are positively related to wellbeing; female employees' family → work conflict is negatively related to female employees' wellbeing; husband's flexible work stress is negatively related to husband's share of housework; husband's share of housework moderated the front, rear and overall mediating effects by the fertility intention. When formulating policies, the managers should consider not only the direct effects of policies, but also the indirect effects that policies may have on other family members of employees. Managers should develop management policies during an epidemic that are more responsive to the actual needs of employees during an epidemic. The management of female employees should give due consideration to the family status of female employees and the enterprises should recognize the importance of childcare for female employees.

Working from home and subsequent work outcomes: Pre-pandemic evidence.

Frequent working from home (WFH) may stay as a new work norm after the COVID-19 pandemic. Prior observational studies on WFH and work outcomes under non-pandemic circumstances are mostly cross-sectional and often studied employees who worked from home in limited capacity. To provide additional insights that might inform post-pandemic work policies, using longitudinal data collected before the COVID-19 pandemic (June 2018 to July 2019), this study aims to examine the associations between WFH and multiple subsequent work-related outcomes, as well as potential modifiers of these associations, in a sample of employees among whom frequent or even full-time WFH was common (N = 1,123, Meanage = 43.37 years). In linear regression models, each subsequent work outcome (standardized score was used) was regressed on frequencies of WFH, adjusting for baseline values of the outcome variables and other covariates. The results suggested that WFH for 5 days/week versus never WFH was associated with subsequently less work distraction (ß = -0.24, 95% CI = -0.38, -0.11), greater perceived productivity/engagement (ß = 0.23, 95% CI = 0.11, 0.36), and greater job satisfaction (ß = 0.15, 95% CI = 0.02, 0.27), and was associated with subsequent work-family conflicts to a lesser extent (ß = -0.13, 95% CI = -0.26, 0.004). There was also evidence suggesting that long work hours, caregiving responsibilities, and a greater sense of meaningful work can all potentially attenuate the benefits of WFH. As we move towards the post-pandemic era, further research will be needed to understand the impacts of WFH and resources for supporting employees who work from home.

How and When May Technostress Impact Workers' Psycho-Physical Health and Work-Family Interface? A Study during the COVID-19 Pandemic in Italy.

Although a growing body of research has analyzed the determinants and effects of technostress, it is still unclear how and when technostress would impact workers' psycho-physical health and work-family interface during the pandemic. To fill this gap, this study tests the mediating mechanisms and the boundary conditions associated with the impact of technostress on workers' psycho-physical well-being and work-family conflict. A total of 266 Italian workers completed online questionnaires measuring (traditional vs. remote) working modalities, technostress, fear of COVID-19, working excessively, psycho-physical distress, work-family conflict, loss of a loved one due to COVID-19, and resilience. Structural equation models were performed. Results indicated that technostress was positively related to psycho-physical distress and work-family conflict, as mediated by fear of COVID-19 and working excessively, respectively. The loss of a loved one exacerbated the effects of fear of COVID-19 on psycho-physical health, while resilience buffered the effects of working excessively on work-family conflict. Since numerous organizations intend to maintain remote working also after the COVID-19 emergency, it is crucial to study this phenomenon during its peaks of adoption, to prevent its potential negative outcomes. The implications of these findings for theory and practice are discussed.

Internal Structure of the Work-Family Conflict Questionnaire (WFCQ) in Teacher Teleworking.

The interference between family and work roles has led to the development of scales for their measurement. However, instrumental studies of work-family conflict have not been conducted in the context of teacher teleworking during the COVID-19 pandemic. For this reason, the objectives of this study were set to obtain evidence of the internal structure and fairness of the Blanch and Aluja Work-Family Conflict Questionnaire, as well as its association with job satisfaction and other sociodemographic variables. A total of 235 Peruvian school teachers between the ages of 24 and 72 years (M = 43.79 and SD = 9.67) responded to the scale using the online form. The analysis employed the non-parametric item response theory modeling (Mokken scaling analysis). The structure of two correlated factors was confirmed: work conflict in the family (WCF) and family conflict in the work (FCW). Both dimensions were invariant with respect to sex group and educational level. The association of both dimensions with job satisfaction was theoretically convergent, and the gender of the teachers slightly moderated this relationship. The reliability was adequate for group research. Finally, the instrument can be useful in the organizational context of teachers who telework.

The relationship between nurses' work stress levels and work-family conflict during the COVID-19 pandemic and the affecting factors: A study from Turkey.

PURPOSE: High work-family conflict affects nurses' physical, mental and psychological health and reduces their job satisfaction and performance. This study was conducted to determine the effect of work stress experienced by nurses during the COVID-19 pandemic on family life and the factors affecting work stress and work-family conflict. METHOD: This descriptive and cross-sectional study was conducted on 820 nurses who agreed to participate in the research working in a hospital serving only patients with confirmed COVID-19 in a province in eastern Turkey. RESULTS: It was found that the average PJSS score of the nurses included in the study was 3.26 ± 0.56; the average WAFCS score was 3.00 ± 0.81. It was found that there was a moderately positive, statistically significant relationship between the PJSS and WAFCS average scores for the nurses, and the impact of work stress on the levels of work-family conflict was 28 % (p < 0.001). CONCLUSION: It was determined that the work stress levels of the nurses included in the study were at a level that could threaten their health, the conflict levels in work-family life were high, and the conflict levels in work and family life increased as the levels of work stress increased.

How Work-Family Conflict Influenced the Safety Performance of Subway Employees during the Initial COVID-19 Pandemic: Testing a Chained Mediation Model.

This study examined the impact of work-family conflict on subway employees' safety performance during the initial wave of the COVID-19 pandemic. We proposed a chain mediation model in which job burnout and affective commitment play mediating roles in this process. Using questionnaire data from 632 Chinese subway employees during February 2020, structural equation modeling analyses were performed. The analyses showed that work-family conflict had a significant negative impact on subway employee safety performance. Moreover, job burnout completely mediated the influence of work-family conflict on safety performance, while affective commitment only partially mediated the influence of job burnout on safety performance. These findings suggest the important role played by Work-Family balance during the pandemic and contribute to a deeper understanding of the inner mechanisms. We also discussed several practical implications for organizations to reduce the negative impact of work-family conflict on safety performance.

Associations of Work-Family Conflict with Family-Specific, Work-Specific, and Well-Being-Related Variables in a Sample of Polish and Ukrainian Adults during the Second Wave of the COVID-19 Pandemic: A Cross-Sectional Study.

The conflict between work and family demands increased during the COVID-19 pandemic due to changes in lifestyle related to the lockdown. This study examines the associations between work-family conflict (WFC) and family-work conflict (FWC) with work-specific, family-specific, and well-being-related variables during the second wave of the COVID-19 pandemic. The results may be used in practice to improve the well-being of employees by adjusting home-based work and family areas of life to dynamic changes during the pandemic. The sample of 736 adults from Poland (53.26%) and Ukraine (46.74%), aged between 19 and 72 (M = 39.40; SD = 10.80), participated in the study. The cross-sectional study was performed using an online survey, including sociodemographic variables, measures of WFC, time pressure, remote work assessment (RWAS), physical health (GSRH), life satisfaction (SWLS), perceived stress (PSS-10), anxiety (GAD-7), and depression (PHQ-9). This study showed numerous inter-group differences in all variables across the country, gender, relationship status, parenthood, caring for children under 12, and remote working status. A high WFC is more likely among Polish workers (than Ukrainian workers), people with a low level of self-perceived time pressure, and high symptoms of stress. Caring for children under 12, low self-perceived time pressure, and high stress can predict FWC. Various paths lead from perceived stress via WFC and FWC, physical health, anxiety, and depression to life satisfaction, as suggested by the structural equation modeling analysis. Parents of children under 12 and women are the most vulnerable groups for increased WFC, FWC, and worse mental health and well-being. Prevention programs should focus on reducing stress, anxiety, and work demands in these adult populations. A unique contribution to the existing knowledge revealed patterns of associations between WFC and FWC in relation to well-being dimensions in a cross-cultural context during the pandemic.

Working From Home During COVID-19: Does Work-Family Conflict Mediate the Relationship Between Workplace Characteristics, Job Satisfaction, and General Health?

OBJECTIVE: The aim of the study is to investigate whether work-family conflict and/or family-work conflict mediated the relationship between workplace characteristics and general health and job satisfaction in a sample of workers working from home in a recommended/mandatory context due to COVID-19 measures. METHODS: Data were collected via online questionnaire as part of the Employees Working from Home study. Analyses in this article used data collected at 2 time points 6 months apart, including 965 complete responses from the first questionnaire and 451 complete responses from the second questionnaire. RESULTS: Relationships between predictor and outcome variables were in the directions expected, and both work-family conflict and family-work conflict mediated these relationships. CONCLUSIONS: Work-life interaction partly explains the relationship between work characteristics and general health and job satisfaction health in a population undertaking involuntary working from home.

Work-family conflict and posttraumatic stress symptoms among college teachers during the COVID-19 pandemic.

The study aimed to examine the indirect factors underlying the association between work-family conflict and posttraumatic stress symptoms (PTSS) in college teachers during the COVID-19 pandemic. Three potential indirect factors were examined: perceived stress, basic psychological needs, and rumination. A total of 274 college teachers were recruited. All participants completed an electronic questionnaire that assessed their exposure to the pandemic, work-family conflict, perceived stress, basic psychological needs, rumination, and PTSS. The results showed that after controlling for pandemic exposure, gender, and age, work-family conflict was associated with PTSS via perceived stress alone, rumination alone, a path from perceived stress to basic psychological needs, and a path from perceived stress to rumination. These results indicate that work-family conflict is positively associated with PTSS indirectly via perceived stress, rumination, and basic psychological needs during the COVID-19 pandemic. These three mediators may completely explain the relation of work-family conflict to PTSS.

Costs of Employee Stewardship Behaviors for Employees in the Work-to-Family Penetration Context during the COVID-19 Pandemic.

Drawing on the work-home resources model, our aim in this study was to explore the negative effects of employee stewardship behavior on work-family conflict (WFC) through work-to-family border permeation (WFBP) for employees. A conditional process model linking employee stewardship behavior (ESB), family-supportive supervisor behavior (FBBS), work-to-family border permeation (WFBP), family support, and work-family conflict (WFC) was developed. Longitudinal data collected at two different time points from 323 employees of three internet companies in south China were examined. The results revealed that WFBP mediates the impact of ESB on WFC. Family-supportive supervisor behavior substantially weakens the relationship between ESB and WFBP and the indirect effect of WFBP. Similarly, family support undermines the relationship between WFBP and WFC and the indirect effect of WFBP. Employee-level stewardship and blurred work-family boundaries have been common phenomena in contemporary China, especially during the COVID-19 pandemic. This study is among the first to focus on the negative impacts of employee stewardship behaviors on the employee, especially on their family, from a Chinese context. These findings also increase our understanding of the effects of ESB and provide some new insights into how to mitigate WFC.

The Role of Self-Efficacy, Work-Related Autonomy and Work-Family Conflict on Employee's Stress Level during Home-Based Remote Work in Germany.

Home-based remote work becomes increasingly popular. The facets of remote work, especially working from home, are multifaceted and can become stressors that affect a person's health. At the same time, self-efficacy is an important personal resource to deal with health-related stressors. The objective of this study is therefore to explore the relationship between self-efficacy (SE), work-related stress (WRS), health outcomes (health and anxiety), contributing factors (autonomy and experience) and work-family conflict (WFC) in a remote work setting. Using a PLS-model (partial least square) with a sample of n = 5163 responses, we found that SE significantly reduces WRS (ß = -0.164; p < 0.001). Moreover, WFC increases WRS and anxiety, while SE reduces WFC and mediates health outcomes (anxiety: ß = -0.065; p < 0.001; health: ß = -0.048; p < 0.001). At the same time, autonomy (ß = 0.260; p < 0.001) and experience (ß = 0.215; p < 0.001) increase SE. Our results have high practical implications for employers and employees, underlining the importance of self-efficacy as a personal resource to buffer WRS and WFC while promoting overall health at the same time.

A Pandemic Perspective: Analyzing the Impact of COVID-19 on Diabetes Management and Mood Through the Lens of Location and Family Conflict.

PURPOSE: The purpose of this study was to examine the influence of COVID-19 on teens' diabetes management and mood and their association with family conflict. METHODS: One hundred and nineteen teens ages 13 to 17 (M = 15.5 ± 1.3 years, 61.3% female, 57.1% non-Hispanic White) and 119 parents (83.2% female, 75.6% married, 63.9% non-Hispanic White) enrolled in an ongoing two-site randomized behavioral clinical trial. At baseline, dyads completed the Revised Diabetes Family Conflict scale and a survey measuring the impact of COVID-19 on teens' mood and diabetes management. RESULTS: Parent- and teen-reported impacts of COVID-19 on diabetes management and teen mood were positively correlated. Higher levels of both parent- and teen-reported family conflict were associated with greater parent-reported impact of COVID-19 on diabetes management and teen mood. In addition, teen-reported impact of COVID-19 on their mood varied by geographical location but not population density. CONCLUSIONS: COVID-19 influenced teen diabetes management and mood, and the impact of COVID-19 was related to diabetes-related family conflict and differed by geographic location. Findings lend support for mental health interventions targeting teens with T1DM affected by COVID-19 and monitoring the long-term effects of the pandemic.

Relationship between risk perception of COVID-19 and job withdrawal among Chinese nurses: The effect of work-family conflict and job autonomy.

AIM: The aim of this study was to examine the mediating role of work-family conflict and the moderating role of job autonomy on the association between risk perception of COVID-19 and job withdrawal among Chinese nurses during the initial disease outbreak. BACKGROUND: Nurses' job withdrawal can not only reduce the quality and efficiency of care but also give rise to turnover during the COVID-19 pandemic. Thus, it is essential to clarify how and when the risk perception of COVID-19 influences the job withdrawal behaviours of nurses and to provide guidelines for reducing nurses' job withdrawal. METHODS: A two-wave study was conducted among 287 Chinese nurses from 11 COVID-19-designated hospitals during the initial outbreak of the disease from March through April 2020. Data on the risk perception of COVID-19, job autonomy and work-family conflict were collected at time 1, and 1 month later, job withdrawal data were collected at time 2. Model 4 and Model 14 from SPSS macro PROCESS were used to test the mediating effect of work-family conflict and the moderating effect of job autonomy, respectively. RESULTS: Work-family conflict mediated 60.54% of the relationship between risk perception of COVID-19 and job withdrawal. Job autonomy positively moderated the relation between work-family conflict and job withdrawal (ß = 0.12, P < 0.01). CONCLUSION: Risk perception of COVID-19 influenced nurses' job withdrawal through work-family conflict. Job autonomy exaggerated the association between work-family conflict and job withdrawal. IMPLICATIONS FOR NURSING MANAGEMENT: Managers should provide more supportive resources to help nurses cope with the risk of COVID-19 to decrease work-family conflict and job withdrawal, and they should strengthen supervision over the work processes of nurses.

The Effect of Worktime Control on Overtime Employees' Mental Health and Work-Family Conflict: The Mediating Role of Voluntary Overtime.

Overtime has become a widespread phenomenon in the current information age that creates a high speed working pace and fierce competition in the high technology global economy. Based on the time-regulation mechanism and effort-recovery model, we examined the effect of worktime control (WTC) on mental health and work-family conflict (WFC) among overtime employees, and whether voluntary overtime mediated the relationships. We also examined two separate dimensions of WTC (control over time-off and control over daily hours). The results showed that control over time-off was related to decreased depression, anxiety, stress and WFC, while control over daily hours was related to decreased stress and WFC. Generally, control over time-off was beneficial to females and employees with dependents. Furthermore, mediation results showed that voluntary overtime was a complete mediator of relationships between WTC and depression and anxiety as well as a partial mediator of the relationship between WTC and stress. However, this study did not find a mediating effect of voluntary overtime on the WTC-WFC relationship. Limitations and practical implications are discussed.

Intersecting Disadvantages for Married Adolescents: Life After Marriage Pre- and Post-COVID-19 in Contexts of Displacement.

PURPOSE: Although there is a growing evidence base on the drivers of child marriage, comparatively little is known about the experiences of married girls in refugee settings and how their development trajectories diverge from those of their nonmarried peers, particularly in the context of the COVID-19 pandemic. Drawing on cross-national panel data from Bangladesh and Jordan, this article explores diversity in child marriage experiences in contexts affected by forced displacement, highlighting how married girls' well-being differs from that of their unmarried peers, and how COVID-19 has reinforced these differences. METHODS: We analyzed longitudinal survey data-collected pre- and post-COVID-19-from the Gender and Adolescence: Global Evidence study with 293 ever-married and 1,102 never-married adolescent girls. Multivariate regression analysis assessed the well-being of married and unmarried girls across contexts and refugee status, both prior to and during the COVID-19 pandemic. These quantitative data are complemented by in-depth qualitative data from adolescents (n = 112), and key informant interviews with service providers and community leaders (n = 62). RESULTS: Our findings highlight that married girls in contexts affected by displacement are disadvantaged in multiple ways, but that the patterning of disadvantage varies across contexts, and that marriage can also have protective effects in certain contexts. The COVID-19 pandemic has, however, served to exacerbate existing inequalities in all contexts. DISCUSSION: Although child marriage prevention efforts remain critical, there is also an urgent need for programming that targets married girls in refugee and host communities to mitigate negative outcomes among this vulnerable group.

The Effect of Work Connectivity Behavior After-Hours on Employee Psychological Distress: The Role of Leader Workaholism and Work-to-Family Conflict.

Background: The work connectivity behavior after-hours (WCBA) has become increasingly intense among Chinese employees in recent years, especially in the rapidly developed internet industry. This has made the after-hours work connectivity behavior, a popular topic in the organizational psychology field. Based on boundary theory, we explored the mechanism of after-hour work connectivity behavior on employees' psychological distress and identified the work-to-family conflict (WFC) as mediator. Besides, leader characteristics are essential environmental variables and always play as moderators, among which leader workaholism is prevalent in the internet industry. However, the impact of leader workaholism on employees' behavior is still inconsistent and even contradictory. Thus, this study further examines the moderating effect of leader workaholism between the after-hour work connectivity behavior and employees' psychological distress. Methods: We conducted a multitime, multisource questionnaire survey in Internet companies in China. Before collecting the data, all participants were assured that their responses would be confidential and used only for academic research. At time 1, the team leader rated his or her workaholism, and team members rated WCBA. At time 2 (3 weeks later), team members were asked to complete the questionnaire containing scales of WFC, psychological distress. The two rounds of data collection resulted in 211 matched team leader-team member responses. We performed a path analysis using Mplus 7.4. Results: Both the duration and frequency of WCBA can positively predict employees' psychological distress through WFC (the mediating effect = 0.628, 95% CI = [0.593, 0.663]). Specifically, WCBA can increase the level of WFC, which leads to the employees' psychological distress further. Leader workaholism can negatively moderate the relationship between WCBA and WFC, further moderating the mediating effect of WFC. Conclusions: Work-to-family conflict played as a mediator in the relationship between WCBA and employees' psychological distress. These results may be helpful to recognize the negative effect of WCBA and the role of leader workaholism in the relationship.

Collegiate Athletic Trainers' Experiences With Work-Family Conflict and Work-Family Guilt Based Upon Organizational Factors.

CONTEXT: The collegiate athletic setting has been described as having high workloads and working demands. The extensive time commitment required of athletic trainers working in this setting has been identified as a precursor to work-family conflict (WFC) and work-family guilt (WFG). Although individualized, experiences in the work-life interface can largely be affected by organizational factors (ie, elements specific to the workplace). Staff size and patient load may influence the athletic trainer's feelings of WFC and WFG, yet these factors have not been directly studied. OBJECTIVE: To examine organizational factors and experiences of WFC and WFG among collegiate athletic trainers. DESIGN: Cross-sectional study. SETTING: Collegiate setting. PATIENTS OR OTHER PARTICIPANT(S): A total of 615 (females = 391, gender variant or nonconforming = 1, males = 222, preferred not to answer = 1) athletic trainers responded to an online survey. The average age of participants was 33 ± 9 years, and they were Board of Certification certified for 10 ± 8 years. A total of 352 participants (57.2%) worked in National Collegiate Athletic Association Division I, 99 in Division II (16.1%), and 164 in Division III (26.7%). MAIN OUTCOME MEASURE(S): Participants responded to demographic and workplace characteristic questions (organizational infrastructure, staff size, and number of varsity-level athletic teams). They completed WFC and WFG scales that have been previously validated and used in the athletic trainer population. RESULTS: Work-family conflict and WFG were universally experienced among our participants, with WFC scores predicting WFG scores. Participants reported more time-based conflict than strain- or behavior-based conflict. No differences in WFC and WFG scores were found among organizational infrastructures. Weak positive correlations were present between staff size and WFC scores and WFG scores. The number of athletic teams was not associated with WFC or WFG scores. CONCLUSIONS: Organizational factors are an important component of the work-life interface. From an organizational perspective, focusing on improving work-life balance for the athletic trainer can help mitigate experiences with WFC and WFG.

Chinese Younger Parents' Quality of Life During the COVID-19 Pandemic: Do Job Changes and Family Conflicts Matter?

The quality of life (QoL) might have been decreased owing to social disruptions in daily life and basic functioning after the coronavirus disease (COVID-19) pandemic. This work aims to examine the relationship between job changes, family conflicts, and QoL among parents during COVID-19 in China. We recruited 1,209 adults through an online cross-sectional survey in China during the COVID-19 lockdown from April 21 to April 28, 2020. Convenient and cluster sampling methods were used to recruit parents. The global health items in the Patient-Reported Outcomes Measurement Information System (PROMIS) were used as a measurement for QoL. Data were mainly analyzed by multiple linear regression with SPSS. Both marital conflict (ß = -0.243, p < 0.001) and parent-child conflict (ß = -0.119, p = 0.001) were negatively associated with the QoL among parents during the lockdown. Job changes moderated the relationship between marital conflict and QoL (ß = -0.256, p = 0.022). In addition, the interaction effects of job changes and family conflict on QoL were significant only among fathers and one-child families. This study indicated that family conflict was a crucial factor correlated with QoL among young parents in the backdrop of the COVID-19 lockdown. Job changes could interact with marital conflict and parent-child conflict on the quality of life.