The relationships between work-family conflict and life satisfaction and happiness among nurses: a moderated mediation model of gratitude and self-compassion.

Background: Researchers and practitioners are concerned with the impact of work-family conflict on the well-being of workers, including those in the health care sector, and previous research suggested that nurses were experiencing a range of negative outcomes. Aim: To investigate the potentially mediating role of self-compassion and moderating role of gratitude in the relationships between work-family conflict and both life satisfaction and happiness among Saudi nurses. Method: A cross-sectional survey was conducted with 368 nurses (men age = 35.18, SD = 6.67, 70.65% of females). Nurses were recruited via social media using convenience sampling techniques. They completed the Satisfaction with Life Scale, the Subjective Happiness Scale, the Gratitude Questionnaire-6, the Self-Compassion Scale, and the Work-Family Conflict Scale, as well as a set of demographic questions. The data were analyzed using PROCESS MACRO model 4 and 8, and the reporting followed STROBE checklist. Results: As expected, the study found a negative relationship between work-family conflict and both life satisfaction and happiness. These relationships were mediated by self-compassion. For the relationships between work-family conflict and life satisfaction and happiness, and between family-work conflict and happiness, this mediation was moderated by gratitude. Conclusion: This study built on positive psychology and demonstrated that the positive personality traits of self-compassion and gratitude can engender enhanced life satisfaction and happiness among Saudi nurses.

The Effect of a Mindfulness-Based Intervention on Family-Work and Work-Family Conflicts Among Nurses: A Randomized Controlled Trial.

Purpose: Nurses' working environment poses various challenges that lead to conflict between work- and family-related roles. Work-family and family-work conflicts (WFCs and FWCs) negatively affect nurses' well-being and patient outcomes. Thus, the current study examined the effectiveness of a mindfulness-based intervention on WFC and FWC among nurses. Method: A randomized controlled trial, pre-post-test design was used in the current study. A total of 123 nurses were recruited and randomly assigned to the intervention (n = 60) and control (n = 63) groups. Findings: Multivariate analysis showed that there was a statistically significant effect of the intervention on the linear combination of the dependent variables V = 0.1, F (2, 120) = 6.61, p < .01. The analyses showed that the mean difference of the WFCs and FWCs scores was significant with the intervention group showing lower mean scores than the control group. In addition, both groups showed higher work-family conflict mean scores compared to the FWC. Discussion: The findings of this study showed that the mindfulness-based intervention significantly improved nurses' WFCs and FWCs. The results should be considered when planning for nurses' well-being and the quality of care being provided to promote holistic nursing care.

Exploring the Relationship Between Work-Family Conflict, Family-Work Conflict and Job Embeddedness: Examining the Mediating Role of Emotional Exhaustion.

Purpose: The purpose of this study is to examine the relationships between family-work conflicts, work-family conflicts, emotional exhaustion, and job embeddedness. Emotional exhaustion was hypothesized to mediate relations between family-work conflicts, work-family conflicts and job embeddedness. Methods: An online questionnaire was distributed to collect the data. The sample consisted of 264 women aged 18 years and older who work in private sector in Saudi Arabia. Confirmatory Factor Analysis (CFA), common method bias (CMB), and structural equation modeling (SEM) were conducted using AMOS (Version 28). Results: The results show that emotional exhaustion functions as a full meditator of the relationship between work-family conflicts, family-work conflicts and job embeddedness. Specifically, women who experience work and family conflicts are unable to balance heavy workloads are emotionally exhausted which in turn affects their job embeddedness. Conclusion: The study emphasizes the negative effects of both work-to-family and family-to-work-life spillover that result in unfavorable psychological states for female employees. Therefore, it is essential for organizations to have interventions that support balancing the demands of family and work. Organizations need to consider how much control an employee has over the time and location of their job. Organizations must also provide clear procedures for handling flexible work schedules and part-time employment.

Family-Work Conflict and Successful Aging at Work of Employees in Manufacturing Enterprises in North China.

Purpose: Successful aging at work is a new idea for enterprises to develop and utilize older employees under the background of population aging. However, there is a lack of research on the effect of family-work conflict on successful aging at work. This study explored how family-work conflict affective successful aging at work through the mediating roles of occupational future time perspective and the moderating role of flexible work arrangements perception. Methods: In study 1 (scenario-based experiment, N=107) recruited full-time employees working through the Credamo platform as experimental subjects, tested the causal relationship between family-work conflict and successful aging at work. In study 2 (questionnaire survey, N=349), questionnaires were distributed to large manufacturing enterprises in North China, and a two-wave time-lagged survey design was used to test the full model. Results: The results show that family-work conflict has a negative impact on successful aging at work; occupational future time perspective plays a mediating role in the relationship between family-work conflict and successful aging at work; flexible work arrangements perception moderated the mediating path via occupational future time perspective, and the indirect effect of occupational future time perspective decreased when flexible work arrangements perception increased. Discussion: This study enriches the research on the relationship between family-work conflict and successful aging at work in theory, and has important guiding significance for enterprises to build an inclusive and aging human resource management system in practice.

Do work-family conflict or family-work conflict mediate relationships between work-related hazards and stress and pain?

INTRODUCTION: Previous research has identified associations between work-family conflict (WFC) and health outcomes (e.g., musculoskeletal pain). This study investigated whether WFC and family-work conflict explain relationships between exposure to work-related hazards and musculoskeletal pain and stress for workers undertaking some or all of their work at home. Possible differences by home workspace location were also explored. METHODS: Longitudinal survey data were collected from workers in Australia engaged in work from home for at least two days per week. Data was collected at four timepoints approximately 6 months apart (Baseline [October 2020] n = 897; Wave 1 [May/June 2021] n = 368; Wave 2 [October/November 2021] n = 336; Wave 3 [May 2022] n = 269). Subjective measures of work-related psychosocial hazards, occupational sitting and physical activity, musculoskeletal pain, and stress were collected via an online questionnaire. Mediation analyses were conducted using the R package "mediation." Analyses were also conducted with the data set stratified by home office location, using R version 4.1.3. RESULTS: Both WFC and family-work conflict acted as mediators between psychosocial work-related hazards and musculoskeletal pain and stress. WFC mediated more relationships than family-work conflict. Location of home workspace was important, particularly for those working in a space at home where they may be subject to interruptions. CONCLUSION: Addressing WFC is a legitimate means through which musculoskeletal pain and stress can be reduced. Organizational risk management strategies need to address all work-related risks, including those stemming from work-life interaction.

Estrés de pandemia por COVID-19 y el conflicto trabajo-familia y familia-trabajo en Buenos Aires, Argentina / Pandemic stress due to COVID-19 and the work-family and family-work conflict in Buenos Aires, Argentina

Resumen La pandemia ha generado un nuevo entorno que establece determinadas exigencias o demandas de actuación a las personas, potenciales estresores que pueden desencadenar el proceso de estrés, al que se le podría denominar Estrés de Pandemia (EDP). A este contexto, se sumaron los cambios en la jornada laboral que derivaron en mayor interferencia entre la familia y el trabajo. De esta manera, se volvió relevante generar conocimiento sobre la temática durante este contexto particular. El objetivo del presente estudio fue determinar la asociación entre el (EDP) y el Conflicto Trabajo-Familia (CTF) y Familia-Trabajo (CFT). Además, se indagaron diferencias de grupos según factores laborales como la modalidad de trabajo y la tenencia o no de niños a cargo, entre otros. Se utilizó el Inventario SISCO de EDP (Macías, 2020), la escala de CTF y CFT (Netemeyer et al., 1996) y un cuestionario ad-hoc. Los participantes fueron 637 adultos (M.edad = 38.14, DS = 13.05, femenino = 487). Se encontraron asociaciones positivas entre las variables CFT y CTF y ambas se asociaron de manera positiva con el EDP. Quienes trabajaron de manera virtual evidenciaron mayor CFT y quienes lo hicieron, tanto virtual como presencialmente fueron los que más puntuaron en CTF. Finalmente, quienes tenían niños a cargo tuvieron mayor CFT y CTF. En conclusión, el estrés en torno al COVID-19 se vincula con mayor interferencia y conflictos entre el ámbito laboral y el familiar.

Abstract Pandemic Stress can be defined as a psychological state produced by an adaptation process where the individual values ​​the environment demands, determined by the pandemic, as overflowing with their resources to carry them out effectively (Macías, 2020). The change in routine carries the possibility of an increase in relation to work-family conflict. Family conflict involves two directions: work can interfere with the family (family work conflict or FWC) and the family can interfere with work (work family conflict, or WFC) (Bellavia y Frone, 2005) because of the incompatibility of responsibilities in the workplace and family (Greenhaus y Beutell, 1985). Added to this context are changes in the working day and, since there are no studies that analyze the relationships between SP and family and work conflict, it becomes relevant to generate knowledge on this issue during this context that humanity is going through. In this way, the aim was to establish the association between Pandemic Stress (PS), Work-Family Conflict (WFC) and Family-Work Conflict (FWC). In addition, the possible existence of group differences was analyzed according to work factors such as work modality, and the possession or not of dependent children. SISCO Pandemic Stress Inventory (Macías, 2020), the Work-Family Conflict and Family-Work Conflict scale (Netemeyer et al., 1996) and an ad-hoc questionnaire were used. The participants were 637 adults (M.age = 38.14, SD = 13.05, female = 487). Positive associations were found between the variables WFC and FWC, and both were positively associated with PS. Those who worked virtually showed higher FWC and those who did it both virtually and in person, were the ones who scored the most in WFC, realizing the difficulty in balancing family and work demands. This could be due to the difficulty for parents who worked outside the home, since they had to organize alternative solutions to take care of their children, which is hampered by the closure of establishments, difficulty in mobilizing and preventive and mandatory isolation of social networks that, in another context, contribute to the care of children. It is of great relevance to consider that the majority of those surveyed have been women, being the most likely to report that the excessive amount of housework made it difficult for them to combine work and family (Blasko, 2020). Finally, those who had children had higher WFC and FWC. In this sense, Gutierrez et al. (2020) explain that in households the unpaid workload and care has increased, which falls unequally on women, a fact that further limits their availability of time to develop productive and / or work activities. Following Park et al. (2020), being young, being female, and being a caregiver increase the risk of exposure to stressors and a greater level of stress. In conclusion, the lawsuits surrounding COVID-19 interfere in conflicts between the workplace and the family. This shows the importance of carrying out evidence-based interventions aimed at mitigating the effects of SP due to COVID-19 and reducing WFC and FWC. In this sense, the present research provides an advance in the understanding of interference between home and work, as well as the impact of the pandemic in both spheres of daily life.

How do Informal Caregivers of Seniors' Tasks Lead to Presenteeism and Absenteeism Behaviors? A Canadian Quantitative Study.

This study extends our knowledge on the role of informal caregivers of seniors and the impact of this role on presenteeism and absenteeism at work. Based on the conservation of resources theory, this article seeks to gain insights into the mechanisms and antecedents of presenteeism and absenteeism among employees who are also informal caregivers of seniors. Specifically, this article argues that family-work conflict and emotional exhaustion mediate the relationship between the informal caregiver's role, presenteeism, and absenteeism. Quantitative data (questionnaire) from this cross-sectional study were collected from 915 informal caregivers of seniors from 8 Canadian organizations. Structural equation modelling (SEM) was undertaken using IBM SPSS AMOS 28.0 to test all hypotheses. Informal caregivers of seniors who need to coordinate and organize healthcare are at a higher risk of experiencing family-work conflict. Family-work conflict experienced by informal caregivers subsequently leads to emotional exhaustion, presenteeism, and absenteeism. Because informal caregiving of seniors is likely to increase in coming years for many workers, organizations must be aware of the possible consequences of this role on work productivity. This study shows that not all tasks of informal caregivers of older adults lead to presenteeism and absenteeism through family-work conflict and emotional exhaustion. This study is innovative because, to our knowledge, no study of informal caregivers of older adults has examined the effect of different tasks in this role on presenteeism and absenteeism.

What alleviates depression among medical workers in emergency risk events? The function of subjective social status.

Medical workers often face serious family-work conflicts and are prone to depressive symptoms. The present study aimed at investigating associations between family-work conflict and depression in emergencies, and at exploring psychological processes involved in this association. A total of 1347 participants were recruited to complete questionnaires. Results showed that the positive effect of family-work conflict on depression was mediated by the basic psychological needs satisfaction, and subjective social status moderated this relationship as a buffer. For individuals with high levels of subjective social status, the direct and indirect effects of family-work conflict on depression were weaker. This study identified the mediating and moderating mechanisms of family-work conflict and depression. The implications of these findings in both theoretical and practical terms will be discussed.

The Effect of Risk Propensity on Family-Work and Work-Family Conflicts in Jordanian Nurses: Does Gender Matter?

INTRODUCTION: Work and family duties may be in conflict, which can cause a problem faced by nurses and lead to significant physical and mental health risks. This study examined whether gender moderated the relationship between risk propensity with work-family and family-work conflicts in Jordanian nurses. METHOD: A cross-sectional study was conducted to collect data from 206 nurses currently employed in two major referral hospitals. Data analysis was performed using the Macros process and correlations. RESULTS: The bivariate correlations showed that family-work conflict was significantly correlated with depression, stress, and risk propensity. Work-family conflict was only correlated with depression and stress. Macros process results showed that gender moderated the relationship between risk propensity and family-work conflict. These results showed that the risk propensity significantly affected family-work conflict in male but not female nurses. DISCUSSION: The results showed that gender moderated the relationship between risk propensity and family-work conflict but not between risk propensity and work-family conflict.

The Effect of Work Stress on the Well-Being of Primary and Secondary School Teachers in China.

Primary and secondary school teachers face increasing work stress, and more attention needs to be paid to their well-being. The present study was conducted to analyze the influence of work stress on the well-being of such teachers in China, and to explore the effects of family-work conflict and a self-transcendent meaning of life. A total of 562 primary and secondary school teachers completed questionnaires assessing work stress, family-work conflict, and a self-transcendent meaning of life (including grasping the meaning of failure and detachment from success or failure) as potential predictors of well-being. Work stress negatively predicted teachers' well-being; family-work conflict mediated this relationship and a self-transcendent meaning of life moderated it. The results of this study can be used as a reference for education departments seeking to intervene to prevent teachers from developing well-being problems from the perspective of a self-transcendent meaning of life.

Factors associated with work-family enrichment among working Israeli parents during COVID-19 lockdowns.

This study examined work-family enrichment, protective resources and psychological implications among working Israeli parents during COVID-19. In this cross-sectional study, 409 working parents were recruited during Israel's third lockdown. Levels of FWC/WFC and resilience were moderate, psychological distress and fear of COVID-19 were low, and perceived social support was high. All the study variables showed significant associations with each other. A multivariate regression analysis explained 30% of the WFC and FWC variance. We found differences in FWC/WFC based upon children's age but not on parents' gender. FWC/WFC mediated the effect of perceived social support and resilience on fear of COVID-19 and psychological distress. The findings explain the importance of personal resources during the pandemic in buffering the negative effects of parents' work- and family-related burdens and have important implications for helping families with young children cope during challenging times.

Work family conflict, family work conflicts and work-related quality of life: The effect of rotating versus fixed shifts.

AIMS AND OBJECTIVE: This study examined the difference between rotating and fixed shift schedules on work-family conflict, family-work conflict and work-related quality of life. BACKGROUND: There is a lack of evidence regarding the effect of rotating shifts on work-family conflict, family-work conflict and work-related quality of life among nurses. DESIGN: A cross-sectional design was used to conduct this study. METHODS: Data were collected from 216 nurses using the Work and Family Conflict Scale and Work-Related Quality of Life. Bivariate correlations and independent samples t-tests were performed. The results of the current study were reported using the STROBE checklist. RESULTS: Bivariate correlations showed that work-related family quality of life is negatively associated with work-family and family-work conflicts. The mean differences between the two groups (rotating and fixed shifts) were significant for all three variables: work-family conflicts, family-work conflicts and work-related quality of life. CONCLUSIONS: Rotating shifts are associated with an increased risk of experiencing work-family and family-work conflicts and decreasing their quality of working life, which may adversely affect the quality of care provided. RELEVANCE TO THE CLINICAL PRACTICE: The effect of shift types on nurses and how rotating shifts have more severe consequences on nurses should be considered. Nurse managers are encouraged to use the findings of this study to mitigate the risk of any work-family or family-work conflicts and improve nurses' work-related quality of life. PATIENT OR PUBLIC CONTRIBUTION: The chief nursing officers at the data collection settings facilitated direct contact with potential participants and data collection.

National work-family policies: Multilevel effects on employee reactions to work/family conflict.

BACKGROUND: Despite considerable differences in national work-family (WF) policies offered in countries around the world, research concerning the implications of such policies for employee reactions to work-family and family-work conflict (WFC/FWC) is limited. OBJECTIVE: The current study examines the contextual role of country-level national WF policies as a moderator of the relationships between individual-level WFC/FWC and job stress, job satisfaction, turnover intentions, organizational commitment, and general health. METHODS: Using archival data sources, the ISSP Work Orientations Survey (2015) and the WORLD Policy Analysis Center Adults Labor Database (2014), multilevel analyses tested the predicted cross-level interaction effect in a sample of 49,637 individuals (54% female; Mage = 48 years) nested across 36 countries. RESULTS: Results were largely counter to expectations: while more supportive national WF policies attenuated the positive relationship between FWC and job stress, it exacerbated the negative relationships between WFC and organizational commitment, WFC and job stress, and FWC and general health. CONCLUSIONS: Our study responds to calls to consider phenomena functioning at multiple levels of analysis. While reactions were more negative in countries with more robust national-level policies, it suggests an unexpected dark side of such policies. That is, it may not be enough to legislate the availability of national-level policies; it may also be needed to ensure that such policies are meeting employees' needs.

Validity Evidence of the Work-Family Conflict Scale for Public Security Professionals / Evidências de Validade da Escala Conflito Trabalho-Família para Profissionais da Segurança Pública

Abstract The aim of this article is to present evidence of validity for the 'work-family conflict scale' with a sample of 10,383 professionals working in Brazilian public security. Cross-validation procedures were applied through the definition of two subsamples, exploratory and confirmatory factor analyses were performed. All ethical procedures were followed. The results found in both the exploratory factor analysis ('Work Interference with Family' Factor, with factor loadings between .91 and .81 and alpha of .93, and 'Family Interference with Work' Factor, with factor loadings between .96 and .71 and alpha of .90) and the confirmatory analysis (χ2/df <5; CFI >.98; TLI >.98; RMSEA <.10) demonstrate robust evidence of validity, indicating the use of the scale in other organizational contexts.

Resumo O artigo tem como objetivo geral apresentar evidências de validade da escala 'conflito trabalho-família' junto a uma amostra de 10.383 profissionais que atuam na segurança pública brasileira. Optou-se pela condução dos procedimentos de validação cruzada, por meio da definição de duas subamostras, foram realizadas análises fatoriais exploratórias e confirmatórias. Todos os procedimentos éticos foram adotados. Os resultados encontrados tanto na análise fatorial exploratória (Fator 'Interferência do Trabalho na Família', com cargas fatoriais entre 0,91 e 0,81 e alpha de 0,93 e Fator 'Interferência da Família no Trabalho, com cargas entre 0,96 a 0,71 e alpha de 0,90) quanto confirmatória (χ2/gl < 5; CFI > 0,98; TLI > 0,98; RMSEA < 0,1) demonstram robustas evidências de validade, indicando o uso da escala em outros contextos organizacionais.

Perceived privacy in home office and musculoskeletal complaints: a test of family-work conflict, work-family conflict, and relaxation as mediators.

Many employees have had to telework all year during the COVID-19 pandemic. Even though working from home has many advantages, there are also some disadvantages worth to consider. Lack of privacy is a relevant factor when it comes to the development of severe musculoskelatal issues. This study investigated the link between perceived privacy in home office and musculoskeletal complaints (MSCs). Family-work conflict (FWC), work-family conflict (WFC), and relaxation were tested as potential mediators for the relationship between perceived privacy and MSCs. The present study's questionnaire was filled out by 287 teleworking employees. Hypotheses were tested via multiple mediation analyses examining levels of perceived privacy in home office, and its relationship on MSCs. Furthermore, the underlying effect of FWC, WFC, and MSCs were tested with a structural equation model. As assumed, lack of privacy while working at home was linked to individuals more frequently experiencing MSCs. However, the structural equation model showed no significant mediation effect. Work design efforts must address privacy while employees perform telework at home to prevent MSCs.

Work-family and family-work conflict and stress in times of COVID-19.

This study aims to investigate the spillover impact of work-family/family-work conflict and stress on five major industrial sectors (education, textile, hospitals, banks, and retail stores), during the first wave of Covid-19. The purpose of this cross-sectional study is twofold; firstly, to test a hypothesized model where work-family/family-work conflicts are related to stress and where stress could exert a mediating role in such relationships. Secondly, we seek to explore the presence of these conflicts and stress in each of the five major industrial sectors and evaluate if there are significant differences between them, identifying the sociodemographic characteristics associated. Two questionnaires were applied to 748 employees from the selected industries. According to our results, stress predicts both types of conflict and also exerts a mediator role. It was primarily found that the five sectors are significantly different regarding the work-family/family-work conflicts and stress. Findings and implications are discussed.

Job Disengagement Among Physical Education Teachers: Insights From a Cross-sectional Web-Based Survey With Path Modeling Analysis.

BACKGROUND: Physical education teachers often experience stress and job disengagement. OBJECTIVE: This study's aims were as follows: (1) to adapt in the Arabic language and test the reliability and the validity of the work-family conflict (WFC) and family-work conflict (FWC) scales, (2) to develop and assess the psychometric properties of work disengagement among physical education teachers, and (3) to evaluate an explanatory model by presenting the mediating role of perceived stress as a major influencing factor in work disengagement and job satisfaction. METHODS: A total of 303 primary and secondary school physical education teachers, comprising 165 (54.5%) men and 138 (45.5%) women participated voluntarily in our study. The measuring instruments are the Work Disengagement Scale, the Perceived Stress Scale, the WFC scale, the FWC scale, and the 9-item Teacher of Physical Education Job Satisfaction Inventory. RESULTS: The Arabic language versions of the WFC and FWC scales had reasonably adequate psychometric properties, which were justified by confirmatory factor analyses and by the measurement of reliability, convergent, and discriminant validity through the measurement model using SmartPLS software. Similarly, the structural model established with SmartPLS confirmed strong links of the concepts of FWC, WFC, the job satisfaction questionnaire, and perceived stress with work disengagement among teachers of physical education. CONCLUSIONS: There is a growing interest in helping teachers cope with the daily pressures of work and family. A positive organizational context is a context with clear values regarding work priorities, which constitutes the basis of a feeling of shared responsibility and professional support. Good conditions can act as protective factors reducing work stress and positively influencing personal well-being, work attitudes, work commitment, and professional efficiency. Additional research on teachers is needed to examine the relationship between perceived work stress and the role of families, along with the extent to which this association can have a significant impact on teachers' commitment to work.

Factors influencing mindfulness among Jordanian nurses: A cross-sectional study.

AIM: The current study aimed to examine if work-related factors, psychological variables and selected demographics predict mindfulness among Jordanian nurses. BACKGROUND: Mindfulness has been associated with various work-related variables. Studies examining mindfulness antecedents in nurses are scarce. METHODS: A cross-sectional study was conducted to collect data from 173 nurses currently employed in three major referral hospitals. A demographic questionnaire and instruments to collect data about nursing mindfulness, depression, stress, work-family conflict, and family-work conflict were used. RESULTS: The bivariate analysis showed that all study variables combinations were significant except for the correlation between income and mindfulness. The best fit model showed that only four variables significantly contributed to the model: depression, stress, family-work conflict, and educational level. These variables explained 57% of the variance in mindfulness in our sample. CONCLUSIONS: Depression, stress, family-work conflict and educational levels contributed to mindfulness levels in Jordanian nurses. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers should be aware of the factors that may affect their employees' mindfulness levels and target these factors through the application of evidence-based interventions to improve nurses' levels of mindfulness, which in turn will mitigate the negative impact of lower levels of mindfulness.

Paternalistic leadership as an antecedent: Examining the comprehensive model of nurse's life satisfaction.

BACKGROUND: Paternalistic leadership style has progressively intrigued organisational behaviour study in the last two decades. An abundance of research is integrating the existing literature on leadership and positive organizational culture to better understand the processes through which leadership leads to life satisfaction. OBJECTIVE: One such mechanism through which specific leaders influence life satisfaction is work-family conflict (WFC) and family-work conflict (FWC). Paternalistic leadership is a significant antecedent to develop subordinates' life satisfaction because it integrates discipline with fatherly support. However, no research exists to date on the effect of paternalistic leaders on subordinate' WFC and FWC, which in turn affects their life satisfaction. METHOD: The current study examines the impact of paternalistic leadership on employee life satisfaction using a sample of 198 nurses from public sector hospitals of Sindh province in Pakistan. The data was collected through survey questionnaires, and Smart-PLS-SEM was used to test the proposed hypotheses. RESULTS: The primary goal of this study was to investigate the relationship between paternalistic leadership and life satisfaction. At the same time, there were significant mediation effects on life satisfaction. CONCLUSION: The findings indicate that paternalistic leadership positively impacted life happiness through decreasing followers' WFC. However, it has a detrimental influence on FWC, which mediates the effect on subordinates' life satisfaction.

Effects of Psychological Capital and Person-Job Fit on Hospitality Employees' Work-Family Conflict, Family-Work Conflict and Job Performance: The Moderating Role of Marital Status.

Drawing on the conservation of resources (COR) theory and congruence theory, this study aims to investigate the influence of psychological capital (PsyCap) and person-job fit (PJ fit) on work-family conflict (WFC), family-work conflict (FWC) and job performance (JP), especially the moderating effect of marital status on hypothesized relationships between two directions of conflicts in the work-family interface and JP. Utilizing a two-stage design, this study surveyed 312 flight attendants employed by two international airline companies in Malaysia and used the structural equation modeling technique to test the hypothesized relationships. Findings showed that PsyCap could significantly alleviate two directions of WFC simultaneously and promote employees' JP. PJ fit was also identified to be an effective mitigator of WFC and FWC; however, a significant association between PJ fit and JP has not been found in this study. The findings further suggested that both WFC and FWC could mediate the association between PsyCap and JP. In addition, the fact that marital status resulted in disparity in the formation of JP was also evidenced. Airline companies should pay more attention to the positive impact of individual psychological determinants, such as PsyCap and PJ fit, which can effectively alleviate various issues in the work-family interface, thereby improving employees' JP.