Gender and Work-Family Conflict: The Effect on Job Satisfaction

Work-family conflict is a type of inter-role conflict in which the role demands stemming from one domain (work or family) are incompatible with role demands stemming from another domain (family or work) (Kelloway, Gottlieb, & Barham, 1999). Work can interfere with family and family can interfere with work. This is an important area of study for both researchers and employers as more and more employees are struggling with multiple roles such as: employee, parent, spouse, and student. Thus, it is fast becoming a popular, but relevant topi

I will use the job satisfaction survey developed by Spector (1994). The survey consists of 36 questions, using a scale of 1 through 6 (1 = disagree very much, 2 = disagree moderately, 3 = disagree slightly, 4 = agree slightly, 5 = agree moderately, 6 = agree very much). Demographic data will include, gender, marital status, children or no children, years with the Bureau of Prison, and income level. Additionally, I will attached 5 open-ended questions to assist in gauging the degree of work-family conflict.

A foundation for managerial implications for resolving work-family conflict has been researched. Studies have discovered many negative consequences of work-family conflict. This conflict affects the employee, the employee=s family, and the company or organization for which the individual works. Evaluating the effect of how companies decide to address and alleviate the effects of work-family conflict, researchers conclude that it directly affects employee productivity. Organizations are confronted with different choices on how to deal with this problem leading organizations to make vital decisions about how the problem of work-family conflict should be approached (Marchese, Bassham & Ryan, 2002).

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