Why work-family conflict can drive your executives away?

Authors

  • Ana Cláudia Braun Pontifícia Universidade Católica do Rio Grande do Sul http://orcid.org/0000-0002-7105-8440

    PhD in Social Psychology (PUCRS) with emphasis on career development and occupational health. Has a specialization in Organizational Psychology (ESADE), Training in Coaching (ICA) and a Bachelor in Psychology (FEEVALE).
  • Wagner de Lara Machado Pontifícia Universidade Católica do Rio Grande do Sul http://orcid.org/0000-0001-5555-5116

    PhD in Psychology (UFRGS, 2013) and Postdoctorate as a consultant for quantitative data analysis and psychometrics (UFRGS, 2015). Adjunct Professor of the Graduate Program in Psychology of the Pontifícia Universidade Católica do Rio Grande do Sul.
  • Alexsandro Luiz de Andrade Universidade Federal do Espírito Santo http://orcid.org/0000-0003-4953-0363

    PhD in Psychology from the Federal University of Espírito Santo. Adjunct professor at the Federal University of Espírito Santo.
  • Manoela Ziebell de Oliveira Pontifícia Universidade Católica do Rio Grande do Sul http://orcid.org/0000-0003-0243-5115

    PhD in Psychology. Adjunct Professor of the Postgraduate Program in Psychology at the Pontifícia Universidade Católica do Rio Grande do Sul.

DOI:

https://doi.org/10.18800/psico.201901.009

Keywords:

Work-family conflict, workaholism, work engagement, turnover intentions, organizational outcomes

Abstract

This study assessed the relationship between work-family conflict, work engagement, workaholism and turnover intention in business executives. 275 professionals (65.4% men) completed an online survey containing scales to assess work-family conflict, workaholism, work engagement and turnover intention. Descriptive and inferential statistics were conducted, as well as network and pathway analysis. Partial correlations between the workaholism dimension “working excessively” (WE) and work-family conflict (WFC) werer = .21. WE also predicted WFC (?² = 26.24, df = 7, p < .001; CFI = .95; RMSEA = .10 (.06 - .14), particularly in terms of work interfering in family life, leading to higher turnover intention and reduced work engagement. Model estimates show variations according to gender.

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Published

2018-12-10

How to Cite

Braun, A. C., Machado, W. de L., de Andrade, A. L., & de Oliveira, M. Z. (2018). Why work-family conflict can drive your executives away?. Revista De Psicología, 37(1), 251–278. https://doi.org/10.18800/psico.201901.009

Issue

Vol. 37 No. 1 (2019)

Section

Articles