Work-Family Conflict Scale

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About Work-Family Conflict Scale

The work-family conﬂict literature is a burgeoning ﬁeld of research of interest to researchers, organizations, and clinicians. Historically work-family conﬂict was deﬁned as the extent to which functioning in one domain (e.g., work)

negatively impacted the other. Subsequent research has established there are two directional components of work-family conﬂict that have different antecedents and consequences and can be conceptualized as separate but related constructs.

These are family-to-work conﬂict (FWC) (i.e. family engagement negatively impacting work) and work-to-family conﬂict (WFC) (i.e. work negatively impacting family). High levels of work-family conﬂict (in either or both directions) are associated with negative outcomes for individual employees, their families, and the organizations in which they work. These ﬁndings have led to an increasing focus on the development of interventions, and the identiﬁcation of policy and organizational factors (e.g., option to telecommute) that serve to reduce employees’ experience of work-family conﬂict.

Parents are at particular risk of work-family conﬂict with parents of young children reporting high levels of conﬂict that have the potential to negatively impact functioning across both work and family domains [7]. Clinical interventions for working parents now target work-family conﬂict as an outcome, however, no well-validated measures of work-family conﬂict for clinical use with parents exist. This paper outlines the development and validation of a speciﬁc measure of work-family conﬂict for use with parents.

Work-Family Conflict Scale (English)

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