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Abstract
The purpose of this study was to provide an initial investigation into the work–family conflict (WFC) experiences of individuals who hold a second job. Specifically, we proposed two opposing theoretical arguments regarding the relationship between WFC and four measures of well-being: life satisfaction, physical health, emotional exhaustion, and exercise for individuals who hold two jobs. In a sample of individuals working two jobs, we tested whether the effects of WFC arising from the first job and from the second job exerted an additive or interactive effect on employee well-being. Our results indicated that for emotional exhaustion, physical symptoms, and life satisfaction, the effects of WFC from two jobs are interactive; but that for exercise, the effects of WFC from two jobs are additive. In both cases, the additional WFC experienced as a result of working a second job contributed to the prediction of employee well-being over and above WFC from the first job. Results are discussed within the context of relevant theory, and suggestions are made for future research.
El propósito de este estudio fue proveer una investigación inicial sobre las experiencias del conflicto familia-trabajo de personas que tienen un segundo trabajo. Específicamente, propusimos dos argumentos teoréticos opuestos con respeto a la relación entre el conflicto familia-trabajo y cuatro medidas de bienestar: la satisfacción con la vida, la salud física, el agotamiento emocional, y el ejercicio por las personas quien tienen dos trabajos. En una muestra de personas con dos trabajos, probamos si los efectos del conflicto familia-trabajo que originaron del primer trabajo y del segundo trabajo tenían un efecto aditivo o interactivo sobre el bienestar de los empleados. Los resultados indicaron que en cuanto al agotamiento emocional, las síntomas físicas, y la satisfacción con la vida, los efectos del conflicto familia-trabajo de los dos trabajos son interactivos, pero en cuanto al ejercicio, los efectos del conflicto familia-trabajo son aditivos. En ambos casos, la experiencia adicional del conflicto familia-trabajo a consecuencia de trabajar en dos empleos contribuyó a la predicción del bienestar del empleado por encima y más allá del conflicto familia-trabajo del trabajo primero. Se discuten los resultados en el contexto de la teoría relevante, y se sugieren direcciones de investigaciones futuros.
Disclosure statement
No potential conflict of interest was reported by the authors.
Notes on contributors
Elizabeth M. Boyd is an Assistant Professor of Management and Entrepreneurship at Kennesaw State University and the Research Director for the Coles College of Business Women's Leadership Center. She received her PhD in Organizational Psychology from Michigan State University. Her research interests revolve around the work–life interface and the study of women's leadership.
Michael T. Sliter is an Assistant Professor of Psychology at Indiana University-Purdue University Indianapolis. He received his PhD in I/O Psychology at Bowling Green State University. His research tends to focus on workplace incivility, counterproductive workplace behavior, emotions and emotional labor, and, more recently, positive psychology topics (e.g. engagement, coping).
Sarah E. Chatfield obtained her BA in Psychology from Southwestern University and her MS in I/O Psychology from IUPUI. Her main research interests include work–life balance and gender issues in the workplace. Following her graduation in May 2013 she moved to New York City and began a career as a Consultant with Aon Hewitt.
Notes
1. Race and age were also considered as control variables, but were omitted from the article as they had no significant impact on the statistical models.