Predicting Work–Family Conflict From Workload, Job Attitudes, Group Attributes, and Health: A Longitudinal Study

Abstract

This article examined the concurrent and longitudinal predictors of work–family conflict (WFC) among soldiers stationed in Europe. Aspects of workload (work hours, hours of sleep, days training, perceived work overload) and measures of health and morale were the strongest concurrent predictors of WFC. For the entire sample, physical symptoms and horizontal cohesion at Time 1 were the only significant predictors of WFC 3 to 4 months later (Time 2) after controlling for WFC at Time 1. Higher levels of physical symptoms and horizontal cohesion at Time 1 predicted greater WFC at Time 2. Job satisfaction and significance emerged as additional longitudinal predictors of WFC for soldiers who were married or who had a child at home. Job satisfaction predicted reduced WFC conflict at Time 2, whereas job significance predicted increased WFC. Moderated regressions revealed that ratings of officer leadership moderated many of the longitudinal predictors of WFC, with the most consistent moderating effect being that high ratings of officer leadership increased the relation between a predictor at Time 1 and WFC at Time 2. Moderated regressions also revealed that higher unit cohesion led to increased WFC only when soldiers felt a low sense of job significance. The importance of conducting longitudinal research to investigate the antecedents of WFC is discussed.