Gender differences in inter-role conflict in Spain
| Pages | 437-452 |
| Published date | 29 November 2019 |
| Date | 29 November 2019 |
| DOI | https://doi.org/10.1108/ER-02-2019-0120 |
| Author | M. Eugenia Sánchez-Vidal,David Cegarra-Leiva,Christine Cross |
| Subject Matter | HR & organizational behaviour,Industrial/labour relations,Employment law |
Gender differences in
inter-role conflict in Spain
M. Eugenia Sánchez-Vidal
Department of Business Economy, Faculty of Business Sciences,
Universidad Politécnica de Cartagena, Cartagena, Spain
David Cegarra-Leiva
Department of Business Economy,
Universidad Politécnica de Cartagena, Cartagena, Spain, and
Christine Cross
Kemmy Business School, University of Limerick, Limerick, Ireland
Abstract
Purpose –Attention on the issue of individual level conflict between work and life roles remains a feature of
studies on work-life balance. However, few studies have examined gender differences in the work-to-life
conflict (WLC) and the life-to-work conflict (LWC) over a given period in Spain. The purpose of this paper is to
address this gap in the literature.
Design/methodology/approach –This research uses a two-wave (2009–2014) sample of working
employees with children from an industrial sector in Spain.
Findings –The 2009 results showed no gender differences in WLC; however, women experienced LWC
significantly more than men. Conversely, the 2014 results showed more men suffered WLC and no gender
differences were found for LWC.
Research limitations/implications –One limitation is that we do not know if the same respondents
answered the questionnaires in both time periods. Second, we did not analyse the inter-role conflict
experienced by childless or single employees. Finally, and as stated before, findings may not be generalisable
to other countries or sectors of activities.
Social implications –Our findings are discussed in the context of the economic crisis, the labour market
and family co-responsibility in Spanish society.
Originality/value –Few studies have explored gender differences on inter-role conflict at two time points,
and helps to identify key findings in terms of co-responsibility. Furthermore, this research is conducted in
Spain, which is under-researched in WLB terms. The paper also identifies two distinct constructs of the
inter-role conflict.
Keywords Gender roles, Equity, Work-life balance, Inter-role conflict
Paper type Research paper
Introduction
For many years work and life roles were considered separate domains. Much has changed in
recent decades with women’s integration into the labour market and this has created
challenges for individuals who face the difficulty of finding a life rhythm that allows them to
efficiently combine their roles as workers and family members. Both society’s and
individuals’values are changing: women have entered paid employment in large numbers
and men are becoming increasingly involved with childcare and household duties (OECD,
2014; Eurobarometer, 2015). In the business world organisations are also increasingly aware
of the existence of these roles and are offering HR practices that allow individuals to
effectively combine work and private life (Haar et al., 2019). These are referred to as
work-life balance (WLB) practices. However, many organisations maintain their patriarchal
view of work and family (Martín et al., 2009) and do not have an organisational culture that
supports the availability and use of these WLB measures (Cegarra-Leiva et al., 2012). This is
particularly relevant in SMEs as they have more internal limitations when managing their
employees and have lower levels of economic resources available for the implementation of
what are seen often as costly measures (Dex and Scheibl, 2001). Moreover, the establishment
Employee Relations: The
International Journal
Vol. 42 No. 2, 2020
pp. 437-452
© Emerald PublishingLimited
0142-5455
DOI 10.1108/ER-02-2019-0120
Received 11 February 2019
Revised 20 May 2019
8 October 2019
Accepted 8 October 2019
The current issue and full text archive of this journal is available on Emerald Insight at:
www.emeraldinsight.com/0142-5455.htm
437
Gender
differences
of a supportive WLB culture in SMEs needs to be achieved through an unlearning context
that helps to replace old knowledge and routines with new knowledge and ways of
operating and this process requires time (Cegarra-Navarro et al., 2016).
For these reasons, some organisational structures and policies fail to adequately
recognise the dual roles played by both genders in the labour market (Higgins and Duxbury,
1992). Additionally, with the changing pace of working life and the reliance on technology at
work many employees are expected to be available to work both before and after the normal
working day (Butts et al., 2015; Roy, 2016). This exacerbates the problem of conflict between
the domains of work and home and is referred to as inter-role conflict; it is the difficulty of
participating in one role due to simultaneous participation in another role (Greenhaus and
Beutell, 1985). This conflict is generally considered bidirectional: work interferes with life
(work-to-life conflict: WLC) and life interferes with job (life-to-work conflict: LWC) (Ferri
et al., 2018). The negative consequences of inter-role conflict have been well established
(Cheng and McCarthy, 2013). Yet, the antecedents and effects of WLC and LWC are
considered to differ in the literature. Whereas WLC is expected to lead to outcomes in the
private and family domain (e.g. family or marital satisfaction), LWC influences labour
outcomes (turnover intentions, absenteeism or professional strain).
This research focuses on the negative aspects of the spillover effect. According to Lourel
et al. (2009) work and life interferences constitute a primary source of psychological distress
for employees, families and organisations. The importance of understanding conflict
between work and private roles is emphasised in recent research which has highlighted that
inter-role conflict might have a boomerang effect. For example, WLC can impact on
organisational behavioural outcomes such as commitment, turnover intentions or job
satisfaction, highlighting that effects between domains are not always simple or direct
(Sánchez-Vidal et al., 2011).
In an effort to gain new insights into inter-role conflict this paper examines if working
women and men with children suffer from the same inter-role conflict and its evolution over
a given period of time. This is achieved by examining the time effect on variables in two
data collection waves at different time points, from the same population under study. Our
study also addresses the need for empirical research on WLC in non-Anglo countries, where
much of the research has been conducted to date. Researchers recommend conducting
studies in different countries, for example in those where family is a key institution
(Ollo-López and Goñi-Legaz, 2017). Spain is one such country, but very few studies have
used Spanish subjects (De-Luis, Sánchez, Pérez and Jiménez, 2004; Pérez-Rodríguez et al.,
2017; Gradaílle Pernas et al., 2018). We begin this paper by presenting the theoretical
background together with the research hypotheses.
Inter-role conflict
In recent decades cultural, demographic and societal changes have resulted in both men and
women experiencing the challenge of striking a balance between work and personal life.
According to De Luis et al. (2004) when gender roles are not clearly separated, individuals
may experience more difficulties in balancing their work and their non-working life. Hence,
understanding individuals’need to strike a balance between work and personal life has
become one of the pivotal concerns of work and family academics.
WLB is defined in the literature as “individuals’ability, with independence of age and
gender, of finding a life rhythm that allows them to combine their work with other
responsibilities, activities or aspirations”(Felstead et al., 2002). Employees suffer personal
conflict when they are unable to strike a balance between their life inside and outside work.
Several studies have reported that individuals with children feel this conflict more strongly
than childless workers (Radcliff and Cassell, 2015). “The WLB literature defines inter-role
conflict as interference of work and private roles which causes problems for and tension
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