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Literature review
Personal and professional lives became two important related variables, which
are continuously conflicting
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According to Greenhaus, Parasuraman, & Collins
(2001), the research showed that the conflict among family and work for employees are
leading to negative impacts upon personal lives, such as; great rates of depression and
anxiety, while on the professional lives, the conflict had been leading to the reduction of
the employees’ capabilities for the self-development, increase of rates of absenteeism,
and the reduction of the employees’ performance within their organizations (MICHEL,
KOTRBA, MITCHELSON, BALTES, & CLARK, 2010)
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For instance, according
to Veikkola & Lehtiniemi (1994), the rise of the rate of the employed women and the
increasing of the men’s involvement within the parenting processes had been
generating different types of conflicts
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The main problem can be realized as a time management problem
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The definition of the Work–
family conflict had been introduced Greenhaus & Beutell (1985) throughout explaining
the conflict to be a conflict among the family’s and the work’s roles of the employees
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One
of the developed models or frameworks divided the conflict among family and work into
two types, which are the work-to-family conflict and the family-to-work conflict
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On the other hand, the family-to-work conflict
refers to the variables within the family domain that is enhancing the conflict between
the two variables
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For instance, different people with different personalities and
demographics would be holding various reactions toward the stressors of the work and
the family
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Regarding the role stressors, it
identifies the importance, identify, and the role of the individuals in their organizations
and their families
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Regarding the social support,
according to Carlson & Perrewe (1999), it identifies the degree to which the individuals
are considered to be emotionally supported from their social networks and groups within
work or family
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Another conceptual model for the
work-family conflict interface had been developed and tested
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The work-to-family conflict had been resulted from job stressors
and job involvement, which both have a positive relationship with the rise of family
distress
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As
well, the family-to-work conflict and the work-to-family conflict are having a twodirectional positive relationship, which means the rise of one of the conflicts will lead to
the rise of the other conflict
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The study that had been
developed by Frone, Russel, and Cooper in 1992, which tested the model to a
heterogeneous groups of sample for measuring the racial, gender, and differences in
employees’ categories
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However, there had been identification
for the fact that the family distress and the work to family conflict can be recognized to
higher degrees among the white collar workers than the blue collar workers
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In other words, the white collars works,
which hold higher positions than the blue collar workers are considered to be allowing
their jobs to be affecting their personal lives than the blue collar workers (Russell,

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Frone, & Cooper, 1992)
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For instance, the strains in work, such as; bad leadership, lack of security, and other
tensions resulted from work are considered to be affecting the employees negatively
and enhancing the work family conflicts
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Bibliography
Mauno, S
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(1998)
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Human Relations, Vol
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2
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, KOTRBA, L
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, BALTES, B
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(2010)
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Journal of
Organizational Behavior, DOI: 10
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695, Wiley InterScience
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, Frone, M
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(1992)
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Journal of Applied
Psychology, Vol
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2, 65-78, American Psychological Association, Inc

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