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Effects of Work–Family Conflict and Facilitation Profiles on Work Engagement

Author

Listed:
  • Carla Carvalho

    (Center for Research in Neuropsychology and Cognitive and Behavioral Intervention (CINEICC), Faculty of Psychology and Educational Sciences, University of Coimbra, 3000-115 Coimbra, Portugal)

  • Lisete Mónico

    (Faculty of Psychology and Education Sciences, University of Coimbra, 3004-531 Coimbra, Portugal)

  • Ana Pinto

    (CeBER—Centre for Business and Economics Research, Faculty of Sciences and Technology, University of Coimbra, 3004-531 Coimbra, Portugal)

  • Soraia Oliveira

    (Center for Research in Neuropsychology and Cognitive and Behavioral Intervention (CINEICC), Faculty of Psychology and Educational Sciences, University of Coimbra, 3000-115 Coimbra, Portugal
    Instituto Superior Miguel Torga, Largo da Cruz de Celas nº 1, 3000-132 Coimbra, Portugal)

  • Eduardo Leite

    (School of Technologies and Management, University of Madeira, 9000-082 Funchal, Portugal
    OSEAN—Outermost Regions Sustainable Ecosystem for Entrepreneurship and Innovation, 9000-082 Funchal, Portugal
    Centre for Commercial Law, School of Law, University of Aberdeen, Aberdeen AB24 3FX, UK)

Abstract

Achieving the balance between work and family life needs a holistic viewpoint on how these two aspects interact. It poses a significant challenge due to its impact on individuals, organizations, and society. Research suggests that employees engaged in both spheres tend to exhibit more favorable work attitudes, and experience improved health and wellbeing. In this study, we examined the interplay between work–family dynamics and work engagement among 654 university professors in Portugal. Using several statistical methods, including confirmatory factor analysis, correlation analysis, cluster analysis, and multivariate analysis, we identified distinct conflict and facilitation patterns within work–family relationships. Our findings revealed four clusters representing different conflict-facilitation profiles: those characterized by either work → family facilitation or conflict, and, similarly, family → work facilitation or conflict. Notably, we observed a significant association between work engagement and work–family facilitation, particularly evident in dimensions such as vigor and dedication. Absorption showed fewer significant effects than the other dimensions. We discuss these results, suggesting interventions within the university professors’ careers, as well as further research directions.

Suggested Citation

  • Carla Carvalho & Lisete Mónico & Ana Pinto & Soraia Oliveira & Eduardo Leite, 2024. "Effects of Work–Family Conflict and Facilitation Profiles on Work Engagement," Societies, MDPI, vol. 14(7), pages 1-16, July.
    • Handle: RePEc:gam:jsoctx:v:14:y:2024:i:7:p:110-:d:1427977
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    References listed on IDEAS

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    Cited by:

    1. Hongyuan Zhang & Chang Liu & Shuming Zhao, 2025. "The Effect of Work–Family Facilitation on Employee Proactive Behavior: A Moderated Mediation Model," Sustainability, MDPI, vol. 17(4), pages 1-20, February.

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