The present study investigates the predictive aspects of the work-family conflict in professionals in the hospital context. Such contexts are commonly investigated in terms of health domains and organizational factors, with effects on aspects of work-family interaction still little explored. Research on the work-family relationship is important both for organizations, for families, professionals, and society. Therefore, a survey study was conducted, with 470 workers, with a mean age of 34.50 years and an average years working in the profession of 8.0 years. Participants answered a survey composed of questions and psychological scales. The results pointed out that aspects of family interference at work were predicted by age, career time, intention to leave the organization and organizational incivility, and work to interfere in the family also involved aspects of workload, work satisfacti...

El presente estudio investiga los aspectos predictivos del conflicto trabajo-familia en profesionales de hospitales. Tales contextos son comúnmente investigados en los dominios de salud y factores organizacionales, siendo el conflicto trabajo-familia poco explorado aún. Las investigaciones sobre la relación trabajo-familia son importantes para las organizaciones, las familias, los profesionales y la sociedad. Se realizó un estudio de levantamiento de datos, con 470 trabajadores con una edad media de 34.5 años; y una media de 8 años de tiempo de profesión. Los participantes respondieron un cuestionario compuesto de preguntas y escalas psicológicas. Aspectos de la interferencia de la familia en el trabajo fueron predichos por la edad, el tiempo de carrera, la intención de dejar la organización y la incivilidad organizacional; la interferencia del trabajo en la vida familiar invol...

The present study investigates the predictive aspects of the work-family conflict in professionals in the hospital context. Such contexts are commonly investigated in terms of health domains and organizational factors, with effects on aspects of work-family interaction still little explored. Research on the work-family relationship is important both for organizations, for families, professionals, and society. Therefore, a survey study was conducted, with 470 workers, with a mean age of 34.50 years and an average years working in the profession of 8.0 years. Participants answered a survey composed of questions and psychological scales. The results pointed out that aspects of family interference at work were predicted by age, career time, intention to leave the organization and organizational incivility, and work to interfere in the family also involved aspects of workload, work satisfacti...

This study assessed the relationship between work-family conflict, work engagement, workaholism and turnover intention in business executives. 275 professionals (65.4% men) completed an online survey containing scales to assess work-family conflict, workaholism, work engagement and turnover intention. Descriptive and inferential statistics were conducted, as well as network and pathway analysis. Partial correlations between the workaholism dimension “working excessively” (WE) and work-family conflict (WFC) werer = .21. WE also predicted WFC (χ² = 26.24, df = 7, p < .001; CFI = .95; RMSEA = .10 (.06 - .14), particularly in terms of work interfering in family life, leading to higher turnover intention and reduced work engagement. Model estimates show variations according to gender.

Este estudio evaluó la relación entre conflicto trabajo-familia, compromiso laboral, adicción al trabajo y intención de rotación en ejecutivos de negocios. 275 profesionales (65.4% hombres) completaron una encuesta en línea con escalas para evaluar conflicto trabajo-familia, adicción al trabajo, engagement laboral e intención de rotación. Análisis estadísticos descriptivos e inferenciales, y análisis de redes y rutas evidenciaron correlaciones parciales entre la dimensión de adicción al trabajo “trabajar excesivamente” (WE) y el conflicto trabajo-familia (WFC) r = .21. El WE también predijo WFC (χ² = 26.24, df = 7, p < .001; CFI = .95; RMSEA = .10 (.06 - .14), particularmente cuando el trabajo interfiere en la familia, resultando en mayor intención de rotación y menor engagement. Las estimaciones muestran variaciones según el género.

This study assessed the relationship between work-family conflict, work engagement, workaholism and turnover intention in business executives. 275 professionals (65.4% men) completed an online survey containing scales to assess work-family conflict, workaholism, work engagement and turnover intention. Descriptive and inferential statistics were conducted, as well as network and pathway analysis. Partial correlations between the workaholism dimension “working excessively” (WE) and work-family conflict (WFC) werer = .21. WE also predicted WFC (?² = 26.24, df = 7, p < .001; CFI = .95; RMSEA = .10 (.06 - .14), particularly in terms of work interfering in family life, leading to higher turnover intention and reduced work engagement. Model estimates show variations according to gender.