A meta-analysis of work–family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations.
verifiedrich profile · Journal of Occupational Health Psychology · 2011
Amstad, Fabienne T.; Meier, Laurenz L.; Fasel, Ursula; Elfering, Achim; Semmer, Norbert K.
How this was studied
A meta-analytic synthesis — it pools many primary studies rather than running a single design, so there is no single-study diagram.
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
work interference with family wif → burnout
work family conflict → turnover intention
work interference with family wif → job satisfaction
work family conflict → job satisfaction
work family conflict → burnout
work family conflict → organizational commitment
work family conflict → job satisfaction
work interference with family wif → turnover intention
work family conflict → work stress
work family conflict → organizational commitment
work life balance → job satisfaction
work family conflict → burnout
work interference with family wif → organizational commitment
work family conflict → task performance
work interference with family wif → emotional exhaustion
work life conflict wlc → emotional exhaustion
work life conflict wlc → organizational commitment
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
work family conflict correlates burnout
work family conflict correlates job satisfaction
work family conflict correlates organizational commitment
work family conflict correlates turnover intention
work family conflict correlates work stress
work family conflict predicts burnout
work family conflict predicts job satisfaction
work family conflict predicts organizational commitment
work family conflict predicts task performance
work family conflict predicts turnover intention
work interference with family wif predicts burnout
work interference with family wif predicts emotional exhaustion
work interference with family wif predicts job satisfaction
work interference with family wif predicts organizational commitment
work interference with family wif predicts turnover intention
work life balance predicts job satisfaction
work life conflict wlc predicts emotional exhaustion
work life conflict wlc predicts job satisfaction
work life conflict wlc predicts organizational commitment
In the authors’ words
The article’s own abstract.
A literature review of studies analyzing work-family conflict and its consequences was conducted, and 427 effect sizes were analyzed meta-analytically. Work-family conflict was analyzed bidirectionally in terms of work interference with family (WIF) and family interference with work (FIW). We assessed 3 categories of potential outcomes: work-related outcomes, family-related outcomes, and domain-unspecific outcomes. Results show that WIF and FIW are consistently related to all 3 types of outcomes. Both types of interrole conflict showed stronger relationships to same-domain outcomes than to cross-domain outcomes. Thus, WIF was more strongly associated with work-related than with family-related outcomes, and FIW was more strongly associated with family-related than with work-related outcomes. In moderator analyses, parenthood could not explain variability in effect sizes. However, time spent at work did moderate the relationships between WIF and family-related outcomes, as well as FIW and domain-unspecific outcomes.
What the literature says about it
Attributed, open-access quotes from other works that cite this article, plus the citation-graph verdict tally. Corroborations and disputes, in one place — the honest-broker view.
supports “Furthermore, meta-analytic research by Amstad et al. (2011) illustrates a robust relationship between private life-related conflicts and adverse outcomes at work such as burnout on the one hand, and reduced work satisfaction and organizational commitment, on the contrary, two concepts closely…”
supports “Research reviews summarize the evidence for conflict and facilitation effects on functioning in each domain, on physical and mental health (Amstad et al., 2011; Reimann et al., 2022), and on occupational well-being, including burnout (Baka, 2011; Recuero & Segovia, 2021; Rubio et al., 2015).”
supports “A possible explanation may involve gender roles, with women experiencing higher levels of work–family conflict, a wellknown risk factor for exhaustion [79], due to conflicting demands from work and home [78].”
supports “Some scholars argue that dissatisfaction occurs in the domain that causes the conflict (Amstad et al., 2011; Shockley and Singla, 2011; Hong et al., 2021), while others argue that dissatisfaction occurs in the domain receiving the conflict (Frone et al., 1992; Frone, 2003).”
supports “Notably, work-related conflicts tend to exert a more pronounced adverse effect on job satisfaction compared to non-work-related issues, and vice versa (Amstad et al., 2011).”
supports “Value conflicts and difficulties experienced while having to balance work and personal life are also increasingly recognized components of the psychosocial work environment associated with psychological distress [29,30].”
supports “Family-to-work conflict has several negative consequences, including job dissatisfaction and lower life satisfaction (amstad et al., 2011). higher levels of stress, the emergence of physical and mental health issues, detrimental effects on family relationships, and poorer life satisfaction are a…”
supports “…addition, previous studies found contradicting results on the effect of work–family conflict on job satisfaction. some studies have identified that work–family conflict affects job satisfaction significantly (aboobaker & edward, 2017; amstad et al., 2011; Kossek & lee, 2017; Priyanka et al., 2024).”
supports “According to the “matchinghypothesis,” through an attribution process, the main consequence of WNWC would remain in the domain where the conflict starts (Amstad et al., 2011). For instance, WNWC is strongly connected with work-related results, including burnout, low levels of job satisfaction, low organizational commitment, absenteeism, and turnover (Amstad et al., 2011). Babic et al. (2017) offer three reasons for this. First, when workers experience WNWC they react by protecting personal resources. Second, they attribute the resource depletion to the work domain, thereby eliciting a feeling of dissatisfaction with it. Third, individuals could reduce their work engagement as a strategy to deal with their dissatisfaction at work. Chambel et al. (2017), grounded in the job-demands and job control resources model, have demonstrated that 1) job demands – e.”
supports “Furthermore, meta-analytic research by Amstad et al. (2011) illustrates a robust relationship between private life-related conflicts and adverse outcomes at work such as burnout on the one hand, and reduced work satisfaction and organizational commitment, on the contrary, two concepts closely…”
supports “Specifically, among the many outcomes that are associated with work–family conflict in a statistically significant manner, the ones that were more strongly associated were organizational citizenship behavior, work-related and general stress, burnout and exhaustion, and job, marital and life satisfaction [29].”
supports “According to the “matchinghypothesis,” through an attribution process, the main consequence of WNWC would remain in the domain where the conflict starts (Amstad et al., 2011). For instance, WNWC is strongly connected with work-related results, including burnout, low levels of job satisfaction, low organizational commitment, absenteeism, and turnover (Amstad et al., 2011). Babic et al. (2017) offer three reasons for this. First, when workers experience WNWC they react by protecting personal resources. Second, they attribute the resource depletion to the work domain, thereby eliciting a feeling of dissatisfaction with it. Third, individuals could reduce their work engagement as a strategy to deal with their dissatisfaction at work. Chambel et al. (2017), grounded in the job-demands and job control resources model, have demonstrated that 1) job demands – e.”
disputes “…on three dimensions of general well-being, job satisfaction, life satisfaction, and mental and physical health, as other outcomes of family work conflict, such as performance, absenteeism, commitment, and marital and family satisfaction (amstad et al., 2011) were not considered in the study.”
supports “The conflicts between work and family, where participating in one role makes it more difficult to carry out the other (Greenhaus & Beutell, 1985), can lead to considerable stress that compromises performance in both domains and in individual well-being (Amstad et al. 2011).”
supports “Accordingly, interference between work and non-work domains of life is associated with higher burnout (Allen et al., 2000; Amstad et al., 2011; Reichl et al., 2014) and lower work engagement (Opie & Henn, 2013).”
supports “The school principals expressed concern, and with good reason, since several studies have indicated that work–family conflict is negatively associated with well-being and performance (Amstad et al., 2011).”
supports “…addition, previous studies found contradicting results on the effect of work–family conflict on job satisfaction. some studies have identified that work–family conflict affects job satisfaction significantly (aboobaker & edward, 2017; amstad et al., 2011; Kossek & lee, 2017; Priyanka et al., 2024).”
supports “Notably, work-related conflicts tend to exert a more pronounced adverse effect on job satisfaction compared to non-work-related issues, and vice versa (Amstad et al., 2011).”
supports “Furthermore, meta-analytic research by Amstad et al. (2011) illustrates a robust relationship between private life-related conflicts and adverse outcomes at work such as burnout on the one hand, and reduced work satisfaction and organizational commitment, on the contrary, two concepts closely…”
supports “According to the “matchinghypothesis,” through an attribution process, the main consequence of WNWC would remain in the domain where the conflict starts (Amstad et al., 2011). For instance, WNWC is strongly connected with work-related results, including burnout, low levels of job satisfaction, low organizational commitment, absenteeism, and turnover (Amstad et al., 2011). Babic et al. (2017) offer three reasons for this.”
supports “According to the “matchinghypothesis,” through an attribution process, the main consequence of WNWC would remain in the domain where the conflict starts (Amstad et al., 2011). For instance, WNWC is strongly connected with work-related results, including burnout, low levels of job satisfaction, low organizational commitment, absenteeism, and turnover (Amstad et al., 2011). Babic et al. (2017) offer three reasons for this.”
supports “[4] This support will help the employee in fulfilling his/her family roles effectively and satisfaction.[7] Empirical evidences suggest that family involvement is positively related to work–family conflict and negatively related to organizational commitment.”
supports “Some of the outcomes that have been consistently demonstrated in studies in non-academic work settings as it relates to work–life interference include nurse burnout and turnover intentions [9], absenteeism, intention to leave [17], stress, and poor work-related performance [18].”
supports “Some of the outcomes that have been consistently demonstrated in studies in non-academic work settings as it relates to work–life interference include nurse burnout and turnover intentions [9], absenteeism, intention to leave [17], stress, and poor work-related performance [18].”
supports “On a practical level, leadership training for GP practice owners with high WPC values should be implemented to decrease work-privacy conflict, to increase job satisfaction, and to prevent adverse outcomes such as emotional exhaustion [30], burnout [31], and low life satisfaction [32].”
supports “Family-to-work conflict has several negative consequences, including job dissatisfaction and lower life satisfaction (amstad et al., 2011). higher levels of stress, the emergence of physical and mental health issues, detrimental effects on family relationships, and poorer life satisfaction are a…”
supports “Some scholars argue that dissatisfaction occurs in the domain that causes the conflict (Amstad et al., 2011; Shockley and Singla, 2011; Hong et al., 2021), while others argue that dissatisfaction occurs in the domain receiving the conflict (Frone et al., 1992; Frone, 2003).”
supports “Family-to-work conflict has several negative consequences, including job dissatisfaction and lower life satisfaction (amstad et al., 2011). higher levels of stress, the emergence of physical and mental health issues, detrimental effects on family relationships, and poorer life satisfaction are a…”
supports “The conflicts between work and family, where participating in one role makes it more difficult to carry out the other (Greenhaus & Beutell, 1985), can lead to considerable stress that compromises performance in both domains and in individual well-being (Amstad et al. 2011).”
Ancillary research
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Assembled from Principia’s registry — bibliographic record, extracted effect sizes, the models they inform, and open-access citing literature.