RESEARCH METHODOLOGY

CIA 1-A

JOURNAL REVIEW AND PROBLEM IDENTIFICATION

“WORK-LIFE CONFLICTS DURING COVID 19”

SUBMITTED TO:
PROF. Srinidhi V R

SUBMITTED BY:
2020646 Kanika Singhal
2020687 Harshvardhan Singh
2020691 Nirvika Gupta
2020693 Nirvika Agarwal
 TABLE OF CONTENT

S. NO TOPIC PAGE NO.

1. BACKGROUND 2

2. METHODOLOGY (REVIEW OF ARTICLES):

- “The Influence of Work–Family Conflict on Burnout 3
during the COVID-19 Pandemic: The Effect of
Teleworking Overload”
- “Supervisor support and turnover intentions of yacht 5
captains: the role of work–family conflict and
psychological resilience during the COVID-19
pandemic”
- “Addressing work-life balance challenges of working 7
women during COVID-19 in Bangladesh”
- “Actor Partner Association of Work-Family Conflict and 10
Parental Depressive Symptoms During COVID-19.”
- “Work Life Conflict During COVID-19” 12
- “Work-Family Lockdown: Implications For Post 15
Pandemic Research”
- “Covid Fear And Work Family Conflict - Covid Stress 18
And Social Distancing”
- “Telework and Work - Family Conflict During 20
COVID-19 Lockdown in Portugal”
- “Gender, work-family conflict and depressive symptoms 22
during the COVID-19 pandemic among Quebec
graduate students”
- “Being stressed in the family or married with work? A 25
literature review and clustering of work-family conflict”

3. RESEARCH PROBLEM 28

4. RESEARCH GAP 29

5. REFERENCES 30

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 RESEARCH THEME AND SIGNIFICANCE

The coronavirus epidemic threw work, family, and social life into disarray. Work-life conflict
exposure may have shifted as a result of these significant developments. For many people, the
COVID-19 outbreak is extremely draining, drastically altering their daily lives. All members of
society, especially employers and employees, should take steps to safeguard themselves and one
another and assist prevent the disease from spreading further.
There were no decreases in work-life conflict among people with children under the age of six or
between the ages of six and twelve. Those with adolescents, on the other hand, did not vary from
those without children. These trends were enhanced among those who had a high work-home
integration, despite the fact that they did not differ much by gender.
Finding the perfect work–life balance is a struggle for every employee. Employers and workers'
families both benefit from employees' capacity to successfully combine work, family duties, and
personal life. Many people all across the world were obliged to work remotely due to the
COVID-19 emergency scenario. Initially, there were some hopes that working from home would
be a beneficial aspect that would help people achieve a better work–life balance.
The goal of the study was to assess the flexibility of Latvian employees in various
socio-demographic groups in balancing work and personal life during the COVID-19 emergency
situation in spring 2020, to see how family life influenced employees' ability to perform work
duties, and to see if employees had any additional housework responsibilities and how their
workload changed in terms of housework amount.

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 REVIEW OF ARTICLES

“The Influence of Work–Family Conflict on Burnout during the COVID-19 Pandemic: The
Effect of Teleworking Overload”

OBJECTIVE OF THE RESEARCH PAPER

Not only in the realm of public health, with the introduction of severe confinement and
biosecurity measures, but also in the field of labour and employment, the COVID-19 pandemic
brought important changes.
The goal of this study was to see how work–family conflict affected burnout in teleworkers
during the COVID-19 pandemic, taking into account job stress.
For various reasons, this study report is unique. First, during the COVID-19 epidemic, the
research demonstrates the psychosocial repercussions of a new mode of work overload and
teleworking. Second, this is one of the few Latin American articles that discuss work–family
conflict and fatigue, as well as the impact of teleworking overload during the epidemic.
Finally, the study emphasises the relevance of the economic and regulatory conditions and
contingencies that surrounded the teleworking mode in Ecuador during the pandemic, which may
have influenced outcomes such as the normalization of a high occupational risk factor, such as
work overload.

METHODOLOGY
Teleworking's effects on occupational health and the rise in psychological hazards during the
pandemic are only becoming worse. On the one hand, the COVID-19 epidemic has resulted in a
rise in job expectations and work intensification in a framework saturated by two realms (family
and work) that coexist in the same physical space for people working from home. Work–family
conflict and burnout are prevalent as a result of this reality. Additionally, role conflict occurs, job
expectations grow, and job and personal resources to meet those needs are tested.
On the other hand, the pandemic's persistence, non-voluntariness, and an economic downturn
exacerbate the decision to work longer hours, creating a web of contradictions in which the
worker has the appearance of being at home while yet carrying the burden of increased
workplace duties. According to the findings, there is a clear link between both aspects of
work–family conflict and the three dimensions of burnout in this scenario.

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STATISTICAL TOOLS USED FOR ANALYSIS
The mean and standard deviation of the characteristics of burnout (physical fatigue, cognitive
weariness, and emotional exhaustion) and work–family conflict are displayed in this descriptive
analysis (work interference with family and family interference with work). We used non-refined
methods to calculate factor scores. Each dimension's indicator was multiplied by its associated
factor loading, and the resulting scores were then totalled and divided by the sum of the factor
loadings. This calculation resulted in weighted mean factor scores, with higher scores indicating
increased burnout and work–family conflict. Confirmatory Factor Analysis and Reliability:
Perform a variety of CFAs to confirm the dimensionality of the variables of study. A
three-interrelated-factor framework was used to assess burnout. At the same time, a
two-intercorrelated-factor definition was used to analyze work–family conflict (work
interference with family and family interference with work). We built a measuring model to see
if the dimensions of burnout and work–family conflict were intercorrelated after we verified the
factorial structure of both variables.
We generated a structural equation modeling specification using the total sample as well as the
G1 and G2 subsamples to examine the presented hypotheses concerning the effect of
work–family conflict on burnout. The job interference with family dimension exhibits a positive
and statistically significant connection with physical fatigue ( = 0.417, p 0.01), cognitive
weariness ( = 0.282, p 0.01), and emotional exhaustion ( = 0.157, p 0.01), supporting H1a, H2a,
and H3a for the total sample.

SUMMARY OF MAJOR FINDINGS

The study's three main findings were: first, the surveyed group had high levels of work–family
conflict; second, there was a positive relationship between work–family conflict and
family–work conflict and all dimensions of burnout, with the impact of work–family conflict
manifesting primarily in greater exhaustion; and third, teleworking overload had no effect on the
work–family conflict and burnout relationship.
Participants in general had high ratings in both work–family conflict aspects; however, those
who teleworker for more than eight hours per day had greater levels of work–family conflict.
Among other factors, this is explained by the inclusion of greater responsibilities in two vital
dimensions, such as work and even school, in the family context on a global level. During the

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first months of the pandemic, when the data was collected, teleworking was not voluntary and
implied a greater intensity of tasks and responsibilities for workers

“Supervisor support and turnover intentions of yacht captains: the role of work–family
conflict and psychological resilience during the COVID-19 pandemic”

OBJECTIVE OF THE RESEARCH PAPER

The purpose of this study was to investigate work–family conflict (WFC) mediating role and
psychological resilience (PR) moderating role on the perceived supervisor support (SS) of yacht
captains and their turnover intentions (TI) during the COVID-19 pandemic.
The COVID-19 pandemic has gravely affected the tourism industry, as many countries have
halted their hospitality and tourism operations. As a result, by the end of 2020, the number of
international tourist arrivals is estimated to decrease by 60% to 80% compared to the previous
year, which poses a great risk for the world tourism industry.
This study examines the impact of yacht captains’ perceived SS on their TI during the
COVID-19 pandemic, as well as WFC’s mediating role and PR’s moderating role within this
relationship. This study also argues that WFC’s impact on TI varies depending on the PR levels:
WFC would have less of an impact on TI among yacht captains with high PR levels compared to
those with lower levels
To determine whether there is a causal correlation between the above mentioned factors, we used
a quantitative methodology – which is appropriate for the purpose of this research and helps find
an answer to the research problem – and tested five hypotheses accordingly.

METHODOLOGY
This study investigated yacht captains who serve in the hospitality and travel industries and
specialize in offering yachting activities. We obtained the data from captains working in
commercial yachts through an online questionnaire survey conducted between April and June
2020.
The questionnaires were collected with the support of yacht businesses and professional yachting
organizations. Through the survey form (Voluntary Informed Consent Form), the yacht captains
willing to participate in this study were informed about the study’s purpose, scope, voluntary

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participation, confidentiality and conditions to withdraw from the study; after providing consent,
they could access the questions in the survey form.
The form was sent to the human resources departments of 47 yacht businesses operating in
Turkey through Google form, as it is more easily accessible, which replied to our email and
agreed to send the form to the yacht captains working under them. The form was then submitted
to a total of 916 Turkish yacht captains, who are members of professional yachting organizations.
In total, 320 valid responses were obtained and analyzed.

STATISTICAL TOOLS USED FOR ANALYSIS

Measures :To measure SS, we adapted Jiang and Klein’s (1999) scale, which contains one
dimension and six items (Cronbach’s alpha = 0.87). The scale includes items such as “My
manager gives me useful performance feedback on the yacht I work for.” To evaluate yacht
captains’ WFC, this study used Netemeyer et al. 's (1996) scale, containing one dimension and
five items (Cronbach’s alpha = 0.88). The scale includes items, such as “It is difficult for me to
fulfill my responsibilities toward my family, because of my job.” To assess PR, this study
benefited from a one-dimension and six-item scale (Cronbach’s alpha = 0.83), found reliable and
valid by Dogan (2015). The scale includes items, such as “I can quickly get myself together after
hard times.” Finally, to assess TI, we used Rusbult et al. 's (1988) one dimensional and four-item
scale (Cronbach’s alpha = 0.89) that includes items, such as “I am thinking of quitting my current
job.” We measured the responses to all these items using a five-point Likert scale (1 =
completely disagree, 5 = definitely agree).
Analytical strategy: As previous studies had tested the validity and reliability of the
measurement tools we used to collect the data, conducting pretests was not necessary. We
examined the obtained data via the SPSS (v22) and AMOS (v22) programs and performed
convergent and discriminant validity analyses via the confirmatory factor analysis (CFA) data to
test the validity of the measurement model. We also used Cronbach’s alpha and composite
reliability coefficients to test the model’s reliability. In addition, to test the hypotheses, this study
benefited from a bootstrap resampling with 5,000 replications and drew on Models 4 and 1 in the
SPSS Process macro’s (v3.4) plugin, developed by Hayes (2019)

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SUMMARY OF MAJOR FINDINGS
– Perceived SS has direct and indirect effects on TI with WFC being the intermediate variable.
WFC’s effect on TI varies according to the yacht captains’ levels of PR
Validity and reliability analysis:

● The measurement tool included the SS, WFC, PR and TI scales.

● We removed one item from the PR scale, as the CFA revealed that it had a low factor load
(sd. b = 0.38).
● The second CFA determined that the observed variables’ standardized factor loads were
higher than the critical value (0.50), confirming statistical significance (std. b :
0.568–0.933; p < 0.001).
● Furthermore, we compared the measurement model to two different models.
● The measurement model included four factors, consisting of SS, WFC, PR and TI scales.

Calculation of the average shared variance (ASV) and maximum shared variance (MSV) values
to determine the measurement model’s discriminant validity, whereas the average variance
extracted (AVE) and composite reliability (CR) values were considered for convergent validity.

“Addressing work-life balance challenges of working women during COVID-19 in

Bangladesh”

OBJECTIVE OF THE RESEARCH PAPER

WLB is defined as “an employee’s effort towards accomplishing both the work and life role
successfully such that the roles of one domain do not have any adverse effect on the other”. The
concept of WLB is also related to work flexibility that determines employees’ capacity to define
where, when, and how to work. WLB includes five elements such as working schedule,
workplace environment, reward and incentive structure, workloads, and policies about leaves.
Since the emergence of COVID-19, WLB issues have brought increased attention to researchers
in diverse societies due to the rapid changes in family and work roles. COVID-19 forced many
people to stay at home and reorganize their lives since the home turned into a workplace, school,
playground, family sanctuary, and entertainment center. This implies increased role requirements
for women. Various studies and media reports have demonstrated the challenges to and

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difficulties of working women’s WLB since this pandemic seems to have exacerbated traditional
gender stereotypes and inequalities in families and societies.
In this research paper the objective is to talk about just challenges of working women during
COVID-19 in Bangladesh. To know their work-life balance in detail.

METHODOLOGY
This study is based on qualitative exploratory research. A qualitative approach has its basis in
social science, and it aims to explore reasons for individuals’ attitudes and behaviors (Hossain
2011). According to Creswell (1998), it investigates social and human issues by conducting
research in a natural context. Qualitative research helps gain deeper insights into participants’
lived perceptions (Goulding 2005).
Twenty-two in-depth interviews were conducted with working women living in Dhaka and
Chittagong to explore lived experiences about their WLB issues.
A snowballing approach was used to recruit participants. Snowball sampling focuses on a
particular target group as women are less interested in being interviewed and researchers
therefore have less access to women (Noy 2008). This technique focuses on requesting friends
and relatives to suggest other working women who would be interested in participating (Rahman
et al. 2020). Each new interviewee was thus asked to suggest someone who would also be
willing to participate.
Participants who consented to be interviewed were sent a list of questions via email and/or social
media (i.e., WhatsApp and Messenger) to allow them to prepare for the interview. Interviews
were conducted during July/August 2020 according to participants’ preferred time and locations
using Zoom to avoid face-to-face situations and ensure social distancing, as recommended by the
World Health Organization. All interviews were audio recorded with participants’ prior consent.

STATISTICAL TOOLS USED FOR ANALYSIS

Semi-structured questionnaire: The author developed a semi-structured questionnaire that
encouraged participants to share and discuss working women’s opinions and experiences
regarding challenges of WLB and to highlight strategies to overcome such challenges. Semi
Structured interviews provide the required flexibility and space for participants and they allow
the researchers to collect comprehensive and contextualized data.

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Sample demographics: Sample demographics show that participants were aged between 27 and
52 years. The majority of respondents (59 per cent) had over ten years’ work experience while
41 per cent had less than ten. Most respondents (86 per cent) had responsibilities for other
dependents (parents, father-in-laws and mother-in-laws) and 77 per cent had both children and
other dependents
Data analysis:The analysis began with the researcher developing a “feel” for the interviews,
jotting down first impressions and highlighting themes (Wilkinson et al. 2017; Wengraf 2011). A
structured coding system was applied to all transcriptions to aid the thematic analysis.
Thematic analysis is used to systematically identify and organize themes found in the data set
(Braun and Clark 2006). The author also reviewed and analyzed the transcripts to categorize and
develop a holistic insight into relevant themes based on inductive epistemology (Gerson and
Horowitz 2002).

SUMMARY OF MAJOR FINDINGS

Work-life balance

● One participant commented that “gendered attitudes really increase our family and social
responsibilities, and continuing to work is even tougher as I am responsible for all
household chores”.
● Another participant highlighted that “marriage imposes tremendous burdens and after
marriage managing work and non-work duties has become really difficult as I am
ultimately responsible to fulfill all family members’ expectations”.

Work-flexibility and work from home

● Participants mainly highlighted “flexibility and work from home” as a key motivator in
their effective work-family balance. Since the emergence of COVID-19, most people
started working from home out of necessity to avoid the risk of being infected by
coronavirus, but it has also offered greater flexibility to manage work and non-work
duties.
● The participants pragmatically considered “work from home” as a double-edged sword
for stimulating flexibility of work as well as for efficiently managing household chores
and care.

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The findings reveal that traditional gendered perspectives, societal and family norms, and
marriage primarily constitute the concept of WLB. Furthermore, flexibility and work from home,
family and spousal support, and organizational support appear to motivate working women’s
work family interface. Findings have also demonstrated that established socio-cultural traditions,
gendered stereotypes, tremendous pressure to manage multiple work-family commitments, and
negative attitudes of both men and women towards working women are key challenges
encountered by women in balancing work and family spheres.

“Actor Partner Association of Work-Family Conflict and Parental Depressive Symptoms

During COVID-19.”

Objectives of the research paper

The current study investigated the predicting effect of work family conflict on depressive
symptoms of parents who had returned to work and their children had been confined at home due
to school shut- downs in the context of the COVID-19 pandemic in China. Work family conflict
includes two directional components, namely, work-to-family conflict and family-to-work
conflict; the former refers to work interfering with family life, and the latter refers to family life
interfering with work. Considering the different natures and effects of work-to-family conflict
and family-to-work conflict, these two components of work-family conflict were measured and
included in the same statistical model. Finally, the current study explored the moderation effect
of co parenting on the associations between work family conflict and parental depressive
symptoms. Paired data of fathers and mothers were used to analyze the actor and partner
associations of work family conflict and parental depressive symptoms.

Methodology
Predicting effect of work–family conflict on depression
Researchers have recognized the direction of interference in constructing this concept,revealing
the bidirectional nature of work and family conflict . Additionally, a large body of literature has
investigated the different effects of work- to-family conflict and family-to-work conflict.
However, different results regarding the effect size of work-to-family conflict and
family-to-work conflict on individual stress-related outcomes exist. Simultaneously, compared
with routine family life before the COVID-19 pandemic, parents have faced many new and

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challenging demands and responsibilities in the family domain after the outbreak , indicating that
parents have experienced an increasing level of family-to-work conflict .

Hence, the current study hypothesized that family-to-work conflict would significantly affect
parental depressive symptoms greater than work-to-family conflict in the context of the
COVID-19 pandemic. Most of the studies have not included the two components of work–family
conflict in a statistical model to control the high correlation between them. Consequently, the
existing research has failed to examine the unique contribution of work-to-family conflict and
family-to-work conflict on depressive symptoms from a comparative perspective. This study
would include work-to-family and family-to-work conflicts in the same statistical model to
explore their unique effects on depressive symptoms after accounting for each other.

Statistical tools used for analysis

Participants and procedure
The present study conducted a cross-sectional web-based survey of Chinese heterosexual cou-
ples whose children study at home through the Internet because of the COVID-19 school shut-
downs. Families, which include fathers, mothers, and focal offspring, participated in the
questionnaire survey. Paired data of fathers and mothers were used to analyze the actor and
partner associations of work–family conflict and parental depressive symptoms.

Parental depressive symptoms

In addition, the Severity Index of Depression represents the severity of the depressive symptoms,
which equals the sum score divided by 80 and was grouped into normal range ,mildly depressed ,
moderately depressed , and severely depressed . Cronbach's alpha for paternal and maternal
depressive symptoms were 0.81 and 0.80, respectively.

Data analysis
The APIM estimated by path analysis was used to test the effect of paternal and maternal work–
family conflict on their own and partner's depressive symptoms, which was conducted in Mplus
7.4. Using an APIM allows for the estimation of each parent's work–family conflict and the
partner's work–family conflict on depressive symptoms. This is an important analytic approach
of dyadic data, which accounts for the nonindependence of father and mother reports of

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work–family conflict and depressive symptoms in the same statistical model . The second APIM
added eight interaction variables into the initial APIM to explore the moderation effect of
supportive and undermining co-parenting toward the association of work–family conflict and
parental depressive symptoms.

Summary of major findings

The current study examined the negative effect of work–family conflict on parental depressive
symptoms and the moderation effect of supportive and undermining coparenting with paired
fathers and mothers during the COVID-19 pandemic in China. The study complemented the lack
of study on the prevalence of depressive symptoms among paired fathers and mothers during the
COVID-19 pandemic and examined the risk and protective effects of work–family conflict and
coparenting on parental depressive symptoms, which offered possible directions for family
interventions to restore parental mental health during the COVID-19 pandemic.
This finding was in line with the result of a systematic review , which reported that the
prevalence of depressive symptoms ranged from 14.6% to 48.3% during the COVID-19
pandemic. It further supported the research on the prevalence of depressive symptoms in the
general population during the COVID-19 pandemic in China .
This result showed that family-to-work conflict exerted a greater effect on parental depressive
symptoms than work-to-family conflict in the context of the COVID-19 pandemic.
Family-to-work conflict was likely to be related to job performance because a greater demand for
family-related responsibilities was associated with a higher degree of absenteeism at work.
However,excessive family demands and responsibilities were also related to overall stress, which
ultimately led to psychological problems .

“Work Life Conflict During COVID-19”

Objectives of the research paper

In mid-March 2020, as many employees began working at home because of government dictates
for social distancing, the abrupt shift in the nature of work-nonwork boundaries gener- ated
potential shocks to role conflict. Although research on role conflict typically identifies the family
as the primary domain of the Population-based studies consistently demonstrate the links
between work-life conflict and a range of unfavorable outcomes . Given its importance for

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well-being, researchers have sought to under- stand the factors that contribute to work-life
conflict . To test these hypotheses, we analyze data from the Canadian Quality of Work and
Economic Life Study .

Methodology
Restricted Life Spheres
The restricted life spheres hypothesis is based on the idea that because of social distancing and
shelter-in-place orders, the life side of the work-life equation became severely restricted by April
2020, and this might have reduced overall levels of work-life conflict in the population. As
governments implemented virus mitigation strategies, public gath- erings were prohibited,
stay-at-home orders emerged, and many workers were required to shift to remote work .

The Countervailing Force of Children Living at Home

Widespread stay-at-home requirements restricted the elements of nonwork to a narrower range of
the home sphere. When schools and daycare centers closed, the family-related needs on the life
side of the work-life ledger altered signifi- cantly for many workers. It is therefore plausible that
despite the broader restrictions on personal life outside the home,countervailing demands
associated with children inside the home became more pronounced because of childcare and
related domestic needs.
Moreover, the veracity of this pre- diction likely depends on the ages of children, with younger
children requiring greater care and supervision. Given that daycare centers and schools that
normally provided care and education to children during work times shut down, addi- tional
duties were abruptly thrust upon parents.

Countervailing Force Contingencies: Gender and Work-Home Integration

We propose two potential modifications of the countervailing force hypothesis on the basis of
variations between women and men and the level of work-home integration. Both posit
differential degrees of decreased work-life conflict associated with having children at home.The
focus on care and supervision of children in the household motivates the consideration of
potentially divergent dynamics among women and men. The family devotion schema aligns with
Hays’ concept of intensive mothering, which also describes women’s primary dedication to the
family sphere and, more specifically, caregiving responsibilities associated with raising children.

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In the context of restrictions on schooling and daycare during the pandemic, car related needs for
children increased , amplifying the salience of the family devotion schema. We predict that high
work-home integration will amplify the countervailing force of children at home during the
pandemic. From a role responsibility management perspective, the individual who regularly
performs work-related activities at home must manage the demands of different roles and enact
strategies to allocate time and attention to adequately perform divergent role tasks .In other
words, high work-home integration might have intensified the experience of workers with
children at home, especially younger children, who are more dependent and require greater
supervision than more autonomous teenagers .

Statistical tools used for analysis

Testing for Differences between Women and Men
One of the three-way interaction coefficients, survey wave by child 6 to 12 by gender, is
marginally significant . Although these patterns hint at the possibility of greater countervailing
effects of having a youngest child between the ages of 6 and 12 among women compared with
men , the overall patterns fail to find clear and consistent evidence of signifi- cant gender
differences.
Supplemental Analyses: Predicting Work Hours and Attrition
Second, the age of the youngest child at home is unrelated to work hours. However, as model 2
shows,we observe a positive interaction between having a teenager at home and both April and
June wave indicators. Next, we evaluate whether children at home and gender predict if study
participants stopped working or dropped out of the study by April or June. Overall, it shows that
having a child between the ages of 6 and 12 is associated with a lower likelihood of stopping
work by June.
In separate analyses , we tested interactions between children at home and gender. Net of all
study variables, we did not find statistically significant coefficients that suggested that women
with younger children at home were significantly more likely to stop working or drop out of the
study. Collectively, these supplemental analyses provide limited support for systematic or
consistent differences by children and gender in the likelihood of stopping work or dropping out
during the study period.

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Summary of major findings
In analyses of a nationally representative sample of Canadian workers, we found that average
levels of work-life conflict decreased among workers without children living at home during the
early months of the COVID-19 pandemic. Specifically, individuals with young children in the
household did not experience the same decrease in work-life conflict that we observed for their
counterparts with no children at home. Most aspects of social life became restricted with the
lockdown of the pandemic , thus reducing work-life conflict at the aggregate level. Although
Greenhaus and Beutell were focused primarily on the family side of the work-family conflict
concept, the nuances in the present study underscore the importance of expanding the conceptual
terrain of how the work role competes with the time, energy, and attention available for life more
generally outside of the work sphere. Women and men did not differ in the relationship between
children at home and work-life conflict and the way that relationship changed during the
pandemic. We surmised that decreased levels of work-life conflict might be due to restricted life
spheres outside of work during the early lock- down months and that freedom from domestic
responsi- bilities associated with having children at home reinforced that reduction. As we
observed at the beginning of this article, many scholars have demonstrated how work-life
conflict can be detrimental for health and well- being. Therefore, the fact that work-life conflict
decreased for many individuals, during such a short period of time, likely had implications for
mental and physical health.

“Work-Family Lockdown: Implications For Post Pandemic Research”

Objectives of the research paper

Writing an article about the implications for future research of a pandemic during a pandemic is
an experience we never expected to have. To contextualize this article, the work domain is
currently in lockdown mode as ordered by the governor of my state, CT in the USA. In
addition,the family's domain is in lockdown mode as ordered by the governor. They are allowed
to go out of my home for exercise, to get groceries and take-out food.
Thus, they are experiencing what may be called a work–family lockdown, which significantly
affects the nature of the interface between my work and family roles. As a new construct in a
field that does not suffer from a lack of theoretical constructs , work–family lockdown may seem
fanciful and applicable only to an extreme situation such as a pandemic.

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In this article, we consider how individuals’ work–family interface has been affected by its being
enacted during a pandemic, how well these effects are addressed in the extant literatures on the
intersection of gender, work and family and their implications for post- pandemic research in the
field.

Methodology
Essential workers
A critical distinction between workers that influence the nature of their work–family interface is
whether they are designated as essential or not by the relevant governing body. During a
pandemic, essential workers experience a family lockdown but not a work lockdown. They are
required to expose themselves every workday to a coronavirus that is looking for human hosts
and to the risk of bringing it home to their families.
Further, if essential workers choose not to report to work during a pandemic for fear of
contracting the disease, they place themselves at risk of losing their jobs and suffering financial
hardship. Essential workers are an under-examined population in work–family research.
However, beyond the decision to report to work or not, the work–family interface of essential
workers has received little research attention.
During the current pandemic, a majority of essential workers are women, with one-third of all
jobs held by women designated as essential . Female- dominated essential jobs include health
care , social work and critical retail jobs . Although other types of essential jobs are
male-dominated , the numbers of essential workers in male-dominated jobs are smaller than in
female- dominated jobs. Conceptually, essential workers may be regarded to experience a unique
type of work– family conflict, the negative side of the work–family interface.
Work lockdown
An unstated assumption in the work–family literature on telecommuting is that telecommuters
choose to do so. It helps them to balance work and family by enabling them to better fulfill
caregiving and household responsibilities while strengthening family relationships. Unless
managed well, telecommuting increases the likelihood of work–family conflict in both
directions. Under conditions of family lockdown, telecommuters are likely to face greater
challenges.
If they have a household partner, they may have to deal with the partner’s work lockdown, which
provides further potential for family interruptions and distractions. Thus, the current pandemic is

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likely to have increased telecommuters’ family-to-work conflict. However, it has also increased
the likelihood of family-to-work enrichment, a positive side of the work-family interface . For
example, a friend, who is a paralegal, in work lockdown is benefiting from having her
college-student son, forced to return home after his university closed down, available for 24/7
tech support.
Thus, exploring the implications of the changing magnitude of virtual work, and how to make it
work effectively for both employers and employees , may be added to the research agenda for a
post-pandemic future.
Family lockdown
Family lockdowns increase the potential for family-to-work conflict. Medina and Lerer
suggested an answer. Gender inequalities in the division of unpaid domestic labor may not have
diminished during conditions of family lockdown. However, a future increase in the prevalence
of virtual work for one or both parents may change the nature of their work–family interface by
increasing experiences of family-to-work conflict, with women’s conflict likely to be greater
than that of men. Thus, stability and change in the gendered nature of family dynamics will
warrant attention in a post-pandemic research agenda.

Statistical tools used for analysis

However, according to anecdotal evidence, one of the effects of work lockdowns during the
current pandemic may be that virtual workers will become an increasing population. Many
workers who have been forced to work virtually are finding that they like it and would like to
continue to do so after the pandemic . Further, some companies whose work lends itself to being
conducted virtually are finding that the work lockdown is working out well, as many employees
who no longer have to deal with long commutes are maintaining and even increasing their
productivity . Such companies may rethink their strategies about where to have physical
locations and where to deploy their human resources, in a company facility or scattered in their
homes, following the pandemic .
Similarly, single employed parents, most of whom are women, experience especially difficult
times during a family lockdown. They experience high work-to-family conflict during normal
circumstances, because they provide sole financial support for their families while handling
family responsibilities . If they are nonessential workers in a work lockdown, they face
especially high family-to-work conflict resulting from increased family demands in what has

17
become their workplace and their home. Single parents are an under- examined population in
work–family research .
In the same vein, support received in one’s work role from a family-supportive supervisor or
organizational culture may help to alleviate work demands or provide flexibility in meeting these
demands, thereby reducing work-to-family conflict and enhancing an employee’s well-being and
loyalty to the organization. As anecdotal evidence, a colleague in the publishing industry recently
told me that she feels lucky to work for a company that cares deeply about its employees and
offers considerable flexibility in working arrangements and hours. This has made a huge
difference during the pandemic for employees with young or older children, care responsibilities,
health issues and the like.

Summary of major findings

The current pandemic has demonstrated the value of targeted support at the societal
level,including public support for child and elder care , unemployment benefits and the like. The
psychological effects of social distancing,including the anguish it causes by keeping people
physically apart , reinforce the value of social support at the individual level.

“Covid Fear And Work Family Conflict - Covid Stress And Social Distancing”

Objectives of the research paper -

Due to the lack of daycare folitie: and other supporting mechanisms, parents had to work
remotely from home while ensuring additional household responsibilities: The lockdown was
extended until May 2020, which meant that parents would have to split their resources and
energies between work and child-rearing at home for a longer period of time, while their physical
and mental resources were depleted.
During the COVID-19 period, researchers discovered an upsurge in child abuse and spousal
violence. The problem is made worse by psychological and mental health difficulties like stress,
despair, fear, emotional anguish, and trauma, which are widely documented among the general
public and health-care professionals during the COVID virus's outbreak. Due to the closure of
schools and daycare centers, parents' obligations for childcare and homeschooling have
expanded. Keeping youngsters occupied at home, without access to group activities, team sports,
or parks, adds to the family's workload. In addition to increased household tasks, job insecurity

18
and unemployment have increased financial anxieties. People working in health care, on the
other hand, may be living apart from their family to avoid being infected with the virus.
Whatever the situation, there is a greater chance that family obligations will intersect with work,
and work will intersect with family areas.

Methodology -
The study aims to fill in certain important gaps in the literature: First, it addresses the influence
of COVID fear on work and family conflict at an appropriate moment. Second, it clarifies the
mechanism by which stress and social separation mediate the link between COVID dread and
W-FCs. Third, it creates and puts to the test a comprehensive model of work-family conflicts. It
provides a complete explanation of the process toward both types of conflicts faced by
employees during the COVID period by distinguishing the W-FC and F-WC. Although such a
model is difficult, it is necessary to comprehend the complete process by reflecting the
complexities of both work and family life. Finally, the study has important implications for the
work and family well-being of employees in subsequent pandemic circumstances, while
addressing the fear and stress caused by COVID-19. Fifth, it investigates the role of religiosity in
stress, social distancing, and W-FC, which has received little attention in the literature. Sixth,
while the value of social support in work and family life has been thoroughly documented, the
effect of social separation (such as that caused by lockdown measures) requires independent
consideration.

Statistical tool used for analysis -

This study is entirely quantitative and focused on Pakistan's two most important service
industries: hospitality and education. Pakistan's health-care and education sectors have been
directly impacted by the Covid-19 pandemic. We collected data from universities and hospitals,
which included replies from both commercial and government institutions in Pakistan, in order to
obtain the widest possible range of data. The information was gathered by convenience sampling
and an online and personally given questionnaire. A total of 500 replies were gathered through
both a physical questionnaire and online Google documents. Following the removal of 99
missing and incomplete replies, 401 responses were chosen for empirical analysis using SPSS
and SEM.

19
Findings-
Academics and health-care employees provide data because both have experienced rapid
changes and demanding working conditions that might lead to family-work problems (F-WCs).
The study aims to raise awareness of a critical yet underappreciated issue that affects doctors and
academicians in their work-family as well as F-WCs. In this sense, this study reveals an
underlying mechanism that influences the COVID-19 fear and WFC processes.
According to the results of our research, the more a person practises a religion, in this case Islam,
the more safe he feels. Conversely, the less a person practices religion, the more likely he is to
suffer from COVID stress, which can lead to F-WC and W-FC. In addition, F-WC would
increase W-FC, potentially worsening the situation.

“Telework and Work - Family Conflict During COVID-19 Lockdown in Portugal”

Objective of the research paper -

This study analyzed the role of demographic and job-related characteristics in predicting
work-family conflict in a sample of 213 workers who were forced to telework during the first
COVID-19 pandemic lockdown. Telework is defined as doing work at a remote place, away
from the company's headquarters or manufacturing facilities, where workers can communicate
with coworkers via communication and information technologies.
During the epidemic, teleworkers, particularly those with children or other dependents at home,
struggled to balance their business obligations with their personal lives. Individuals may have
encountered tensions connected to the demands of both professional and family duties, and in
order to cope with the demands of each position satisfactorily, they may have required to actively
manage role boundaries.

Methodology -
Work-family conflict is a sort of inter-role conflict that occurs when work and family demands
and duties conflict with one another. Work-family conflict arises from two distinct sources: time
pressure, which occurs when work obligations spill over into family life (work interference with
family), and family life, which occurs when work demands flow over into family life (family
interference with work).

20
According to telework research, those who work from home work longer hours than those who
work at the company office.

There are two sorts of supervisor support: instrumental support, in which supervisors provide
practical aid to improve workers' performance and well-being, and emotional support, in which
supervisors demonstrate care for workers' well-being. When it comes to the relationship between
supervisor support and work-family conflicts, several researchers discovered that supervisors can
exhibit behaviors that help or soothe workers' work-family problems. Support from coworkers
has been shown to minimize negative sentiments about work, reduce workplace stress, and
reduce physiological strain and sadness.
Teleworkers, on the other hand, may feel isolated at work as a result of less touch and
communication with their coworkers and miss out on the most typical social contacts with
coworkers because they do not share the same workspace.
The majority of our respondents (71.7 percent) were females between the ages of 18 and 64.
Furthermore, many workers required additional time to finish their job responsibilities in their
everyday lives to complete family care activities, whether by starting work early or working late,
showing that Portuguese workers during mandated telework felt overburdened in high
percentages.

Statistical tools used for analysis -

The descriptive data analysis was done with SPSS 25, and Pearson correlations and Cronbach's
coefficients were assessed to see whether there were any links between the variables. To ensure
the scales' dependability across the entire sample, the alpha coefficient was determined. To
analyze the linear relationship between research variables, Pearson correlation coefficients were
obtained. Correlations between the demographic and outcome variables were determined as a
preliminary step. Correlations between predictor variables and the outcome variable,
work-family conflicts, are calculated in the second stage. All variables that were considered
job-related factors were regressed onto work-family conflict as a third stage.

Findings
According to the findings, when workers have too many work-related expectations, they may
experience strain, which can raise their impression of work-family conflict, which is consistent

21
with earlier studies. This finding is especially significant because, because of the COVID-19
shutdown, transition teleworking appeared to account for this impression of role overload. The
role of after-hours work-related technology use in work-family conflict was also predicted by our
model.

Low job autonomy was another key indicator of work-family conflict. Work planning, work
speed, and goal setting are all influenced by the worker's impression of control over his or her
work.

“Gender, work-family conflict and depressive symptoms during the COVID-19 pandemic
among Quebec graduate students”

OBJECTIVE OF THE RESEARCH PAPER

The increasing mental health inequalities between women and men following the COVID-19
crisis represent a major public health concern. The research aimed to document the gendered
experience of the lockdown and its association with depressive symptoms among graduate
students in Quebec.
Gender is constructed through a differential exposure to risk factors (e.g., stressors) and
differential access to pro- tective factors (e.g., resources) between women and men.
Government-mandated lockdowns have put tremendous pressure on Canadians’ work-family
conciliation capacity. Indeed, teleworking, home schooling, daycare and workplace closures
shaped differently the constraints to which women and men were exposed daily. These could
have increased domestic burden, financial difficulties or work-family conflict more significantly
among women, which are important de- terminants of mental health
The research paper also focuses on the aspect of work-family conflict as a bidirectional
construct: work may interfere with family (WIF) and family may interfere with work (FIW).
Understandably, given the potential gendered nature of stressors that arose out of containment
and mitigation measures, many authors have called for the need to document its impact
following COVID-19

22
METHODOLOGY
The online questionnaire (adminis- tered through Qualtrics) was distributed by email to 73,873
students from three universities in the province of Quebec between May 7 and May 27, 2020,
while universities were operating entirely remotely. This study focuses on graduate students and
postdoctoral researchers who are more likely to experience family responsibilities while being
involved in research work. A total of 4,566 university students answered the questionnaire. After
listwise deletion of missing data, our analytical sample comprises 1,790 graduate students and
postdoctoral researchers. The project has been approved by the ethics committee of the Faculty
of Medicine of McGill University
The low response rate observed here is not uncommon for this type of survey (Van Mol, 2017)
and does not necessarily produce biased esti- mates (Groves, 2006). Since the proportion of
women in the sample is higher than the reported enrolment statistics (Supplementary table), we
created sample weights to rebalance the analytic sample to the in- stitutions’ respective reported
enrolments by sex categories and level of study.

STATISTICAL TOOLS USED FOR ANALYSIS

Descriptive Analysis: WIF and FIW are respectively derived from five items each, which were
validated by Netemeyer et al. (1996): e.g. for WIF (α = 0.92) “The demands of my work interfere
with
my home and family life,” and for FIW (α = 0.93) “The demands of my family or spouse /
partner interferes with work-related activities”. Responses were based on a scale from 0
(Strongly disagree) to 10 (Strongly agree).
Confirmatory Factor Analysis and Reliability: conduct various CFAs to validate the
dimensionality of the constructs included in this study. Burnout was evaluated using a
three-intercorrelated-factor structure (physical fatigue, cognitive weariness, and emotional
exhaustion). At the same time, work–family conflict was assessed using a
two-intercorrelated-factor specification (work interference with family and family interference
with work). Once we validated the factorial structure of burnout and work–family conflict, we
estimated a measurement model to identify if the dimensions of both constructs were
intercorrelated.
Test of Hypotheses: There were no differences in depressive symptoms between women and
men. Women reported higher levels of worry about COVID-19, tended to be more frequently in

23
the couple, worked more paid hours, reported more stress regarding teaching methods, more
emotional support, less FIW and were younger than men.
The research presents results for the exposure hypothesis. The fit indices indicate a good fit of
the model with the data. These findings align with the descriptive results for the differences in
exposure except for hours of study and WIF. Hours of study were significantly higher while WIF
was significantly lower among women. Regarding associa- tions with depressive symptoms,
having children, hours of study as well as emotional support were associated with less depressive
symptoms. Financial difficulties, stress with teaching methods, worries about COVID-19, WIF
and FIW were linked to significantly more depressive symptoms.
Gendered stressors and resources are also likely to modulate mental health through work-family
conflict. Being in a relationship, having children, having financial difficulties, stress with the
teaching methods and worry about Covid-19 were linked to more WIF and FIW, and conversely
for emotional support. Moreover, study hours and workload were related to more WIF while
working.

SUMMARY OF MAJOR FINDINGS

The main objective of this study was to examine the gendered experience of work-family conflict
during the COVID-19 pandemic on depressive symptoms among graduate students and
postdoctoral re- searchers from the province of Quebec. We carried out path analysis to test for
the exposure and vulnerability hypotheses. Our analyses give more credence to the exposure
hypothesis.
Surprisingly, the descriptive statistics do not show a difference in depressive symptoms between
women and men. This contrasts with an abundant literature observing a higher prevalence of
depressive symp- toms among women in the general population (Cavanagh et al., 2017).
However, our preliminary analyses (not shown) suggested a potential suppressor effect, as the
relationship between being a woman and depressive symptoms becomes significant when
controlling for WIF/ FIW. Thus, the positive direct association between being a woman and
depressive symptoms could be canceled by a negative indirect associ- ation through WIF/FIW.
This has important implications for public pol- icy. Since gender is a social structure, we must
avoid the trap of thinking that no statistical difference at first sight means that there are no un-
derlying gender inequalities (Connell, 2012).

24
This study makes several contributions to the literature. First, it provides a unique snapshot on
how COVID-19 confinement and miti- gation measures in Quebec could have contributed to
gendered mental health inequalities. Of importance to university administrators, women reported
more stress related to adapting to new remote teaching methods. This was associated with more
depressive symptoms, not only in a direct association, but also indirectly through WIF. New
remote teaching methods thus appear to be perceived as interfering with family responsibilities
among women.

“Being stressed in the family or married with work? A literature review and clustering of
work-family conflict”

OBJECTIVE OF THE RESEARCH PAPER

Work-family conflict is an important topic which had an evolution, starting from a static
definition, where work and family domains were divided, to a more dynamic and complex
balance. COVID-19 has influenced society and created a significant distress among families and
working activity, and this topic has been characterized by a major interest, considering some old
definitions where this balance was considered problematic but not as an enriching opportunity.

METHODOLOGY
The research focuses on three distinct approaches to this topic, which theoretically follow a
chronological progression, still coexist, while also considering the influence of the cultural
context in which they are threatened and have an important influence on human resource
management which is interested in pursuing employee satisfaction. In the past, most family roles,
especially within the middle class, were more linear than today, as a family had just one income
from the male’s work, while the woman had her role at home, managing the house and educating
children. Since the beginning of the XIX and XX centuries, social and economic changes have
modified the familiar equilibrium, which was revealed to be unsatisfactory, especially in the
second half of 1900, with feminist movements which requested equal treatment and rights.
Society has become more complex, less linear, sometimes disorienting and the first approach of
conflict view cited before became insufficient; families got in trouble because some partners
could not manage this change, but others also created new families and creative adaptation
strategies.

25
STATISTICAL TOOLS USED FOR ANALYSIS
Descriptive Analysis: The research uses cluster systems to show where the work-family conflict
negatively influences job performance, which is interesting for its economic consequences. The
work-family interface is a topic that regards psychic individual suffering, but it is also related to
cultural and psychosocial determinants, which have strong component among working
organizations where a single worker is stressed In this case, work-family conflict is related to
some buffering effects, such as organizational citizenship which increases perceived support,
self-efficacy, well-being and vulnerability factors such as role overload and workload Work-
family conflict can influence the organization of the worker, increasing her/his turnover
intention; or damaging her/his performance.

Confirmatory Factor Analysis and Reliability: This study aims to determine, starting from
three different approaches cited before about work-family conflict, on how much literature about
This topic is today-oriented. We hypothesize that globalization has improved communication
between developed and developing countries but still present an ancient societal mode which
regards also work-family relation, considered obsolete for Western developed countries
standards. Additionally, we considered the influence of the COVID-19 pandemic which has
strongly modified lifestyles in countries that have adopted a strict lockdown strategy, which in
different cases has negatively modified people’s social behaviors. We used 2 database systems of
WOS and SCOPUS for this review, using the Boolean String: “work-family” OR “work family”
OR “work” AND “family” AND “conflict” AND “role” AND “employee” OR “entrepreneur”.
Test of Hypotheses: A happy worker is a positive element within an organization. Is
fundamental to preserve job satisfaction to grant positive working feedback. A worker needs to
effectively invest in
his or her organization, without considering its working activity with the only goal of earning
money. A proper organization that could reduce role ambiguity and assign the right role division
between workers, avoiding an excessive workload to some of them and constant supportive
activity by the supervisor rational organization reduces work-family conflict and turnover
intention, acting positively on working stressors.

26
SUMMARY OF MAJOR FINDINGS
This paper begins with a consideration of the topic of work-family conflict, which has evolved
during the last century and the social evolution and complexification of society. The first
conception of work-family conflict stresses the word “conflict” because work and family are
different domains in a linear society, which must be strictly separated and divided. The evolution
of the family, passing through a series of family members, needs to create new and innovative
ways to consider work and family interactions. Recent years have also included Eastern and
developing countries in the research, although their cultures are still evolving in the definition of
family roles. Additionally, the COVID-19 pandemic has stressed world societies beyond the
biological risk, disorientating people and organizations, creating poverty, anxiety, anger,
depression, as well as weakening beliefs and strong institutions we used to consider as solid.
This last part is not practical with a worker forced to work remotely at home every day, but this
aspect has to be managed gradually, an aspect which has not been applied in many countries that
have suddenly adopted radical lockdowns and hasty reopenings. It is noteworthy that this
discomfort has created another psychological wound without adopting an immediate and
premature return to pre-COVID routines, demonstrating that collective trauma (Nadler and
Ben-Shusham, 1989) is not
sufficiently elaborated but rather removed, although this element also emerges as a more
complex way to create a balance, not a conflict between work and family. Gender studies are
dedicated to this topic, with women as the main characters involved and valuable members of the
family, being competent in working activities, but characterized by a special sensitivity to both
work and family, allowing the family to be a resource for support and not only a problematic and
stressful element. The family, following more recent studies on this topic, can become an
element of enrichment in this case.

27
RESEARCH PROBLEM -

Work family conflict is a type of inter - role conflict that arises when the demands and
responsibilities of work and family interfere with each other -

● While working from home the workers feel isolated as a result of less contact and
interaction with their co-workers and lose out on social interactions.
● First, we collected the data during the two-month period when the COVID-19 measures
were the strictest, thereby limiting the validity period of the findings.
● Second, we examined Turkish yacht captains only during the pandemic, and as Podsakoff
et al. (2012) proposed, such studies require a longer time allocation. Therefore, it is
important to examine and assess any possible differences in findings by testing this
research model during normal working periods.
● Third, following a very difficult training process, yacht captains periodically undergo
physical and psychological checkups to continue their profession and receive refresher
training.

28
RESEARCH GAP
A research gap, also known as a literature gap, refers to unknown or underexplored regions that
need additional investigation.
This study is not without limitations.
● Most notably, data was collected at the same time and from a single source, thus it is
possible that a common method bias could skew some of the results.
● Furthermore, this study does not allow the comparison between the pre-pandemic and
pandemic situation and uses a non-representative sample. Future studies are needed with both
representative samples and using longitudinal panel data to further explore the relations between
telework and work–life balance.
● This study recruited paired fathers and mothers to complement the lacking study on the
preva- lence of parental depressive symptoms.
● Simultaneously, the current study ruled out the influence of multicollinearity i.e. the
occurrence of high intercorrelation among two or more independent variables in a multiple
regression model.
● This study has included only the perceptions of women. Future research may include men
and compare their perceptions during the pandemic situation, which may provide better
understandings on gendered perspectives relating to the work-family interface potentially
informed by differences in societal and familial role expectations. Moreover, further studies may
examine how stress influences work-life experiences of women as they have to undergo more
stress than men due to their ultimate responsibility to accomplish their family roles along with
their professional ones.
● Future researchers could focus on measuring health practices, material orientations and
psychological capital or hypersensitivity of the respondents to understand improvements in
various phenomena. Future research can also address our post-COVID- 19 practices concerning
explaining as well as controlling the W-FCs and F-WCs.
● Future research might also seek to evaluate whether the degree and impact of supportive
work-family culture shifted during the early months of the pandemic and whether any such shifts
differentially shaped levels of work-life conflict among working mothers and fathers. Knowledge
about these dynamics would certainly be enhanced with qualitative interviews that prove the
perceived or actual trade-offs between work and family during the pandemic and its link to
gender, parenthood, and changing levels of work-life conflict.

29
● Future research direction might be to evaluate if the decreased work-life conflict for some
workers offset other pandemic-related stressors that harmed health; this idea implies yet another
countervailing mechanism related to health.
● This study did not measure variables before the pandemic. Therefore, it cannot examine
the negative effect of the pandemic on parental mental health directly and control the effect
entailed by pre-pandemic factors.
● The current study only explored the moderation effect of family factors on the
relationship between work–family conflict and parental depressive symptoms. Therefore, the
moderation effect of the characteristics of the work domain and the child on this relationship is
unclear.

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