Do working parents in the United States expect work location to impact job and family satisfaction in the post-pandemic period? Evidence from a survey experiment.

The pandemic response allowed many parents in the United States and globally to work remotely for the first time ever which, for many, continued into the recovery. It is unclear whether, after a period when a large segment of the United States labor force worked remotely, remote work is viewed favorably or unfavorably among employed parents. We present results from a survey experiment assessing whether employed parents in the United States perceive that remote work will impact a hypothetical employed parents' job and family satisfaction and, critically, whether perceptions of work-family conflict and anticipated job rewards mediate this relationship. We find that respondents who are also employed parents perceive that hypothetical employed parents who access remote work will report lower job satisfaction and higher family satisfaction. Perceptions of work-family conflict do not mediate this association. Rather, we find that job rewards (e.g., pay, promotion, etc.) fully mediate the relationship between remote work and perceived job satisfaction. Ultimately, this indicates that employed parents perceive that remote work will bring workers like them less pay and thus lower job satisfaction but greater family satisfaction. This extends arguments about remote work in the light of the conceptualization of a flexibility stigma and a flexibility paradox. Implications for practice and theory are discussed.

The paradoxical effects of high involvement work practices on employees and service outcomes: a trichromatic perspective.

This research delves into the complex impact of High Involvement Work Practices (HIWPs) on various facets of employee well-being and service outcomes within the framework of the trichromatic service conception. Utilizing the Job Demands-Resources (JD-R) model, the study uncovers the dual, both beneficial and detrimental, effects of HIWPs on service performance, work-family conflict, subjective well-being, and work-family enrichment. Examining the conflicting paths of job demands (workload) and job resources (customer orientation), the analysis incorporates the moderating influence of a strategic contextual factor-supervisor support. Data was collected through self-administered questionnaires from 475 respondents in Pakistani banks, and the analysis employed moderated mediation analysis using SPSS, AMOS, and the PROCESS Macro. All proposed hypotheses received support. The results indicate that HIWPs enhance service performance by promoting customer orientation but concurrently escalate workload, leading to adverse consequences for subjective well-being and work-family conflict. The study underscores the importance of implementing HIWPs under supportive leadership to maximize positive outcomes and mitigate negative consequences. Ultimately, this approach enables employees to effectively serve customers, maintain a healthy work-family balance, and contribute to the long-term growth and sustainability of organizations.

The changing dynamics of work from home and its association with sleep disturbance through work-family conflict during the COVID-19 pandemic.

OBJECTIVES: Work from home (WFH) can increase sleep disturbances. However, only few studies have examined the connection between WFH and sleep disturbance while considering work-family conflict (WFC) and the changes brought about by the coronavirus disease 2019 (COVID-19). This study aimed to examine the association between WFH and sleep disturbance, considering WFC, and assessed how this association changed during the COVID-19 pandemic. METHODS: We used data from the fifth and sixth Korean Working Conditions Survey. WFH workers and a control group were selected using propensity score matching. Conditional logistic regression analysis was used to estimate the odds ratios (ORs) with 95% confidence intervals (CIs) for sleep disturbance in the WFH and control groups. RESULTS: The workers working from home showed significantly higher ORs (95% CIs) for sleep disturbance before (4.26, 3.59-5.05) and during (1.52, 1.26-1.83) COVID-19 pandemic. When stratified by WFC, the association was significant only in the workers with WFC before COVID-19. However, the association was not significant during COVID-19 among the workers with WFC. CONCLUSIONS: WFH was significantly associated with sleep disturbance among workers before COVID-19, but this association was not observed during the COVID-19 pandemic. Considering the significant role that WFC plays in this association, companies should provide a family-friendly WFH environment when adopting WFH practices.

Profiles of psychological flexibility and caregiving experience in dementia family caregivers: A latent profile analysis.

OBJECTIVES: To explore the profiles of psychological flexibility among dementia family caregivers and examine their associations with psychological well-being and caregiving factors. METHODS: Participants were 521 dementia family caregivers in Japan. Latent profile analysis was conducted to explore the profiles of psychological flexibility. The analyses examined differences in depression, anxiety, life satisfaction, and work-family conflict/enrichment between the profiles, and whether sociodemographic variables and caregiving stressors predict the profile. RESULTS: Four distinct profiles were identified: high psychological flexibility (14.2%), moderate psychological flexibility with high commitment (24.7%), moderate psychological flexibility with low commitment (48.0%), and low psychological flexibility (13.1%). The low psychological flexibility profile exhibited the highest scores of depression, anxiety and work-family conflict, followed by the moderate psychological flexibility with low/high commitment profiles, and the high psychological flexibility profile. The high psychological flexibility and moderate psychological flexibility with high commitment profiles exhibited higher life satisfaction than the moderate psychological flexibility with low commitment profile. Caregiving stressors, marital status, and caregiver status predicted the profile. CONCLUSION: Enhancing defusion and acceptance, rather than increasing commitment to personal values, may be beneficial in supporting distressed caregivers. Having more caregiving stressors, being single/divorced/bereaved, and being a primary caregiver may be useful indicators of decreased psychological flexibility among dementia family caregivers.

Long working hours, work-life imbalance, and poor mental health: a cross-sectional mediation analysis based on the sixth Korean Working Conditions Survey, 2020-2021.

Background There has been growing concern about the negative mental health impact of long working hours and overwork. Our study examined how work-life imbalance (WLI) could be a mediator between working hours and poor mental well-being.Methods We included 34,968 individuals from a nationwide cross-sectional survey in Korea. Self-reported working hours per week was collected, and mental health was assessed by the WHO-5 Well-Being Index. Counterfactual-based mediation models were employed to disentangle the total effects into a direct effect (work hour - poor mental health) and an indirect effect (work hour - WLI - poor mental health).Results Out of 34,968 participants, 52.6% worked 35-40 h/week, 20.0% worked 41-48 h/week, 11.7% worked 49-54 h/week, and 15.6% worked ≥55 h/week. The odds ratios (ORs) of the total impact of working hours on poor mental health were 1.08 (95% CI: 1.01-1.16) for 41-48 h/week, 1.28 (1.17-1.39) for 49-54 h/week, and 1.60 (1.48-1.74) for ≥55 h/week in comparison to 35-40 h/week. The ORs of the indirect effects were 1.04 (1.03-1.05) for 41-48 h/week, 1.08 (1.07-1.09) for 49-54 h/week, and 1.14 (1.12-1.16) for ≥55 h/week, accounting for 51%, 31%, and 28% of the total effects.Conclusion: Our findings suggest that WLI can partially mediate the association of long working hours with mental health deterioration. Policy efforts are required to mitigate the adverse mental health effects of overwork.

Work-family conflict categories and support strategies for married female nurses: a latent profile analysis.

Objective: To clarify subgroups of married female nurses experiencing work-family conflict (WFC), explore the factors associated with the subgroups, and determine how desired support strategies differ among the subgroups. Methods: Data was collected from a sample of 646 married female nurses from public hospitals in Zhejiang Province, China, in December 2021. Latent profile analysis was used to group the participants, and multiple logistic regression was used to identify factors associated with higher WFC. The STROBE criteria were used to report results. Results: According to latent profile analysis, there were three distinct profiles of WFC among married female nurses: "low-conflict type," "work-dominant-conflict type," and "high-conflict type." These profiles differed in the number of children, night shifts, family economic burden, childcare during working hours, family harmony, colleague support, and nurse-patient relationships. Nurses with multiple children, higher pressures in childcare during working hours, heavier family economic burdens, lower family harmony, lower colleague support, and poorer nurse-patient relationships are more likely to be classified as "high-conflict type" nurses. Conclusion: This study found that married female nurses experience different types of WFCs. The structure of these WFCs and their associated factors suggests that customized intervention strategies can be developed to address the specific needs of married female nurses.

Improving the professionalization level of a new generation of construction workers to reduce their unsafe behaviour: an empirical study in China.

Objectives. Improvement of the professionalization level for the new generation of construction workers (NGCWs) is critical to upgrade the construction industry. It also provides a new approach to reduce their unsafe behaviour. The purpose of this study is to analyse the correction mechanism of the professionalization level on NGCWs' unsafe behaviour. We examined the mediating role of work-family conflict and job burnout on impacting NGCWs' unsafe behaviour. The moderation effect of the NGCWs' perceived organizational support was also examined. Methods. The cross-sectional study was conducted based on structural equation modelling, confirmatory factor analysis and regression analysis with a sample of 496 NGCWs in China. Results. The professionalization level can effectively correct NGCWs' unsafe behaviour. Job burnout can independently mediate the relationship between professionalization level and unsafe behaviour and act as a serial mediator for work-family conflict. Moreover, the high level of perceived organizational support will effectively suppress the effect of work-family conflict on job burnout. Conclusions. Improving the professionalization level is an effective way to correct NGCWs' unsafe behaviour. Moreover, management should help the NGCWs balance work and family, to alleviate burnout. Additionally, it is suggested that management should ensure the NGCWs perceive the organizational support.

The relationships between work-family conflict and life satisfaction and happiness among nurses: a moderated mediation model of gratitude and self-compassion.

Background: Researchers and practitioners are concerned with the impact of work-family conflict on the well-being of workers, including those in the health care sector, and previous research suggested that nurses were experiencing a range of negative outcomes. Aim: To investigate the potentially mediating role of self-compassion and moderating role of gratitude in the relationships between work-family conflict and both life satisfaction and happiness among Saudi nurses. Method: A cross-sectional survey was conducted with 368 nurses (men age = 35.18, SD = 6.67, 70.65% of females). Nurses were recruited via social media using convenience sampling techniques. They completed the Satisfaction with Life Scale, the Subjective Happiness Scale, the Gratitude Questionnaire-6, the Self-Compassion Scale, and the Work-Family Conflict Scale, as well as a set of demographic questions. The data were analyzed using PROCESS MACRO model 4 and 8, and the reporting followed STROBE checklist. Results: As expected, the study found a negative relationship between work-family conflict and both life satisfaction and happiness. These relationships were mediated by self-compassion. For the relationships between work-family conflict and life satisfaction and happiness, and between family-work conflict and happiness, this mediation was moderated by gratitude. Conclusion: This study built on positive psychology and demonstrated that the positive personality traits of self-compassion and gratitude can engender enhanced life satisfaction and happiness among Saudi nurses.

Navigating work and life- a qualitative exploration of managers' and employees' views of return-to-work after sick leave due to common mental disorders.

BACKGROUND: Incorporating multiple perspectives and contexts in knowledge mobilisation for return-to-work after sick leave due to common mental disorders can promote interprofessional and organisational strategies for facilitating the return-to-work process. This study aimed to explore the facilitators of and barriers to return-to-work after common mental disorders. This exploration considered the perspectives of employees and managers and the realms of work and private life. METHODS: A qualitative approach was used with data from 27 semi-structured telephone interviews. The strategic sample consisted of employees who returned to work after sick leave due to common mental disorders (n = 17) and managers responsible for their return-to-work process (n = 10). Thematic analysis conducted in a six-step process was used to generate themes in the interview data. RESULTS: The analysis generated three main themes with subthemes, illustrating experiences of barriers to and facilitators of return-to-work positioned in the employees' private and work contexts: (1) Getting along: managing personal difficulties in everyday life; (2) Belonging: experiencing social connectedness and support in work and private life; and (3) Organisational support: fostering a supportive work environment. The results contribute to a comprehensive understanding of the return-to-work process, including the challenges individuals face at work and in private life. CONCLUSIONS: The study suggests that return-to-work after sick leave due to CMDs is a dynamic and ongoing process embedded in social, organisational, and societal environments. The results highlight avenues for an interprofessional approach and organisational learning to support employees and managers, including space for the employee to recover during the workday. TRIAL REGISTRATION: This study recruited employees from a two-armed cluster-randomised controlled trial evaluating a problem-solving intervention for reducing sick leave among employees sick-listed due to common mental disorders (reg. NCT3346395).

Navigating work and motherhood: exploring the link between career orientation and childbearing motivations in emerging adulthood.

BACKGROUND: Difficulties in reconciling work and family life are recognised as one of the major reasons for women delaying or even forgoing childbearing. Nonetheless, there are different mechanisms through which women's engagement in the labour market can impact their choices regarding having children. The current study focuses on the relationship between women's career orientation and the childbearing motivation of young, childless women. Additionally, we examine the moderating effect of women's self-esteem. METHODS: Questionnaires to assess women's childbearing motivation, career orientation (career commitment and career centeredness), and self-esteem were administered online to Polish childless women aged 18-25 (N = 358). Multivariate regression was performed to verify how professional aspirations determine childbearing motivation. Moderation analysis included self-esteem in the equation. RESULTS: Women's desire to be employed over their life course (career commitment) was associated with perceiving childbearing as less strenuous. However, women who placed a higher value on professional development perceived more costs and barriers related to parenthood. Women with higher self-esteem demonstrated a generally more negative view of childbearing, yet their perceived costs of having children increased along with rising professional aspirations. CONCLUSIONS: Our results demonstrate that career aspirations are a highly complex construct, and their relationship to childbearing motivation may differ depending on how women perceive their future in the labour market. The mere desire to engage in professional work is not detrimental to childbearing motivation, but the anticipated costs of having children become greater the more a woman is career-centred and the lower her self-esteem.

Work-family conflict among primary health workers during the COVID-19 pandemic: Its mediating role in the relationship between workload and job burnout.

AIMS AND OBJECTIVES: This study explores the situation of workload, work-family conflict and job burnout among primary health workers in China in the context of COVID-19 and identifies the mediating effect of work-family conflict between workload and job burnout. BACKGROUND: Since the breakout of the COVID-19 pandemic, primary health workers have been working on the frontline of the epidemic and may experience increasing workload, work-family conflict and job burnout. It is important to focus on the issue of how to alleviate job burnout of primary health workers. DESIGN: A cross-sectional study (STROBE) was used. METHODS: Data were collected from 785 primary health workers in China. Multiple regression analysis was used to examine the mediating effect of work-family conflict between workload and job burnout. RESULTS: 18.7%, 10.4% and 39.5% of respondents had high job burnout in the dimensions of emotional exhaustion, depersonalization and personal accomplishment, respectively. 34.6% of the respondents had high or very high workload, and 12.8% of the respondents had high or very high work-family conflict. Results of multiple regression analysis indicated that work-family conflict mediated the relationship between workload and job burnout. Workload (ß = .163, CI = .207-.549) and work-family conflict (ß = .211, CI = .311-.640) positively influenced job burnout, and workload (ß = .428, CI = .375-.508) positively influenced work-family conflict. CONCLUSION: The study indicated that primary health workers experienced a high level of job burnout, especially in the personal accomplishment dimension. Furthermore, this study verified the mediating effect of work-family conflict between workload and job burnout. RELEVANCE TO CLINICAL PRACTICE: Some interventions for alleviating workload, work-family conflict and job burnout should be taken, including workplace assistance programmes, family-friendly policies and a well-integrated healthcare system. NO PATIENT OR PUBLIC CONTRIBUTION: This study does not involve patient or public contribution in any part. IMPACT STATEMENT: Nurses and other primary health workers are health gatekeepers of residents and play a vital role in the healthcare system. Due to the breakout of COVID-19, they have taken more work and are more vulnerable to work overload, work-family conflict and the consequent job burnout. Some interventions should be taken to effectively alleviate their job burnout and improve their health and performance.

Relationship between work-family conflict and anxiety/depression among Chinese correctional officers: a moderated mediation model of burnout and resilience.

BACKGROUND: Correctional officers tend to have high levels of work-family conflict (WFC). WFC has been found associated with various forms of psychological distress and to affect the overall well-being of correctional officers. Burnout and resilience may affect the relationship between WFC and psychological distress, however, this association still remains unclear. This study aimed to examine the mediating effect of burnout on the relationship between WFC and anxiety/depression and the moderating role of resilience, within the context of correctional officers. METHODS: A cross-sectional online survey was conducted in China from October 2021 to January 2022. WFC, burnout, resilience, anxiety, and depression were evaluated using the Work-Family Conflict Scale (WFCS), Maslach Burnout Inventory-General Survey (MBI-GS), 10-item Connor-Davidson Resilience Scale (CD-RISC-10), and the Depression Anxiety Stress Scale (DASS). Mediation and moderation models were then tested using the PROCESS macro in SPSS, with burnout being a mediator and resilience playing a moderating role in the relationship between WFC and anxiety/depression. RESULTS: A total of 472 correctional officers were included. Burnout was found to mediate the relationship between WFC and anxiety (b = 0.14, 95%CI [0.10, 0.19]) and the relationship between WFC and depression (b = 0.23, 95%CI [0.18, 0.28]). Additionally, resilience played a moderating role in the direct effect of WFC on anxiety (b = - 0.02, p < 0.01) and the first half of the indirect effect of WFC on anxiety (b = - 0.007, p < 0.05). Furthermore, resilience was also found to moderate the first half of the indirect effect of WFC on depression (b = - 0.02, p < 0.01), but not the direct effect of WFC on depression (b = - 0.005, p > 0.05). CONCLUSION: The findings of the present study may improve our understanding by elucidating the fundamental mechanisms of the connection between WFC and psychological distress among correctional officers. The results have significant implications for policymakers and individuals, as they suggest that diverse interventions may help promote the mental well-being of correctional officers.

A bibliometric analysis of telework research based on Web of Science via VOSviewer.

BACKGROUND: The COVID-19 pandemic has sparked increased interest in telework as a means of reducing the spread of the virus and maintaining social distance. OBJECTIVE: This study aims to generate a bibliometric analysis of research progress and trends in telework over the past 20 years. METHOD: A search of key terms was conducted in the Social Science Citation Index, Science Citation Index Expanded, and Arts and Humanities Citation Index categories for documents published on telework from 2000-2023. A total of 3,446 studies were analyzed using VOSviewer for co-citation, co-word, and cluster analysis. RESULTS: Bibliometric analysis revealed that telework research has experienced a significant increase during the COVID-19 pandemic, with the number of publications in 2022 being more than 15 times higher than that in 2019. The analysis revealed that the most commonly researched areas related to telework were applied psychology, management and business. The knowledge base focuses on the antecedents, moderators, mediators, and consequences of telework, and the research primarily centers around seven directions of well-being, mental health, and work-family conflict. A conceptual framework for telework research and suggestions for future investigation are proposed based on the results of the bibliometric analysis. CONCLUSION: This study provides an overview of telework research over the past two decades, highlighting the current status and hot topics in the field. It calls for wider and more active participation of researchers globally to advance the understanding of telework.

Double jeopardy: Exploring the moderating effect of educational mismatch in the relationship between work-family conflict and depressive symptoms among Korean working women.

RATIONALE: Despite a growing body of empirical evidence on the detrimental effects of work-family conflict (WFC) on psychological health, little attention has been given to whether educational mismatch in the workplace, which refers to the perceived level of match between one's attained education and the required educational level for a position, may exacerbate these effects. OBJECTIVE: The purpose of this study was to examine the relationship between WFC, educational mismatch, and depressive symptoms in Korean working women, with a particular focus on the potential moderating effects of educational mismatch on the association between WFC and depressive symptoms. METHODS: The data utilized for this study were collected from 5174 married working women over five waves (16,610 person-observations) of the Korean Longitudinal Survey of Women and Families spanning 8 years between 2012 and 2020. Fixed effects (FE) models were estimated to account for unobserved individual-level heterogeneity. RESULTS: FE estimates indicated that WFC is associated with an increase in depressive symptoms, even after accounting for unobserved confounding factors and time-varying covariates. The interaction model provides evidence for the moderating role of educational mismatch in the association between WFC and depressive symptoms. The positive association between WFC and depressive symptoms was more pronounced among those who perceive themselves as "overeducated." The estimated coefficient for the association was about 45% larger for those who perceive themselves as "overeducated" than their "well-matched" counterparts. CONCLUSION: The study's findings suggest a robust link between WFC and depressive symptoms and further elaborate on how this association varies depending on educational mismatch. In Korea, where conservative gender role norms of female-caregiver ideology are still prevalent, WFC and educational mismatch can act as double jeopardy, exacerbating the mental health of working women.

Exploring the Relationship Between Work-Family Conflict, Family-Work Conflict and Job Embeddedness: Examining the Mediating Role of Emotional Exhaustion.

Purpose: The purpose of this study is to examine the relationships between family-work conflicts, work-family conflicts, emotional exhaustion, and job embeddedness. Emotional exhaustion was hypothesized to mediate relations between family-work conflicts, work-family conflicts and job embeddedness. Methods: An online questionnaire was distributed to collect the data. The sample consisted of 264 women aged 18 years and older who work in private sector in Saudi Arabia. Confirmatory Factor Analysis (CFA), common method bias (CMB), and structural equation modeling (SEM) were conducted using AMOS (Version 28). Results: The results show that emotional exhaustion functions as a full meditator of the relationship between work-family conflicts, family-work conflicts and job embeddedness. Specifically, women who experience work and family conflicts are unable to balance heavy workloads are emotionally exhausted which in turn affects their job embeddedness. Conclusion: The study emphasizes the negative effects of both work-to-family and family-to-work-life spillover that result in unfavorable psychological states for female employees. Therefore, it is essential for organizations to have interventions that support balancing the demands of family and work. Organizations need to consider how much control an employee has over the time and location of their job. Organizations must also provide clear procedures for handling flexible work schedules and part-time employment.

The Effect of a Mindfulness-Based Intervention on Family-Work and Work-Family Conflicts Among Nurses: A Randomized Controlled Trial.

Purpose: Nurses' working environment poses various challenges that lead to conflict between work- and family-related roles. Work-family and family-work conflicts (WFCs and FWCs) negatively affect nurses' well-being and patient outcomes. Thus, the current study examined the effectiveness of a mindfulness-based intervention on WFC and FWC among nurses. Method: A randomized controlled trial, pre-post-test design was used in the current study. A total of 123 nurses were recruited and randomly assigned to the intervention (n = 60) and control (n = 63) groups. Findings: Multivariate analysis showed that there was a statistically significant effect of the intervention on the linear combination of the dependent variables V = 0.1, F (2, 120) = 6.61, p < .01. The analyses showed that the mean difference of the WFCs and FWCs scores was significant with the intervention group showing lower mean scores than the control group. In addition, both groups showed higher work-family conflict mean scores compared to the FWC. Discussion: The findings of this study showed that the mindfulness-based intervention significantly improved nurses' WFCs and FWCs. The results should be considered when planning for nurses' well-being and the quality of care being provided to promote holistic nursing care.

Woman's work: The moderating effects of gender role orientations between the relationships of work-family conflict with voluntary turnover and being valued by one's spouse.

Gender role attitudes determine the importance of work-family domains to individuals and how they are influenced by work-family conflict (WFC). In this study, we draw on gender role and social role theories to hypothesize that working mothers' gender role perceptions moderate the relationships between WFC and two outcomes: voluntary turnover (work domain) and feeling valued by one's spouse (family domain). We tested our hypotheses with 14-month time-lagged survey data from 731 working mothers in Japan. The results of our regression analyses suggest that working mothers scoring high on WFC and egalitarian gender roles have a lower propensity to voluntary turnover and a higher propensity to feel valued by their spouses than working mothers low on WFC and egalitarian gender roles. Our study highlights the importance of considering within-gender differences in research on WFC and moderating effects of gender role attitudes between WFC and outcomes in work and family domains.

Working hours, social engagement, and depressive symptoms: an extended work-life balance for older adults.

BACKGROUND: In recent years, researchers have been examining the impact of work-life balance (WLB) on mental health, considering it as a potential risk factor. However, it remains unclear whether the traditional understanding of WLB applies to older adults who worked for fewer hours before full retirement and whose children are likely to be independent adults. Therefore, this study aims to propose a modified form of WLB specifically for older adults. Within this context, we hypothesize that an optimum balance between working hours and social engagement protects against depressive symptoms among older adults. METHOD: We conducted an analysis using data on 5,751 Korean adults older than 55 years from the Korean Longitudinal Study of Aging 2016. Multivariate logistic regression analysis was used to evaluate the relationships among working hours, social engagement, and depressive symptoms. RESULTS: Older adults who worked fewer than 35 h per week were less likely to experience depressive symptoms than were non-working older adults and those working 35 h or more per week. Additionally, older adults with a high level of informal social participation, thus occurring almost every day or two to three times per week, were less likely to experience depressive symptoms than were those with a low level of such participation (once a month or less). Furthermore, depressive symptoms were less frequent among those who worked fewer than 35 h per week and engaged in a high level of informal social participation compared to non-working older individuals and those with a low level of informal social participation. CONCLUSIONS: Maintaining an optimal number of working hours and degree of social engagement are necessary to minimize the risk of depressive symptoms in older adults. Based on these findings, we suggest that fulfillment for work and life and their balance are important for older adults and propose work-life fulfillment balance.

The effect of thriving at work on work-family conflict: the mediating role of workaholism.

Thriving at work is a relatively new concept in the field of organizational behavior, and many scholars have emphasized the importance of its outcomes in the last decade or so, but we still know little about the possible dark side of thriving at work. In this study, based on the conservation of resources theory, we studied the effect of thriving at work on work-family conflict, the mediating effects of workaholism, and the moderating effects of work-family separation preference and trust climate. By analyzing 372 samples, we found that thriving at work was significantly and positively related to work-family conflict; workaholism partially mediated the relationship between thriving at work and work-family conflict; work-family separation preference negatively moderated the relationship between thriving at work and workaholism. The moderating role of the trust climate was not verified. This paper explores the internal mechanisms by which thriving at work negatively affects the family sphere and helps individuals avoid falling into the dark side of thriving at work.

The impact of maternal work-family conflict on problem behaviors among preschoolers during the COVID-19 epidemic: a moderated mediation model of maternal anxiety and trait mindfulness.

Purpose: The mediating effects of maternal anxiety and moderating effects of trait mindfulness on the relationship between Work-family conflict (WFC) and preschool children's problem behaviors remain unclear during the COVID-19 epidemic. So, this study examined the association between mothers' WFC and preschoolers' problem behaviors and identified the roles of maternal anxiety as a mediator and trait mindfulness as a moderator during the COVID-19 epidemic. Methods: In this cross-sectional study, a sample of 1,068 Chinese preschoolers and their mothers from coastal cities in southern China were investigated. Data were collected using demographic questionnaires, Carlson's WFC scale, Ma's Parenting Anxiety Scale, Goodman's SDQ Scale, and Brown and Ryan's Trait Mindfulness Scale, and were analyzed using SPSS 26.0 and Process 3.3. Results: WFC had a positive and direct association with problem behaviors in preschoolers (ß = 0.118, t = 3.880, p < 0.001). WFC also had a positive and direct association with maternal anxiety (ß = 0.480, t = 18.034, p < 0.001). Maternal anxiety had a positive and direct association with preschoolers' problem behaviors (ß = 0.415, t = 13.584, p < 0.001). The mediating effect value of maternal anxiety between WFC and preschoolers' problem behaviors was 0.199, and the moderating effect value of trait mindfulness between maternal anxiety and preschoolers' problem behaviors was -0.078. Conclusion: WFC was positively associated with preschoolers' problem behaviors, and maternal anxiety was a mediator of this association. So, WFC could cause maternal anxiety and lead to more problematic behaviors in children. Besides, maternal anxiety was positively associated with preschoolers' problem behaviors, and trait mindfulness was a moderator of this association.