Work–family conflict
Research, largely attributed to the idea Ariel Russel Hochschild termed the "ideal worker", depicts the inelastic nature of work roles and responsibilities.
Despite the fact that a majority of families in the U.S. are dual earning, the image of the "ideal worker" persists, presenting work-family conflict.
Workaholism correlates with experiences of work-to-family conflict, since one's priority of work may interfere with family commitments.
[6] Marital problems, trouble with maintaining close relationships, and isolation from friends and family are the common issues related to workaholism and those involved.
[6] Implementation of family-responsive human resource practices and policies that promote work-family balance have become a reality as a way to reduce stress in both environments.
[7] Without recovery (oscillation) both cannot perform to their greatest ability, eventually leading to chronic stress, burnout, and fatigue.
[7] Creating an environment that values oscillation, for instance encouraging 15-minute walk breaks throughout the workday or offering corporate gym memberships, can improve employee cognition, energy, focus, and emotional intelligence.
[7] Companies, along with their bottom line and employees, win when mental and physical health are treated as equally important to cognitive capabilities.
[9] With advances in technology, individuals who work outside the home and have intense schedules are finding ways to keep in touch with their families when they cannot physically be together.
"Technology has provided a bit of an upper hand, allowing them unprecedented control and creativity in maneuvering the tenuous balance between work and family" (Temple, 2009).
[12] Ideal workers are those that complete tasks beyond their formal and assigned behaviors, seen as a positive and valuable attribute to the organization.
[14] Since female workers are both part of the workforce and have significant responsibilities at home, they experience a greater bearing of work-life conflict.
[18] The male may be married, but his wife, due to the demands of the husband's position, has remained at home, tending solely to the house and children and experiencing the "typical" family responsibilities.
Since the wife is the one who stays home and tends to the children, the husband is more present in the workforce, representing the higher percentage of males at the top of the organization hierarchy.
[19] The motherhood penalty is a term sociologists use when arguing that in the workplace working mothers encounter systematic disadvantages in pay, perceived competence, and benefits relative to childless women.
[19] Long hours and near complete devotion to the profession make it difficult for working mothers to participate in, or get ahead in the workplace while maintaining a home and family.
