Abstract
Research on work-family conflict has increased dramatically in recent years. In this study, we developed a Spanish version of the Work-Family Conflict Scale (Carlson et al. Journal of Vocational Behavior, 56(2), 249–276, 2000) and examined its reliability, dimensionality, factor invariance, gender invariance, convergent validity, discriminant validity, and empirical validity. To this end, we analyzed data collected from two independent samples of Argentinian employees (N = 618). The results from the confirmatory factor analysis (CFA) revealed that the Spanish Work-Family Conflict Scale (SP-WFCS) displayed a six-dimensional factor structure (CFI ≥ .96, TLI = .96, RMSEA = .06). Furthermore, each dimension showed satisfactory levels of internal consistency (α estimates ranged from .80 to .92), convergent validity (AVE estimates ranged from .59 to .80, and CR estimates ranged from .81 to .92) and discriminant validity (AVE values ≥ shared variance estimates). Moreover, the results from the multi-group confirmatory factor analyses indicated that the six-dimensional model of the SP-WFCS was statistically invariant across samples and gender. Finally, most work-family conflict dimensions displayed significant correlations with three antecedents (i.e., quantitative demands, emotional demands, and core self-evaluations) and two outcomes (i.e., affective job satisfaction and burnout). Taken together, the results provided support to the validity of the SP-WFCS in Argentina, suggesting that it may be a reliable and valid instrument to measure work-family conflict in Spanish-speaking countries. Limitations to the study and opportunities for future research are discussed in this article.
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Acknowledgements
This research is supported by the National Scientific and Technical Research Council (Consejo Nacional de Investigaciones Científicas y Técnicas, CONICET, Argentina), Postdoctoral project entitled “Emotional Labor and Burnout: Exploring the role of Personality and Coping Strategies”. First, we would like to thank the employees who participated in this study. Second, we would like to thank Dr. Mariana Lazzaro-Salazar for her collaboration in the translation of the WFCS. Finally, we would like to thank Natalia Scaglia, Mariana Cols, Gabriel Gonzalez, and Andrea Melo for their help during the early stages of the data collection process.
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Appendix
Appendix
The Spanish Work-Family Conflict Scale (SP-WFCS)
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Mi trabajo me impide participar en las actividades de mi familia más de lo que querría
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2.
El tiempo que debo dedicar a mi trabajo me impide participar en el mismo grado en las actividades y responsabilidades del hogar
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3.
Tengo que perderme algunas actividades familiares como resultado del tiempo que debo dedicar a las responsabilidades de mi trabajo
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4.
El tiempo que dedico a las responsabilidades familiares a menudo interfiere con las responsabilidades de mi trabajo
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El tiempo que paso con mi familia a menudo impide que desarrolle actividades laborales que podrían beneficiar mi carrera
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Tengo que perderme actividades laborales debido al tiempo que debo dedicarle a las responsabilidades y actividades familiares
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A menudo, cuando regreso del trabajo me siento demasiado exhausto como para participar en las actividades/responsabilidades familiares
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Muchas veces, cuando regreso del trabajo me siento tan emocionalmente agotado que eso me impide contribuir en las actividades familiares
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Como resultado de las presiones en el trabajo, algunas veces, cuando regreso a mi hogar me siento demasiado estresado para hacer las cosas que disfruto
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10.
Debido al estrés del hogar, estoy frecuentemente preocupado por asuntos familiares en el trabajo
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Dado que a menudo estoy estresado por responsabilidades familiares, me cuesta concentrarme en mi trabajo
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La tensión y ansiedad de mi vida familiar frecuentemente debilita mi capacidad para hacer mi trabajo
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La forma en la que resuelvo los problemas en mi trabajo no es efectiva para resolver los problemas relacionados con mi familia
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El comportamiento que es efectivo y necesario para mí en el trabajo sería contraproducente si lo empleara en mi hogar
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El comportamiento que me hace efectivo en mi trabajo no me ayuda a ser un mejor padre o pareja en el hogar
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El tipo de comportamiento que me funciona en el hogar no parece ser efectivo en mi trabajo
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El comportamiento que es necesario y efectivo para mí en el hogar sería contraproducente si lo empleara en mi trabajo
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18.
Las formas en las que resuelvo los problemas en mi hogar no parecen ser útiles para resolver problemas en mi trabajo
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Pujol-Cols, L. Development and validation of the Spanish Work-Family Conflict Scale (SP-WFCS): Evidence from two independent samples in Argentina. Curr Psychol 40, 4189–4204 (2021). https://doi.org/10.1007/s12144-019-00544-y
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DOI: https://doi.org/10.1007/s12144-019-00544-y