Cultura de conciliación y conflicto trabajo/familia en trabajadores con turnos laborales [Family Friendly Corporate Culture and Work-Family Conflict among Employees with Shift Work]

Vanessa Pérez Rodríguez, Francisco Palací Descals, Gabriela Topa Cantisano

Abstract


Resumen

El número de personas que compaginan de forma simul­tánea el trabajo con las responsabilidades familiares ha aumentado en España de forma considerable en éstas tres últimas décadas. Entre otras razones esto puede ser con­secuencia del aumento de familias monoparentales, de la incorporación de la mujer al mundo laboral y emprende­dor, de la existencia de parejas con dobles carreras profe­sionales y con diferentes horarios. Esta influencia recí­proca entre los contextos laboral y no laboral puede tra­ducirse en una situación de equilibrio o en un conflicto. Se ha identificado una relación negativa entre las políti­cas de conciliación y las experiencias de conflicto traba­jo-familia (Poelmans, 2001), también se ha detectado el efecto moderador del apoyo social. Esta última íntima­mente relacionada con la cultura organizacional de conci­liación trabajo-familia. El objetivo del presente estudio consiste en realizar un análisis de la relación existente entre la cultura de conciliación trabajo-familia en la or­ganización y la percepción conflicto trabajo/familia en trabajadores de una institución pública perteneciente al sector de la seguridad con diferentes turnos de trabajo. Los resultados indican una relación significativa entre los turnos laborales y la percepción de conflicto en la que la cultura de conciliación no parece ejercer un efecto mode­rador significativo.

Abstract

The number of people who simultaneously combine work with family responsibilities has increased greatly in Spain in the last three decades. Among other reasons, this phenomenon is due to a growing of single-parent families, participation of women in the labor market and entrepreneurship and dual-career couples managing different schedules. That reciprocal influence of labor on non-labor situations it translates into conflict or a general equilibrium context. A negative relationship between experiences of work-family conflict and reconciliation policies has been identified (Poelmans, 2001) and moderating effect of social support has also been detected. This latter one is closely associated with the organization’s culture related to family-work life balance. The aim of the present study is to analyze the relationship between organizations’ work-family conciliation cultures and perception of work-family conflict in shift work. All participants are employees working in the public security sector and the results showed a significant relationship between employee’s perception of work-family conflict and shift work. Likewise, it seems that moderation effect of culture conciliation is not significant in our analysis.


Keywords


Conflicto trabajo-familia; turnos laborales; cultura de conciliación trabajo-familia [Work-family conflict; shift work; family friendly culture]

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DOI: https://doi.org/10.5944/ap.14.2.20024

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