A new study from the University of Salford sheds light on how UK women who work manage the conflicting demands of multiple roles such as being a parent, employee or caregiver.
The research consisted of 34 women’s interviews, which were conducted in the context of 201 photos taken of them when they felt pressures related to their roles at work and home. The research highlights how UK-employed women have to deal with the added pressures that come from juggling work and life roles, as well as the emotional effects of this.
The findings revealed that women rely on the support of organisations, but also self-initiated solutions to resolve or control role conflicts, both at home and work, often with negative emotional outcomes. It was also important to establish their own resources. For example, creating space and time during working hours for other roles, which are often costly or impact their ability to work.
This research examined women’s emotional responses to role conflicts, which occur when work, parenting, and partner responsibilities clash. When time pressure, stress and fatigue, or behavioral constraints in one role cause conflict or tension, it is called role conflict. If a work-related emergency or urgent request arises outside of working hours, for example, the family’s responsibility could spill over into the workplace. The research examines how women manage these conflicts and collisions by either combining their work and family roles, or by separating them. It also looks at the emotional impact.
The research was conducted by Fatima M. Malik, Lecturer of People Management, University of Salford.
The research revealed organisational policies however, supported women in separating from work for priority family-time/responsibility. However, nuances in roles such as choosing to work over family, and the feelings women feel as a consequence of these decisions, can be a challenge. It was difficult to combine work and household chores, as well as find the resources necessary to support their family.
The pressures that women in the UK face are a result of the need to manage their own tensions within work and home roles. It’s becoming increasingly difficult for women to maintain a balance in their life.
The emotional impact of the pressures that the women we spoke to faced was substantial. It often resulted to frustration and irritation, highlighting the need to de-stigmatise such a conversation in order to allow women to voice their concerns openly. This issue could be addressed by encouraging more transparency in the workplace and a dialogue about the extra responsibilities that women face outside of the office and the added effort they have to make.
The research revealed that while flexible work policies helped women temporarily control role conflicts, they also had long-term effects on their workloads.
The research aims to give women a voice in the role conflicts they face in their professional and personal lives. It also aims to raise awareness about the difficulties many women working in the workplace have in balancing these two aspects of their lives.
Fatima concludes that while some workplace policies are great in supporting women’s work-life balance and others may be counterproductive to reducing the tensions they face between work life and home, as the workload can then increase.
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