ABQ Times

Apple TV's series "Severance" explores an exaggerated concept of work-life separation, where employees' work and personal memories are completely split. This fictional scenario highlights a real-world issue many face: balancing work demands with personal responsibilities.

Research led by Associate Professor Andrea Hetrick at the University of New Mexico's Anderson School of Management challenges traditional notions of work-family conflict. The research, which analyzed data from 65 studies between 1995 and 2021, identifies distinct dimensions of work-family conflict: time, strain, and behavior. Hetrick's team argues that these dimensions should be considered separately instead of as a single issue.

"We found that many people—researchers included—tend to treat these three factors as one. However, we discovered substantial differences between how conflict concerning time, stress, and behavior each influence work-family conflict," said Hetrick.

Time conflict occurs when the demands of work or family encroach upon each other. Participants of the study noted statements like, "The time I get to devote to my job keeps me from participating equally in household responsibilities."

Strain conflict involves stress from one area affecting another, with statements such as, "I’m often too tired at work because of things going on at home," showing how stress can spill over.

Behavioral conflict arises from the need to switch behaviors between work and home, exemplified by statements like, "To succeed at home, I have to behave differently than I do at work."

"If you’re thinking about one particular aspect of work-family conflict or life conflict, we show that we need to be thinking about these three things differently. What we found for those was that there was evidence that we should be separating these things. We almost always lost information if we were grouping everything together,” Hetrick added.

The study emphasizes the importance for managers to understand these distinct dimensions to better address employee stress and dissatisfaction. Hetrick suggests that solutions like offering more time off may not address the underlying stress or behavioral conflicts impacting employees.

"Managers need to recognize that each dimension—time, strain, and behavior—has its own unique impact on employees, and addressing them separately can lead to better outcomes," noted Hetrick.

The research also highlights the value of flexibility, allowing workers to mix work and personal tasks can improve satisfaction and productivity. "Some flexibility—such as allowing employees to address personal matters during work hours—can be healthy and helpful. Some intermixing of work and personal life can be beneficial, as strict boundaries are not always necessary," stated Hetrick.

The goal is to reduce turnover, which can be costly. By understanding employee distress better, managers can maintain a more satisfied and productive workforce. Although initial investments might be costly, they can ultimately prevent turnover and improve productivity in the long run.

For employees, Hetrick suggests practical approaches such as utilizing mental health resources, employing the Pomodoro technique for work intervals, and seeking non-work support like childcare assistance.

By recognizing these different dimensions and adopting flexible strategies, both employers and employees can work towards improved satisfaction and productivity.