ArticleBMC women's health2024
Etiology, consequences, and solutions of working women's work-life conflict: a qualitative study.
Article in BMC women's health, 2024. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 2 papers.
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Who cites it
2 citing papers in PubMed, 8 citations in OpenAlex.
- Female Sexual Dysfunction and Irritable Bowel Syndrome: A Cross-Sectional Study in Jordanian Women.International journal of women's health · 2026Article
- The relationship between work-life balance and psychological well-being: an empirical study of metro rail travelers working in the information technology sector.Frontiers in psychology · 2024Article
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Authors and funding
6 authors at 2 institutions in 1 country.
Funding
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Abstract
introductionWork-life conflict (WLC) is important in organizational behavior research and human resource management. The present research aimed to investigate the underlying causes, consequences, and solutions to WLC in Iranian working women. MATERIALS AND
methodsThe present qualitative study was conducted through a content analysis method among 19 working married women in Birjand, a city in the east of Iran, from December 2021 to February 2022. To collect the data, semi-structured interviews were held. The average interview time was 45 minutes, and all interviews were recorded upon the participants' consent. Finally, after coding, the information was analyzed with MAXQDA software.
findingsThe causes of conflict included 4 main categories of individual, interpersonal, organizational, and cultural factors, with seven subcategories: the pressure of the mother's role at home, personality traits, lack of individual skills, insufficient support, work characteristics, organizational policies, and the traditional role of women in society. The consequences of conflict included 2 main categories, Decreasing quality of life and work problems with 4 subcategories: physical and mental illnesses, forgetting one's role towards others, limiting social communication, and reducing productivity. Conflict resolution methods included 3 main classes of individual-oriented, other-oriented, and organization-oriented with 8 subclasses: program-oriented, meaning-oriented, emotion-oriented, avoidance, emotional support, instrumental and work support, support work policies, and correct management views.
conclusionTo solve the problem of conflict, different aspects should be considered and help to solve this challenge by influencing each dimension.
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