Effects of work-family conflict on university staff. A case study

Abstract

Work-family conflicts can be positive or negative and arise from the work or family scenario. Therefore, the present study aimed to analyze how work-family conflicts influence human capital and individual work performance. For this purpose, 424 collaborators of the Universidad Peruana Unión were surveyed, where a quantitative, cross-sectional, predictive and explanatory strategy was applied through a structural equation analysis. Three instruments were used to measure work-family conflict, human capital and individual work performance. This methodology allowed finding that work-family conflicts significantly influence human capital (p<0.05; effect=0.48) and individual work performance (p<0.05; effect=0.48), confirming the general hypothesis model through the goodness-of-fit indexes (CMIN=3788.97; DF=1146; CMIN/DF=3.306; NP=.000; TLI=0.831; CFI=0.842; RMSEA=0.074). In conclusion, family work conflicts when positive can predict and influence good human capital and individual work performance, on the other hand, when negative it can affect human capital and its performance.