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.
Geraldo Campos, L. A., & Huamaní, P. L. T. (2022). Effects of work-family conflict on university staff. A case study. Revista Venezolana de Gerencia, 27(7), 103–117. https://doi.org/10.52080/rvgluz.27.7.8