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Bowen, P, Govender, R, Edwards, P and Cattell, K (2017) The Role Of After-Hours, Work-Related Contact In Work-To-Family Conflict And Sleep Problems Experienced By Construction Professionals. In: Chan, P W and Neilson, C J (Eds.), Proceedings 33rd Annual ARCOM Conference, 4-6 September 2017, Fitzwilliam College, Cambridge, UK. Association of Researchers in Construction Management, 360–369.

  • Type: Conference Proceedings
  • Keywords: After hours work contact, work-to-family conflict, sleep problems, construction professionals, South Africa
  • ISBN/ISSN: 978-0-9955463-1-8
  • URL: http://www.arcom.ac.uk/-docs/proceedings/6958ab8c1eb1ded45e4348fba93cb075.pdf
  • Abstract:

    Advances in communication technology have resulted in the boundaries between work and family becoming increasingly blurred, resulting in increased after-hours, work-related contact. Little is known about the relationship between after-hours, work-related contact and the work-to-family conflict and sleep problems experienced by construction professionals. Using data gathered from a questionnaire survey of 630 architects, engineers, quantity surveyors, and project and construction managers, a conceptual integrated model of work-to-family conflict and sleep problems was proposed and tested using structural equation analysis. Demographic characteristics, work experience, job autonomy and control, job pressures, and after-hours work-related contact were hypothesized to explain work-to-family conflict and sleep problems. The integrated model was found to be empirically plausible (χ2 /df ratio=1.439; p=0.119; CFI=0.994; RMSEA=0.026; and Hoelter (95%)=729). The results indicate that 1) the determinants of work contact are gender, employment status, work experience, and job pressure; 2) work-to-family conflict is predicted by job autonomy and control, job pressure, and work contact, and 3) sleep problems are a consequence of job pressure, work contact, and work-to-family conflict. Both firms and construction professionals need to improved boundary control to limit excessive work contact and/or mitigate its effects on work pressure and work-to family conflict. Intervention strategies by firms should positively address after-hours, work-related communication and employers need to monitor job pressure, and promote job autonomy and control.