Workforce competitiveness trends have shown significant changes over the years. To reduce WFC, work should be made more flexible with work design such as flexible work hours and telecommuting. As conclusion, work interferes more with family responsibilities than family does with work responsibilities, and males and females suffer similar levels of WFC and FWC.
Data analysis supported domain flexibility perspective (for males, t (143)= 8.47, p 0.05 for FWC, t (314)=. Design of the study was cross-sectional and data were collected through self-report questionnaire. The participants comprised 144 males and 172 females, with age mean of 38 years and 8.88 standard deviation. Three hundred and sixteen participants were drawn from public sector and private-owned organizations in Delta State, Nigeria. This study is an empirical test of the two perspectives. Domain salient perspective assumes that work is more salient to males, while family is more salient to females, therefore WFC will be higher among males than among females, while FWC will be higher among females than among males. Domain flexibility perspective assumes that work responsibilities is less flexible than family responsibilities, therefore WFC would be higher than FWC for both sexes.
Two related perspectivesare widely implicated in the relationship gender has with work-family conflict (WFC) and family-work conflict (FWC).
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