La indemnización

The nature of conflict felt does not only arise from environmental forces (example, rank or position, sector of work or nature of work) but also from internal forces of the individual, which is conceptualized in this study as the personality of the individual, for which the Big Five personality factors were assessed in line with the work family conflict construct. In this sense, while conscientious individuals are largely seen as experiencing less of the inter-role conflicts, individuals high in neuroticism are susceptible to the resulting conflicts. More specifically, neuroticism was found to be the strongest predictor of family-to-work conflict (β=0.40, p<0.05); extraversion was the strongest predictor of work- to-family conflict (β=0.33, p<0.05). This further explains the place of individual differences in the interpretation of conflicts and definition of stress which emanate from inter-role conflicts.

The study has emphasized the fact that inter-role conflicts truly exist, especially, the negative spillover from the work to the family domain. Since it is a negative spillover, it is likely to affect the quality of relationship that formal workers would have with their families. If the relationship with the families is impaired, another negative spillover from family to the work domain will result, which may lead to more stressful and conflicting situations for such workers.

Therefore, there should be the possibility of making work more flexible such that focus will be more on results rather than mere presence at the place of work. Again, the human resource practice should be friendlier so that workers who are in poor state of physical and mental health are given some support by the organisation including: counseling services and time-off. High levels of physical and mental breakdown not only affects the total well-being of workers, but also, the productivity of the organisations. Formal workers, on their part, should delegate some of their functions so that they are less stressed and pressured to meet growing demands on them. Priorities should be set so as to know what to do at a point in time and what needs to be postponed for another time.

It is again recommended that during recruitment and placement, employers effectively assess the capacities (physical and intellectual) and competencies of potential employees so as to place them in positions or assign them roles that match their abilities. This is because mismatching employees and their responsibilities has the potential of creating conditions that allow for negative spillover from work to family. That is, if they are not capable of handling their work, they may become more stressed on the job, which may also have negative consequences in the family domain.

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