Family-friendly work environments help positive outcomes for workforces, motivating them at work and increasing positive mood at home too [Van Steenberg & Ellemers, 2009, Sanz_Vergel et al., 2015]. In contrast, non- motivating work atmospheres have been related to troubles in family running that may lead to poor outcome of employee [Anand et al., 2014]. Supporting a positive spillover between work and family is consequently critical for health and welfare of employee [Carvalho & Chamberl, 2014, Russo, 2015]. Role pressures from family and work fields are mutually incompatible and turn into stressors [Greenhaus and Butell, 1985].
Job stress is progressively predictable as one of the most serious occupational hazards that decreasing workers' productivity, satisfaction, and increasing turnover and absenteeism [Gianakos, 2000]. Feeling unsecure due to the working environment leading to job stress. Work-family conflicts and work overload is a well-known cause of stress [Stamper & Johike, 2003]. Stressors at work such as personal-professional conflicts and work overload are identified to generate boredom in work that spills over into the family [Fu & Shaffer, 2001].
All over the world, women actively participate in work market to support their families' economy and to achieve their professional career. Nearly all women employed in full-time work, are energetic contributors in labor force. However, still preserving their customary roles and principal accountability for housework, childcare, possibly the care of the elderly parents, or a family member with special needs adding to stresses of work demands. Conflicts appears once performance in one role generates an incapability to perform the other role sufficiently [Ajala, 2017]. Work-family-conflict (WFC) means the effect of work on the family, whereas family-work conflict (FWC) reports the effect of the family on the work activities [Fu & Shaffer, 2001]. These conflicts have serious negative effect on both women and work leading to decrease in work performance, job dissatisfaction, psychological suffering, and marital frustration [Ajala, 2017].
Numerous studies stated that employed women have higher levels of family- work conflict than employed men, particularly women involved in management work [Apperson e al., 2002- Yavas et al, 2008]. An employed woman experience opposing role expectations while she is at work and home. At work, she is anticipated to be energetic, dynamic, competitive, creative and act in a professional manner. At home, she is predicted to be sensitive, sweet, soft and domesticated [Misra, 1998]. These conflicts lead to family unhappiness and reduce the level of job performance among female employees. Consequently, loss at both sides will occur; the home and the workplace [Ajala, 2017]. Correspondingly, as society is not isolated from any organizations and work place, this conflict will disturb the society in different ways; lower quality services and lower standards of performance.
In Egypt, The Central Agency for Mobilization and Statistics stated that women are heads of 18.1% of households. Women aged 15–64 years constitute 25% of employed work force. When accounting for their contribution to the informal sector and their unpaid domestic work, the percentage becomes far greater [Egypt Today, 2020]. The objectives of this study were to determine the prevalence of work to family conflict and to study the relation between work to family conflicts and work environment characteristics among full-time female employees at Tanta University Medical Campus.