Impact of family and work conflicts on job satisfaction, life satisfaction and health of female teachers in Ethiopia: the moderating role of resilience

Misfin, Enaney Wondem; Singh, Manjit; Phoolka, Shivinder Article Impact of family and work conflicts on job satisfaction, life satisfaction and health of female teachers in Ethiopia: the moderating role of resilience Cogent Business & Management Provided in Cooperation with: Taylor & Francis Group Suggested Citation: Misfin, Enaney Wondem; Singh, Manjit; Phoolka, Shivinder (2024) : Impact of family and work conflicts on job satisfaction, life satisfaction and health of female teachers in Ethiopia: the moderating role of resilience, Cogent Business & Management, ISSN 2331-1975, Taylor & Francis, Abingdon, Vol. 11, Iss. 1, pp. 1-21, https://doi.org/10.1080/23311975.2024.2430458 This Version is available at: https://hdl.handle.net/10419/326702 Standard-Nutzungsbedingungen: Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden. 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If the documents have been made available under an Open Content Licence (especially Creative Commons Licences), you may exercise further usage rights as specified in the indicated licence. https://creativecommons.org/licenses/by/4.0/ Cogent Business & Management ISSN: 2331-1975 (Online) Journal homepage: www.tandfonline.com/journals/oabm20 Impact of family and work conflicts on job satisfaction, life satisfaction and health of female teachers in Ethiopia: the moderating role of resilience Enaney Wondem Misfin, Manjit Singh & Shivinder Phoolka To cite this article: Enaney Wondem Misfin, Manjit Singh & Shivinder Phoolka (2024) Impact of family and work conflicts on job satisfaction, life satisfaction and health of female teachers in Ethiopia: the moderating role of resilience, Cogent Business & Management, 11:1, 2430458, DOI: 10.1080/23311975.2024.2430458 To link to this article: https://doi.org/10.1080/23311975.2024.2430458 © 2024 The Author(s). Published by Informa UK Limited, trading as Taylor & Francis Group Published online: 29 Nov 2024. Submit your article to this journal Article views: 1769 View related articles View Crossmark data Full Terms & Conditions of access and use can be found at https://www.tandfonline.com/action/journalInformation?journalCode=oabm20 ManageMent | ReseaRch aRticle Cogent Business & ManageMent 2024, VoL. 11, no. 1, 2430458 Impact of family and work conflicts on job satisfaction, life satisfaction and health of female teachers in Ethiopia: the moderating role of resilience enaney Wondem Misfin, Manjit singh and shivinder Phoolka university school of applied Management, Punjabi university, Patiala, india ABSTRACT Family and work are essential components of modern life in both advanced and developing societies. Devoting excessive time to one of these domains’ conflicts with the other; they are interdependent and crucial to existence. Based on spillover and role theory, this study examines the impact of family–work and work–family conflict on job satisfaction, life satisfaction, and mental and physical health. Moreover, the research examines whether or not resilience moderates this association. in a cross-sectional design, a sample of 242 married female high school teachers administered a questionnaire. the study used the most recent Pls-seM (partial least square structural equation modeling) software for data analysis. according to the findings, family–work conflict has a negative and statistically significant impact on job and life satisfaction. Work–family conflict, on the other hand, has a significant positive effect on life satisfaction. the results also revealed that both family–work and work–family conflicts have insignificant effects on mental and physical health. Moreover, the research showed that resilience plays a moderating role in the association between family–work conflict and both job and life satisfaction. this study contributed an additional understanding of the impacts of work and family conflict and aids policymakers and the Ministry of education in developing efficient family-friendly policies. 1. Introduction Work and family are interdependent domains that require consideration and balance (erdamar & Demirel, 2014). Both are fundamental aspects of life in which our existence, time, and sense of self are linked to these responsibilities (Brotheridge & lee, 2005; elahi et al., 2022). each domain contributes to understanding human behavior (lavassani et al., 2014). Previously, the family and work spheres were mutually exclusive, having a clear sexual division of work, with men doing all the breadwinning and women doing the homemaking, responsible for attending to the family’s requirements, and spending more time in childcare (sear, 2021). however, in this globalized world, male and female preferences have shifted, and it is increasingly common for women to assume the dual responsibilities of being parents and workers and experience higher work–family conflict than men (Komal & Kararha, 2021). accordingly, work and family are vital responsibilities that require considerable time and effort (nurmayanti etal., 2014). numerous personnel within contemporary organizations juggle work and family obligations while simultaneously working and being involved in their families. it results in role conflict, which arises when an individual domain’s requirements encroach excessively on another (erdamar & Demirel, 2014; nohe et al., 2015). © 2024 the author(s). Published by informa uK Limited, trading as taylor & Francis group CONTACT enaney Wondem Misfin [email protected] university school of applied Management, Punjabi university, Patiala, india. https://doi.org/10.1080/23311975.2024.2430458 this is an open access article distributed under the terms of the Creative Commons attribution License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. the terms on which this article has been published allow the posting of the accepted Manuscript in a repository by the author(s) or with their consent. ARTICLE HISTORY Received 9 January 2024 Revised 5 november 2024 accepted 11 november 2024 KEYWORDS Family–work conflict; work–family conflict; job satisfaction; life satisfaction; health; resilience SUBJECTS Business, Management and accounting; human Resource Management; Mental health; health Psychology; Work & Organizational Psychology; Organizational studies; critical Management studies 2 e. W. MisFin etal. in many developing countries, societal norms and expectations have created a gendered division of labor, with women bearing the primary responsibility for household and domestic work, which creates a double burden in situations where women also participate in the labor force (Owoo & lambon-Quayefio, 2021). in sub-saharan africa, women still face greater challenges (Olonade et al., 2021) due to unequal distribution of work, as their communities assign them gender-specific roles that require them to work outside the home and assume complete responsibility for household chores, cooking, and childcare. historically, african women have been culturally obliged to fulfill specified duties and tasks, regardless of their obligations beyond the household (ajayi et al., 2020; De clercq et al., 2021). Women encounter more significant conflict between their work and family roles than men, resulting in adverse effects on their health (leineweber et al., 2013; Owoo & lambon-Quayefio, 2021). Role conflicts significantly affect a person’s life, including work, non-work, and personal outcomes on productivity, turnover, family well-being, health, stress, and significant job-related issues (Kossek & lee, 2017). additionally, research has demonstrated that conflict between work and family obligations is associated with decreased job satisfaction (ekwegbo et al., 2020), life satisfaction, and health (leineweber et al., 2013; Owoo & lambon-Quayefio, 2021). Female teachers, in this case, are prone to experiencing stress and pressure due to various demands from their work and family. these demands include grading exams and test papers, creating lesson notes, attending early morning assemblies, and undertaking family obligations such as cooking and responding to the requirements of their children (ekwegbo et al., 2020). Researchers have been consistently interested in teachers’ physical and mental well-being and their job satisfaction and life satisfaction because the satisfaction of teachers with their work, life, and health significantly influences their passion for teaching, which in turn affects the development of future generations (ekwegbo et al., 2020). according to erdamar and Demirel (2014), teachers possess high occupational stress due to work–family conflict, which is more severe for females than males in developing societies (akkas etal., 2015). however, the majority of recent global studies on work–life and general well-being have primarily focused on health professionals, especially nurses (chunjiang et al., 2022; liu & hong, 2023; Ugwu, 2022), industrial workers, students, hotel employees, military and other civil servants (De clercq etal., 2021; Khalid, 2021; leineweber et al., 2013; Wong et al., 2022; Zhao et al., 2011); thus, the influence of work–family conflict on job satisfaction, life satisfaction and health of female teachers needs further investigation. Due to this, addressing the tension between teachers’ academic and parental obligations and enhancing their satisfaction in both domains has become an increasingly pressing concern (li et al., 2021). to address the issue, li etal. (2021) and lawson etal. (2021) suggested that future researchers observe moderators’ role, especially resilience, in reducing the impact of family and work conflicts. therefore, this study presents a new theoretical framework that includes resilience in the proposed research model to see the connection between teachers’ family work conflict and job satisfaction, life satisfaction, and mental and physical health. When role conflict occurs, resilience helps employees maintain and replenish resources at work and home by preventing the loss of resources caused by psychological distress, emotional tiredness, and burnout. numerous research has discovered that resilience is a significant predictor of both positive and negative mental health signs, subjective well-being, life satisfaction, positive affect, anxiety, burnout, and depression, job satisfaction (ghandi etal., 2017; hu etal., 2015; lee etal., 2013). Resilience is an individual’s capacity to effectively balance their job and family responsibilities, minimizing friction and boosting satisfaction in both areas (Wong et al., 2022). however, employee resilience and its role in wellbeing received insufficient attention (Bryan et al., 2019; Riley, 2012). in their systematic literature reviews, Bernuzzi et al. (2022) revealed the need for more research on the moderating role of resilience as a personal coping resource to handle family and work role interferences in maintaining job satisfaction, life satisfaction, and mental and physical health. Besides, as stated by Barling et al. (2004), MacDermid and harvey (2006) and li etal. (2021), the bidirectional nature of the interaction between work and family domains has been overlooked in prior research. in addition, previous studies found contradicting results on the effect of work–family conflict on job satisfaction. some studies have identified that work–family conflict affects job satisfaction significantly (aboobaker & edward, 2017; amstad et al., 2011; Kossek & lee, 2017; Priyanka et al., 2024). Other studies mentioned that an increase or decrease in work–family conflict did not relate to an increase or cOgent BUsiness & ManageMent 3 decrease in job satisfaction (ekwegbo et al., 2020; Khalid, 2021; li et al., 2021). therefore, the present study tried to address this conflicting issue. Further, the issue of women’s family–work and work–family conflict and the consequences on the employees’ general well-being involving resilience as moderating variables is rare in current pertinent studies conducted in ethiopia. Few scholars study the impact of work–life balancing methods and concerns, as evidenced by the studies conducted by Mengistu and Worku (2020), agarwal and Kassaw (2018) and Bahiru and Mengistu (2018). therefore, examining these inter-role conflicts and their effects on specific general wellbeing measures is imperative. this study aims to enhance the existing knowledge in the spillover and role theory literature by examining how family work and work–family conflicts influence general well-being indicators such as job satisfaction, life satisfaction, mental health, and physical health. the study also explores the role of resilience as a moderator in this relationship. the article comprises six sections. section 2 contains the literature review. section 3 details the materials and procedures. section 4 presents the results and discussion. section 5 discusses the theoretical and practical implications. section 6 addresses conclusions and suggestions for further research. 2.Theoretical framework and hypothesis development this section provides theoretical and empirical literature related to the study. 2.1. Work–family conflict theories Work–family conflict is defined as disagreements that arise at work and then impact home life and vice versa (Ratnaningsih & idris, 2024) and are bi-directional however, the bi-directionality of the relationship between work and family domains has been neglected in existing relevant studies (li etal., 2021). Work– family conflict occurs when work obligations, including extended hours, inflexible schedules, and a non-supportive office environment, hinder familial commitments. conversely, family–work conflict arises when persistent strains from domestic responsibilities, childcare, eldercare, and inadequate social support interfere with work commitments (Khalid, 2021). this study-based spillover and role theory explains work and family conflict. transferring satisfaction and effect from one area of life to another, like work to family life and vice versa, is called spillover. it can happen when the impact and contentment of one area affect the other. spillover theory provides a conceptual framework for understanding how resources in one area contribute to an individual’s success in another area (carlson et al., 2019). according to the theory, the link between work and family activities can have either a positive or negative result (Kurtz, 2002; lee et al., 2021). Positive spillover is participating in an environment that benefits or promotes another area, resulting in satisfaction and enjoyment rather than tension (lee etal., 2021). When involvement in one activity increases the difficulty of participating in another, this is known as negative spillover. Work resources influence individuals’ workplace experiences, shaping the skills they acquire and the emotions they experience, ultimately affecting their well-being and performance in the family domain. spillover effects on the family may encompass outcomes about familial relationships and overall family well-being (carlson et al., 2019). in addition to spillover, role theory offers a framework for comprehending work–family conflict by highlighting the influence of role instructions on individuals’ expectations and behaviors. When employees receive conflicting or ambiguous role messages, they may encounter role conflict and role ambiguity, resulting in role stress. Role stress can lead to negative consequences, such as tension and low self-esteem, as people naturally strive to succeed in expected role behaviors (O’Brien & cooper, 2022). Role theory states that conflict between work and family arises from conflicting expectations from various roles that interfere with work and family responsibilities (sohal & sharma, 2024). inconsistencies between the role demands of different domains, such as job and family, result in work–family conflict (O’Brien & cooper, 2022; Udasi, 2019). liu et al. (2019) present the two-way model of work–family conflict, which illustrates how stressors associated with the family (e.g., overly dependent parents or misbehaving children) adversely affect the balance of family aspect. conversely, stressors related to the workplace (e.g., insufficient autonomy or an excessive workload) harm the work element. according to role theory, disruption 4 e. W. MisFin etal. and negative consequences in both domains occurred due to conflicting work, family norms, and concerns (Razaka, 2021). spillover’s theory considers multidimensional aspects, specifying that work and family conflicts have positive and negative effects. however, role theory acknowledges the negative impact of the work–family relationship, creating role overload, further leading to distress and dissatisfaction for employees (lavassani etal., 2014). the key to reducing workand family conflict is keeping and safeguarding current resources and building and investing in future resources. individuals may possess resources such as objects, conditions, personal attributes, and energy; they try to maintain, defend, and build these valued resources (chang et al., 2017). according to Ugwu (2022), resilience is a personal resource that can effectively reduce the effects of stressful work environments, demanding work schedules, and family role conflicts. highly resilient individuals have traits that help them cope with difficult situations, such as work and family conflicts, by remaining focused. 2.2. Family-to-work conflict Family–work conflict refers to conflicts between work and family roles, resulting in reduced life satisfaction and more internal disagreements within the family structure (amstad et al., 2011). Family work conflict occurs when engaging in the work role becomes more challenging due to participation in the family role (Michalos, 2014). elahi etal. (2022) define family work conflict as an inter-role conflict where familial obligations and the associated stress impede the fulfillment of professional duties. it arises when the pressures of the family and work domains are mutually incompatible, thereby impeding the ability to participate in the work role as a consequence of the family role. Family-to-work conflict has several negative consequences, including job dissatisfaction and lower life satisfaction (amstad et al., 2011). higher levels of stress, the emergence of physical and mental health issues, detrimental effects on family relationships, and poorer life satisfaction are a few outcomes that may influence both individuals and other family members (Ratnaningsih & idris, 2024). existing literature indicates that family– work conflict negatively impacts job and life satisfaction (Karimi et al., 2012; Priyanka et al., 2024). Family–work conflict may affect professional life, impacting interpersonal connections. individuals may experience guilt for being absent from work owing to familial obligations, resulting in emotions of inadequacy and dissatisfaction that adversely affect life satisfaction and contribute to health issues. Kayaalp et al. (2021) revealed that family work conflict is strongly correlated with mental and physical health. Based on the above literature and theories, the following hypotheses are proposed. H1: Family–work conflict significantly negatively predicts job satisfaction. H2: Family–work conflict significantly negatively predicts life satisfaction. H3: Family–work conflict significantly negatively predicts mental and physical health. 2.3. Work-to-family conflict the contemporary workplace is distinguished by extended working hours, tighter deadlines, intensified competitiveness, reduced vacation time and absences, frequent business trips, and job relocations (ekwegbo etal., 2020). an individual’s capacity to fulfill their everyday employment obligations might be either enhanced or hindered by their experiences in their personal life (long Dilworth, 2004). Work–family conflict arises when workplace responsibilities exhaust necessary resources, such as time, energy, emotions, and other important things for completing the family role (Khalid, 2021). the intersection of work and family issues substantially influences several aspects of life, encompassing job-related, non-workrelated, and personal outcomes. these consequences include efficiency, employee turnover, family well-being, health, and stress. Work–family conflict or the interference of work roles in family obligation is associated with essential consequences in reducing life and job satisfaction, dedication to the organization, increasing turnover, physical and psychological health, and overall life satisfaction (Kossek & lee, 2017). When employees encounter work–family conflict, their engagement and motivation at work may diminish. conflicting demands can induce stress, resulting in decreased morale and a negative attitude cOgent BUsiness & ManageMent 5 towards one’s job, ultimately undermining job satisfaction. sirgy and lee (2018) revealed that work overload, meeting deadlines, and role conflict at work, rather than interaction with clients, cause emotional exhaustion and lower employee life and job satisfaction. el Keshky and sarour (2024) also found that individuals experiencing significant work–family conflict had lower life satisfaction, highlighting the compounded stress in both areas. Yang et al. (2024) confirmed a significant negative association of work– family conflict with employee well-being and job satisfaction. according to Fredriksen and scharlach, the work-to-family spillover effect strongly predicts positive or negative consequences of work–family conflict. When an employee brings work-related obligations home, it can have a more noticeable negative influence on their personal life and lead to undesirable behavior. On the other hand, a reduction in spillover will improve employee behavior both at work and at home. according to aisyah etal. (2011), the work–family conflict impacts life satisfaction and mental health. On the other hand, Khalid (2021) discovered an insignificant link between job and life satisfaction and work– family conflict. Work–family conflict has a considerable and negative impact on job satisfaction (asbari et al., 2020). Further evidence is required to substantiate these conflicting findings and to support various facets of the model that comprehensively examine the correlation between work–family conflict and health, life satisfaction, and job satisfaction. Based on this, the authors proposed: H4: Work–family conflict significantly negatively predicts job satisfaction H5: Work–family conflict significantly negatively predicts life satisfaction H6: Work–family conflict significantly negatively predicts mental and physical health 2.4. The moderating role of resilience With the ongoing rise of women in the workforce, it is inevitable that the number of females encountering challenges in fulfilling various responsibilities, such as being a wife, mother, homemaker, and employee, will also increase, making them more likely to have detrimental effects on family dynamics, which lowers job and life satisfaction reduced mental health (Zhou etal., 2018). individuals encounter various adversities throughout their lifetimes, ranging from minor to significant issues; the extent to which they impact them and how they cope with them may vary because of their resilience. Resilience is a resource that plays a significant role in enabling individuals to confront and overcome distressing and demanding circumstances in their professional and personal spheres, helps them to safeguard and recover their resources in the workplace, reducing the negative impact of resource depletion, such as psychological distress, emotional tiredness, and burnout. Resilient persons in different work settings should be capable of recovering from the negative impacts of these transitions and flourishing and experiencing improvements in personal growth and development, both in their professional and personal lives. it is crucial for an individual’s welfare and that of their spouse or partner (Zhang et al., 2017). Work–life imbalance and conflict have the potential to impact employees’ health and job-related outcomes negatively; however, resilience can mitigate these effects (sommovigo etal., 2022). Resilience and coping strategies are essential personal assets in handling stressful situations such as moral distress (hobfoll et al., 2018). it influences various aspects of life, such as dealing with daily challenges, working with difficult colleagues, maintaining a positive outlook during stress, and managing work and home responsibilities. (Kossek & Perrigino, 2016). During family work conflicts, individuals face the challenge of losing resources. When people face the loss or threat of resources, they experience distress and feel less well. Managing job and family obligations can drain time, energy, and identity, causing tiredness, restlessness, and depression. When demands are high, well-being and mental health suffer (Zhou etal., 2018). Resilience is a personal resource that allows individuals to manage their work and family roles to reduce role conflict and enhance job and life satisfaction (Wong et al., 2022). having resilience can help employees reconcile work and family roles and protect them from the detrimental effects of work–life imbalance (Bernuzzi et al., 2022), reduce employees’ psychological and physical ill-health and life satisfaction both directly and indirectly by improving their work–life balance (Johnson et al.,2019). employees under a great deal of stress at work and family have a detrimental 6 e. W. MisFin etal. effect on their overall well-being and engagement (Kossek & Perrigino, 2016), impacting employee job satisfaction (Khan et al., 2019). During this time, a more resilient employee can navigate the issue by managing emotions (Wong et al., 2022). Resilient persons can recover from the negative impacts of work and family, flourish, and experience personal growth and development advancements, both in work and family domains (Kossek & Perrigino, 2016). shahandashti investigated the correlation between turnover intention and family work conflict concerning psychological well-being. Resilience moderated the relationships between these two variables in a significant way. Resilience is an enduring and consistent characteristic that pertains to an individual’s capacity to effectively navigate, control, and adjust to substantial stressors or traumatic experiences (lee etal., 2013). Researchers have suggested a moderating effect of resilience on the negative correlation between job strain and job satisfaction (louise et al., 2009). a study conducted by garcía-izquierdo and Ríos-Risquez (2018) revealed a noteworthy inverse correlation between resilience and both emotional exhaustion and psychological distress, which subsequently deteriorated psychological well-being. in ethiopia, women are supposed to put their family duties ahead of everything else. they find it harder to participate in work because they have to do two things simultaneously, which is much stress. some men even make their wives resign from their careers to care for their families, exhibiting the prevalence of family–work conflict. During this time, their level of resilience is critical to maintaining their professional work (Dida, 2021) because resilience allows people to continue functioning through various stressful situations by utilizing facilitating adjustments, all without suffering from severe trauma (Bryan et al., 2019). therefore, this leads to the following hypotheses. H7: Resilience moderates the relationship between family–work conflict and job satisfaction H8: Resilience moderates the relationship between family–work conflict and life satisfaction. H9: Resilience moderates the relationship between family–work conflict and mental and physical health. Figure 1 illustrates the conceptual framework of the study developed by the researchers explaining the relationship between the independent variable, the moderator, and the dependent variables based on theories and previous studies. the figure presents the impacts of independent variables (family–work conflict and work–family conflict) on the dependent variables (job satisfaction, life satisfaction, and mental and physical health), as well as the role of the moderator (resilience) on the relationship. the objective was to study the impact of family work and work–family conflicts on general well-being measures, job satisfaction, life satisfaction, and mental and physical health. in addition, the moderating role of resilience between family–work conflict and job satisfaction, life satisfaction, and mental and physical health were examined. 3. Materials and methods 3.1. Ethical approval to ensure adherence to ethical principles in research involving human participants, the current study was approved by the board of postgraduate studies and research in the faculty of business studies at Punjabi University, Patiala, india, with reference number 2660/research. all the methods included in the study are in agreement with the declaration of helsinki. Figure 1. Conceptual framework of the study. cOgent BUsiness & ManageMent 7 3.2. Informed consent Written informed consent was acquired prior to the survey’s administration and explained to the participants on the questionnaire’s introductory page. ethical guidelines were strictly followed, including ensuring confidentiality, informing respondents of their rights as participants, and emphasizing that their participation was voluntary. in addition, respondents were informed that they might withdraw from the survey at any time. to reduce the non-response rate, replies were kept entirely anonymous. 3.3. Participants and procedures the present study utilizes cross-sectional data obtained through a questionnaire. the target population was female high school teachers working in secondary schools in south gondar, ethiopia. according to data obtained from the education department of south gondar, ethiopia, the total number of married female teachers in the year 2023 was 659. hence, two hundred forty-nine samples were determined using a formula developed by taro Yamane (1967). n N Ne = +12 () where n = sample size, N = population size, e = level of precision 95% confidence level and e = 0.05 659 1 659 0 05 249 2 +(. ) = the present study utilized a multistage sampling technique carried out through several stages. in south gondar, there are fifteen districts. in the first stage, the fifteen districts were classified into four groups depending on the number and percentage of female teachers. in the second stage, we randomly chose two districts from each group. in the third stage, the list of high schools and the number of married female teachers in each school in each district listed again; then, after having the list of high schools in each selected district and the number of married female teachers in each high school, the number of participants in each high school was determined based on probability proportional to size (PPs) formula. PPs sampling is a method of picking units from a finite population based on their size, commonly used in multistage sampling establishments (skinner, 2014). Finally, the questionnaire was distributed to the participants in each high school using a simple random sampling method. hence, during data collection, married female teachers from 41 high schools teaching in the eight districts, namely Dera, lay gayint, estie, simada, Farta, ebnat, guna, and andabet, participated in the study. Descriptive research provides descriptions and characteristics of a phenomenon, whereas explanatory research seeks to explain the causes and correlations between variables (huaman etal., 2023; skinner & Dancis, 2020). as a result, this study applied both descriptive and explanatory research designs to describe the existing states of variables and to explain the relationship between FWc, WFc, job satisfaction, life satisfaction, and physical and mental health, as well as the moderating role of resilience in the association between the independent and dependent variables. Before conducting the survey, we translated the questionnaire into amharic, the respondents’ mother tongue, for simplicity of understanding. a pilot test was conducted on 12% of the respondents to confirm the validity and reliability of the questionnaire. thirty randomly selected respondents filled out the questionnaire for the pilot test. the result showed that the instrument used was valid and reliable, as the cronbach alpha coefficients of all variables in the model showed alpha values above 0.70. an alpha coefficient of .70 or above is adequate reliability (Radhakrishna, 2007). the instrument was also reviewed by measurement, evaluation, and language experts to ensure its validity. then, a comprehensive survey was carried out with all participants in the sample. 3.4. Measures the questionnaire used in this study comprised four questions related to respondents’ demographic profiles and 39 items relating to the six constructs: family–work conflict, work–family conflict, resilience, job satisfaction, life satisfaction, and mental and physical health. 14 e. W. MisFin etal. of the relationship; the f2 effect size in this relationship (R × FWc -> gW-ls) was 0.021. hence, it is confirmed that there is a substantial effect size, according to Kenny (2018). the moderating effect significantly explains the endogenous construct (life satisfaction). 4.4. Discussion the current study is based on spillover and role theories to understand the influence of family–work and work–family conflicts on various indicators of general well-being, such as job satisfaction, life satisfaction, and mental and physical health. it contributes to the literature on the link between family and work with job satisfaction, life satisfaction, and mental and physical health. initially, the research made a valuable contribution by simultaneously evaluating the impacts of conflicts arising from work and family roles on job satisfaction, life satisfaction, and mental and physical health. additionally, the research provided valuable insights into the ongoing investigation of whether resilience can act as a moderating variable in the association between issues associated with family–work conflict and job satisfaction, life satisfaction, and mental and physical health. aligned with the hypothesis, the study’s findings show a noticeable adverse effect of family–work conflict on job satisfaction and life satisfaction. this finding matches the outcomes reported by nicoleta and Buliga (2014), santos and Jefferson (2020), sousa et al. (2021), and Priyanka et al. (2024). Besides, the study revealed that work–family conflict significantly influenced life satisfaction. this finding is consistent with the studies conducted by Priyanka et al. (2024) and Kossek and lee (2017). Despite the expectation of a negative correlation between work–family conflict and life satisfaction, arguments Figure 2. slope analysis FWC on gW Js and R. Figure 3. slope analysis FWC on gW Ls and R. cOgent BUsiness & ManageMent 15 and data suggest that it could positively impact life satisfaction, supporting the current findings. in alignment with role enrichment or work–family enrichment theory, greenhaus and Powell (2006) posited that engagement in various roles can augment individuals’ abilities, experiences, and psychological resources, resulting in increased overall life satisfaction. Positive experiences and resources acquired in one function or occupation can improve the quality of life in another role or within the family (positive spillover). however, it differs from the results provided by holmgreen et al. (2017), who found an insignificant relationship between work–family conflict and life satisfaction. this study also discovered that work–family conflict showed no significant influence on job satisfaction, consistent with the findings (Khalid, 2021). li et al. (2021) and ekwegbo et al. (2020) also revealed that changes in work–family conflict did not correlate with changes in job satisfaction. Furthermore, contrary to the hypothesis, the results showed that neither work–family nor family–work conflicts significantly impacted female teachers’ mental and physical health. Many studies have looked into the adverse effects of work and family conflicts on mental and physical health. however, this study is distinct in that it discovered a negligible effect, implying that an increase or decrease in family and work conflicts did not relate to an increase or decrease in teachers’ mental and physical health. When employees possess adequate resources, such as social support, flexible working conditions, and effective coping strategies, work–family conflict may not substantially impact their emotional and physical well-being (haar & Bardoel, 2008). this outcome contradicts the findings of allen and armstrong (2006) and amstad et al. (2011), who found a negative correlation between work–family and family–work conflicts and mental and physical health. in conformity with the hypothesis, resilience substantially moderates the relationship between family– work conflict and job satisfaction. this implies that the family–work conflict and job satisfaction relationship will be weaker for female teachers with higher resilience levels than those with low resilience. this finding is comparable with (tuffour & Bortey, 2022). Ugwu (2022) also mentioned that the negative association between work and family role conflict and work engagement and satisfaction was weakened when employees possessed high resilience. employees can mitigate the negative effects of family–work role conflicts by utilizing resilience as a tool to attain an appropriate balance between their professional and personal lives (Bernuzzi et al., 2022). Moreover, in line with the stated hypothesis, the moderating effect of resilience on the relationship between family–work conflict and life satisfaction is significant. it indicates that a stronger resilience helps female teachers minimize the negative impact of family work conflicts on their life satisfaction. the impact of family work conflict on life satisfaction is mitigated at a higher level of resilience than at a low level. this finding matches the previous studies (Ugwu, 2022; tuffour et al., 2021). Positive personality traits like self-compassion and gratitude can increase life satisfaction and pleasure by helping manage the effect of family and work role interferences (el Keshky & sarour, 2024). 5.Theoretical and practical implications 5.1. Theoretical implication the current investigation adds to the literature on work–family conflict in different ways. First, the study recognized the significant impact of family and work conflicts on the general well-being of female teachers. it provides empirical support to the role and spillover theory by demonstrating the influence of both directions of conflicts on general well-being measures, precisely teachers’ job and life satisfaction. second, it responds to the need for research on resilience as a personal coping resource to handle the increasing family and work role interferences by improving well-being (Bernuzzi et al., 2022; Bryan et al., 2019; Riley, 2012). third, this study contributed to developing a model of the relationship between family–work conflict and job and life satisfaction by adding resilience as a moderating variable to better understand the relationships under consideration. the findings demonstrated that employees with higher resilience can manage issues associated with family work conflict, whereas those with low resilience cannot. Finally, it is the first attempt, in the study area under consideration, to specifically investigate the impact of family and work conflicts on job satisfaction, life satisfaction, mental and health with resilience as a moderator and the insignificant effect of work and family conflicts on mental and physical health is new in this finding. 16 e. W. MisFin etal. 5.2. Practical implication the linkage between family and work conflict with job and life satisfaction has significant implications for the Ministry of education, government policymakers, and school leaders. First, the study found determinantal effects of family work conflict on female teachers’ job and life satisfaction; this can serve as input to planning and implementing policies that help reduce these inter-role conflicts among teachers. Promoting work and family policies such as flexible work arrangements, reducing working hours and workloads, and providing assistance may help teachers minimize stress and role conflicts, improving their lives and job satisfaction (hoang & tran, 2023). second, this research revealed that resilience significantly moderates the negative impact of family work conflict on job and life satisfaction. it is a crucial announcement for the education sector regarding the need to develop training methods for strengthening resilience and strategies to prevent the decline of resilience. it could create a family-friendly work environment, flexible working time and part-time contracts, offer an on-site childcare facility and allow employees to take time off to meet family emergencies, making their employees more resilient (Bernuzzi et al., 2022). 6. Conclusion and suggestions 6.1. Conclusion Family–work conflict negatively impacts female teachers’ job and life satisfaction but does not influence their mental and physical health. however, work–family conflict positively influences life satisfaction but does not impact job satisfaction or mental and physical health. in this study, resilience moderated the relationship between family-to-work conflict and life and job satisfaction. in contrast, it did not affect the relationship between family–work conflict and mental and physical health. 6.2. Suggestions for future research although the current study has contributed to the family work literature, limitations were found, and future researchers are directed accordingly. First, the research is focused on three dimensions of general well-being, job satisfaction, life satisfaction, and mental and physical health, as other outcomes of family work conflict, such as performance, absenteeism, commitment, and marital and family satisfaction (amstad etal., 2011) were not considered in the study. Future researchers can investigate the impact of work–family role interference on these variables. second, this research was confined to developing countries, specifically ethiopia. it may affect the generalizability of the findings since cultural differences can affect study results (hofstede et al., 2010). thus, additional research can verify this concept in other countries. third, the present research examined the moderating role of resilience in linking family work conflict to job satisfaction, life satisfaction, and mental and physical health. it is suggested that more researchers conduct thorough research in the future with more moderating variables. Fourth, the research design employed is cross-sectional. however, it is preferable to collect data longitudinally to identify differences in teachers’ job and life satisfaction before and after resilience-building training is given to teachers. Finally, inconsistent findings have been discovered on the link between family and work conflict with mental and physical health; therefore, future studies are required to thoroughly examine the relationship between family work and work–family conflicts with mental and physical health. Authors’ Contributions the paper’s corresponding author, enaney Wondem (e.W.), is a PhD scholar at Punjabi University and a lecturer in the Department of Management at Debre tabor University in ethiopia. in this study, the corresponding author carried out the conception and design, analysis and interpretation of the data, drafting of the paper, and revising it critically with constructive ideas and guidance from the co-authors. all the authors thoroughly examined the study results and provided feedback at different stages of the work. Manjit singh (M. s.) is a professor at the University school of applied Management at Punjabi University, while shivinder Phoolka (s. P.) is an assistant professor at Punjabi University. they assist the corresponding author by providing valuable comments, recommendations, methodological advice, ongoing supervision, and unreserved guidance. all authors have reviewed and consented to the final version of this work. cOgent BUsiness & ManageMent 17 Disclosure statement there is no conflict of interest. Funding no funding was received by the authors for this study. About the authors Enaney Wondem Misfin is a lecturer in the department of management at Debere tabor University, ethiopia. she is a PhD scholar in university school of applied Management at Punjabi University, Patiala, india. she awarded Ba degree from haramaya University and masters of business administration (MBa) from university of gondar. her areas of research interest include organizational behaviour, human resource management and leadership. Manjit Singh is a Professor of accounting and finance in University school of applied Management at Punjabi University, Patiala, india. he is the former head, in the University school of applied Management, Punjabi University, and Patiala and also Director of, central admission cell, Director, and Placement cell. he has more than 30 years of experience of teaching and research. he has contributed various research publications published in various international journals. he has participated in various conferences/seminars/workshops. Shivinder Phoolka is an assistant Professor at Punjabi university Patiala in the department of university school of applied management. her areas of expertise are hRM, Operations Research and Operations Management. she has earned her PhD in Business Management from Punjabi University, Patiala. she has earned her PhD in Business Management from Punjabi University, Patiala. 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