Attestation committee
Accreditation committee
Expert committee
Dispositions, instructions
Normative acts
Scientific councils
Scientific advisers
Doctoral students
Postdoctoral students
CNAA logo

 română | русский | english

Cognitive, affective and behavioural dimensions in the manifestation of the work-family conflict in the employees of the local organizations

Author: Șaitan Viorica
Degree:doctor of psychology
Speciality: 19.00.01 - General Psychology
Scientific adviser: Natalia Cojocaru
doctor, associate professor (docent), Moldova State University
Institution: Moldova State University


The thesis was presented on the 16 October, 2020
Approved by NCAA on the 26 February, 2021


Adobe PDF document1.24 Mb / in romanian


CZU 316.643.3:331.109(043.2)

Adobe PDF document 3.40 Mb / in romanian
203 pages


work-family conflict (WFC), work-family-study conflict (WFSC), role commitment, emotional exhaustion, work-family flexibility, work-family interference, public/ private organizations, organizational support, life satisfaction


The paper’s structure: introduction, 3 chapters, general conclusions and recommendations, 145 of basic text pages, bibliography of 176 titles, 9 annexes, 35 figures and 17 tables. The obtained results are published in 20 scientific papers.

The aim of the paper: determining the specific cognitive, affective and behavioural dimensions with implications in the manifestation of multiple role conflict/ MRC (work-family/ WF and work-family-studies/ WFS) in employees of local organizations and developing a psychological intervention program to the development of work-life balance (WLB) skills.

The objectives of the research: (1) the analysis and synthesis of the specialized literature with reference to WFC; (2) highlighting the specific MRC (WF and WFS) for employees of local organizations; (3) the analysis, depending on the “gender of the subjects” and the “type of organization”, of some cognitive, affective and behavioural dimensions with implications in the manifestation of WFC; (4) delimiting the perceptions regarding WFSC and its management strategies, evaluating the effects that the conflict produces on the academic results and efficiency; (5) development and implementation of a "Psychological Intervention Program for the Development of WLB Skills".

Scientific novelty and originality: This paper is one of the first research in the local context with reference to the phenomenon of MRC (WF and WFS), having a complex approach, both quantitative and qualitative, interdisciplinary (both in relation to other psychological sciences: socio-clinical psychology, organizational psychology, as well as with other related fields - sociology of organizations, management, etc.) and application (elaboration of an intervention program). The quantitative study proposes a unique model regarding the implications of some cognitive, affective and behavioural dimensions in the manifestation of WFC in employees, depending on the gender and the type of organization. In the paper we also analyse, at a theoretical-reflective and empirical level, a new challenge of modern times - WFSC and its management strategies, evaluating the effects that conflict produces on academic results and efficiency.

The results of the paper that contribute to the solution of the scientific problem: (1) The realization of specific manifestations of MRC (WF and WFS), allowed us to highlight that this conflict is a common phenomenon, but weak or not at all aware by employees; this led to the conceptualization of an intervention program for WFC situations, which would include multiple actions (informative, developmental and application), depending on the specifics of local organizations; in order to implement this program for employees in the Republic of Moldova; (2) Elucidation of the implications of the studied dimensions (cognitive, affective and behavioural) in the manifestation of WFC, including variations depending on the gender of the subjects and the type of organization; highlighted the fact that the intensity of the conflict is dependent on how individuals relate to the conflict and the ways they adopt in its management; based on these data, we propose to include in the WFB intervention program actions aimed at both organizations, at general level, and employees, at individual level; (3) Elaboration of an integrated model with the most significant data of the dimensions analysed by us as having implications in the manifestation of WFC; which led to the highlighting of a psychological profile of employees affected by WFC; profile that we propose for later use by organizational psychologists or HR specialists to identify, in a timely manner, employees who manifest conflict and to develop intervention strategies that would contribute to reducing WFC; (4) In the context of the current need for "lifelong learning", the interpretation of data shows that in WFSC situations the academic and professional performance of individuals is negatively affected; as a result, failures, overwork and even abandonment are frequently witnessed; this allowed to broaden the perspective of MRC approach, being proposed including strategies for managing competitive roles at three-dimensional level (WFS). (5) The elaboration and implementation of an intervention program in WFC situations, which contributed to the development of competing skills of balanced roles (WF), thus, we consider that the application of this program in local organizations will lead to the consolidation of personal resources reducing the intensity of WFC.

Theoretical significance: completing the theoretical framework with syntheses from the literature on WFC: types and models of WFC, implications of cognitive-perceptual, affective and behavioural factors, gender of subjects and type of organization in the manifestation of WFC; consequences of the conflict, etc.

Applicative value: MRC study (WF and WFS) for employees of local organizations, as well as in the development, implementation and evaluation of an intervention program for the development of WFB skills, which we propose to organizational psychologists and HR specialists. Respectively, the program can be included in the teaching activities of the profile institutions, within the course supports for psychologists or specialists in the HR and those who benefit from continuous training in the field.

Implementation of results: in teaching activities (case studies presented in university courses), in continuing education activities (conducted under the auspices of USM, beneficiaries: teachers, librarians, managers), in the psychological intervention program conducted in one of the local organizations.