The work–life conflict literature describes how employees manage conflict experiences, but little work has focused on experiences beyond work and family (or work and school) conflict to examine more broadly work, family, and professional development (e.g., when employees enter a graduate degree program). This study uses qualitative data to explore the work–life conflict experiences of employees undergoing professional career development in the form of gaining a graduate degree. We contribute to the literature on employees' work–life conflicts. To explore work–life conflicts, 41 semi-structured interviews were conducted, and revealed that employees report three types of work–life conflict experiences—energizing, depleting and maintaining. Utilizing the conservation of resources theory, we link work–life conflict experiences with resource management and self-leadership strategies enacted. We demonstrate that when employees report energizing experiences, they utilize behavioural strategies of self-goal setting and self-observation to acquire more resources. When employees report depleting experiences, they utilize constructive thought strategies for the evaluation of dysfunctional beliefs and self-talk to recover from resource loss. Finally, when employees report maintaining experiences, they utilize natural rewards strategies to protect their stock of resources. The link between self-leadership strategies and work–life conflicts plays a crucial role in understanding how conflict can be resolved.

中文翻译：

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了解员工工作与生活冲突的经历：自我领导反应，涉及平衡工作、家庭和职业发展的资源管理

工作与生活冲突文献描述了员工如何管理冲突经历，但很少有工作关注工作和家庭（或工作和学校）冲突之外的经历，以更广泛地考察工作、家庭和职业发展（例如，当员工进入研究生阶段时）学位课程）。本研究使用定性数据来探讨以获得研究生学位的形式进行职业生涯发展的员工的工作与生活冲突经历。我们撰写有关员工工作与生活冲突的文献。为了探索工作与生活的冲突，我们进行了 41 次半结构化访谈，结果显示员工报告了三种类型的工作与生活冲突经历：激励、耗尽和维持。利用资源保护理论，我们将工作与生活冲突经历与资源管理和制定的自我领导策略联系起来。我们证明，当员工报告充满活力的经历时，他们会利用自我目标设定和自我观察的行为策略来获取更多资源。当员工报告耗尽的经历时，他们会利用建设性的思维策略来评估功能失调的信念和自言自语，以从资源损失中恢复过来。最后，当员工报告维护经验时，他们会利用自然奖励策略来保护他们的资源存量。自我领导策略与工作与生活冲突之间的联系对于理解如何解决冲突起着至关重要的作用。