Organizational Psychology

The purpose of the article is to clarify the psychological impact of a work-family conflict (WFC) and family-work conflict (FWC) on job insecurity experiencing. The cross-sectoral designdata (N = 680) collected in industrial enterprises. The average years of employees includes into research is 32.6. In the article we administered and clarify psychometric properties of a version of the Work-Family and Family-Work Conflict Scales (Netemeyer, Boles & McMurrian, 1996). The measures used in the present study are: the Utrecht Work Engagement Scale (Schaufeli & Bakker,2003), the Job Insecurity Scale by H. De Witte (2000), administered by A. Smirnova (2015a), the Job Insecurity Scale devised by J. Helgren, M. Sverke, K. Isaksson (1999), administered by A. Smirnova (2015d), the Survey of Perceived Organizational Support (SPOS) originally devised by R. Eisenberger, R. Huntington, S. Hutchinson & D. Sowa (1986), administered by A. Smirnova (2015e). Correlation analyses, exploratory and confirmatory factor analyses revealed that family-work conflict influence on job insecurity. This influence is found on employee perception of the demands of a family role asovercoming and identifying the absence of social support in treat job situation. The growing this tape of role conflict leads to experience of job insecurity grow and vice versa the growing of job insecurity experience leads to family – work conflict grow even if the work situation does not change. The work-family conflict does not influence on cognitive and affective job insecurity. The study presented here is not without limitations. The first and foremost, we did not pay sufficient attention to gender difference in role conflict. Despite on it, the findings presented in articles has its theoretical meaning in clarifying work-family and family-work conflicts and job insecurity psychological antecedents and usefulness in personnel politics creation, prevention of job insecurity in organizational change project realization and family counseling.