Research Article

Gender equity, self-identity, and work-family conflict in university faculty: role of demographic variables

Ameena Fatima, Samer Fatima, Rafia Gul, Sana Nouman

Center for Management Science Research · Vol. 4, No. 3 · Published March 27, 2026
DOI: 10.5281/zenodo.19274012

Work-Family Conflict: In Brief

Work-family conflict happens when the demands of a job and family life pull against each other, and it is common among university teachers. This study asked how fairness between men and women at work (gender equity) and a person’s sense of who they are (self-identity) are linked to work-family conflict among university faculty.

Key Points

• A correlational study of 100 faculty members from four universities in Pakistan, with an average age of about 45 years, chosen by purposive sampling.
• Higher gender equity was linked to more work-family conflict, while a stronger self-identity was linked to less.
• Both gender equity and self-identity predicted work-family conflict in the regression analysis, and there were significant differences between men and women.
• The authors recommend promoting gender equity, supporting a positive self-identity and offering flexible work arrangements.

What This Means for Parents

Many mothers and fathers know how hard it is to balance a demanding job with caring for children. This study found that a strong, positive sense of self helped people feel less torn between work and home, and that flexible working arrangements could ease the pressure. For working parents, sharing childcare within the family, asking about flexible hours and taking time for yourself are practical steps. A calmer, supported parent is better able to care for a growing child.

Work-Family ConflictGender EquitySelf-IdentityWorking ParentsUniversity Faculty

Published in Center for Management Science Research, Volume 4, Issue 3 (2026). Also available on Zenodo. PDF shared by the authors.