Method

Results

Table 1 shows the results of the normality test. The Kolmogorov-Smirnov statistic was used in this test because it is the most suitable for sample sizes of more than 50 cases. Only the PEG and ECTF variables were found to be normally distributed (p< .05).

Table 1: Kolmogorov-Smirnov normality test 

^Note: PEG: gender equity perception; ESV: life satisfaction scale; EFS: subjective happiness scale; ECTF: work-family conflict scale.

Table 2 shows the descriptive statistics for the variables age, number of children, hours spent at home, years of experience in the institution and the scales of work-family conflict (ECTF), perception of gender equity (PEG), life satisfaction (ESV) and subjective happiness (EFS). The EFS scale shows a higher mean (M = 5.44) compared to the midpoint of the same scale (M = 3.5), as does the ESV scale (M = 5.00) and the PEG scale (M = 3.13). In contrast, the ECTF scale (M = 2.42) is below the midpoint of the same scale (M = 2.5).

On the other hand, regarding the frequency of the variables gender, level of studies, marital status, whether or not they are in charge of older adults and type of contract respectively, it is highlighted that 79.2 % of the respondents are women, 71.8 % have a technical or higher university education and 40.4% are single, 33.7 % are married and 19.2 % are cohabitants.

Table 2: Descriptive statistics (N = 255) 

^Note: PEG: gender equity perception; ESV: life satisfaction scale; EFS: subjective happiness scale; ECTF: work-family conflict scale.

With respect to the Student's t-test, Table 3 found that there is a significant difference (t= -4.49; p< .001) between both directions of the work-family and family-work conflict, this difference being -0.0954. In addition, it is observed that the direction of the conflict is family-work, due to the fact that this has a higher average (M = 2.48) than the work-family conflict (M = 2.38).

Table 3: t-test for related samples (N = 255) 

^Note: ECTF: work-family conflict scale; ECFT: work-family scale.

With respect to the correlation between work-family conflict and perception of gender equity, a significant, negative and moderate correlation was found between the variables ECTF and PEG (r= -.408; p< .001). This means that as the ECTF variable increases, PEG decreases and vice versa.

Table 4 shows that there is a significant, negative and low correlation between ECTF and ESV and between ECTF and EFS. In addition, a significant, positive and strong correlation is observed between the variables ESV and EFS.

Table 4: Correlation scales work-family conflict, life satisfaction, subjective happiness (N = 255) 

^Note: ECTF: work-family conflict scale; ESV: life satisfaction scale; EFS: subjective happiness scale. **p < .001.

Finally, Table 5 shows that there is a significant, positive and weak correlation between the PEG and ESV variables and between the PEG and EFS variables.

Table 5: Correlation between perception of gender equity, life satisfaction, subjective happiness (N = 255) 

^Note: PEG, gender equity perception; ESV, life satisfaction scale; EFS, subjective happiness scale. **p < .001.

Discussion and Conclusion

The general objective developed for this study was to describe the relationship between work-family reconciliation, the perception of gender equity and the subjective wellbeing of health officials in the Maule region, for which 4 hypotheses were formulated concerning 4 specific objectives that are presented below through the discussion of the results obtained.

For the first hypothesis proposed, it was found that the direction of the conflict is oriented from family to work and not from work to family as initially proposed. Therefore, the hypothesis of the first specific objective is rejected. This result may be due to several factors. In the first place, the direction of the conflict found may be due to the fact that the sample is mostly female, since the population of women in the sample corresponds to 79%. This is due to the fact that the percentage of women within the health personnel at different levels is in the majority and despite this, the perpetuation of gender roles and stereotypes continues in the home, where it is the woman who bears the double presence (^{Fonseca, 2020}; ^{Muñoz et al., 2020}).

On the other hand, Jiménez and ^{Hernández (2020}) also point out that Chilean society makes a distinction between the different roles of men and women, producing gender inequalities, in which women fulfill the role of performing tasks such as mother, wife and housewife. The aforementioned could be the cause of women feeling pressured to perform more of the family's tasks and therefore produce an imbalance between work and family. Another related cause is the one presented by ^{Hernandez and Ibarra (2020}) who state that the organizational practices that mostly exist to reconcile work and family only manage to make their time more flexible, but do not achieve a reconciliation.

It should be noted that the difference between the two spheres of conflict is low, and this could be due to the fact that there are currently policies that promote gender equity within organizations, and this promotes work-family reconciliation and therefore a reduction in conflict. On the other hand, it is pointed out that public policies and labor legislation are a privileged tool to initiate changes in the ways in which families can distribute tasks within the home, which can lead to greater gender equity within and outside the sphere of paid work. It is for this reason that the policies implemented in institutions function as a regulator of work-family conflict (^{Jiménez & Gómez, 2014}).

For the second hypothesis, it was found that there is a statistically significant, negative and moderately low correlation between increased work-family conflict and the perception of gender equity. Therefore, the hypothesis is accepted. That is, as work-family conflict increases, the perception of gender equity decreases or vice versa. The above may have different reasons, one of them is that the current world in a certain sense forces women to perform in paid jobs, without leaving aside family and domestic activities, which causes a high degree of fatigue and the search for balancing both spheres (^{Ramírez & Cota, 2017}). On the other hand, the authors ^{Moreno and Garrosa (2013}) and ^{Sorbara et al. (2021}) state that dual presence is one of those responsible for the maintenance of labor inequality between men and women, since domestic obligations prevent women from dedicating themselves more intensely to their jobs. In the case of the present research, the sample is 79% female, and since there is evidence of the double presence that women experience even today, it can be concluded that their perception of equity could be affected. ^{Papí (2005}) states that the conflict produced by trying to reconcile work and family would benefit women belonging to organizations, in this way the implementation of practices such as reducing the double working day, working part-time and assuming shared responsibilities benefit and enhance the principle of gender equality and work-family balance.

For the third hypothesis, it was found that there is a statistically significant, negative and low correlation between the work-family conflict variable and subjective well-being. Therefore, the hypothesis is accepted. That is, as work-family conflict increases, subjective well-being decreases or vice versa. This can be explained under the approach of authors such as ^{Jiménez et al. (2019}), who state that, if work gets in the way of family life, this will have repercussions on the person's subjective well-being. On the contrary, it is commented that when there is a work-family balance, subjective well-being is influenced in a positive way. In agreement with ^{Gröpel and Kuhl (2009}) and ^{Saltos (2022}) it is mentioned that there is a relationship between the variables of work-family balance and subjective well-being, so that if a person notices that he/she has enough time to satisfy both personal and work needs, his/her work-family conflict will decrease and his/her levels of well-being will increase. On the other hand, ^{Jiménez and Gómez (2014)} propose that when family responsibilities are seen as competing with work opportunities, this fosters work-family conflict, as well as the inequitable distribution of life opportunities between men and women, and therefore has an impact on the subjective well-being of workers.

For the fourth hypothesis, it was found that there is a statistically significant, positive and low correlation between the perception of gender equity and subjective well-being. Therefore, the hypothesis is accepted. That is, as the perception of gender equity increases, subjective well-being increases.

The search for greater gender equality has focused its importance on housework as a primary element for people's well-being, as this influences the reconciliation between work and family and the tensions that this can cause in both spheres (^{Gómez & Jiménez, 2019}).

Subsequently, from a gender equity scenario, in the world of work, evidence was found that perceived organizational support and work-related quality of life are associated with the subjective well-being of workers (^{Salazar, 2018}). Therefore, the support of the organization in legislative matters in order to promote gender equity is of great relevance.

In conclusion, it can be said that the role of women in society has been changing over the years, as has the role of men. Women are no longer seen exclusively as the ones in charge of domestic chores, care and upbringing, but have been incorporated into the labor market, reflecting their ability to perform paid work and breaking with the stereotypes associated with gender. However, it is precisely with this female insertion into the labor market that a mismatch begins to occur in terms of work-family reconciliation. This is substantially due to the double presence or double role that women perform and that has been socially assigned to them. This is because public policies and also organizational practices help to regulate the work-family conflict and the perception of gender equity, making both variables influence people's subjective wellbeing and quality of life. Public policies turn out to be useful to begin to generate changes in the distribution of tasks in the home, thus generating greater gender equity, an equity that is currently of great importance for the new generations, given that it is increasingly present in public discourse (^{Jiménez & Gómez, 2014}).

On the other hand, it is known that companies or organizations implement public policies regarding gender equity, however, it is considered that it is not enough only with a regulation by the organizations, but it is also a work by the state, who must take care of the interests of the families of the country, developing regulatory and legal frameworks on labor policies that benefit the balance between the spheres of work and family in a scenario of gender equity (^{Jiménez & Gómez, 2014}). This helps to generate work environments where a work-family conciliation culture is promoted within organizations.

There is no denying the advances in public policies that have been established in the sphere of work and family, improvements that have helped to balance the scales in terms of gender equity and that try to reconcile the work-family conflict of workers. Some of these policies are Law No. 20.34898 to safeguard the right to equal pay. In the same way, Law No. 20.047100 is approved, which presents a paid leave of 4 days for the father in case of the birth of a son or daughter (^{Flores, 2015}). Also in Chile, for working women, the right to a cradle room, food and care of a minor child are inalienable rights (^{Silva, 2018}).

As for the limitations of the study, it was found that the sample found had a high percentage of female participation, so it was not possible to carry out analyses that would make it possible to show differences by sex. On the other hand, the sample used corresponds to workers from public entities, so it was not possible to make comparisons of the variables used with workers from private companies in terms of organizational policies oriented to gender equity. Finally, an important limitation of this research is that the data collection was carried out remotely, which could have limited the sample size.

Considering the above, possible lines of research to work on are the differences by sex between men and women with respect to the variables. On the other hand, in relation to the sample, it is considered relevant to incorporate workers from private companies, in order to compare the differences between public and private organizations in relation to work- family conciliation, the perception of gender equity and subjective wellbeing and how the link to public policies influences their organizational practices. Another important aspect would be to be able to study the variables mentioned in a sample that has experienced the consequences of the COVID-19 pandemic and a post-pandemic sample, that is, to study these same variables in a similar sample, but without the effects of the pandemic and compare their results. Finally, it is suggested to incorporate a mixed methodology, including qualitative and quantitative instruments in order to have a wider scope of the variables, being able to know the perception and attitudes of the workers.