Contribution of self-efficacy and optimism to work-family enrichment of working wives in Surabaya City

Women often face conflicts when deciding to continue working after having children. Despite making a significant contribution to the economy, many choose to quit their jobs due to role conflicts. This study aims to expand the literature on work-family relationships experienced by working mothers, focusing on the mediating role of work-family enrichment and work engagement, as well as job crafting as an antecedent. The research method uses a survey with questionnaires that include job crafting, work engagement, and work-family enrichment. This study uses data from 169 working mothers using a sampling technique in the form of convenience sampling. The data were analyzed using simple linear regression analysis to test the relationship between job crafting, work engagement, and work-family enrichment. Furthermore, a simple mediation analysis was used to test the role of mediation in work engagement and work-family enrichment. The results show the importance of job crafting in increasing work engagement and work-family enrichment. This study also explores the role of mediation in work-family enrichment and work engagement in relation to job crafting. These findings can help develop strategies and programs that support women in maintaining work engagement while considering their family roles. Perempuan sering menghadapi konflik saat memutuskan untuk terus bekerja setelah memiliki anak. Meskipun memberikan kontribusi signifikan terhadap ekonomi, banyak yang memilih berhenti kerja karena konflik peran. Penelitian ini bertujuan memperluas literatur mengenai hubungan pekerjaan dan keluarga yang dialami ibu bekerja, dengan fokus pada peran mediasi work-family enrichment dan work engagement, serta job crafting sebagai antesedennya. Metode penelitian menggunakan survei dengan kuesioner yang mencakup job crafting, work engagement, dan work-family enrichment. Penelitian ini menggunakan data dari 169 ibu bekerja dengan menggunakan teknik sampling berupa convenience sampling. Data dianalisis dengan menggunakan analisis regresi linear sederhana untuk menguji hubungan antara job crafting, work engagement, dan work-family enrichment. Selanjutnya, analisis mediasi sederhana digunakan untuk menguji peran mediasi pada work engagement dan work-family enrichment. Hasil menunjukkan pentingnya job crafting dalam meningkatkan work engagement dan work-family enrichment. Penelitian ini juga mengeksplorasi adanya peran mediasi pada work-family enrichment dan work engagement dalam hubungannya dengan job crafting. Temuan ini dapat membantu mengembangkan strategi dan program yang mendukung perempuan dalam menjaga keterlibatan kerja sambil mempertimbangkan peran keluarga mereka.

Objective: To determine the spillover effects of work familyconflict,work family enrichment and its effect onwork family balance from one partner to another.Study Design: Cross-sectional study.Place and Duration of Study: The study was carried out at Department of Psychology of the National Institute of Psychology, Quaid-e-Azam University, Islamabad from September 2017 to July 2018.Materials and Methods: The sample comprises of dual earner couples (age range- 25 to 60). Inclusion criteriaconstitute of couples having a married life of a year with at least an active service of one year. Both the partnerswere assessed on work family enrichment scale (work to family enrichment and family to work enrichment),work family conflict scale (work to family conflict and family to work conflict) and work family balance scalerespectively.Results: The psychometric properties of all the scales depict normality of curve. Similarly the results coincidewith the proposed hypothesis suggesting spillover of energies from one domain to another and similarly fromone partner to another. Correlational analysis indicates significant relationship with demographic variablessuch as working hours, years of service, monthly income and number of children.Conclusion: The increased female labor force in our society has led to the peripheral penetration of energiesfrom one domain to another across borders. This study was carried out to investigate the positive and negativeconsequences of crossing the domains and ultimately the effect on overall harmony or balance. Thus, resultsyielded that negative transmission of energies across borders negatively affected both psychological health ofindividuals as well as their occupational spheres and vice versa respectively.How to cite this: Arzu M, Hanif R, Shah M, Fiyaz A. Interception of Energies: Spillover Effects of Work Family Conflict and Enrichment affecting Work Life Balance across Dual Earner Couples. Life and Science. 2022; 3(3): 110-114.doi: http://doi.org/10.37185/LnS.1.1.215

Objective: The aim of the study was to explore the possible indirect effect of subjective career success on the relationship between work–family enrichment and job satisfaction and work–family enrichment and work engagement. Method: A cross‐sectional, quantitative research design approach was followed using a convenience sample (N = 334). Results: Results revealed that work–family enrichment was not only positively related to subjective career success, job satisfaction and work engagement, but also predictive of the mentioned constructs. Furthermore, subjective career success was found to indirectly effect the relationship between work–family enrichment and job satisfaction and work engagement. Conclusion: Using the resource‐gain‐development framework, new insights are provided into the processes and mechanisms relating to work–family enrichment. Our findings suggest that resources are creating positive affect in not only the work and career domains of employees, but also leading to more engaged and satisfied employees. (i.e., the indirect effect of subjective career success). Organisations can benefit when they enhance work environments (e.g., by providing relevant resources) to promote work–family enrichment and, by implication, subjective career success and positive work outcomes such as job satisfaction and work engagement.

PurposeThe aim of this study is to validate the Korean version of the work‐family enrichment (WFE) scale and identify the current status of work‐family enrichment of workers within the Korean cultural context.Design/methodology/approachThe authors performed a forward and backward translation procedure to develop the Korean version of the WFE scale, which contains the linguistic equivalence between the two language versions of the WFE scale (English and Korean). Also, both exploratory and confirmatory factor analysis were utilized to test the psychometric fit of the underlying structure of the Korean WFE scale compared with the English version.FindingsThe results indicate that the Korean version of the WFE indicates psychometric properties parallel to the English version of the WFE. The findings also include differences in the WFE mean scores for Korean workers based on demographic and work‐related variables.Originality/valueAs in the USA, improving the work‐family balance is perceived as a social imperative in other cultural settings. Empirical studies conducted in the Korean context can potentially demonstrate how individualist‐based hypotheses regarding work‐family interface fit a collectivist‐based cultural setting.

Introduction: Work-family conflict is a common problem among pre-hospital emergency technicians. The present study investigates the effects of applying time management skills on family-work conflict and work-family enrichment in pre-hospital emergency technicians. Methods: In this quasi-experimental study, eight emergency bases located in Birjand, Iran, were divided into two blocks: block A and block B (4 bases in each block). The two blocks were then randomly assigned to intervention and control groups, and 30 participants were selected from each block. Participants in both groups completed a demographic form, the work-family conflict scale, and the work-family enrichment scale. An eight-hour workshop on time management was held in one day for the intervention group. Immediately after the intervention and one month later, the two groups completed the study instruments. Data were entered into SPSS (version 19) for analysis. The independent t-test, repeated measures analysis of variance, and Bonferroni's post hoc test were applied for statistical data analysis. A P-value of less than 0.05 was considered statistically significant. Results: Regarding work-family conflict, family-work conflict, and total conflict, there was significantly more improvement from before the intervention to one month after the intervention in the intervention group compared to the control group (P<0.001). Improvement in work-family enrichment, family-work enrichment, and total work-family enrichment from before intervention to immediately after it in the intervention group was higher than in the control group (P<0.001). In the intervention group, family-work enrichment and work-family enrichment improvement from before intervention to one month after intervention were significantly higher than in the control group (P<0.001). Conclusion: Applying time management skills is an effective tool to improve work-family conflict and work-family enrichment in pre-hospital emergency technicians.

IntroductionQuiet quitting among primary healthcare (PHC) workers is prevalent and seriously reducing healthcare productivity and quality. Temporal leadership takes advantage of effective time scheduling, which can avoid unreasonable working arrangements and then mitigate quiet quitting. However, there is little known about the influence and mechanism of temporal leadership on quiet quitting. This study aims to explore the influencing mechanism of temporal leadership on quiet quitting among PHC workers, in addition to test the chain-mediating roles of time management competency and work-family enrichment of PHC workers, as well as the moderating roles of organizational communication.MethodsAn on-site survey of 520 PHC workers was conducted in a health reform area. The participants were asked to complete five self-report questionnaires, including Temporal Leadership Scale (TLS), Time Management Scale (TMS), Work-Family Enrichment Scale (WFES), Quiet Quitting Scale (QQS), and organizational Culture Scale (OCS).ResultsTemporal leadership, time management, and work-family enrichment all significantly and negatively predict quiet quitting among PHC workers. Time management and work-family enrichment played the chain-mediating roles between temporal leadership and quiet quitting. The relationship between temporal leadership and time management was moderated by organizational communication. Temporal leadership can mitigate quiet quitting among PHC workers by enhancing their time management competencies and work-family enrichment, and high levels of organizational communication can strengthen the effect of temporal leadership on time management competency.ConclusionsThese findings highlight the importance of temporal leadership in health systems and provide an evidence-based strategy for leaders to effectively address quiet quitting.

Introduction: Globally Mental health is one of the most important issue of public health causing mortality and morbidity in the world. Depression is known to be its major element affecting more than 264 million people of which 50% of them are women. Objective: To assess depression among working and nonworking married women and to determine its associated socio-demographic. Methodology: A comparative study was conducted on 102 working (51) and nonworking (51) married women of Belagavi city. Proportionate sampling technique was used to recruit the participants in North & South Belagavi, Beck depression inventory scale was used to assess depression. Results: Borderline (21.6%) and moderate (17.6%) depression was higher among nonworking women than working women, whereas normal mood (58.8%) and mild (25.5%) depression was seen to be more in working women. Association of age, no of children and type of family was seen in married women with depression. Conclusion: The nonworking women showed higher borderline and moderate depression levels compared to working married women. There is a need to improve the mental health status of women by community awareness, programmes, strategies, early diagnosis and treatment.

A survey of waged and salaried, project‐based construction workers was conducted. The survey measured work–family enrichment, a type of positive interaction between work and family life. A six‐item work–family enrichment scale confirmed the bi‐directional nature of work–family enrichment. Job‐related correlates of work‐to‐family enrichment were identified. Flexibility, perceptions of control, time adequacy and supervisor support were all positively correlated with work‐to‐family enrichment. Regression analyses were performed to examine the extent to which the relationship between these job‐related resources and work‐to‐family enrichment were mediated by perceptions of work schedule fit. Work schedule fit fully mediated the relationship between flexibility and control and work‐to‐family enrichment. The relationship between supervisor support and time adequacy were only partially mediated by work schedule fit, though a significant mediation effect was still observed. The research suggests that jobs may be designed to facilitate work–family enrichment in the construction industry, in particular through the provision of supervisor support, flexibility, time adequacy and control.

Objective To explore the correlation between the occupational coping self-efficacy and family-work enrichment. Methods In June 2017, totally 58 male nurses were recruited by convenient sampling method and investigated by the Occupational Coping Self-efficacy Scale for nurses and Work-family Enrichment Questionnaire. Pearson correlation analysis and hierarchical regression analysis were used to analyze the effect of family-work enrichment on male nurses' professional coping self-efficacy. Results The mean scores of male nurses' occupational coping self-efficacy and work-family enrichment were (32.81±4.15) and (21.50±3.73) respectively. Pearson correlation analysis showed that each dimension of work-family enrichment was significantly correlated to occupational coping self-efficacy (r=0.592, P<0.001) . Hierarchical regression analysis showed that all the dimensions of work-family enrichment could explain 33.5% of the variance of male nurses' occupational coping self-efficacy. Conclusions Male nurses' occupational coping self-efficacy is closely related to family-work enrichment. Key words: Nurses, male; Occupational coping self-efficacy; Family-work enrichment

BackgroundWork-family enrichment refers to the extent to which experiences in one role improve the quality of life in another role, and the bidirectionality indicates that benefits derived from work can be applied to family and vice versa. Parent nurses, that is, female nurses who are raising preschool children, play a major role at work and in the family. Thus, work-family enrichment is significant for them. The Work-Family Enrichment Scale cannot be generalized to parent nurses. This study was aimed at developing and psychometrically validating a draft Work-Family Enrichment Scale for Parent Nurses.MethodsA questionnaire survey was conducted among 1,090 parent nurses who were randomly sampled from hospitals with more than 200 beds in Japan. The survey evaluated (1) a draft Work-Family Enrichment Scale for Parent Nurses, (2) the Japanese version of the Work-Family Enrichment Scale, and (3) the Positive Spillover Scale. The scales were psychometrically evaluated for internal consistency, construct validity, and criterion-related validity.ResultsData from 503 participants (age, mean ± standard deviation [range] 35.5 ± 4.96 [23–47] years) were analyzed. Results of exploratory factor analysis, the work to family enrichment direction yielded five factors for 23 items: “emotional fulfillment,” “efficiency,” “ability to lead,” “displaying industriousness,” and “self-growth.” Cronbach’s alpha coefficients ranged from 0.862 to 0.914. In the family-to-work enrichment direction, there were five factors for 28 items: “help-seeking,” “receptiveness,” “expansion of one’s horizon,” “efficiency,” and “emotional fulfillment.” Cronbach’s alpha coefficients ranged from 0.790 to 0.907. Additionally, the correlation coefficients reporting criterion-related validity were 0.685 and 0.619 with regard to the Japanese version of the Work-Family Enrichment Scale and 0.596 and 0.534 with the Positive Spillover Scale for the Work-to-Family Enrichment Scale and the Family-to-Work Enrichment Scale for Parent Nurses, respectively.ConclusionsThe Work-Family Enrichment Scale for Parent Nurses has adequate reliability and validity and can be used as an effective measure to assess the positive aspects of work and family roles among female parent nurses.

The association between perceived student gratitude and teacher family role performance: A moderated mediation model.

In recent years, the number of women workers has increased, it means women participate in both work and family roles together. Interaction between work family life can also provide benefits in improving the quality of work-family life if managed properly. Core self-evaluation and supervisor support are the factors that cannot be separated from work-family life. The purpose of this study is to examine the role of core self-evaluation and supervisor support in predicting work-family enrichment using quantitative research method and collecting data through questionnaire. Measurements used in this study were Work-Family Enrichment Scale, Core Self-Evaluation Scale, and Supervisor Support Subscale from the Social Support Scale include supervisor emotional and instrumental support. Data were collected from 113 employees aged 20-59 with at least one child. The result indicates that core self-evaluation and supervisor support are the predictors of work-family enrichment. However, instrumental support from supervisor is not a predictor of work-family enrichment. Work-family enrichment happens when the individual has a positive core self-evaluation and sensing that the individual got support from supervisor.

Assess level of Self-esteem among working and non-working women residing in selected areas in a view to develop an information booklet. Objectives: 1. To assess level of Self-esteem among working women. 2. To assess level of Self-esteem among non-working women. 3. To compare the level of Self-esteem among working and non-working women. Material and Methods: The research approach adopted in this study is Evaluatory approach. Non-experimental descriptive comparative research design was used. The sample were selected by Non-probability convenient sampling technique sample size was 120 (60working women and 60 non-working women). Results: 1. 56.7% of the working women had moderate self-esteem (score 11-20) and 43.3% of them had high self-esteem (Score 21-30). 2. 70% of the non-working women had moderate self-esteem (score 11-20) and 30% of them had high self-esteem (Score 21-30). 3. 56.7% of the working women had moderate self-esteem (score 11-20) and 43.3% of them had high self-esteem (Score 21-30). 70% of the non-working women had moderate self-esteem (score 11-20) and 30% of them had high self-esteem (Score 21-30). This indicates that the self- esteem in working women is higher as compared to that of non-working women. Conclusion: The self-esteem in working women is higher as compared to that of non-working women.

This research aims to determine the influence of Celebrity Endorser, Brand Image, and Customer Experience on Repurchase Intention. This research uses a quantitative approach with an associative type of research. The population in this study were consumers of Lemonilo instant noodle products in the city of Surabaya. In this research, questionnaires were used to collect data. The sample in this study was 100 respondents using non-probability sampling and purposive sampling techniques, with the criteria being that consumers of Lemonilo instant noodle products in the city of Surabaya were at least 15 years old and had purchased and consumed Lemonilo instant noodles at least twice. Data analysis in this research includes testing validity, reliability, classical assumptions, multiple linear regression, and hypothesis testing and all analysis processes are carried out using the SPSS 26 program. The results of this research show that it is simultaneously proven by Fcount 53.908 &gt; Ftable 2.700 and the value sig 0.000 so that Celebrity Endorser, Brand Image and Customer Experience have a significant effect on Repurchase Intention. Furthermore, it is partially proven by tcount 2.959 &gt; ttable 1.985 and a sig value of 0.004 so that Celebrity Endorser has a significant effect on Repurchase Intention for Lemonilo instant noodle products in the city of Surabaya. It is partially proven by tcount 4.210 &gt; ttable 1.985 and a sig value of 0.000 so that Brand Image has a significant effect on Repurchase Intention for Lemonilo instant noodle products in the city of Surabaya. It is partially proven by tcount 8.445 &gt; ttable 1.985 and a sig value of 0.000 so that Customer Experience has a significant effect on Repurchase Intention for Lemonilo instant noodle products in the city of Surabaya.

Due to the achieved formal gender equality, traditional social roles within families have changed – approximately a half of women do not only raise children and run their households, but are working in some profession also. However, women feel themselves more responsible for family issues in comparison with their husbands, and that makes them sacrifice professional and career interests for the sake of family and children.The aim of the research is to investigate the level of job satisfaction and its relation with satisfaction of basic vital needs (according to Maslow's needs pyramid) in working women – single and married.A positive correlation was found between the level of job satisfaction and the level of satisfied material needs and security needs in working women. Some differences were found between single and married working women in levels of job satisfaction: 31% of single working women were satisfied fully by their job (but only 4% of the married). It was shown that the need for communication is correlated neither with job satisfaction nor with civil status of women. The need for recognition was partially satisfied in both women's groups, even in the case of their satisfaction with job. In case of dissatisfaction with job both groups demonstrated dissatisfied need for recognition. The need for self-expression was satisfied partially or dissatisfied in both groups of working women.Generally, all basic vital needs were satisfied on the lower level among married women. So, a presence of work-life imbalance indirectly has been shown in the married women, who have to sacrifice a better paid job for the sake of having more free time for the family. Such rejection of some social roles in working women (moms) has been reported in literature.