Teachers motivation and work-family conflict: perceptions of Fil-Am teachers

Many job satisfaction studies have been done on faculty in higher education, but very little research has focused on science, technology, engineering, and mathematics (STEM) faculty. Through these studies, very little consensus has been reached on the satisfaction levels of male and female faculty. The purpose of this quantitative study was to examine the job satisfaction of tenured and tenure-track male and female STEM faculty at research institutions in six states. Moreover, the study sought to examine the relationship between STEM faculty job satisfaction and potential explanatory factors: gender, rank, tenure, salary, family status, whether or not there are children living in the home, number of children living in the home, and work-family conflict. The instruments used in the study were the Job Satisfaction Survey and the Work-family Conflict Scale, both of which are six item Likert-type scales. A negative statistically significant relationship existed between work-family conflict and job satisfaction. Faculty who reported lower work-family conflict reported significantly higher job satisfaction than faculty with high work-family conflict. In addition, a negative statistically significant relationship existed between work interference with family (WIF) and job satisfaction. The correlation between WIF and job satisfaction shows that as work interference with family increases, job satisfaction decreases. Multiple regression analysis revealed that two factors, work interference with family and family status (married or not married), accounted for 13.6% of the variance, which indicates that there are other factors that affect university STEM faculty job satisfaction than the ones that were identified in this study. The results of this study can be used by administrators to aid in making organizational decisions that may lead to increased STEM faculty job satisfaction. Some of these decisions might include implementing family-friendly policies and programs to increase the supportiveness of the work-family culture.

Objectives This study elucidated the relationship between work and family conflicts of employees working in small and medium-sized businesses in Japan and its association with their lifestyle and working conditions.Methods A self-report questionnaire survey was conducted with 294 employees of four small and medium-sized businesses that agreed to participate in the study. The survey included items on demographics, working conditions, lifestyle, the Japanese version of the multidimensional Work-Family Conflict Scale (WFCS), and subjective health and stress. Based on the scores of both the subscales of the WFCS, Work Interference with Family (WIF), and Family Interference with Work (FIW), participants were divided into two groups (high and low score groups). Using these scores as dependent variables, a logistic regression analysis was performed to examine factors related to the WIF and FIW.Results Of the 227 collected responses, 185 responses with no missing values were determined as valid for the analysis. Participants were 146 men (78.9%) and 39 women (21.1%) with an average age of 43.6±11.2 years. The proportion of spouses and children was about 60%. The median values of WIF and FIW were 3.0 and 2.3, respectively. There were statistically significant differences in "average working hours per day," "ease of taking vacations," "skipping or not skipping meals," and others, between the two groups of WIF, and in "ease of taking vacations" and "subjective health" between the two groups of FIW. A significant difference was found in "subjective stress." Logistic regression analysis showed that the WIF was related to "skipping or not skipping meals," "subjective stress," "average working hours per day," "age," "subjective health," and "ease of taking vacations." FIW was related to "subjective health" only and different factors were extracted.Conclusions The results of this study suggest that an acceptable lifestyle and better workplace environment is essential to reduce the WIF. Thus, employees should work fewer hours and feel comfortable to take vacations. Additionally, it is necessary to deal with stress skillfully and improve mental and subjective health to reduce FIW.

PurposeThe purpose of this paper is to advance the understanding of both directions of work‐family conflict (WFC), work interference with family (WIF) and family interference with work (FIW) in an Eastern culture. Findings are compared with those of 14 other Western studies and the relationships among WIF, FIW and job, family, community and life satisfaction are explored.Design/methodology/approachThis study is conducted in Malaysia, a country with Islam as the official religion. Data are obtained from 506 employees in three public and three private sector organizations. Questionnaires are distributed via human resource managers.FindingsResults show that similar to Western studies, WIF scores are higher than FIW scores. Malaysians are significantly lower on WIF than Westerners. Nevertheless, Malaysians score significantly higher on FIW than all Western samples. Within the Malaysian sample, FIW also has a stronger negative relationship with all facets of satisfaction and WIF has a positive relationship with family satisfaction.Research limitations/implicationsCross‐sectional data are presented which could result in common method bias.Practical implicationsOrganizations can assist in minimizing WIF and FIW by providing family‐friendly policies and parenting related programmes. The importance of family in an individual's life in Eastern cultures is different than in Western cultures. Therefore multi‐national companies operating in Eastern settings would be well‐advised to take cultural aspects such as collectivism into consideration.Originality/valueThe study provides insights into Eastern experiences of WIF and FIW compared with Western experiences. The study expands previous studies by measuring both directions of WFC and employing a heterogeneous sample (e.g. not just female, those married, those with children).

Drawing upon the conservation of resources theory (Hobfoll, Am Psychol 44:513–524, 1989), social exchange theory (Blau, Exchange and power in social life, 1964) and the job demand-control model (Karasek, Adm Sci Q 24:285–308, 1979), this study uncovers the theoretical mechanism that explains the relationship between work-family conflict and organizational citizenship behavior (OCB). First, this study focuses on how employee job satisfaction mediates the relationship. Then, we investigate the moderating role of decision authority in the mediated relationship. We employ three-wave data collected from 324 employees in 102 teams to test our hypotheses. Results of hierarchical linear modeling (HLM) first shows that job satisfaction mediates the relationship between work interference with family (WIF) and OCB. In addition, employees’ decision authority moderates the direct effect of WIF on OCB. Specifically, the negative relationship between WIF and OCB is stronger when employees’ decision authority is high. Moreover, decision authority moderates the indirect effect of WIF on OCB via job satisfaction. Specifically, the negative relationship between WIF and job satisfaction is weaker when employees’ decision authority is high. The results suggest that organizations should give employees enough decision authority over their work, as a high level of decision authority may act as a double-edged sword regarding critical organizational outcomes.

Purpose A talent shortage and underrepresentation of women in logistics emphasize the need to assess the logistics work culture. As logistics practitioners face round-the-clock job pressures, work–family conflict presents one such opportunity for study. Consequently, the purpose of this paper is to assess the impact of supervisors and mentoring on work interference with family (WIF) and subsequent job satisfaction and intent to leave logistics. Design/methodology/approach Under role conflict theory, the authors apply structural equation modeling to survey data of logistics practitioners, focusing on time, strain and behavior WIF sources. Findings The results highlight the complexity of WIF in logistics. Strain and behavior-based WIF relate to job satisfaction, which then relates to intent to leave logistics. Family-supportive supervisors reduce time and strain-based WIF, and mentoring provides complementary support for behavior-based WIF. However, mentoring also yields unintended contradictory effects for women as detrimental to time-based WIF. Research limitations/implications The relatively small sample size, particularly for women, limits generalizability of the results. Practical implications To foster supportive work environments, logistics organizations must train supervisors and mentors to resolve employee WIF, including its different sources and gender-specific impacts. Originality/value The interplay of supervisors and mentors has not been well studied to date. Also, the contradictory impacts of mentoring for women based on WIF sources challenges WIF literature and issues warnings for mentoring in professional practice. Finally, the results provide insight into the talent shortage and gender imbalance in logistics that lack empirical study.

Despite the importance of knowledge sharing in competitive environments, there is a paucity of studies examining the relationship between employee knowledge sharing and work–family conflict. Drawing on insights from conservation of resources theory, this study investigated how employees may reduce their knowledge-sharing behaviors when they experience resources lost from work interference with family (WIF) or family interference with work (FIW). Furthermore, the role of supervisor support in the relationship among WIF, FIW and knowledge sharing was explored as a valuable resource. Using data collected from 159 employees in South Korea, we found support that WIF is negatively related to knowledge sharing. In addition, the role of supervisor support in the relationship among WIF, FIW and knowledge sharing was the strongest when WIF is low and FIW is high, thus supporting the hypothesized a three-way effect. Theoretical and practical implications are discussed.

Work-family conflict, organizational ambidexterity and new venture legitimacy in emerging economies

BackgroundWe examined the effects of supportive neighboring behavior on mental health and career satisfaction among Chinese low-income employees. We further examined the mediating roles of work interference with family (WIF) and of family interference with work (FIW) in this relationship.MethodsA total of 220 Chinese low-income employees were selected via two-wave longitudinal survey in China; the time distance was five weeks. They completed questionnaires on their self-reported supportive neighboring behavior, work–family conflict, general mental health and career satisfaction. Afterwards, we adopted a structural equation modeling (SEM) to examine our hypotheses by R (Version 3.5.3) and Lavaan Package (Version 0.6-3).ResultsSupportive neighboring behavior (Time 1) improved good mental health (Time 2) and career satisfaction (Time 2). Work interference with family (Time 1) mediated the effect of neighboring behavior on mental health while family interference with work (Time 1) mediated the effect of neighboring behavior on mental health and career satisfaction.ConclusionOur findings suggest that supportive neighboring behavior is vital in mitigating mental health problems and enhancing career satisfaction by decreasing work interference with family and family interference with work. Our research expands the scope of current literature on community support by incorporating bi-directional supportive neighboring behavior. By adopting family interference with work and work interference with family as mediators, our research examines the spillover mechanisms through which career satisfaction and mental health are influenced by supportive neighboring behavior.

The purposes of this study were to develop a Japanese version of the multi-dimensional Work-Family Conflict Scale (WFCS) and to examine its reliability and validity. The original 18-item WFCS (Carlson, et al., 2000) has six dimensions of conflict which consist of time-based work interference with family (WIF), time-based family interference with work (FIW), strain-based WIF, strain-based FIW, behavior based WIF, and behavior-based FIW. We developed a Japanese version of the WFCS from the original WFCS which is written in English by the following procedure: forward translation and back translation by several researchers including a native English speaker, and finally, gaining the approval of Carlson et al., the original authors. A self-administered questionnaire including the WFCS was distributed to 180 permanent contract, information technology (IT) engineers with pre-school children, who were employed at 24 IT companies, each with over 300 employees. Test-retest was conducted on a different group of 34 parents whose children were attending nursery school. Cronbach's reliability coefficients for the six subscales ranged from 0.77 to 0.92, showing sufficiently high internal consistency. Only the internal correlation coefficient between behavior-based WIF and behavior-based FIW was above 0.60, indicating that discriminant validity exists among most of the sub-scales. Also, upon comparison of confirmatory factor analysis results among five models, the six-factor model, which is the same model used in the original WFCS, showed the best fit (chi-square=231.82, df=129, CFI=0.95, AIC=315.82, RMSEA=0.07), demonstrating construct validity. On test-retest, weighted kappa coefficients of each item and the intra-class correlations of six subscales, indicated adequate reproducibility. These results suggest that the Japanese version of the WFCS may be a reliable and valid instrument for assessing the conflict between work and family in Japanese workers.

The work and family interface elicits work-family conflict (WFC) leading to positive and negative outcomes. Sex is a central element in WFC, with a wealth of studies reporting either sex differences or similarities. The presence of children at home, however, is a rather understudied moderator. This study aimed to contrast whether two main components of WFC, work interference with family (WIF) and family interference with work (FIW) associated differentially with wellbeing and strain depending on sex or children. There were data from 762 Spanish individuals (455 females) in dual-earner families. A structural equation model with four latent variables (WIF, FIW, wellbeing and strain) was contrasted across two moderators, sex and children. Males and females endured a similar association between WIF and FIW with wellbeing and strain compared with workers with children. Childless workers experienced lower associations between FIW with wellbeing and strain compared with workers with children. Children at home rather than sex alone elicit stronger links of WFC with wellbeing and strain. Examining the presence of children at home, including children ages, should be conducted regularly in WFC research.

Work-family conflict research has progressed over the past few decades, but it has often focused on workers in specific occupations or targeted populations. Few studies used population-based samples to explore factors associated with work interference with family (WIF), a directional domain of work-family conflict. This study used data from a population-based sample to examine relationships between work design characteristics and WIF among a representative sample of workers across the United States. Multiple logistic regression, using a weighted sample of 1,272 adult workers, identified increased odds of WIF were associated with full-time work, varied work shifts, work from home, and work overload. Analyses also identified the importance of supervisor support, which was a significant moderator in the association between workplace injury and WIF. Demographic factors were not generally significant, but the odds of WIF increased with additional children. Overall, these findings delineate the relationships between work organization characteristics and WIF.

ABSTRACTThe aims of this study were, first, to examine female hospitality employees’ perceptions of work–family conflict in both directions (work interfering with family and family interfering with work) and compare the differences between developed and developing areas; and, second, to test the mechanisms that link female hospitality employees’ work–family conflict to job satisfaction and turnover intention and examine the potential mediating effects of job satisfaction on the relationship between work–family conflict and turnover intention. A sample of 322 female hospitality employees in Guangzhou and Zhangjiajie completed the survey. Hierarchical regression analysis revealed that female employees perceived more work interfering with family (WIF) than family interfering with work (FIW). Female employees in Guangzhou perceived higher work–family conflict, both WIF and FIW, than their counterparts in Zhangjiajie. WIF was negatively related to job satisfaction and positively to turnover intention, but the effects of FIW on job outcomes were insignificant. Lastly, job satisfaction was demonstrated to partially mediate the relationship between WIF and turnover intention. Important implications and applications are provided for researchers and practitioners.

This study uses a life course stress and attachment framework to examine the relationship between childhood psychological maltreatment and adulthood work interference with family (WIF) and family interference with work (FIW). We analyze longitudinal survey data across 20 years collected in the Midlife Development in the United States (MIDUS) study (N = 307). We suggest childhood psychological maltreatment is associated with reduced perceptions of control (decreases in mastery, increases in perceived constraints) and social support (reduced supervisor and spouse support), which are then positively associated with WIF and FIW levels and increases over 20 years. Consistent with attachment theory, psychological maltreatment is associated with increased levels of WIF and FIW in adulthood through increased levels of perceived constraints and reduced levels of supervisor and spouse support. Results do not show support for life course stress proliferation ideas that suggest psychological maltreatment should be indirectly associated with escalating WIF and FIW over time. Our study illuminates novel developmental mechanisms that link childhood experiences with chronic WIF and FIW in adulthood. Our findings extend the known implications of psychological maltreatment to managing two central adulthood roles: work and family. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Does work-family conflict predict strain, does strain predict work-family conflict, or are they reciprocally related? To answer these questions, we used meta-analytic path analyses on 33 studies that had repeatedly measured work interference with family (WIF) or family interference with work (FIW) and strain. Additionally, this study sheds light on whether relationships between WIF/FIW and work-specific strain support the popular cross-domain perspective or the less popular matching perspective. Results showed reciprocal effects; that is, that WIF predicted strain (β = .08) and strain predicted WIF (β = .08). Similarly, FIW and strain were reciprocally related, such that FIW predicted strain (β = .03) and strain predicted FIW (β = .05). These findings held for both men and women and for different time lags between the 2 measurement waves. WIF had a stronger effect on work-specific strain than did FIW, supporting the matching hypothesis rather than the cross-domain perspective.

A literature review of studies analyzing work-family conflict and its consequences was conducted, and 427 effect sizes were analyzed meta-analytically. Work-family conflict was analyzed bidirectionally in terms of work interference with family (WIF) and family interference with work (FIW). We assessed 3 categories of potential outcomes: work-related outcomes, family-related outcomes, and domain-unspecific outcomes. Results show that WIF and FIW are consistently related to all 3 types of outcomes. Both types of interrole conflict showed stronger relationships to same-domain outcomes than to cross-domain outcomes. Thus, WIF was more strongly associated with work-related than with family-related outcomes, and FIW was more strongly associated with family-related than with work-related outcomes. In moderator analyses, parenthood could not explain variability in effect sizes. However, time spent at work did moderate the relationships between WIF and family-related outcomes, as well as FIW and domain-unspecific outcomes.