The contribution of psychological capital in improving work-family balance in female entrepreneurs

Background. Professional development and increasing the knowledge and skills of professors are necessary for the success of the efforts made in terms of improving educational systems. Meanwhile, psychological capital and reducing work-family conflict play a constructive role in achieving these goals. The current study aimed to investigate the potential correlation between psychological capital and work-family conflict and professional development among faculty members at Tabriz University of Medical Sciences, Iran. Methods. The current study employed a quantitative approach. The research method used was descriptive and correlational, utilizing structural equation modeling. The study focused on the faculty members of Tabriz University of Medical Sciences in 2022. According to the statistical resources, there were 793 faculty members at the university during the mentioned period. As per Morgan's table, the sample size consisted of 260 individuals. The instruments utilized to collect the required data were a professional development questionnaire of faculty members developed by Davarpanah (2018), Luthans et al.’s (2007) psychological capital questionnaire, and Carlson et al.’s (2000) work-family conflict questionnaire. To statistically analyze the research data, SPSS software (version 23) was first used to verify the normality of the studied variables. To calculate the correlation coefficients between them, AMOS version 23 was utilized. Results. According to the correlation matrix table, there was a significant correlation between professional development and psychological capital. Also, there was an inverse and significant correlation between work-family conflict and psychological capital, and there was a non-significant correlation between professional development and work-family conflict. The psychological capital coefficient of influence on professional development was 0.61, and work-family conflict had a -0.11 impact factor on professional development. Therefore, it can be stated that psychological capital has a significant relationship with professional development and work-family conflict has an inverse and significant relationship with professional development. The measurement models fit well based on the results of confirmatory factor analysis and assessment indices. The Cronbach's alpha value was 0.951. Conclusion. Based on the results of the current study, it is concluded that the psychological capital play a vital role in professional development of faculty members. Furthermore, work-family conflict may cause the negative and noteworthy consequences in association with professional development of faculty members.

The low commitment of employees at A. Yani Islamic Hospital Surabaya is indicated by the high percentage of employees leaving the hospital for personal reasons. In 2017, it was 5.50%; in 2018, it was 6.57%; and in 2019 it was 10%. This study analyzes the relationship between employee empowerment, psychological capital, and work-family conflict on employee commitment at A. Yani Islamic Hospital Surabaya. The type of this research is an observational analytical study with a cross-sectional approach. The number of respondents in this study is 199 employees of A. Yani Islamic Hospital, who were randomly selected. Primary data collection was conducted through questionnaire completion to identify employee empowerment, psychological capital, and work-family conflict on employee commitment. Employee empowerment is measured using the CWEQ-II (Conditions of Work Effectiveness Questionnaire II), psychological capital is measured using the PCQ (Psychological Capital Questionnaire), work-family conflict is measured using the work-family conflict scale, and employee commitment is measured using the OCQ (Organizational Commitment Questionnaire). (Organizational Commitment Questionnaire). Data was processed using SPSS and analyzed using multiple linear regression. The research results show that employee empowerment (p=0.047), psychological capital (p=0.000), and work-family conflict (p=0.000) significantly affect employee commitment. The higher the employee empowerment and psychological capital, the higher the employee commitment. The lower the work-family conflict, the higher the employee commitment. The advice that can be given is to create a positive work situation, create a supportive work environment, provide positive feedback, and support employees in their personal development.

In this study, we investigated the relationship between work-family conflict and job burnout as well as the potential mediation/moderation effects of psychological capital. Participants were 357 university teachers who completed a questionnaire packet containing a work-family conflict scale, psychological capital questionnaire, and Maslach Burnout Inventory-General survey. According to the results, work-family conflict and psychological capital were both significantly correlated with job burnout. In addition, psychological capital cannot mediate-but can moderate-the relationship between work-family conflict and job burnout. Taken together, our findings shed light on the psychological capital underlying the association of work-family conflict and job burnout.

This study examines the impact of psychological capital and digital literacy on innovation in entrepreneurship while also considering the mediating function of work-family conflict. This study utilised a quantitative research approach and involved a sample of 240 female entrepreneurs aged 19 to 50. The researchers collected data through a questionnaire they created and evaluated it using the WarpPLS 7.0 program. The results demonstrate that psychological capital and digital literacy have a significant and beneficial influence on innovation in entrepreneurship. Furthermore, these two variables exhibit a substantial negative association with work-family conflict. Intriguingly, work-family conflict presents a significant adverse effect on innovation. Additionally, psychological capital indirectly influences innovation via work-family strife; however, this indirect effect is not observed with digital literacy. In conclusion, psychological capital and digital literacy are crucial to enhancing innovation among female entrepreneurs. However, the friction that arises from having two roles, known as work-family conflict, might hinder innovation. Therefore, it is crucial to adopt a comprehensive approach to assist female entrepreneurs in tackling these obstacles. Keywords: Women's Entrepreneurship, Psychological Capital, Digital Literacy, Work-Family Conflict, Innovation.

Research on psychological capital and work-family conflict has shown mixed results. Several studies have shown a high correlation between results and a low one. In theory, psychological capital should be able to become an individual’s psychological resource in reducing work-family conflicts. Research on psychological capital with work-family conflict in Medical Representative is also rarely conducted, so further studies are needed in order to reduce work-family conflict in Medical Representative. Two domains of adult needs that demand fulfillment in order to balance the two, namely work and family. If one domain has a problem, it will affect the other domains, because these two domains are interconnected. Conditions like this can be a work-family conflict that can occur in working adult spouses. Data for the last ten years shows that working spouses are increasing, so the potential for work-family conflicts for working partners will also increase. The potential for work-family conflicts tends to increase in cases with long and unscheduled working hours, for example to medical representatives (Medical Representative). This study aims to examine the relationship between psychological capital and work-family conflict in Medical Representative. This study used 168 Medical Representative respondents. The mean age was 18-29 years (SD=8,98) with 47,62% female and 52,38% male. The work-family conflict scale is Carlson’s standard measurement tool adapted by Artiawati from Indonesia. The psychological capital scale uses a scale from Luthans. The simultaneous results on multiple linear regression analysis showed that psychological capital had a significant relationship with work-family conflict (F = 4,434 p <0.037). Resilience predicted the strongest (β = -0.689 p <0.01) compared to the other three dimensions of psychological capital on work-family conflict in Medical Representative. This means that the dimensions of psychological capital cannot play a good role if there is no resilience. Further research can add other positive variables that are predicted to reduce work-family conflicts, such as work-family climate and meaningfulness of work.

Introduction: The present study aimed to determine the relationship between work-family conflict and marital conflict with a mediating role of psychological capital in Iran Khodro Diesel Company employees. Method: The present study was descriptive and correlational and its statistical population consisted of 5260 employees of Iran Khodro Diesel Company, among whom we selected 360 individuals by simple random sampling and they responded to the Work-Family Conflict Scale by Carlson et al (2000), Marital Conflict Scale by Straus (1979), and psychological capital questionnaire by Luthans and Avolio (2007). We analyzed the data using the correlation coefficient and stepwise regression analysis. Results: The correlation between the variables indicated significant negative relationships between work-family conflict and its dimensions with marital conflict and also significant negative relationships between psychological capital and self-efficacy, hope, resilience, and optimism subscales with marital conflict (P=0.001). There were also significant negative relationships between psychological capital and self-efficacy, hope, resilience, and optimism subscales with work-family conflict and its dimensions (P=0.001). Stepwise regression analysis also indicated that work-family conflict and psychological capital were significant predictors of marital conflict. The results also showed that self-efficacy, hope, resilience, and optimism were strong predictors of marital conflict. Conclusion: According to the research results, psychological capital as a shock absorber could weaken the negative impact of family-work conflict and work-family overflow on employees' marital conflicts.

This study aims to examine the effect of work family conflict, psychological capital and demographic variables on the performance of 200 teachers. Sampling conducted using non probability sampling technique. Measurers used in this study consist of Individual Work Performance (IWP) to measure performance, then the authors make their own items to measure work family conflict and use Psychological Capital Questionnaire (PCQ-24) to measure psychological capital. Test the validity of measuring instruments using Confirmatory Factor Analysis (CFA) techniques and data analysis techniques using multiple regression analysis techniques. The results showed that there is a significant influence work family conflict, psychological capital and demographic variables on teacher performance of 26.6%. That is, the proportion of variance of performance explained jointly by work family conflict, psychological capital and demographic variable is 26.6% while the other 73.4% is influenced by other variables beyond this study. DOI :10.15408/tazkiya.v22i1.8165

Police work is considered one of the professions most susceptible to stress. Sustained stress will cause burnout and negatively affect work and other aspects of an individual's life. Several problems, such as work-family conflicts, can also exacerbate this condition. This study aims to determine the role of psychological capital as a moderator of the effect of work-family conflict on burnout in Mobile Brigade Corps/Brimob members. The study used a quantitative design, with the research subjects being 117 Mobile Brigade Command members who are married and have children. The sampling method employed was random probability sampling, ensuring that each member of the target population had an equal chance of being selected. Data were collected by distributing questionnaires containing the Maslach Burnout Inventory-Human Services Survey, Work-Family Conflict Scale, and Psychological Capital Questionnaire. The analysis technique employed descriptive analysis and inferential analysis in the form of simple linear regression and interaction tests using the JASP application. This study hypothesizes that work-family conflict may significantly affect burnout, with psychological capital potentially serving as a moderating factor in the model. The findings of this study have important theoretical and practical implications. Theoretically, the study contributes to understanding burnout mechanisms within high-stress professions, particularly law enforcement. Practically, the results can inform policy and intervention strategies aimed at reducing burnout by strengthening psychological capital among Mobile Brigade Corps personnel.

The present study examined the mediating role of emotional exhaustion in the relationship between work-family conflicts and commitment to the profession and the moderating role of psychological capital in explaining the proposed mediating mechanism. The study was based on a cross-sectional design and was conducted in Spring 2020 on a convenience sample of 1655 Croatian teachers. The moderated mediation analysis revealed that work-family and family-work conflicts were related to emotional exhaustion (β = .645, p < .001 and β = .353, p < .001, respectively), which, in turn, was related to commitment to the profession (β = −.319, p < .001 and β = −.353, p < .001, respectively). Also, work-family conflicts were directly related to commitment to profession (β = −.133, p < .001 and β = −.149, p < .001, respectively). Finally, the relationship between family-work conflict and emotional exhaustion was stronger among teachers with greater psychological capital.

BackgroundBurnout among nurses not only threatens their own health, but also that of their patients. Exploring risk factors of nurse’ burnout is important to improve nurses’ health and to increase the quality of health care services. This study aims to explore the relationship between work-family conflict and burnout among Chinese female nurses and the mediating role of psychological capital in this relationship.MethodsThis cross-sectional study was performed during the period of September and October 2010. A questionnaire that consisted of the Maslach Burnout Inventory-General Survey (MBI-GS), the work-family conflict scale and the psychological capital questionnaire (PCQ-24) scale, as well as demographic and working factors, was distributed to nurses in Liaoning province, China. A total of 1,332 individuals (effective response rate: 78.35%) became our subjects. Hierarchical linear regression analyses were performed to explore the mediating role of psychological capital.ResultsBoth work interfering family conflict and family interfering work conflict were positively related with emotional exhaustion and cynicism. However, work interfering family conflict was positively related with professional efficacy whereas family interfering work conflict was negatively related with it. Psychological capital partially mediated the relationship of work interfering family conflict with emotional exhaustion and cynicism; and partially mediated the relationship of family interfering work conflict with emotional exhaustion, cynicism and professional efficacy.ConclusionWork-family conflict had effects on burnout and psychological capital was a mediator in this relationship among Chinese nurses. Psychological capital was a positive resource for fighting against nurses’ burnout.

Postdoctoral scholars encounter various challenges as they navigate the gap between graduate school and faculty or industry positions, one of which includes the challenge of work-family conflict and balance. The science, technology, engineering, and mathematics (STEM) fields represent one sector of the workforce where a closer examination of work-family conflict and balance is important due to the rise in prominence of these fields and the unique populations of people who are underrepresented within these fields. Scholars have identified various experiences or constructs (e.g., bias) that suggest that STEM environments may not be particularly welcoming or supportive for racially and ethnically underrepresented minorities (URMs). The transitional stage of being a postdoctoral scholar in combination with high work demands and a “chilly” or unsupportive work environment may contribute to work-family conflict among racially and ethnically URM postdoctoral scholars in STEM, which could contribute to the underrepresentation of racially and ethnically URMs in the STEM fields and/or the premature exit of these postdoctoral scholars from STEM fields. Using role congruity perspective (Diekman & Eagly, 2008), I examined the function of goal endorsement (communal or agentic) as a possible cultural moderator in the indirect relationship between work demand and work-family conflict. This study formulated and empirically tested the relationships between work demand, perceived work environment, goal endorsement (communal or agentic), work-family conflict, and satisfaction with work-family balance. Two models were examined to differentiate two different aspects perceived work environment: (a) one using a supportive work environment variable as a mediator of the relationship between perceived work demand and work-family conflict, and (b) one using a hostile work environment variable as a mediator of the relationship between perceived work demand and work-family conflict. Hypotheses regarding the moderating role of a communal goal orientation and an agentic goal orientation in the indirect relationship between work demand and work-family conflict across the two models (supportive work environment and hostile work environment) were assessed. Data was collected from 282 racially and ethnically underrepresented minority postdoctoral scholars in the STEM fields enrolled in postdoctoral positions at universities through an online survey. Using structural equation modeling, results revealed that the indirect effect between work demand and work-family conflict was significant and strongest at low levels of a communal goal endorsement and the indirect effect gradually became weaker until it was nonsignificant as racially and ethnically URM postdoctoral scholars’ communal goal endorsement increased. The results suggest that in the face of microaggressions in the workplace, racially and ethnically URM postdoctoral scholars’ high value of communion serves as a protective factor, which reduces the indirect effect of work demand on work-family conflict.Limitations of the study and recommendations for future research are presented alongside implications for counseling practice.

Work-family conflict is a common issue faced by employees across various sectors, which can significantly impact their performance. This conflict arises when the demands of work and family collide, creating tension and stress that affect psychological well-being and productivity. Therefore, it is crucial to understand the relationship between work-family conflict and its effects on employee performance, as well as explore ways to manage and mitigate this conflict. This study aims to analyze the influence of work conflict and family conflict on employee performance by referring to relevant theories and previous research, and to provide recommendations for organizations in managing this conflict. This research utilizes a literature review method by examining relevant national and international journals and previous studies from the past five years. Data was collected through content analysis of articles discussing work-family conflict and its impact on performance, as well as policies to reduce its negative effects. The findings show that work-family conflict significantly affects employee performance by increasing stress, fatigue, and reducing productivity. Theories such as Role Theory and Conservation of Resources Theory explain how conflicts between work and family roles deplete individual resources, leading to decreased performance. Additionally, policies supporting work-life balance, such as flexible working hours, social support, and wellness programs, have been proven to effectively mitigate the negative impact of this conflict.

Work-family conflict is a pressure that is experienced simultaneously by working adults which come from work and family domains. Previous research predicts work-family conflict from the role of meaningfulness of work or the role of psychological capital separately or in combination with other variables. Previous studies used non-pharmaceutical subjects with regular working hours in normal situations. This study examines the role of meaningfulness of work and psychological capital on work-family conflict in workers with high work pressure, long working hours and tend to be irregular. The research subjects are medical representatives (medrep) who work during a pandemic. All data were collected online and analyzed using multiple linear regression technique. The results showed that the meaning of work and psychological capital was able to reduce work-family conflict, although the contribution was small. Theimplication of this research is that it can help MEDREP to explore that there are other internal and external variables that can contribute greatly to reducing work-family conflict.

In the past, the psychological capital was often regarded as the resources of the individual, and this paper tries to study whether the psychological capital can be regarded as an individual trait that affects the distribution of individual resources,that is psychological capital will moderate the impaction of work family conflict on job dedication. Through empirical research, we find that familywork conflict has a negative impact on the job dedication , work-family conflict doesn’t have a negative impact on the job dedication, psychological capital moderates the negative relationship between family-work conflict and job dedication ,psychological capital doesn’t moderate the negative relationship between work-family conflict and job dedication. The results provide a useful implication for the enterprise to manage employee's work family conflict and job dedication. Keywords-Work-Family Conflict; Family-Work Conflict; Job Dedication; Psychologicalcapital

Over the years, academic attention towards work-family conflict (WFC) issues has been constantly growing due to the socio-economic changes occurring in society. In line with this, great effort has been devoted to investigating WFC experienced by employees, while still almost untapped is the conversation with reference to women entrepreneurs. Moreover, the few studies that deal with women entrepreneurs’ WFC have mainly analysed its negative consequences rather than its predictors. Thus, this study aims to fill such research gap by analysing women entrepreneurs’ WFC antecedents. Based on the bidimensional conceptualization of WFC, distinguishing between work interference with family (WIF) and family interference with work (FIW), this study verifies an expanded model of the WFC which takes into consideration either the within-domain effects or the cross-domain effects of work and family stressors on WIF and FIW experienced by women entrepreneurs. In doing so, an analysis based on data from 669 women entrepreneurs has been conducted. Results show that both within-domain relationships and cross-domain relationships play a key role in explaining the WFC experienced by women entrepreneurs.