The Influence of Work–Family Conflict in Organizational Commitment at Vietnamese Museums: The Mediating Effect of Job Burnout and Organizational Justice

Work-family and work-life conflict are forms of inter-role conflict that occur when the energy, time, or behavioral demands of the work role conflicts with family or personal life roles. Work-family conflict is a specific form of work-life conflict. Work-family conflict is of growing importance in society as it has important consequences for work, non-work, and personal outcomes such as productivity, turnover, family well-being, health, and stress. Work-family conflict relates to critical employment, family, and personal life outcomes. These include work outcomes (e.g., job satisfaction, organizational commitment, and turnover), family outcomes (e.g., marital satisfaction and family satisfaction), and personal outcomes related to physical health (e.g., physical symptoms, eating and exercise behaviors), and psychological health (e.g., stress and depressive symptoms, life satisfaction). Many different theoretical perspectives are used to understand work-life conflict: starting with role theory, and more recently conservation of resources, job demands and resources, and life course theories. Many methodological challenges are holding back the advancement of work-family conflict research. These include (1) construct overlap between work-family conflict and work-life conflict, and work-life balance measures; (2) measurement issues related to directionality and operationalization; and (3) a lack of longitudinal and multilevel studies. Future research should include studies to (1) advance construct development on linkages between different forms of work-family and work-life conflict; (2) improve methodological modeling to better delineate work-family conflict mechanisms; (3) foster increased variation in samples; (4) develop resiliency interventions that fit specific occupational contextual demands; (5) increase integration and sophistication of theoretical approaches; and (6) update work-family studies to take into account the influence of the growing prevalence of technology that is transforming work-family relationships.

Objective To explore and analyze the correlation between nurses' willingness to stay in the operating room and job stressor, job burnout and work-family conflict. Methods A total of 128 nurses from Mianyang Central Hospital, Third People′s Hospital of Mianyang, Mianyang People′s Hospital were selected as the research objects. The questionnaire of nurses' retention intention, the scale of nurses' job stressor, the scale of nurses' occupational fatigue and the scale of work stress conflict were used to investigate and analyze the correlation between nurses' retention intention and work stressor, occupational fatigue and family conflict. Results The average retention intention of the nurses surveyed in this study was (3.16±0.71), and the retention intention of the nurses was in the middle level. Operating room nurses' total score of work stress was (95.27±15.28). Among them, the scores of time allocation and workload, nursing specialty and work were the highest (2.86 ± 0.73) and (2.75 ± 0.64), respectively. The highest score of personal achievement was (33.26 ± 8.39). The total score of work family conflict of nurses in operating room was (58.32 ± 11.29), and the total score was (3.09 ± 0.58). The average score of work family conflict based on time was the highest, which was (3.91 ± 0.64), which was the main source of work family conflict of nurses. Pearson correlation analysis showed that nurses' intention to stay was negatively correlated with work pressure, job burnout and work family conflict (r value was-0.374,-0.400,-0.327, P < 0.05). Conclusions Nurses' willingness to stay in the operating room is at a medium level. Nursing managers can reduce the pressure of occupational fatigue by reducing work stress and improve the willingness of nursing staff to stay. Key words: Operating room; Nursing staff; Retention intention; Source of work stress; Sense of occupational fatigue; Work-family conflict; Correlation

This study explored the relationship between teacher job stress and job burnout using a sample of 558 primary and secondary school teachers, who were administered with a teacher job stress scale, teacher job burnout scale, work–family conflict questionnaire, and general self-efficacy scale. The results showed that: (1) job stress had a significant predictive effect on work–family conflict and job burnout; (2) work–family conflict played a mediating role in the relationship between job stress and job burnout; (3) self-efficacy was found to play a moderating role in work–family conflict and job burnout. However, this indirect effect was stronger for teachers with high self-efficacy, which means that the protective effects of self-efficacy were limited. These findings add to research on the relationship between teacher job stress and job burnout, and provide ideas for teachers to balance work–family relationships and reduce job burnout.

Objective: Human resource productivity is one of the priorities for progress and development in any organization. Organizational commitment amongst staff members improves their positive attitude towards the organization and organizational justice is one of the requirements for any type of social participation. The present study was conducted with the aim of evaluating the relationship between organizational justice and organizational commitment and human resource productivity from the viewpoint of intensive care (ICU) nurses. Methods: This cross-sectional study was conducted with 200 nurses working in the teaching hospitals of Mazandaran University of Medical Sciences, (five hospitals) Iran in 2018. The data were collected using the Demographic Characteristics Questionnaire, Moorman and Niehoffs Organizational Justice Questionnaire, Allen and Meyer Organizational Commitment Questionnaire and Human Resource Productivity Questionnaire. Data were analyzed using SPSS 20 software and descriptive and inferential statistical methods (Pearson correlation coefficient and linear regression analysis). Results: The results of the study revealed that the mean of organizational justice, organizational commitment and human resource productivity was 52.26 ± 34.16, 96.75 ± 14.62 and 65.39 ± 18.05, respectively. The results of Pearson correlation coefficient showed a positive and significant correlation between organizational justice and human resource productivity (r = 0.615; P = 0.001) and between organizational commitment and human resource productivity (r = 0.140; P = 0.048). Accordingly, with increasing organizational justice and organizational commitment, human resource productivity also increases, and vice versa. Conclusion: The results of this study showed that organizational justice and organizational commitment have a significant effect on human resources productivity. Hospital managers can consider the role of psychological interventions and strengthening justice and organizational commitment in improving human resource productivity of nurses.

It is believed that the concepts of organizational culture, justice and commitment should be evaluated within different cultural environments and in different countries and the effects of the perceived organizational justice and the organizational culture on organizational commitment should be investigated. Therefore, the present study will investigate the effects of teachers’ perception of organizational justice and organizational culture on organizational commitment. The study is of the general survey model. Scales of organizational justice, organizational commitment and organizational culture were administered to the teachers in the study. The research population comprises the teachers who work in Konya, Turkey during the 2008 - 2009 academic years. The research sample consists of 445 teachers who were selected from the population according to the random sampling method. According to the results of the study, organizational culture and organizational justice affect teachers’ affective commitment, continuance commitment and normative commitment to the organization, respectively. It is believed that, studying other variables that affect organizational commitment in teachers may be useful. In particular, determining other variables that influence teachers’ affective commitment to the organization, which means identifying themselves with the organization, and undertaking the necessary work in this regard may increase teachers’ job performance. In addition, determining the theories of administration by which school head teachers manage their schools and offering in-service training programmes especially to those who conduct their administrative activities using classical theories of administration. Key words: Organizational justice, organizational culture, organizational commitment, teachers.

PurposeThe purpose of this paper is to investigate the impact of the work–family interface on organizational commitment with the mediating role of occupational stress and organizational justice in Vietnamese state sectors.Design/methodology/approachEmpirical research is completed with a sample of 294 local respondents. Linear regression analysis is used to test hypotheses.FindingsThe findings of this paper indicate that work–family interfaces partially affect organizational commitment and occupational stress. Also, occupational stress partly plays a mediating role in the relationship between work–family interfaces and organizational commitment. This paper opens the scope of work–family interfaces in an emerging country (Vietnam).Practical ImplicationsThe results of this paper provide two practical implications for public Vietnamese organizations and leaders. First, superiors and administrators must establish policies for employees to decrease the adverse effects of work–family conflict. Second, supervisors and administrations at local public organizations should distribute additional training to help employees understand the detrimental impact of work–family conflict and occupational stress and how to solve them.Originality/valueThis paper strengthens the work–family theory by integrating the relationship between work–family interfaces, organizational justice, occupational stress and organizational commitment. As none of the prior literature has studied the relationship among four factors in Vietnam, the results are expected to fulfil this gap.

Leadership Style of School Head-Teachers and Their Colleague's Work-Family Conflict.

BackgroundVillage clinic doctors are an integral part of the rural healthcare workforce. With the advancement of science and technology and the coronavirus disease 2019 (COVID-19) pandemic, the prevalence of remote work and the use of information and communication technologies (ICT) have increased significantly. However, these developments have also had an impact on the work family balance and mental well-being of village clinic doctors. The study aimed to explore how work-family conflict affected job burnout and what the role of ICT use was in this relationship.MethodsThis was a cross-sectional study. Data were collected collected through an anonymous self-administered questionnaire survey conducted in December 2021 in Shandong Province, China. A total of 1,093 village clinic doctors participated in the survey. The data were analyzed using multiple linear regression and the PROCESS macro in SPSS.ResultsThe results showed that an inverted U-shaped relationship between work-family conflict and job burnout among village clinic doctors. Specifically, the squared term of work-family conflict had a negative coefficient (-0.324). The slope was positive (SL=2.291) at the low end of the X-range and negative (SH=-0.379) at the high end. The turning point occurred at X = 1.227(-2.309 ≤ X ≤ 1.812). Additionally, ICT use positively moderated between work-family conflict and job burnout (β1β4-β2β3 = 0.217, β4 > 0).ConclusionsThe work-family conflict has an inverted U-shaped effect on job burnout, while the use of ICT positively moderates this relationship between work-family conflict and job burnout. Policymakers should pay attention to the effects of ICT use and work-family conflict on job burnout among village clinic doctors.

An integrative model of the work-family interface with organisational commitment is developed and tested. The model stands as an expansion of various other work-family models from the review of literature. The study has tried to integrate various assumptions of work and family to design this model. First, the model has attempted to evaluate the mediation effect of work satisfaction and family satisfaction between work-family conflict, work-family enrichment and work-family balance. Second, the understanding of the relations between work-family conflict, work-family enrichment and work-family satisfaction on work-family balance has been differentiated. Finally, the direct and indirect path effectiveness in increasing the organisational commitment with the help of work-family interfaces is incorporated into the model. Data are obtained from a sample of 410 medical sales representatives who were male and married using snowball sampling. Satisfaction has a positive effect on the relationship between work-family conflict, work-family enrichment and work-family balance. The conceptual model with indirect path shows that less conflict at work is associated with high job satisfaction, high enrichment and positive family satisfaction towards work and family.

This study explores the situation of workload, work-family conflict and job burnout among primary health workers in China in the context of COVID-19 and identifies the mediating effect of work-family conflict between workload and job burnout. Since the breakout of the COVID-19 pandemic, primary health workers have been working on the frontline of the epidemic and may experience increasing workload, work-family conflict and job burnout. It is important to focus on the issue of how to alleviate job burnout of primary health workers. A cross-sectional study (STROBE) was used. Data were collected from 785 primary health workers in China. Multiple regression analysis was used to examine the mediating effect of work-family conflict between workload and job burnout. 18.7%, 10.4% and 39.5% of respondents had high job burnout in the dimensions of emotional exhaustion, depersonalization and personal accomplishment, respectively. 34.6% of the respondents had high or very high workload, and 12.8% of the respondents had high or very high work-family conflict. Results of multiple regression analysis indicated that work-family conflict mediated the relationship between workload and job burnout. Workload (β = .163, CI = .207-.549) and work-family conflict (β = .211, CI = .311-.640) positively influenced job burnout, and workload (β = .428, CI = .375-.508) positively influenced work-family conflict. The study indicated that primary health workers experienced a high level of job burnout, especially in the personal accomplishment dimension. Furthermore, this study verified the mediating effect of work-family conflict between workload and job burnout. Some interventions for alleviating workload, work-family conflict and job burnout should be taken, including workplace assistance programmes, family-friendly policies and a well-integrated healthcare system. This study does not involve patient or public contribution in any part. Nurses and other primary health workers are health gatekeepers of residents and play a vital role in the healthcare system. Due to the breakout of COVID-19, they have taken more work and are more vulnerable to work overload, work-family conflict and the consequent job burnout. Some interventions should be taken to effectively alleviate their job burnout and improve their health and performance.

In today's modern dynamic business environment, work family conflict is on the rise, ensuing in negative consequences especially in Asian collectivistic societies like India. This research study is aimed at measuring the level of Work-Family and Family-Work conflict, among employees across five different industry sectors in India. Data was collected from 150 sample respondents consisting of 30 employees each, from five different sectors-Banking, IT (Software Development), IT Enabled Services, Insurance and Telecom. Carlson's Measure of Work-family Conflict, with 18 items, which showed high reliability (Cronbach alpha=.904) with the sample, was used to collect data. Results revealed insights into different dimensions of conflict-time, strain and behavior, with ITES sector employees experiencing the highest level of Work-Family Conflict and Family-Work Conflict. Inter-industry sector comparisons were done and time based conflict and behavior based conflict was found to be highest among employees between 26–30 years of age. Strain based conflict was found to be highest among employees aged 20–25 years. Gender didn't emerge as a significant factor affecting Work-Family conflict, but married employees scored high on Family-Work conflict. The study highlights the need for ensuring intervention techniques to reduce Work-Family Conflict and on Family-Work conflict among employees, as to improve organizational outcomes like job satisfaction, organizational commitment and lower turnover intention.

The present study investigated the relationship between organizational commitment and workplace stressors, such as work-family conflict, role conflict, and role ambiguity, and organizational injustice. Data has been collected from the education sector investigating university teachers of Faisalabad. The data was analyzed on 150 respondents through structural equation modeling (SEM), using the least-squares method. In this study, the Pearson chi-square, correlation, and regression test determine how well theoretical distributions fit the empirical distributions. The study's finding shows that the relationship between work-family conflict and organizational commitment; the work-family conflict has a significant negative relationship with organizational commitment. The teachers lack commitment due to their family responsibilities. The second purpose was to check the association between role ambiguity/role conflict and organizational commitment. The findings show a significant and positive relationship between role ambiguity/role conflict and organizational commitment. Conflicts and ambiguity in the roles make them struggle more to clear their role and prove themselves to the organization. There is a significant and positive relationship between organizational injustice and organizational commitment.

This study examined the difference between rotating and fixed shift schedules on work-family conflict, family-work conflict and work-related quality of life. There is a lack of evidence regarding the effect of rotating shifts on work-family conflict, family-work conflict and work-related quality of life among nurses. A cross-sectional design was used to conduct this study. Data were collected from 216 nurses using the Work and Family Conflict Scale and Work-Related Quality of Life. Bivariate correlations and independent samples t-tests were performed. The results of the current study were reported using the STROBE checklist. Bivariate correlations showed that work-related family quality of life is negatively associated with work-family and family-work conflicts. The mean differences between the two groups (rotating and fixed shifts) were significant for all three variables: work-family conflicts, family-work conflicts and work-related quality of life. Rotating shifts are associated with an increased risk of experiencing work-family and family-work conflicts and decreasing their quality of working life, which may adversely affect the quality of care provided. The effect of shift types on nurses and how rotating shifts have more severe consequences on nurses should be considered. Nurse managers are encouraged to use the findings of this study to mitigate the risk of any work-family or family-work conflicts and improve nurses' work-related quality of life. The chief nursing officers at the data collection settings facilitated direct contact with potential participants and data collection.

Job burnout among ideological and political education (IPE) teachers in China is a complex problem and rewarding area of research. This study explored the relationship between job stress and burnout among ideological and political education (IPE) teachers in the context of the COVID-19 pandemic. The cross-sectional design included a sample of self-report measures sampled from 362 university IPE teachers. Using multiple line regression analysis, our main findings were as follows: first, job stress had a significant predictive effect on work–family conflict and job burnout; second, work–family conflict mediated the relationship between job stress and job burnout; and finally, resilience productively moderated the relationships between job stress and both work–family conflict and burnout. These results suggest that resilient IPE teachers are less likely to suffer from burnout. They indicate the need to systematically foster resilience in trainees and experienced instructors as a means of coping with adverse work conditions.

To examine the prevalence of sleep disorders, work–family conflict, and job burnout among shift-working nurses and to analyse the mediating role of shift-related sleep disorders in the relationship between work–family conflict and job burnout within this population. A convenience sampling method was used to select 401 registered on-duty shift nurses from a tertiary grade A hospital in China for a questionnaire survey. The survey utilized a general information questionnaire, the Pittsburgh Sleep Quality Index (PSQI), the Maslach Burnout Inventory - General Survey (MBI-GS), and the Work–family Conflict Scale (WFC). Multiple hierarchical linear regression analysis was conducted to explore the mediating role of sleep disorders in the relationship between work–family conflict and job burnout. Ultimately, 363 shift nurses participated in the survey, and the average sleep quality score was 9.29 ± 3.68. The average score for work–family conflict was 70.19 ± 17.62. The average score for burnout was 2.32 ± 0.57. Work–family conflict was positively correlated with sleep disorders and burnout, and sleep disorders played a mediating role in the relationship between work–family conflict and burnout, with a mediating effect of 0.0566, accounting for 15.77% of the total effect. Nursing managers should pay close attention to the hazards of sleep disorders caused by shift work. By reasonably allocating nursing human resources and improving shift schedules, managers can ensure that nurses get adequate rest after night shifts. Nursing managers should also focus on providing psychological support to reduce the occurrence of sleep disorders among shift nurses. Nurses themselves should actively seek family support, develop good sleep habits and improve sleep quality to enhance their professional health and ensure patient safety and care quality.