Effect Of Work-family Conflict Research Articles

The Effect of Work-Family Conflict and Emotional Intelligence on Working Women’s Psychological Well-Being

This systematic literature review examines the intricate relationship among work-family conflict, emotional intelligence, and the psychological well-being of women in the workforce. The investigation of these factors is crucial for comprehending the dynamics shaping women’s mental health in today’s workplace environments. Drawing upon a diverse array of studies, this review try to offer an exhaustive comprehension of how work-family conflict and emotional intelligence jointly influence psychological well-being within the framework of female employment. This review posits that emotional intelligence serves as a moderator in the relationship between work-family conflict and the psychological well-being of employed women, highlighting the critical role that emotional intelligence plays in reducing negative impacts and building resilience in the face of conflicting demands. Through synthesizing empirical evidence, this review contributes to advancing understanding and informing interventions aimed at enhancing the psychological well-being of working women in modern organizational settings. Consequently, it offers valuable insights for policymakers, organizations, and individuals striving to foster environments conducive to the mental health and fulfillment of women in the workforce.

The Effects of Work-Family Conflict and Work-Family Support on Job Performance of Chinese Grassroots Civil Servants

Objective: As an important and special professional group in Chinese society, the career development of grassroots civil servants has received much attention. With the development of information technology and the strengthening of workplace competition, new conflicts between work and family continue to intensify, and their conflict issues have received widespread attention. Theoretical framework: This study focuses on grassroots civil servants and explores the impact of work family relationships on job performance. Theoretical assumptions are proposed based on management science theory and previous research on the relationship between variables. Method: Obtain survey data and interview response texts through questionnaire surveys and semi-structured interviews. The proposed hypothesis was validated based on quantitative and qualitative analysis methods. Results and Conclusion: The empirical results indicate that the quality and balance of work family relationships have a significant impact on job performance, and work engagement and job burnout play a mediating role in the influencing process. Implication of the Study: The research results enrich the systematic exploration of the specific context of work family relationships and the impact of groups on work behavior, which is conducive to improving humanized and organized management mechanisms, providing guidance for the practice of work family coordination and division of labor within the grassroots civil servant team. Originality/Value: The study aims to improve the living and development environment of grassroots civil servants, and stimulating deep work motivation.

How Work Family Conflict Effect on Job Satisfaction and Turnover Intention

Turnover is the desire to leave organisation is a serious problem, especially in the hospitality industry. Turnover intention is the beginning of real turnover can caused by a number of factors including job satisfaction and work-family conflict. This study aims to analyse the effect of work family conflict on job satisfaction and turnover intention. Using a sample of 235 employees at a four-star hotel, data was collected by distributing questionnaires. This study used Amos SEM to test the hypothesis. The results showed that employees tend to decide to leave the organization when they do not feel job satisfaction. Work-family conflict was found to be a trigger in reducing job satisfaction. In addition, work-family conflict can significantly increase employees' intention to leave the organization. However, organizations must still be able to maintain employee work family conflict to enhancing job satisfaction in reduce the desire to leave the organization.

From workplace to home: consequences of supervisor bullying in the hospitality setting

Purpose This paper highlights the effects of supervisor bullying (SBL) on work–family conflict (WFC), employee voice behavior (EVB), working compulsively (WCO) and working excessively (WEX), as well as the effects of WFC, EVB and WEX on employees' sleeping problems.Design/methodology/approach Data were gathered from 473 five-star hotel employees, and their responses were analyzed using AMOS v.23.Findings SBL significantly lowers EVB while significantly increasing WFC. SBL increases WEX and WCO levels, which may be considered a short-term positive outcome of SBL.Originality/value This paper will help improve understanding of employee reactions to an emotionally charged workplace occurrence.

The Effect of Work-Family Conflict on The Work Stress of The State Civil Apparatus with Locus of Control as Moderation

This study aimed to examine the role of personality factors, locus of control, as moderation in the relationship between work-family conflict and stress. Researchers hypothesize that the internal locus of control may weaken the effect of work-family conflict on work stress. The sample of this study was taken from 110 employees of the Personnel Bureau of the Ministry of Health. The data taken is primary data collected by distributing questionnaires to respondents who have been selected. The practical implications of this study can provide insight to leaders in the Ministry of Health about the effect of work-family conflict on the stress level of workers so that the results of the study can be considered to reduce the influence.

The Effect of Work-Family Conflict on Turnover Intention for White-Collar Workers: Examining the Mediating Role of Job Stress and Burnout

White-collar workers are a large workforce group that has an impact on organizational performance, as they possess knowledge, skills, and educational backgrounds that are valuable resources for their organizations. The aim of this study is to examine the interplay between work-family conflict and turnover intentions, along with the mediating effects of job stress and burnout within that association. The study collected empirical data from 400 white-collar workers in private organizations in Thailand. The result supported the hypothesized model, where direct effect and indirect effect were tested. The findings of the structural equation modeling (SEM) analysis revealed an association between work-family conflict and turnover intentions, job stress, and burnout, respectively. What’s more, the results indicate that job stress and burnout were associated with turnover intentions. According to the mediation analysis results, job stress appeared to partially mediate the relationship between work-family conflict and turnover intentions. Correspondingly, burnout was found to partially mediate the relationship between work-family conflict and turnover intentions. The findings have theoretical implications which indicate that this framework also supports the majority of white-collar workers in most industries, not only in specific professions. This approach can be beneficial for retaining talented employees within an organization.

PENGARUH WORK FAMILY CONFLICT DAN BEBAN KERJA TERHADAP WORK LIFE BALANCE DENGAN STRESS KERJA SEBAGAI MEDIASI (STUDI PADA PERAWAT WANITA RUMAH SAKIT BADAN LAYANAN UMUM DAERAH PATUT PATUH PATJU LOMBOK BARAT)

This study was conducted to examine the effect of Work Family Conflict and Workload on Work Life Balance with Work Stress as Mediation in Female Nurses at the Patut Patuh Regional General Hospital, West Lombok. the type of research used is causal associative research, namely research that examines the relationship of one or more variables to other variables. This study focused on female nurses at the Patut Patju Regional General Hospital, West Lombok. Meanwhile, there are 71 female nurses who have toddlers at the Patut Patuh Patju Regional General Hospital, West Lombok. In this study, the 71 nurses will be used as research respondents. Data Analysis Procedure with Partial Least Square (PLS) Analysis. The results of this study show that Work Family Conflict has no significant effect on Work Life Balance. Workload has no significant effect on Work Life Balance. Work Family Conflict has a positive and significant effect on Work Stress. Workload has a positive and significant effect on work stress. Work Stress has a negative but not significant effect on Work Life Balance. Work Family Conflict has no significant negative effect on Work Life Balance through Work Stress. Work Stress is unable to mediate the effect of workload on Work Life Balance.

Exploring the gendered nature of work-family conflict on job stress, job satisfaction, and organizational commitment among correctional officers

ABSTRACT Due to the difficult nature of correctional work, a large body of research has examined factors like job stress, job satisfaction, and organizational commitment among correctional officers. Although this research is valuable, there has been limited research examining how correctional work may differentially impact males and females, which is particularly true for work-family conflict (WFC) research. Given the increase in females working in correctional institutions and the barriers and conflict they faced, the current study assesses the gendered nature of strain-based and time-based WFC on job stress, job satisfaction, and organizational commitment among male and female correctional officers from two Southwestern state-run prisons. The findings reveal that the effects of WFC were similar and different in some ways for male and female correctional officers. Specifically, strain-based WFC was a significant predictor of job stress for male and female correctional officers, whereas strain-based and time-based WFC was only significant for male correctional officers. Finally, neither dimension of WFC was related to organizational commitment. These findings are contextualized and explored against a backdrop of research on WFC and gender.

Effects of work-family conflict on turnover intention among primary medical staff in Huaihai Economic Zone: a mediation model through burnout.

Countries worldwide face the challenge of how medical personnel manage conflicts between work and family. Especially after the challenge of the COVID-19 epidemic, it is necessary to explore the possible mechanisms of work-family conflict, burnout, and turnover intention among primary medical staff. This study aims to observe the turnover intention of Chinese primary medical staff and explore the relationship between work-family conflict, burnout, and turnover intention. A cross-sectional study included a turnover intention questionnaire, the Maslach Burnout Inventory-General Survey (MBI-GS), and the Work-Family Conflict Scale (WFCS) to understand turnover intention, burnout, and work-family conflict among primary medical staff in four cities (Xuzhou, Linyi, Huaibei, and Shangqiu cities) within the Huaihai Economic Zone. Spearman correlation analysis and hierarchical multiple regression analysis were used to examine the related factors of turnover intention. Structural equation modeling (SEM) was used to study the mediating role of burnout between work-family conflict and turnover intention. In this study, there is a positive correlation between work-family conflict and turnover intention (P < 0.01). Demographic characteristics, work-family conflict, and burnout explained 2.3%, 20.3%, and 8.8% of the incremental variances, respectively. Burnout mediated the association between work-family conflict and turnover intention. Burnout can be regarded as a mediator between two different variables: work-family conflict and turnover intention. Improving work-family conflict and alleviating burnout may play a key role in reducing the willingness of primary medical staff to resign. Corresponding measures can be taken to balance the conflict between work and family, alleviate burnout, reduce turnover rates, and build a primary medical staff team with higher medical service quality and stability.

The Impact of Work Environment and Work Family Conflict on Job Satisfaction With Work Life Balance as Intervening Variable

The purpose of this study was to test and analyze the effect of work environment and work family conflict on job satisfaction with work life balance as a mediating variable. This research is causality research with a quantitative approach. The sampling technique used saturated samples with a total of 54 respondents at PT Dakwah Inti Media. The statistical analysis used in this research is partial least square with the help of SmartPLS 3.2.9 software. The result of the analysis obtained from this study indicate that work environment has a positive and significant effect on job satisfaction; work family conflict has negative and significant effect on job satisfaction; work life balance has a positive and non-significant effect on job satisfaction; work environment has a positive and non-significant effect on work life balance; work family conflict has a positive and significant effect on work life balance; work life balance in this study has not been able to mediate the effect of work environment on job satisfaction; work life balance in this study has not been able to mediate the effect of work family conflict on job satisfaction.

Work Family Conflict, Job Stress and Employee Engagement on Innovation Work Behavior: Mediating Roles of Career Adaptability

Objective: The purpose of this article is to identify the effect of Work Family Conflict, Job stress and employee engagement on innovation work behavior mediating by career adaptability according to conservation of resources theory.&#x0D; &#x0D; Theoretical framework: Women's emancipation in Indonesian is related to work regarding the multiple roles experienced by women at work. on the one hand women have a desire to work outside the home, but on the other hand they have responsibilities in managing the household. Work family conflict is interesting to study because of inconsistent findings on the effect of work family conflict on innovative work behavior. Research by Xu et al. (2022) said that work family conflict has a negative and significant effect on employee innovative behavior. However, research (Choi et al. 2018) found a direct positive effect of Work Family Conflict on innovative behavior. Then the mediating variable is needed to confirm a clearer relationship between work family conflict on work behavior innovation. Therefore, in this study is to expand career adaptability as a mediating variable to link the relationship.&#x0D; &#x0D; Method: This study is a quantitative study that collected 426 valid samples from married female nurses from five hospitals in Indonesia, makes use of Smart PLS Software 3.0 is used to verify the proposed hypothesis.&#x0D; &#x0D; Results and conclusion: The findings a practical perspective, career adaptability plays a mediating role between work family conflict, job stress on innovation work behavior but career adaptability not mediating role between employee engagement on innovation work behavior.&#x0D; &#x0D; Implications of the research: This has implications for continuing (X. Wang, Zhang, and Chun 2021) research to focus on the development of work-family conflict, in order to enrich the research scale and relevant findings regarding work-family conflict and career adaptation using COR theory.

Employee Performance and Work-Family Conflict A Study of the Education Sector in Pakistan

This paper examined the causes and effects of work-family conflict among female employees in the education sector in Pakistan, a society where traditional norms make it harder for women to balance their work and family roles. The paper collected primary data from female employees serving in the education sector of Pakistan. The paper found the extended working hours, job rigidity, work overload, child care duty, children’s age, dependent care duty, workplace discrimination, insufficient supervisory support, authoritarian management style, lack of family support, and husband’s absence as the main factors causing the work-family conflict. The study suggested the need for organizational policies and practices that can help reduce work-family conflict and improve the job satisfaction and performance of female employees.

Work-Family Conflict, Resilience, And Well-Being of Community Pharmacists: A Conceptual Paper

COVID-19 has manifested as a global epidemic, with significant patient presentations for treatment and increased human resource workloads. Pharmacists are front-line healthcare professionals who play a critical role in medication management during the COVID-19 pandemic, and they play a unique function in the healthcare system. Due to staff shortages and increased demand for services both before and after the epidemic, pharmacists' workloads have become unsustainable, putting them under additional stress. Hence, it is expected that many pharmacists would be suffering from the daily unpredictable workload which might worsen their level of employee well-being. Ensuing from this finding, a comprehensive framework concerning the connection between work-family conflict, resilience, and employee well-being is proposed. This paper is a conceptual paper that aims to draw attention to the current change of work nature and the effect of work-family conflict on the resilience and well-being of community pharmacists. The target respondents are community pharmacists located in Greater Kuala Lumpur. Primary data will be collected by distributing questionnaires and subsequently the data will be empirically tested with structural equation modelling by using partial least squares analysis (SEM-PLS). The expected output of this study is a comprehensive theoretical framework for employee well-being that involves the connection between work-family conflict and resilience. This study will contribute significantly to the improvement of community pharmacists' well-being and will prompt the search for organizational intervention strategies to address the issue of pharmacists' well-being.

The Effect of Work-Family Conflict, Work Environment, Work Stress, Job Satisfaction on High and Low Employee Performance at the Faculty of Medicine, Udayana University

In an organization, performance is very important to determine the success of the organization. Performance can be interpreted as work results that can be achieved by an employee or a group of employees in order to achieve organizational goals. Therefore, it is necessary to conduct research on the factors that influence employee performance, so that steps can be taken to improve their performance. Factors that affect employee performance are work family conflict, work environment, job stress, and job satisfaction. This study aims to analyze the factors that affect employee performance, namely work-family conflict, work environment, job stress, and job satisfaction. The method used in this study is a quantitative method. The sample used was 131 respondents. The data collection tool uses a questionnaire distributed through the Google form. The method used is the analysis of alternative structural equation models (SEM) with the PLS method using the SmartPLS 3.0 program. The results showed that there was a positive influence between work environment variables and job satisfaction on employee performance p&lt;0.05. Meanwhile, the work family conflict and work stress variables have a negative effect on employee performance with p &lt;0.05. Implication: the results of this study are expected to be able to contribute to organizations or companies in improving employee performance The results showed that there was a positive influence between work environment variables and job satisfaction on employee performance p&lt;0.05. Meanwhile, the work family conflict and work stress variables have a negative effect on employee performance with p &lt;0.05. Implication: the results of this study are expected to be able to contribute to organizations or companies in improving employee performance The results showed that there was a positive influence between work environment variables and job satisfaction on employee performance p&lt;0.05. Meanwhile, the work family conflict and work stress variables have a negative effect on employee performance with p &lt;0.05. Implication: the results of this study are expected to be able to contribute to organizations or companies in improving employee performance

The impact of Work Stress on Work Family Conflict: A Mediated Model Using Job Satisfaction In The Hotel Industry

Purpose – The Purpose of this study is to investigated the impact of work stress on work family conflict: a mediated model using job satisfaction in the hotel industry Design/methodology/approach – The sampling technique used in this study is a non-probability sampling technique, which is known as purposive sampling. The amount of samples used in this study are 48 respondents who work as employees of Hotel Industry. The research method that used in this study are multiple linear regression analysis and sobel test. Findings – The results of this study indicate that work family conflict has a negative and significant effect to job satisfaction, work family conflict has no positive and significant effect on work stress, and work stress has a negative and significant effect on job satisfaction, while work stress is able to mediate the effect of work family conflict on job satisfaction.

The Role of Work Family Conflict, Work Stress and Burnout in Improving Employee Performance during the Covid-19 Pandemic

This study aims to determine the Effect of Work Family Conflict, Work Stress, and Burnout on employee performance at CV. Ko Pi Mana during the Covid-19 pandemic. This research is a descriptive study using quantitative methods. Sampling in this study was carried out with the Non Probability Sampling technique with the Purposive Sampling method and the number of samples in this study were 96 respondents. Data collection techniques using a questionnaire. The data analysis technique used in this study was multiple linear regression using the SPSS version 26 program.The results of this study prove that Work Family Conflict has no affect on employee performance during the Covid-19 pandemic, work stress affects employee performance during the Covid-19 pandemic, and Burnout affects employee performance during the Covid-19 pandemic.

The Effect Of Work-Family Conflict And Work Stress On Employee Performance During The Covid-19 Pandemi (Study on Employees of PT. Kreasi Kotak Megah)

Performance is the result of work that can be achieved by an employee in a company in accordance with the goals and standards set by the company. Optimizing performance, employees must be supported by excellent physical and psychological conditions. One that affects the psychological condition of employees is work-family conflict and work stress. Work-family conflict is a conflict between work and family roles that arise from home, while work stress arises from the company. If work-family conflict and work stress are high, it will cause employees not to focus on doing their jobs which will have an impact on employee performance. This study aims to analyze the effect of work- family conflict and work stress on the performance of employees of PT. The creation of the Tanjung Morawa Magnificent Box during the covid-19 pandemic. This study uses quantitative methods involving 67 respondents as research samples. Sampling was done through simple random sampling technique. Collecting data using a questionnaire distributed to respondents. The data analysis method used is validity test, reliability test, classical assumption test, multiple linear regression analysis, and hypothesis testing. The results of this study indicate that the variables of work-family conflict and work stress together have a significant effect on employee performance. The influence given by the work-family conflict and work stress variables contributed 29.2% to the employee performance variable.

Social media use for work during non-work hours and work engagement: Effects of work-family conflict and public service motivation

Social media use for work during non-work hours and work engagement: Effects of work-family conflict and public service motivation

THE INFLUENCE OF WORK-FAMILY CONFLICT AND REWARD ON JOB SATISFACTION AND JOB PERFORMANCE IN FOOTWEAR MANUFACTURE, TANGERANG

This study aims to examine the effect of family-friendly policies and supervisor support on work-family conflict as well as the effect of work-family conflict and rewards on job satisfaction and job performance. This study uses a quantitative approach by using a questionnaire. Questionnaires were given to 93 respondents who are employees of the footwear manufacturing industry in Tangerang, Banten. Data analysis was performed using SEM-PLS. The results showed that there was a significant effect of supervisor support and reward on work-family conflict and job satisfaction as well as the effect of job satisfaction on job performance. The results imply that employee feel more satisfied with their work and increase their performance while conflict between their work and family can be decreased caused support from their leaders.

Work Stress As Mediation of Influence Work Family Conflict on Cyberloafing Behavior of Employees

This research analyzes the effect of work family conflict on cyberloafing behavior through work stress on employees at PT. Telkom Indonesia Witel, West Sumatra. This research is a type of quantitative research and is a causal research. The population in this study were all employees at PT. Telkom Indonesia Witel West Sumatra, with a total of 58 people. The sampling technique was taken using total sampling where the number of samples is the same as the population, namely 58 people. Collecting data using a survey with a questionnaire. The analysis technique used is PLS (Partial Least Square), which is a structural equation analysis technique (SEM) using SmartPLS 4 software. The results of data processing in this study indicate that work stress mediates the influence between work family conflict and cyberloafing behavior among employees at PT. Telkom Indonesia Witel West Sumatra.