Effect Of Work-family Conflict Research Articles

The effects of work-family conflict, work engagement, and job burnout on self-rated health of public health emergency responders in Jilin Province, China, in the context of the COVID-19.

Amid sudden public health crises, preserving the well-being and optimal working states of frontline healthcare professionals is imperative for efficaciously managing the emergences. However, there is a paucity of research investigating the health status of frontline healthcare professionals through the perspective of work-family conflict. This study sought to elucidate the complex interrelations between work-family conflict, work engagement, job burnout, and self-rated health among public health emergency responders within the context of the COVID-19 pandemic. A convenience sampling method was employed to survey 1,309 public health emergency responders at the Jilin Provincial Center for Disease Control and Prevention. An online survey was administered utilizing a self-constructed questionnaire. The hypothesized relationships between the variables were tested using structural equation modeling. The direct impact of work-family conflict on self-rated health is not significant. The association between work-family conflicts and self-rated health was significantly mediated by work engagement and job burnout, respectively. Meanwhile, work engagement and job burnout had a chain mediating effect on work-family conflict and self-rated health. Work-family conflict plays a critical role in shaping the health and work status of public health emergency responders during public health crises. Organizations and managers should, in their workplace management practices, focus not only on work-related factors but also give due consideration to family-related factors. Supportive policies, including family-friendly initiatives, should be developed to safeguard the health and work engagement of public health emergency responders.

The Effect of Work-Family Conflict, Workload, Non-Financial Compensation and Job Stress on Employee Turnover Intention at PT Herba Emas Wahidatama Purbalingga

This study examines the influence of Work-Family Conflict, Workload, Non-Financial Compensation, and Employee Work Stress on Employee Turnover Intention at PT Herba Emas Wahidatama Purbalingga. This study uses primary data and is a type of quantitative research. Employees at PT Herba Emas Wahidatama Purbalingga, with a population of 160 people, using a purposive sampling method with a minimum service period of 1 year. The analysis test in this study are using multiple regression analysis through the SPSS 26 application. The results of this study indicate that Non-Financial Compensation and job stress have a positive and significant effect on Turnover Intention. However, Work-Family Conflict and Workload have no impact on Turnover Intention

Influence Work Family Conflict and Burden Work to Turnover Intention on Amaris Hotel Teuku Umar

The phenomenon that occurred at Harris Hotel Kuta regarding work family conflict and high workload, thereby increasing the turnover intention of workers due to the pressure of business competition in the industry hospitality. Workers, especially operational teams, have to do their work harder than usual because the number of staff must be minimized and the work per employee must be high to meet the company's expectations can achieve maximum work effectiveness. The aim of the research is to determine the effect of work family conflict on turnover intention and to determine the effect of workload on turnover intention at Harris Hotel Kuta Galleria Bali. Collection method data done with questionnaire. Sample in this study were 80 respondents. Determination of retrieval number of respondents was carried out with the sesnus method. The data analysis technique used is multiple linear regression, with software SPSS. Results test instrument show data valid And reliable. Results study showing that results work family conflict has a positive effect on turnover intention and workload results have a positive effect to turnover intention on Harris Hotel Kuta Gallery Bali. Keywords: work family conflicts, burden Work, turnover intention

The Effect of Work-Family Conflict, Work Overload, and Perceived Organizational Support towards Work Stress and Its Impact on Turnover Intentions in the Private Bank Employees

Objectives: The objective of this research is to determine how work-family conflict, work overload, and perceived organizational support affect work stress and subsequently influence turnover intentions in private bank employeesMethodology: The study employs a quantitative approach to test known hypotheses and involves collecting data via questionnaires from 120 participants in Sorong, West Papua, Indonesia. The data is analyzed using a structural equation model (SEM) with the aid of smart PLS and 100 samplesFinding: The results indicate that work-family conflict and work overload have significant positive effects on work stress and turnover intentions. Additionally, perceived organizational support has a significant positive impact on both work stress and turnover intentions. The study further finds that work stress mediates the relationship between work-family conflict, work overload, perceived organizational support, and turnover intentions. Therefore, organizations must address work-family conflict, and work overload to provide perceived organizational support to reduce work stress and turnover intentions among their employeesConclusion: According to this research, the implications are that managers should implement measures to minimize work-family conflicts and workload to enhance employee well-being and reduce their intentions to leave the organization and the need to ensure that employees perceive support from the organization in different aspects such as compensation, promotion, and recognition

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.

The Effect of Work-Family Conflict and Job Stress on Performance With Job Satisfaction As A Mediation Variable

The Effect of Work-Family Conflict and Job Stress on Performance With Job Satisfaction As A Mediation Variable

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.

Effects of work-family conflict, social support and burnout on job satisfaction among primary care physicians in Huaihai economic zone.

Primary care physicians (PCPs) are doctors in primary health care institutions, namely village clinics, township health centers and community health service centers (stations) who are the main providers of primary health care services in primary health care settings. Improving the overall health status of the population requires the support of a large number of primary care physicians; however, the job satisfaction of this group has not been sufficiently emphasized and recognized. The purpose of this study was to examine the effects of primary care physicians' work-family conflict on their job satisfaction, as well as the mediating role of burnout and the moderating role of social support. This cross-sectional study was conducted from February 2023 to March 2023. Participants were 749 primary care physicians from four cities of Xuzhou, Linyi, Huaibei, and Shangqiu in the Huaihai Economic Zone of China. SPSS statistical analysis was used to evaluate the relationship between work-family conflict, social support, burnout and job satisfaction among medical workers. Work-family conflict had a significant negative effect on job satisfaction (β = -0.36, p< 0.001), after adding burnout in the model, work-family conflict also negatively predicted job satisfaction (β = -0.32, p< 0.001). Social support had a moderating effect on the direct effect of burnout on job satisfaction (β = 0.00, t = 2.66, p< 0.01, 95%CI [0.001, 0.007]), the predictive effect of burnout on job satisfaction at high level of social support (β = -0.45, p< 0.001) was higher than a low level of social support (β = -0.33, p< 0.001). This study demonstrated the negative impact of work-family conflict on primary care physicians' job satisfaction, as well as the mediating role of burnout and the moderating role of social support on burnout and job satisfaction, which are important for improving primary care physicians' job satisfaction and enhancing the quality of primary care in the future.

Impact of Work-Family Conflict on Deviant Workplace Behaviors in Telecom Sector Organizations of Pakistan: Moderating Role of Islamic Work Ethics

The challenges of the information era and accessibility have reshaped the organizational environments and work dynamics. The issues originating from complex corporate cultures directly affect employees and their families and cause undesired behaviors at work by employees. To mitigate the instances of these behaviors, there is a need to understand the psychological condition of the employees involved in such undesired behaviors. The study focuses on the effect of work-family conflicts on deviant workplace behaviors by exploring the moderating role of Islamic work ethics. Data of 350 operational managers from four government and 26 private telecom organizations selected randomly in Pakistan was collected using a convenience sampling technique. The respondents were required to fill in the online questionnaire. The results indicate that work-family conflicts are positively and significantly related to deviant workplace behaviors and Islamic work ethics moderates this relationship. The introduction and implementation of Islamic work ethics can help in creating a progressive, cordial work environment and a system having better output in terms of performance, reliability and ownness. A “CIRCLE” approach (C - Code of Conduct &amp; Clear Communication, I - Incentives and Accountability, R - Reinforcement and Review, C - Cautious Hiring Process, L- Leadership Commitment/ Top to Bottom Approach, E - Ethical Training Regime) is recommended for the organizations to attain an exponentially evolving and improving organizational workplace environment.

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.

The the effect of work-family conflict on burnout on doctors during the COVID-19 pandemic

Penelitian ini bertujuan untuk mengetahui pengaruh konflik kerja-keluarga dengan burnout pada Dokter di masa pandemi COVID-19. Konflik kerja keluarga adalah suatu bentuk konflik antar peran di mana tekanan peran dari domain pekerjaan dan keluarga saling bertentangan dalam beberapa hal. Burnout adalah suatu sindrom psikologis yang disebabkan oleh stress kronis di tempat kerja yang mengakibatkan seseorang mengalami gejala kelelahan akibat terkurasnya energi individu, lalu ia merespon dengan menjaga jarak dari pekerjaannya (sinisme) dan timbulnya rasa kurang kompeten pada pekerjaannya. Metode penelitian yang digunakan adalah metode kuantitatif dengan subjek penelitian berjumlah 52 orang Dokter yang bekerja di wilayah Bogor. Alat ukur yang digunakan yaitu untuk variabel konflik kerja keluarga menggunakan Multidemensional Measure of Work Family Conflict dari Carlson, Kacmar, dan Williams (2000) dan variabel burnout menggunakan The Maslach Burnout Inventory (MBI) dari Maslach (1981) yang diadaptasi oleh Kharisma (2020). Teknik analisis data yang digunakan adalah teknik regresi sederhana. Hasil penelitian menunjukkan bahwa konflik kerja keluarga memiliki pengaruh yang signifikan terhadap burnout dengan pengaruh konflik kerja keluarga sebesar 13,2% terhadap burnout pada Dokter yang bekerja di masa pandemi COVID-19. Kata kunci: Konflik kerja keluarga, Burnout, Dokter, Pandemi COVID-19

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.