Relationship Of Work-family Conflict Research Articles

The mediating role of psychological functioning and maternal gatekeeping in the relationship of work-family conflict and gender roles with co-parenting

The mediating role of psychological functioning and maternal gatekeeping in the relationship of work-family conflict and gender roles with co-parenting

Work-family Conflict, Optimism, and Job Satisfaction among Teachers in Chinese Private Middle Schools

Work satisfaction is the emotional orientation that an employee holds toward their work. Prior researchers found that teachers in Chinese schools tend to have low job satisfaction and high turnover intention. However, the factors influencing job satisfaction among teachers in China is not well examined. There is a lack of attention to teachers in private schools in China. The importance of work-family conflict and optimism among employees were emphasized in prior studies, but few studies were conducted among Chinese middle school teachers. It is unclear how work-family conflict influence teachers wellbeing and performance. This study investigates the relationship between optimism, work-family conflict, and job satisfaction among middle school teachers in private schools in China. Utilizing a quantitative research design, the study surveyed 380 private middle school teachers in Changsha, China. Data analysis reveals that higher levels of optimism are associated with lower levels of work-family conflict and higher job satisfaction. Optimism was found to negatively impact job satisfaction, and mediates the relationship of work-family conflict and job satisfaction. These findings suggest that fostering optimism among teachers may mitigate the adverse effects of work-family conflict, thereby enhancing their job satisfaction. The study provides implications for school administrators and policymakers aiming to improve teacher well-being and effectiveness by addressing work-family balance and promoting a positive outlook.

Relationship of Work-family Conflict, Work-life imbalance, and Work-related Stress With Employee Performance of Married Women in Indonesia: A Cross-sectional Study

Relationship of Work-family Conflict, Work-life imbalance, and Work-related Stress With Employee Performance of Married Women in Indonesia: A Cross-sectional Study

Work-Family Conflict among Police Personnel’s Job Satisfaction in Special Region of Yogyakarta with Gender as a Moderating Variable (Study in Police Administrative Unit at the County Level)

Research has shown that both men and women experience work-family conflict, but the nature of the conflict differs based on gender. Women often face conflicting demands between their work and family roles, which can lead to role overload and stress. Men, on the other hand, may experience conflict when their work responsibilities interfere with their family responsibilities, but they may also experience pressure to prioritize work over family due to traditional gender norms and expectations. It is important to recognize and address these gender differences in work-family conflict in order to promote greater work-life balance and job satisfaction for all individuals. This study aims to examine and analyze the effect of work-family conflict among police personnel’s job satisfaction in Special Region of Yogyakarta, especially at police administrative unit at county level. Moreover, this study focuses on exploring the moderating effect of gender on relationship of work-family conflict with job satisfaction. This quantitative study designed to test the hypothesis. The data for the present study were primary cross-sectional data collected from total of 193 police personnel in Yogyakarta. The result of the study show that work family-conflict have a significant negative effect on job satisfaction. Moreover, gender has no impact significantly on the relationship between work-family conflict with job satisfaction.

Clarifying Relationships Among Work-Family Conflict, Employee Well-Being, Perceived Organizational Support, and Job Satisfaction

Overall, job satisfaction has a broad and positive impact on individuals and organizations. Satisfied employees tend to focus more on their tasks, which can improve the overall quality of work. This study aims to explore the relationship between work-family conflict (WFC) and job satisfaction through the mediating role of employee well-being and examines the role of moderation perceived organizational support in the relationship of WFC to employee well-being. The research method used is quantitative research, using surveys to collect the required data. The sample used was 97 banking employees considering using SEM-PLS as a data analysis technique. The results reported that WFC contributed negatively to job satisfaction. Meanwhile, employee well-being successfully mediates the WFC relationship with job satisfaction. Finally, POS was found to be able to moderate WFC's relationship to employee well-being.

PENGARUH WORK FAMILY CONFLICT TERHADAP TURNOVER INTENTION YANG DIMEDIASI OLEH BURNOUT PADA PEREMPUAN PASCA PANDEMI COVID – 19

Women have dual roles as breadwinners and housewives. So that it creates conflicts for the family and its work so that it considers leaving the job. In addition, the dual role causes prolonged fatigue. This study aims to determine the relationship of work family conflict to turnover intention mediated by burnout for married and working women. The research was conducted in Gianyar Regency with the criteria of married and working women. The number of samples was 112 respondents. The analysis technique used SEM (Structural Equation Model) with PLS approach, and VAF test to test the mediation effect. The results showed that work family conflict has not direct effect on turnover intention, burnout has a positive effect on turnover intention, work family conflict has a positive effect on burnout, and burnout is proven to mediate the relationship between work family conflict and turnover intention. 
 Keywords: Work Family Conflict; Burnout; Turnover Intention; theory of behavior

Predicting Nurses’ Burnout Based on Personality Traits, Work-family Conflict and Social Support in the COVID-19 Epidemic

Background & Aims Considering the prevalence of COVID-19, the sensitivity of the nursing profession, and the harmful effects of job burnout on the quality of nursing care, the present study aims to investigate the role of personality traits, work-family conflicts, and social support in predicting job burnout of nurses during the COVID-19 pandemic. Materials & Methods This descriptive-analytical study with a cross-sectional design was conducted from August to September 2021, coinciding with the fifth wave of COVID-19 in Iran, on 130 nurses working in four hospitals in Ilam province, who were selected by a random sampling method. Data collection tools were a demographic form, Maslach burnout questionnaire, NEO personality inventory, Carlson's work-family conflict scale, and Zimet's multidimensional scale of perceived social support. The collected data were analyzed in SPSS software, version 26 using Pearson's correlation test and regression analysis. The significant level was set at 0.05. Results According to the results of regression analysis, the relationship of work-family conflict with job burnout was negative and significant (P<0.05). The extroversion had the highest effect on emotional exhaustion (β=-0.351). Perceived social support had no significant effect on job burnout (P>0.05). Agreeableness had the highest effect on depersonalization (β=0.405). The work-family conflict had the highest effect on personal accomplishment (β=0.260). Conclusion Personality traits, work-family conflicts, and social support can predict the occurrence of job burnout in nurses. It is necessary for the hospital authorities to use supportive and educational measures to reduce job burnout in nurses during the pandemic.

Konflik Peran Ganda Dan Manajemen Stres Kerja Karyawan Wanita Di PT Krakatau Steel (Persero) Tbk

The dual role experienced by female employees can create stress which, if it happens continuously, will interfere with employee productivity and performance in the company. This study aims to determine the effect of work family conflict on employee performance through job stress management as an intervening variable and social support as a moderating variable. The research was conducted on women employees at PT Krakatau Steel (Persero) Tbk with a total sample of 100 people. The data analysis in this study used the Structural Equation Modeling approach which was processed by SmartPLS program. From the research conducted, it is concluded that 1) work family conflict has a positive and significant effect on employee performance, 2) work family conflict has a positive and significant effect on work stress management, 3) job stress management has a positive and significant effect on employee performance, 4) social support does not moderate the relationship of work family conflict to job stress management, 5) social support weakens the relationship of work family conflict to employee performance.

A Life Satisfaction of A Dual Role Woman

This study aims to Determine the effect of work family conflict and work engagement on life satisfaction through work life balance as a mediating variable of study in female nurses at RSI who are married. The type and design of research used in this study is quantitative research. Sampling in this study using proportional sampling sampling technique and Obtained sample size that must be used is 118 female nurses who are married, the analytical method used is the instrument test (validity and reliability), classic assumption test, and hypothesis testing with the application of SPSS 23. Data collection methods using interviews, questionnaires, and literature studies. The results of this study indicate that five hypotheses were accepted, and two hypotheses were rejected. So it can be seen that work family conflict has a negative and not significant effect on life satisfaction. Work engagement has a positive and significant effect on life satisfaction. Work family conflict has a negative and significant effect on work life balance. Work engagement has a positive and significant effect on work life balance. Whereas the work life balance is only Able to mediate the relationship between work engagement and life satisfaction.Suggestions for future research are to develop other variables that can mediate the relationship of work family conflict in the life satisfaction of female nurses, for example social support. While the advice for the hospital is to reduce the activities that make-female nurses so tired, and provide time off when it is Necessary to reduce conflicts that occur

Life of Females in Pakistani Aviation: Assessing the Relationship of Work-Family Conflict With Stress and Job Satisfaction

This research analyzes how work-family conflict affects the job performance and job stress of women working in Pakistani aviation. Work-family conflict can be considered an important topic of study in a collectivist culture like Pakistan. A woman is considered a homemaker and tends to operate in allegiance to her family. Therefore, given aviation jobs nature, it is significant to study how women thrive in them. A survey of 200 questionnaires was distributed to female pilots, air hostesses and ground staff. Linear regression and correlation were used to test the hypothesis. A positive correlation was found between work-family, job stress, and job performance. The directing impact of organization support debilitates the connection between work-family conflict and job performance, but it has no moderating role in job stress. Further, the moderating role of collectivist culture was studied, which showed that it weakens the connection between job performance and work-family conflict. However, it has no critical impact on job stress. This research will help supervisors in improving employee organization relationships. It will also help the organizations design the policies and incentives to help female employees maintain a healthy work-life balance.

The relationship of work-family conflict and quality of work life among female nurses in Medan

This study examines the relationship between work-family conflict and the quality of work life among nurses in the city of Medan. The author hypothesized that higher level of work-family conflict would be associated with lower quality of work life. Participants were 105 female nurses from the city of Medan. We obtained the data using a questionnaire that measures work-family conflict and quality of work life. We analyzed the data using SPSS 17. The results showed a negative relationship between work-family conflict and quality of work life. Female nurses with higher work-family conflicts tended to have lower quality of work-life than those with lower work-family conflicts. Studi ini meneliti hubungan antara work-family conflict dengan quality of work life. Dihipotesiskan bahwa peningkatan work-family conflict akan diikuti dengan penurunan quality of work life. Partisipan penelitian adalah 105 perawat berjenis kelamin perempuan di kota Medan. Data diperoleh melalui kuesioner yang mengukur work-family conflict dan quality of work life. Data dianalisis menggunakan SPSS 17. Hasil penelitian menunjukkan hubungan negatif antara work-family conflict dengan quality of work life. Perawat dengan work-family conflict yang tinggi cenderung memiliki quality of work life yang rendah.

Research on the relationship of work family conflict, work engagement and job crafting: A gender perspective

With the development of social economy and the transformation of family structure, the conflict between work and family is becoming more and more obvious, especially for professional women. Dual role pressures from the work family domains may reduce individual’s engagement in work settings, consequently, exploring the coping strategy becomes imperative. The current study investigated the role of job crafting and gender on the work-family conflict based on a field survey of employees from China. The results showed that there was no significant difference between men and women in work-family conflict (both work interfering with family and family interfering with work). Neither men nor women would lower their work engagement when work interfered with family issues. However, when families interfered with work, women were becoming less likely to engage in work than men. Furthermore, job crafting was verified as an antecedent which reduced the influence of work on family in the male group. For female employees, job crafting helped to reduce the influence of family on their work. The current study would help to understand the impact of gender on work-family interface, and provide valuable implications for the organizational strategies and social support systems to deal with work-family conflict.

Examining the Relationship of Work-Family Conflict and Turnover Intentions of Oregon CTE Teachers

CTE has been identified as a critical need area and therefore retention of secondary CTE teachers is of great importance. This study explored turnover intentions and work-family conflict of CTE teachers in Oregon. Teachers reported higher work interference with family (WIF) than family interference with work (FIW), but also reported moderately low turnover intentions. FIW was significantly higher in male teachers than females. Teachers reported intentions for leaving: (a) to move to an administrative position, (b) for personal reasons such as health, (c) to change teaching subject areas, and (d) for a more desirable job opportunity. WIF was a significant predictor of turnover intentions among the CTE teachers. The implications are discussed and recommendations for research and practice are explored.

Moderating Role of Intrinsic Motivation on the Relationship of Work Family Conflict and Job Performance in Frontline Officers of Islamic Banks

Workplace life hinges on the key aspects of work-family conflict, employee performance and intrinsic motivation. This study explores the boundaries of work-family conflict associated with perceived job performance and the moderating effect of intrinsic motivation on this association amongst the frontline officers of Islamic banks in Pakistan. The exponential rise of Islamic banking over the past decade demands that the exigencies associated with this industry be studied and scrutinized. This study aims to rectify this dearth of literature on this contemporary issue. The results consistently conclude that work-family conflict is negatively associated with perceived job performance. Furthermore, intrinsic motivation as moderator, weaken this negative association. The study calls upon the need to properly deploy intrinsic motivation arousing tools to overcome the negative consequences of work-family conflict. It is further suggested that if religious inclinations and obligations are instilled in the organizational ethos, then working in Islamic banks may stimulate the source of intrinsic motivation. The study could provide an overview of the practical implications of work-family conflict to scholars and policy-makers. However, methodological limitations of the study may offer unique opportunities for future research in the field and are amply discussed.

Work Family Conflict and Career Satisfaction in Banking Sector of Nepal

While a wealth of research has examined how work family conflict (WFC) affects negative work outcomes, there is limited research investigating the relationship of WFC with positive work outcomes. Using a sample of 381 Nepali banking professionals, this study examined the relationships of WFC with career satisfaction and social support. Study also explored how the socio demographic variables affected WFC, career satisfaction, and social support. Analyses indicated no statistically significant relationships of WFC with career satisfaction. Results also indicated association of social support from both work and family with increased career satisfaction. However, social support did not emerge as a significant moderator in the relationship between WFC and career satisfaction. In case of socio-demographic variables, only organizational grouping stood out as significant difference in the level of WFC experience among banking employees. This study has various theoretical and practical implications that are presented along with further research issues.

Unmasking the Mystery of Sex and Gender between the Bidirectional Relationship of Work-Family Conflict and Job Satisfaction

Sex has been the most commonly investigated variable in the extant work–family literature; however, findings have been inconsistent. This study focuses on comparing sex (male, female) and gender [expressivity (akin to femininity), instrumentality (akin to masculinity)], as moderators between the bidirectional relationship of work–family conflict (work-to-family conflict, family-to-work conflict) and job satisfaction. Utilizing a sample of matched pairs of 182 men and 182 women, the results of the moderated regression analysis revealed that only gender moderated the relationship between work– family conflict and job satisfaction for these full-time employees. We discuss suggestions for implications, limitations, and future research.

DOES WORK-FAMILY CONFLICT AFFECT THE AUDITOR’S PERFORMANCE?: EXAMINING THE MEDIATING ROLES OF EMOTIONAL EXHAUSTION AND JOB SATISFACTION

This paper examines whether the work-family conflict (related to both work-interfering-family and family-interfering-work) of auditors affects their performance and if so, whether the effect is mediated by emotional exhaustion and job satisfaction. A mail survey is used to deliver a questionnaire to 151 auditors from ten CPA firm in Indonesia. The result shows that emotional exhaustion and job satisfaction fully mediates the relationship of work-family conflict with job performance. The result also demonstrates that Work-Interfering-Family (WIF) has significant effects on emotional exhaustion and job satisfaction, but Family-Interfering-Work (FIW) has no significant influence on either emotional exhaustion or job satisfaction. This study suggests that maintaining a regular training program for auditors, having flexible working arrangements, and encouraging a healthy lifestyle may help to reduce the work-family conflict and will increase the job satisfaction and performance of auditors.

Work-Family Conflict and Job Satisfaction: The Mediating Role of Person-Organization Fit Study on Employees of The BRI Aceh Region

The objective of this research is to analyze the influence of person–organization fit (P-O fit) on work–family conflict (WFC) and job satisfaction (JS) relationships at Bank Rakyat Indonesia, Aceh Regional in Banda Aceh. The sample includes 127 employees, those who have worked more than two years. The data are collected via questionnaire. The equipment of data analysis is structural equation modeling (SEM), which proceeds using analysis of moment structure (AMOS). The results of the study show the varible P-O fit role as a mediator variable in the relationship of WFC and job satisfaction. WFC does not have a direct effect on job satisfaction

Relationship of work-family conflict, self-reported social support and job satisfaction to burnout syndrome among medical workers in southwest China: A cross-sectional study.

BackgroundBurnout is a psychosomatic syndrome widely observed in Chinese medical workers due to the increasing cost of medical treatment, excessive workload, and excessive prescribing behavior. No studies have evaluated the interrelationship among occupational burnout, work-family conflict, social support, and job satisfaction in medical workers. The aim of this study was to evaluate these relationships among medical workers in southwest China.MethodsThis cross-sectional study was conducted between March 2013 and December 2013, and was based on the fifth National Health Service Survey (NHSS). A total of 1382 medical workers were enrolled in the study. Pearson correlation analysis and general linear model univariate analysis were used to evaluate the relationship of work-family conflict, self-reported social support, and job satisfaction with burnout syndrome in medical workers.ResultsWe observed that five dimensions of job satisfaction and self-reported social support were negatively associated with burnout syndrome, whereas three dimensions of work-family conflict showed a positive correlation. In a four-stage general linear model analysis, we found that demographic factors accounted for 5.4% of individual variance in burnout syndrome (F = 4.720, P<0.001, R2 = 0.054), and that work-family conflict, self-reported social support, and job satisfaction accounted for 2.6% (F = 5.93, P<0.001, R2 = 0.080), 5.7% (F = 9.532, P<0.001, R2 = 0.137) and 17.8% (F = 21.608, P<0.001, R2 = 0.315) of the variance, respectively. In the fourth stage of analysis, female gender and a lower technical title correlated to a higher level of burnout syndrome, and medical workers without administrative duties had more serious burnout syndrome than those with administrative duties.ConclusionsIn conclusion, the present study suggests that work-family conflict and self-reported social support slightly affect the level of burnout syndrome, and that job satisfaction is a much stronger influence on burnout syndrome in medical workers of southwest China.

The relationship of work-family conflict with job stress among Indian police officers: a research note

Law enforcement is often described as a challenging occupation, and working in law enforcement can result in work–family conflict. This exploratory study was undertaken to examine how the different dimensions of work–family conflict are related to job stress among Indian police officers. There are four major dimensions of work–family conflict: strain-based, behavior-based, time-based, and family-based. Data was collected from a survey of police officers in the Sonipat and Rohtak districts of the Indian state of Haryana. Bivariate results revealed that an increase in any one of the dimensions of work–family conflict was associated with increases in stress from work. Multivariate analysis, however, revealed only three of the four dimensions of work–family conflict had a significant association with job stress. Specifically, strain-based conflict, behavior-based conflict, and family-based conflict were significantly associated with higher levels of job stress. These findings provide support for the job strain model.