Role Of Work-family Conflict Research Articles

Ideal or Idiosyncratic? How Women Manage Work-Family Role Conflict with Focal and Peripheral Role Senders

To provide insight into women’s approaches to managing the work-family interface, I introduce the concepts of focal and peripheral role senders and illuminate the importance of their interplay in the enactment of women’s domestic roles. At the core of my theoretical model is the process by which focal and peripheral role senders embrace or reject an ideal enactment of domestic roles and the women’s strategies women use to either acquiesce to ideal roles or acquire idiosyncratic roles. This paper examines the husband as the focal role sender, consistent with the literature’s focus and the pervasiveness of husbands in my data, and considers peripheral role senders, such as parents and in-laws, who also influence women’s role enactment, either by amplifying or muting the husband’s preferred role enactment. This research contributes to existing theory by introducing the importance of focal and peripheral role senders, illuminating how these multiple senders and their interaction influence women’s strategies to deal with role conflict, and documenting how women’s strategies subsequently influence their career trajectories.

Predictors of Workplace Well-Being for Dual-Earner Couples During Covid-19 Pandemic

The Covid-19 pandemic has changed the life order of entire community including employees from dual-earner families. Overlapping roles experienced can cause tension and trigger work-family conflicts that can impact workplace well-being. Previous studies had often focused on well-being in general and there was a lack of research related to well-being in dual earner couples during pandemic. This study investigated the predictor role of core self-evaluation and spousal support through mediating role of work family conflict (WFC) on workplace well-being. Based on the conservation of resources theory, we need to identify essential resource to fulfill workplace well-being. Data were collected from 200 employed Jakarta Metropolitan area (Jabodetabek) dual-earners who had at least one child below the age of 13. According to the mediation with two predictors analysis, the mediating effect of WFC can only predict the linkage between core self-evaluation and workplace well-being (β = 0.02, SE =0.02; 95% CI [0.005, 0.061]) but cannot predict the role of spousal support through WFC on workplace well-being (β = 0.00, SE =0.00; 95% CI [-0.002, 0.007]). This finding explained the importance of self-evaluation during pandemic to enhance workplace well-being and buffered negative effect of work and family related burdens.

Burnout Among Primary Government School Teachers: The Mediating Role of Work– Family Conflict

Although the impact of job demands and work–family conflict (WFC) on burnout has been extensively discussed and analysed in the past literature, the role of WFC as a generative mechanism has been neglected. Therefore, the purpose of this study is to examine the mediating effects of WFC between job demands and burnout. The studied sample consisted of 713 Indian primary school government teachers who completed a self-report questionnaire assessing job demands, WFC and burnout. The results confirmed that WFC partially mediates the adverse association of job demands with burnout. Primary schools should, therefore, be encouraged to provide effective practices to manage work–family interfaces.

Ideal or Idiosyncratic? How Women Manage Work-Family Role Conflict

By connecting research on managing work-family role conflict with research on role theory and relational identities, I explore the relationship between different domestic role set enactments and approaches to managing the work-family interface. Using the career narratives of 70 executive and non-executive women from the Middle East and Africa, I examine how their work-family strategies interacted with their career trajectories. At the core of my theoretical model is the process by which idiosyncratic versus ideal enactment of role sets between focal women and their multiple role senders result in distinct strategies for managing work-family role conflict. Whether women enacted an ideal or idiosyncratic version of their role was not up to them alone. It also mattered where multiple role senders were on a spectrum ranging from rejecting to cooperating. Women interacted with multiple domestic role senders and these role senders were particularly consequential because women’s roles at home (e.g., wife, daughter, sister) are rooted in relational identities. The consequences of these strategies on women’s career trajectories are discussed. This paper contributes to theories of relational elements of roles, work-family and gender in work and careers.

The Effect of Received Neighboring Behavior on General Health: The Mediating Role of Work-Family Conflict

This study investigated the relationships between received neighboring behavior (ie, informal mutual assistance and information sharing among neighbors) and the general health of low-income residents in a mixed-income community. A conservation resource theory perspective was applied. Survey data were selected from a self-reported questionnaire of 247 low-income residents in a mixed-income community of China. A 2-wave panel design was used to test the hypothesized relationships among the studied variables, and the interval between both measurements was 5 weeks. Then, structural equation modeling was adopted to examine the proposed hypotheses. The findings showed that received neighboring behavior decreased individual work-family conflict, while showing no significant differences between the mediating effects of work-family conflict. This study has important implications for neighbor behavior and work-family conflict.

Role Conflict Experienced by Primary School Educators in North West, South Africa

If work-family role conflict is not managed properly it could have debilitating consequences for educators regarding the quality of their work and family lives. The aims of the current study were twofold, namely, to determine the nature and the extent of role conflict being experienced by primary school educators teaching in three regions of North West, South Africa. To achieve the aims of the study, a literature review and an empirical study were undertaken. The literature review focused primarily on the nature of role conflict (intra- and inter-role conflict), while the empirical study investigated the extent of role conflict (intra- and inter-role conflict) being experienced by 795 primary school educators teaching in three regions of North West. Based on the outcomes of the literature review focusing on the nature of role conflict, a questionnaire was developed and validated to assess the extent of role conflict being experienced by the participants. The findings indicated that, in general, the participants experienced a slight to moderate extent of intra- and inter-role conflict. Some recommendations were made to manage and address the educators’ experiences of intra- and inter-role conflict in the school context.

Spiritual leadership and work–family conflict: mediating effects of employee well-being

PurposeThis study examines how employee well-being, in combination with spiritual leadership, helps mitigate the negative effects of work–family conflict.Design/methodology/approachThis study followed an explanatory research design to explain the relationship between spiritual leadership and work–family conflict. The approach was based on a cross-sectional survey of 278 workers from diverse industries and functional roles in South Korea's manufacturing and service sectors. Structural equation modeling and hierarchical regression analysis were used to test hypothesized relationships.FindingsResults confirmed that spiritual leadership and employee well-being inversely influenced work–family conflict, in terms of work-to-family and family-to-work role interference. Furthermore, employee well-being fully mediated both of these relationships.Practical implicationsThis study suggests that organizational competitiveness can be enhanced through a dual approach of organizational strategies and human resource training that cultivate employee well-being and a family-friendly environment. Notably, this study clarifies the value of leadership practices to both trigger and enhance employee well-being through a sense of meaningfulness in and at work.Originality/valueThis study expands the scope of our current understanding of how employee well-being is an effective mechanism in helping employees cope with work–family role conflict. Moreover, the study demonstrates the role that leadership practices, beyond the narrow interpretation of perceived supervisor support, play in helping employees cope with role conflict. Finally, this study enhances the field of workplace spirituality by examining the influence of spiritual leadership on employees' spiritual well-being and work–family conflict, which has not been currently addressed in the workplace spirituality field.

The Impact of Work Family Conflict, Role Conflict, and Burnout on Intention to Quit of Female Employees

This study was conducted to determine the effect of work family conflict, role conflict and burnout on the Intention to quit female employees in the Village Credit Institute (LPD) of Gianyar Regency. The samples used was 90 female employees in 270 LPDs of Gianyar Regency. By using multiple linear regression analysis techniques, the results obtained are work family conflict and role conflict have a positive effect on intention to quit, but burnout does not affect the intention to quit female employees in LPDs of Gianyar Regency. The research implication is that the higher work family conflict and the role conflict of female employees in their work, the higher the desire for female employees to leave their work.

Fatigue in ferry shipping employees: the role of work-family conflict and supervisor support

BackgroundFatigue is a concern in ferry shipping as it has a negative impact on crew members health and plays a major role in marine incidents and accidents. Research within land-based occupational settings has found that work-family conflict is an important risk factor for fatigue and that support from leaders constitutes a possible resource with the potential to buffer a negative impact from work-family conflict. Though, the working conditions of ferry shipping are likely to interfere with employee’s family life those two factors have received little attention in research on seafarers’ health. Therefore, the aim of this study was to investigate the direct associations between work-family conflict as well as leaders’ support with fatigue in employees of the Danish ferry shipping industry. Further, the study aimed at testing whether support could buffer potential detrimental associations between work-family conflict and fatigue.MethodsThe study design was cross-sectional, and 193 respondents answered to a self-administered questionnaire. Fatigue was measured with the Swedish Occupational Fatigue Inventory. Perceived work-family conflict and perceived supervisor support were assessed with two subscales from the Copenhagen Psychosocial Questionnaire. The association of potential risk factors with fatigue was determined using hierarchical multiple linear regression analyses.ResultsAfter controlling for confounding, work-family conflict was found to be positively associated with four of the five subdimensions of fatigue; lack of energy, physical discomfort, lack of motivation and sleepiness, while more support from supervisors was related to less lack of energy, physical exhaustion and lack of motivation. Further, supervisor support was found to moderate the effect from work-family conflict on the physical subdimensions of fatigue.ConclusionAlthough restricted by its cross-sectional design and a limited sample, this study provides support for the independent relevance of work family conflict and support from nearest superior for employee fatigue in ferry shipping. Further, there was evidence for a moderating role of such support on the negative impact of work-family conflict on the physical aspects of fatigue. Shipping companies may consider commencing initiatives which reduce conflicts between family life and work obligations, and that leader support may be a relevant component in such initiatives.

Daily hassles in the family-work system and life satisfaction: the moderating effect of sexual satisfaction

The main aim of the present study was to examine whether sexual satisfaction moderates the negative impact of daily hassles in the family-work system on life satisfaction from a comparative perspective: men versus women. The examined daily hassles included the experience of work-family role conflict and the assessment of relative economic deprivation. Data were collected from a representative sample of 276 heterosexual Israeli participants (136 men and 140 women), via structured questionnaires. Sexual satisfaction was positively related to life satisfaction and negatively to the work-family role conflict among both genders. Work-family role conflict was negatively related to life satisfaction. No relationship was found between the assessment of relative economic deprivation and life satisfaction among women with high levels of sexual satisfaction, whereas the assessment of relative economic deprivation among women with low levels of sexual satisfaction was associated with lower levels of life satisfaction. These relationships were not found among men. The findings highlight sexual satisfaction as a resource for coping with daily hassles resulting from economic deprivation, especially among women. Theoretical and practical implications of the research are discussed in light of the findings.

Work-Family Conflict: Coping Strategies to Optimise Healthy Living and Wellbeing Among Career Couples in Lagos Metropolis

Work and Family are two central and independent sphere of life for dual career couples and an imbalance in one system may subsequently influence the other as well because today’s emerging and diverse work area has reported significant increase in women, single parents and dual career couples as employees. As the cost of living is increasing at the alarming rate, the husband of the house that used to be “bread winner” makes himself a “bread partner” with the wife in order to cope with the economic hardship and financial obligation at the home front. Working couples not only look for their own career prospective but also attend to their family demands like house cleaning, catering for ageing ones, attending family parties, visiting recreational centres, attending religious programmes, nurturing of children and contribute to their future prospects as well. Work and family responsibilities along with long working hours in professional setup has resulted in conflict which in turn has affected the overall health and well-being of individuals. In dealing with multiple roles and work pressure and for enhancing well-being, working couples use coping strategies depending on their individual experiences and organisational policies. The paper utilised a mixed method; 10 respondents for the qualitative method to interview ten (10) respondents (five males, five females) as well as a quantitative study for 290 respondents. Findings reveal that effectiveness of coping strategies is a subject of unique experience and personal characteristics with some level of organisational support. This paper explores an approach towards the role of work-family conflict and coping mechanism in determining the wellbeing of working couples towards the actualisation of Goal 3 of SDGs by United Nations (i.e. Good Health and Wellbeing for People). Keywords :Work-Family Conflict, Coping Strategies, Healthy Living, Wellbeing, Career Couples, Lagos Metropolis DOI : 10.7176/RHSS/9-8-08 Publication date : April 30 th 2019

Work-Family Conflict: Coping Strategies to Optimise Healthy Living and Wellbeing Among Career Couples in Lagos Metropolis

Work and Family are two central and independent sphere of life for dual career couples and an imbalance in one system may subsequently influence the other as well because today’s emerging and diverse work area has reported significant increase in women, single parents and dual career couples as employees. As the cost of living is increasing at the alarming rate, the husband of the house that used to be “bread winner” makes himself a “bread partner” with the wife in order to cope with the economic hardship and financial obligation at the home front. Working couples not only look for their own career prospective but also attend to their family demands like house cleaning, catering for ageing ones, attending family parties, visiting recreational centres, attending religious programmes, nurturing of children and contribute to their future prospects as well. Work and family responsibilities along with long working hours in professional setup has resulted in conflict which in turn has affected the overall health and well-being of individuals. In dealing with multiple roles and work pressure and for enhancing well-being, working couples use coping strategies depending on their individual experiences and organisational policies. The paper utilised a mixed method; 10 respondents for the qualitative method to interview ten (10) respondents (five males, five females) as well as a quantitative study for 290 respondents. Findings reveal that effectiveness of coping strategies is a subject of unique experience and personal characteristics with some level of organisational support. This paper explores an approach towards the role of work-family conflict and coping mechanism in determining the wellbeing of working couples towards the actualisation of Goal 3 of SDGs by United Nations (i.e. Good Health and Wellbeing for People). Keywords :Work-Family Conflict, Coping Strategies, Healthy Living, Wellbeing, Career Couples, Lagos Metropolis DOI : 10.7176/RHSS/9-8-08 Publication date : April 30 th 2019

Gender perspective on career challenges experienced by African scientists

Empirical knowledge of the career challenges that confront African scientists, and women scientists in particular, holds an important key to achieving future success in the science systems of the continent. In this article, we address a lack of evidence generally on the careers of scientists in Africa, by providing the first continent-wide description of the challenges they face, and how these challenges differ between women and men. Our analysis of questionnaire-survey data on approximately 5000 African scientists from 30 countries shows that women are not more challenged than men by a variety of career-related issues, with the exception of balancing work and family, which the majority of women, regardless of age and region, experience. Contrary to expectations, women are not only less likely than men to report a lack of funding as having impacted negatively on their careers, but have been more successful at raising research funding in the health sciences, social sciences and humanities. These results, as well as those from a comparison of women according to age and region, are linked to existing scholarship, which leads us to recommend priorities for future interventions aimed at effectively ensuring the equal and productive participation of women in the science systems of Africa. These priorities are addressing women’s work–family role conflict; job security among younger women scientists; and women in North African and Western African countries.
 Significance:
 
 This study is the first to describe, on a multinational scale, the career challenges that confront African scientists, and women scientists in particular.
 Contrary to expectations, we found that African women scientists do not report experiencing career challenges to a larger extent than men do, and have been more successful at raising research funding in three of the six major scientific fields.
 However, the findings highlight the significance of the challenge that balancing work and family poses to the majority of African women scientists.

EFFECT OF WORK-FAMILY ROLE CONFLICTS ON EMPLOYEES’ COMMITMENT AND ORGANIZATIONAL PERFORMANCE: A STUDY OF AKLAD INTERLINK CONCEPT, NIGERIA

The commitment of workers in their place of work is some worth dependent on their marital status. Owing to the above statement, this study examines the effect of work-family role on the level of employees’ commitment and organizational performance in AKLAD Interlink concept, Ibadan, Nigeria. The research design adopted was a survey type, based on a population of 1047. A total of 155 employees was subsequently selected using stratified random sampling techniques. A pilot study was performed to test the validity and reliability of the instrument (questionnaire). Consequently, validity and reliability were ascertained and confirmed via face, content, Cronbach alpha, average variance extracted and composite validity. The six (6) hypotheses of the study were tested using both multiple and simple linear regression, and the analysis of variance. The result of the study reveals a significant influence of work-family role conflicts on both employee commitment and organizational performance. In addition, the mediating influence of employees’ commitment in prediction organizational performance as a result of workfamily role conflicts was also validated by our findings. Moreover, work-family role conflict also had significant influence on gender. Lastly, the independent variable (work-family role conflict) also significantly influenced both married and single employees, as well as, the difference between the job commitment of both male and female staff of the organisation. The study therefore concludes that work-family conflicts affect the organizational performance and effectiveness of the organisation. Thus, our study strongly recommended strict adherence to balanced social lives, by organizational leaders and that special attention should be given to gender and marital issues of their employees so as to balance their family-work relationship. This study, therefore, contributes to extant literature, by showing the nexus between work-family conflict and workers commitment and organizational performance. The study also validated the theoretical framework.

Job Satisfaction and Marital Adjustment among Paramedical: Mediating Role of Work Family Conflict

Purpose: An extensive pressure arose by work environment or by family environment resulted as work-family conflict. Occurrences of such conflicts are observed when employees experienced interference of work to family and family to work. Keeping the literature available on effects of work-family conflict in relationship to job satisfaction and marital adjustment, this study was designed to investigate the mediating role played by work family conflict between the relationship of job satisfaction and marital adjustment among paramedical staff. Another aim of this study was to explore the relationship among three variables. Furthermore, it was aimed to find out if there are any differences on gender or other demographical variables. A sample of 100 employees was taken from Jhang and Faisalabad city. Instruments for measuring Work family developed by Netemeyer et al. (1996), job satisfaction developed by Paul E. Spector, (1994), and adapted and translated by Shazad, (2011) were used. Dyadic adjustment scale developed by Spanier, (1976) and adapted and translated into Urdu by Naseer (2000) were also used. Results revealed positive correlation between work to family and family to work conflict, while negative with marital adjustment and job satisfaction. The regression analysis showed Job satisfaction contributed 29% and family to work contributed 27% in predicting marital adjustment. Significant gender differences were found. The results of partial least square structural equation modeling (PLS-SEM) found significant mediating role of work to family conflict and family to work conflict.

Dual-role Conflict among Female Primary School Teachers

This paper is a conceptual approach that stimulate able scholars that failed to ponder carefully on dual-role conflict among female primary school teachers. Of course, female primary school teachers are experiencing dual-role conflict. Also, presently female primary school teachers has dominated our primary schools teaching our children, on the same vain experiencing dual-role conflict which needed urgent attention from all stakeholders. The essence of this paper was due to the relevance of work and family matters. Scholars are really trying their best for enlightening all stakeholders on the issue of work-family role conflict in many discipline. In Education, related researches are always carrying on but the background level of education primary school is somehow been put aside with little concern. Considering this will help in making the work-life balance of female primary school teachers more sustainable. With this teaching and learning of our younger children would be efficient and effective. The researcher has proposed a conceptual framework in studying dual-role conflict among female primary school teachers. However, the qualitative interpretivist approach using case study or grounded theory would be applicable in conducting such type of research respectively.

The Effects of Working Mother’s Work-Family Role Conflict on Child-Rearing Attitudes

The Effects of Working Mother’s Work-Family Role Conflict on Child-Rearing Attitudes

Predictors of Work-Family Role Conflict and Its Impact on Professional Women in Medicine, Engineering, and Information Technology in Nigeria.

This study examines work-family role conflict and the factors predicting it, with a sample of 173 professional women in engineering and information technology (IT) firms, including 2 hospitals-1 public and 1 private. Our findings show no significant difference in the level of work-family role conflict encountered by women across medicine, engineering, and IT, whereas hours of work, family responsibilities, job demand, and work role overload were significantly correlated with work-family role conflict. Multiple linear regression analysis indicates that only work role overload, family responsibilities, and hours of work significantly predicted 45.9% of work-family role conflict. This implies that working women are burdened by work demands, which invariably affects the work-family role conflict they experience and leads to deterioration of their occupational health. It is suggested that employers should create a flexible work schedule and establish family-friendly policies in the workplace to promote a healthy work-life balance for women in science careers.

The Relationship Between Tenacity and Knowledge Exchange in a Mexican Organization

This study considers how employees’ tenacity might enhance their propensity to engage in knowledge exchange with organizational peers, as well as how the positive tenacity–knowledge exchange relationship is invigorated by two types of role conflict: within-work and between work and family. Using data from a large Mexican organization in the logistics sector, this study shows that tenacity increases knowledge exchange, and this effect is stronger at higher levels of within-work and work–family role conflict. The invigorating role of within-work role conflict is particularly salient when work–family role conflict is high. These findings inform organizations that the application of personal energy to knowledge-enhancing activities is particularly useful when employees encounter severe workplace adversity because of conflicting role demands.

Work–Family Role Conflict and Well-Being Among Women and Men

The main goal of the present study was to examine gender differences in the variables that explain the experience of role conflict and well-being among Jewish working mothers versus working fathers in Israel ( n = 611). The unique contribution of the study lies in its integrative approach to examining the experience of two types of role conflict: work interferes with family (WIF) and family interferes with work (FIW). The explanatory variables included sense of overload, perceived social support, and gender role ideology. The findings revealed that for women, both FIW and WIF conflict correlated negatively with well-being, whereas for men, a negative correlation with well-being was found only in the case of FIW conflict. Contrary to expectations, social support contributed more to mitigating negative affect among men than among women. On the whole, the findings highlight the changes that men have experienced in the work–family system.