The influence of work-family culture and workplace relationships on work interference with family: a multilevel model

2008 ◽  
Vol 29 (7) ◽  
pp. 881-897 ◽  
Author(s):  
Debra A. Major ◽  
Thomas D. Fletcher ◽  
Donald D. Davis ◽  
Lisa M. Germano
Keyword(s):  
Multilevel Model ◽  
Workplace Relationships ◽  
Family Culture ◽  
Work Family ◽  
Work Interference With Family ◽  
Work Interference

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

2019 ◽  
Vol 44 (2) ◽  
pp. 114-143
Author(s):  
Kellie Claflin ◽  
Tyson J. Sorensen ◽  
J. Velez ◽  
Josh Stewart
Keyword(s):  
Family Conflict ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Administrative Position ◽  
Job Opportunity ◽  
Work Family ◽  
Work Interference With Family ◽  
Relationship Of ◽  
The Relationship ◽  
Work Interference

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.

Relationship Between Organizational Injustice and Work Interference with Family: The Role of Social Support

2019 ◽  
Vol 6 (2) ◽  
pp. 129-155 ◽  
Author(s):  
Aneel Kumar ◽  
Ghulam Ali Arain ◽  
Khalil Ahmed Channa
Keyword(s):  
Social Support ◽  
Health Care ◽  
Health Care Organizations ◽  
Family Policies ◽  
Public Sector Health ◽  
Work Family ◽  
Work Interference With Family ◽  
Work Interference ◽  
Organizational Injustice

This study investigates the moderating role of social support (i.e., supervisor, co-workers and the family) in the relationship between organizational injustice (i.e., distributive and procedural) and work interference with family (WIF; i.e., strain and behaviour based). Quantitative data were collected from employees working in public sector health-care organizations of Pakistan through survey questionnaires ( N = 255). This study finds significant effects of distributive and procedural injustice in engendering the negative experiences of strain- and behaviour-based WIF, in the employees of health-care organizations. The moderating effect of co-worker and family support provided mixed results. The supervisory social support was not found as a moderator. Findings of this study suggest that health-care organizations should pay serious attention to the ineffective work family policies and procedure to develop a family-friendly work environment. The supervisors should be given a role in work family policies and procedure development. The mitigating effect of co-workers’ support showed that the employees should be provided with proper knowledge on the policies and procedures of their organizations. The support of family members can also be either benign or harmful.

Social Support, Work-Family Conflict, and Emotional Exhaustion in South Korea

2013 ◽  
Vol 113 (2) ◽  
pp. 619-634 ◽  
Author(s):  
Soojin Lee ◽  
Seckyoung Loretta Kim ◽  
Eun Kyung Park ◽  
Seokhwa Yun
Keyword(s):  
Social Support ◽  
South Korea ◽  
Family Support ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Work Family ◽  
Work Interference With Family ◽  
The Relationship ◽  
Work Interference

With an increase of female workforce and dual-earner families, work-family conflict has received particular attention. Using a sample of 159 employees in South Korea, this study examined whether work-family conflict mediated the relationship between social support and emotional exhaustion. Supervisor and family support were found to be related negatively to two different aspects of work-family conflict, i.e., work interference with family and family interference with work, respectively. Also, each dimension of work-family conflict was associated with employees' emotional exhaustion. The relationship between supervisor support and emotional exhaustion was mediated by work interference with family; whereas, the relationship between family support and emotional exhaustion was mediated by family interference with work. Implications and future research directions are discussed.

Work interference with family and turnover intentions in Pakistani banks: the role of psychological breach

2021 ◽  
Vol 12 (7) ◽  
pp. 1751-1773
Author(s):  
Sumaiya Syed ◽  
Salman Bashir Memon ◽  
Abdul Samad
Keyword(s):  
Psychological Contract ◽  
Turnover Intentions ◽  
Contract Breach ◽  
Mediation Analyses ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Work Interference With Family ◽  
Work Interference ◽  
Insight Into

The purpose of this study was to explore the relationship between work-family interference (WIF), organizational and occupational turnover intentions. Further, it was investigated if the relationships are mediated by ‘psychological contract breach’ (PCB) concerning ‘work-family balance obligations’. A study was completed by gathering data using a self-administered survey from employees working in the Pakistani Banking industry (n=359). The results indicate that WIF is positively linked to organizational and occupational turnover intentions. Results of mediation analyses showed a significant indirect effect of WIF, via PCB, on occupational turnover intentions but not on organizational turnover intentions. This study provides insight into the mechanisms through which WIF affects employee turnover intentions. Moreover, this study adds to psychological contract theory by revealing insight into the particular sub of work-family content of work-family balance obligations.

scholarly journals Impact of work-family conflict on job performance of nurses working for hopitals in Ho Chi Minh City

2015 ◽  
Vol 5 (2) ◽  
Author(s):  
Nguyen Minh Ha ◽  
Nguyen Thai An
Keyword(s):  
Regression Analysis ◽  
Job Performance ◽  
Family Conflict ◽  
Descriptive Statistics ◽  
Ho Chi Minh City ◽  
Work Family Conflict ◽  
Work Family ◽  
Work Interference With Family ◽  
The Impact ◽  
Work Interference

The purpose of this study is to analyze the impact of Work-Family Conflict on job performance of nurses working for hospitals in Ho Chi Minh City (HCMC). The study conducts survey with 221 nurses working for hospitals in HCMC by questionnaires. The data was analyzed by techniques: Descriptive statistics, Exploratory Factor Analysis (EFA) and regression analysis. The findings indicate that four factors driving job performance (from strongest to weakest) are Strain-based Family Interference with Work (SFIW), Strain-based Work Interference with Family (SWIF), Time-based Work Interference with Family (TWIF), Time- based Family Interference with Work(TFIW).

Flexible Work Arrangements and Work-Family Conflict: A Systematic Literature Review

2021 ◽  
Vol 12 (3) ◽  
pp. 2771-2781
Author(s):  
Farah Shazlin Johari Et.al
Keyword(s):  
Family Conflict ◽  
Turnover Intentions ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Work Family Conflict ◽  
Work Arrangements ◽  
Work Family ◽  
Work Interference With Family ◽  
Work Interference ◽  
Work Arrangement

The spread of the Covid-19 pandemic has essentially led to the closure of many businesses worldwide. With the increasing number of viruses in every part of the world, there is a need for flexible work arrangements to maintain the operations. Somehow, managing workloads using these arrangements have also affected work-family conflict during a pandemic situation. Plus, there is a dearth in the literature of flexible work arrangements in the context of work-family conflict. Thus, the purposes of this review are to investigate how these factors are related to work interference with family (WIF), and family-interference with work (FIW), and its outcomes, such as work-life balance, well-being, mental health, turnover intentions, satisfaction, and others. The reviewed articles were obtained from three main databases; Web of Science, Scopus, and Science Direct from the year 2000 until 2020. Keywords including "flexibility work arrangement," "flexible," "work arrangement," “schedule flexibility,” “work hours,” “schedule,” "work-family conflict,” “family-work conflict,” “work interference with family” and “family interference with work” were managed to identify 31 articles. Also, this systematic review was conducted to collect the findings on the relationship of the above domains, which can be used by businesses to adapt to the new normal. Several recommendations were proposed to conduct further study, especially in research design, method, and measurements.

Work–Family Guilt of Collegiate Athletic Trainers: A Descriptive Study

2020 ◽  
Vol 25 (4) ◽  
pp. 190-196 ◽  
Author(s):  
Christianne M. Eason ◽  
Stephanie M. Singe ◽  
Kelsey Rynkiewicz
Keyword(s):  
Family Conflict ◽  
Athletic Trainers ◽  
Athletic Trainer ◽  
Work Family Conflict ◽  
Descriptive Data ◽  
Hours Worked ◽  
Work Family ◽  
Collegiate Athletic Trainers ◽  
Work Interference With Family ◽  
Work Interference

Work–family guilt (WFG) is a measure used to assess guilt related to work interference with family and family interference with work. While work–family conflict (WFC) has been studied in the athletic trainer (AT) population, WFG has not. The purpose of this study was to gather descriptive data on WFG and to determine if WFC can predict WFG. There were significant positive associations between WFG and hours worked, but no sex differences in WFG or WFC exist. WFG was predicted by WFC. Results indicate higher levels of WFG and WFC are associated with a greater number of hours worked. Because guilt can negatively impact overall health, steps should be taken to mitigate WFC and WFG.

scholarly journals Work-Family Conflict and Work Exit in Later Career Stage

2018 ◽  
Vol 75 (3) ◽  
pp. 716-727 ◽  
Author(s):  
Baowen Xue ◽  
Maria Fleischmann ◽  
Jenny Head ◽  
Anne McMunn ◽  
Mai Stafford
Keyword(s):  
Family Conflict ◽  
Later Life ◽  
Family Factors ◽  
Career Stage ◽  
Work Family Conflict ◽  
Cox Models ◽  
Health Related ◽  
Work Family ◽  
Work Interference With Family ◽  
Work Interference

Abstract Objectives This study investigated relationships between work–family conflict and routes of later-life work exit. Methods We used a cohort of British civil servants (5,157 men; 2,027 women) who participated in the Whitehall II study. Work interference with family (WIF) and family interference with work (FIW) were measured up to three times over 10 years. Cause-specific Cox models were used to assess the influence of WIF/FIW on particular routes (“retirement,” “health-related exit,” “unemployment,” or “homemaker/other”) of work exit in later career stage and all routes combined. Results WIF was not associated with any route of work exit in men or women, after adjusting for confounders. For perceived higher FIW, men were less likely to exit work through retirement, homemaker/other, or all routes combined. This was not attenuated by adding family factors or working conditions. Women with higher FIW were more likely to exit through the homemaker route. This was no longer significant after adjusting for family factors. Neither FIW nor WIF was associated with health-related exit or unemployment. Discussion FIW makes women more likely to become a homemaker at later career stage but reduces the risk of leaving work for men, which may reinforce gender inequality in work participation.

scholarly journals How Do Family Role Overload and Work Interferance with Family Affect the Life Satisfaction and Sleep Sufficiency of Construction Professionals?

2019 ◽  
Vol 16 (17) ◽  
pp. 3094 ◽  
Author(s):  
Ruodan Lu ◽  
Ziyi Wang ◽  
Xiaoming Lin ◽  
Liang Guo
Keyword(s):  
Life Satisfaction ◽  
Sleep Problems ◽  
Role Overload ◽  
Family Role ◽  
Moderating Effects ◽  
Mediating Role ◽  
Work Family ◽  
Objectively Measured ◽  
Work Interference With Family ◽  
Work Interference

Sleep and work-family problems attract a great attention in the construction industry because construction professionals are usually prone to work-family conflicts and sleep problems. The objective of this study was to analyze the effect of Family-Role Overload (FRO) and Work Interference with Family (WIF) on sleep sufficiency. We also included life satisfaction as a mediator and family supportive supervision behaviors (FSSB) as a moderator. Using a sample of 193 Chinese construction professionals, we collected objectively-measured sleep sufficiency data with validated wrist actigraphies and self-reported sleep sufficiency data, FRO, WIF, life satisfaction and FSSB with questionnaires through multiple waves. Results demonstrated that FRO was negatively associated with both objectively-measured and self-reported sleep sufficiency and life satisfaction played an important mediating role in this relationship. The moderating effect of life satisfaction on the path between WIF and sleep sufficiency is trivial. In addition, no significant moderating effects of FSSB were found. More substantial policies should be taken to improve the life satisfaction and sleep sufficiency of construction professionals.

Sign in / Sign up

Export Citation Format

Share Document