The Work–Family Conflict: Evidence from the Recent Decade and Lines of Future Research

2020 ◽  
Author(s):  
José Alberto Molina
Keyword(s):  
Family Conflict ◽  
Recent Decade ◽  
Future Research ◽  
Work Family Conflict ◽  
Work Family

scholarly journals Impact of Situational and Dispositional Factors on Work-Family Conflict and Job Satisfaction: A Proposed Framework

2018 ◽  
Vol 56 ◽  
pp. 03001
Author(s):  
Rohani Salleh ◽  
Zurina Abu Bakar ◽  
Mumtaz Ali Memon
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Family Conflict ◽  
Situational Factors ◽  
Role Overload ◽  
Future Research ◽  
Work Family Conflict ◽  
Work Family ◽  
Dispositional Factors ◽  
Core Self

Job satisfaction has become an empirical attention as subject of inquiry in many fields. Past studies have revealed that employees with higher level of job satisfaction mostly enjoyed their job, had higher productivity and eventually contributed to generate profit for their organization. Despite its popularity, there is still lacking in determining what exactly drives employee satisfaction from the perspective of situational and dispositional factors. Moreover, the role of mediator in is also rather limited. The present paper proposes a conceptual model from the perspective of situational factors (role overload and role conflict) and dispositional factor (core self-evaluations) to understand the concept of job satisfaction. Specifically, it is suggested that when an employee experiences either role overload, role conflict or perceive with negative core self-evaluation, one of the consequence was increased level of work-family conflict. Ultimately, individuals who perceive higher level work-family conflict will experience less job satisfaction. Recommendations for future research are also discussed.

scholarly journals Work-Family Conflict and Psychological Health Among Nurses: A Preliminary Observation

2020 ◽  
Vol 5 (7) ◽  
pp. 113-123
Author(s):  
Suzana Mohd Hanifa ◽  
Zanariah Ismail ◽  
Soadah Ahmad ◽  
Zarinah Arsat
Keyword(s):  
Literature Review ◽  
Psychological Health ◽  
Family Conflict ◽  
Well Being ◽  
Work And Family ◽  
Future Research ◽  
Work Family Conflict ◽  
Workplace Stressors ◽  
Job Demand ◽  
Work Family

Nursing is a female-dominated profession and is commonly considered as a stressful and challenging job. The nature of the nurses’ work, which is highly demanding, brings about difficulties in balancing work and family life, further resulting in work-family conflict. Apart from workplace stressors, work-family conflict has been identified as one of the factors that can threaten nurses' psychological health. This literature review thus sought to identify the factors associated with nurses’ experience of work-family conflict and its consequences to their psychological health. Accordingly, this literature review found that nurses’ work characteristics, namely, shift work, job demand and individual factors, significantly influence work-family conflict, which may in turn affect their psychological health in several ways. Future research should focus on positive conditions or resource-based perspectives that can help nurses in reducing work-family conflict and enhancing their health and well-being.  

How Exclusive Work Climates Create Barriers for Women in IS&T

2019 ◽  
pp. 109-120
Author(s):  
Katelyn R. Reynoldson ◽  
Debra A. Major
Keyword(s):  
Stereotype Threat ◽  
Family Conflict ◽  
Future Research ◽  
Negative Outcomes ◽  
Work Family Conflict ◽  
Motherhood Penalty ◽  
Work Climates ◽  
Work Family

Exclusive climates are associated with negative outcomes such as feelings of anxiety. Furthermore, barriers may arise for women when they experience exclusive climates in the IS&T workplace. This chapter examines several barriers women may encounter, including stereotypes, stereotype threat, the motherhood penalty, work-family conflict, and mentoring. As women are underrepresented in IS&T, recommendations for future research include building more inclusive climates in IS&T workplaces for women and mitigating the obstacles women may face while working in the field.

Promising research opportunities in emotions and coping with conflict

2006 ◽  
Vol 12 (2) ◽  
pp. 179-186 ◽  
Author(s):  
Ronald H Humphrey
Keyword(s):  
Job Performance ◽  
Emotional Labor ◽  
Family Conflict ◽  
Future Research ◽  
Special Issue ◽  
Work Family Conflict ◽  
Research Areas ◽  
Core Concepts ◽  
Work Family ◽  
And Coping

This epilogue reviews the highlights of the five articles in this special issue on emotions and coping with conflict. It develops 12 research areas that offer potential for future research breakthroughs. These areas link the five articles to core concepts in emotional intelligence/competencies and Affective Events Theory. Particular attention is given to empathy, the ability to recognize emotions in others, and the ability to express one's own emotions. These three variables are related to moods and job performance, leadership, emotional labor, trust, work-family conflict, and stress. These five articles, together with the 12 promising research areas, suggest practical ways to help employees and organizations cope with conflict in the workplace.

The crossover effect of work–family conflict among hotel employees

2019 ◽  
Vol 31 (2) ◽  
pp. 812-829 ◽  
Author(s):  
Su-Ying Pan ◽  
Ying-Jung Yeh
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Future Research ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Work Family Conflict ◽  
Crossover Effect ◽  
Family Dynamic ◽  
Content Type ◽  
Work Family

Purpose Work–family research has established the existence of a crossover effect, wherein a given perception is transferable between two intimate persons. However, little research has been done to delineate this crossover process. Therefore, grounded in the conservation of resources theory, the present study aims to examine why and how a supervisor’s work–family conflict (WFC) is related to his or her subordinates’ WFC. The authors focus on three resource-related mechanisms and explore the consequences of subordinates’ WFC. Design/methodology/approach Questionnaire surveys were collected from 180 supervisor–subordinate dyads from five hotels. Mplus was used to test the framework. Findings The results support the notion that supervisor’s negative affect and subordinate’s workload account for the crossover effect of WFC. Moreover, subordinates’ WFC is found to be related to lower job satisfaction and higher turnover intention. Research limitations/implications The current study highlights the downward effect of supervisors’ WFC, a phenomenon that has been understudied in the extant research. Alternative mediators or moderators in the relationship between supervisors’ WFC and subordinates’ WFC can be explored by future research. Practical implications Hotels should help supervisors to effectively manage the work and family dynamic through training and changing the “face time” culture. Originality/value Grounded in the conservation of resources theory, the authors propose a framework that incorporates WFC into the crossover model.

scholarly journals Burnout Dimensions with Work-Family Conflict among Hotel Employees: Flow Experience as Mediating Role

2017 ◽  
Vol 2 (2) ◽  
pp. 01-07
Author(s):  
Mark Kasa ◽  
Zaiton Hassan
Keyword(s):  
Family Conflict ◽  
Jel Classification ◽  
Future Research ◽  
Flow Experience ◽  
Cultural Dimension ◽  
Work Family Conflict ◽  
Mediating Role ◽  
Hotel Employees ◽  
Day To Day Operations ◽  
Work Family

Objective - It is a known fact that hotel employees are constantly working in a demanding work environment. The gruelling demand of the day-to-day operations and stress will eventually lead to the burnout dimensions (exhaustion and disengagement). This may have adverse effects to their relationship with their family members. Interestingly, Malaysian's cultural dimension – collectivism; may explain this in a rather interesting discussion. Previous studies had revealed fascinating findings of a relationship between the burnout dimensions with work-family conflict (WFC) and how flow mediates the relationship between burnout dimensions with WFC Methodology/Technique - A primary survey of 233 hotel employees in Kuching, Malaysia revealed that indeed there is a correlation between the relationships and that flow mediates the variables. Findings – The results obtained from this study suggest the importance of hotel organizations in utilizing some proactive actions to promote flow experience among their employees. This article also discloses the practical implications and provides suggestions for future research in the similar field of study. Novelty - The research provides supported suggestions for proactive action to eliminate burnout at workplace. Type of Paper - Empirical Keywords: Burnout dimensions; Disengagement; Exhaustion; Flow; Hotel industry; Work-family conflict. JEL Classification: J21, J24, J51.

scholarly journals Moderating Role of Job Autonomy in the Relationship among Antecedents of Organizational Commitment: Empirical Study in Indonesia Social Security Administrator for Health

2020 ◽  
Vol 11 (2) ◽  
pp. 255-270
Author(s):  
Willy Abdillah ◽  
Asyraf Mursalina
Keyword(s):  
Organizational Commitment ◽  
Social Security ◽  
Family Conflict ◽  
Future Research ◽  
Job Autonomy ◽  
Work Family Conflict ◽  
Online Questionnaire ◽  
Work Overload ◽  
Central Java ◽  
Work Family

This study examines the effect of perceived work overload and work-family conflict on organizational commitment with job autonomy as a moderating variable. This study combines Moore (2000a) and Ahuja et al. (2007) IS Turnover model to develop a more parsimony model in explaining the phenomenon of organizational commitment in Social Security Administrator for Health (BPJS Kesehatan). Population of this study is employees of BPJS Kesehatan including Central Office, Deputy for Jakarta-Bogor-Depok-Tangerang-Bekasi (Jabodetabek) Region, Deputy for Central Java and DIY, Deputy for Papua and West Papua, Deputy for North Sulawesi, Central Sulawesi, Gorontalo and North Maluku, and Deputy for Region South Sulawesi, West Sulawesi, Southeast Sulawesi and Maluku. 1650 samples of employee from all level and job positions have gathered by online questionnaire survey. The Result shows that the perception of work overload and work-family conflict affects organizational commitment and is moderated by job autonomy. Implications for future research and stakeholders are further discussed.

scholarly journals Work-Family Conflict dan Parenting Self- Efficacy pada Ibu Bekerja di Jakarta

MANASA ◽  
2021 ◽  
Vol 10 (1) ◽  
pp. 1-18
Author(s):  
Dara Aprilia Christianty ◽  
Wieka Dyah Partasari
Keyword(s):  
Family Conflict ◽  
Self Efficacy ◽  
Working Mothers ◽  
Future Research ◽  
Full Time ◽  
Work Family Conflict ◽  
Correlational Research ◽  
Measurement Tools ◽  
Work Family ◽  
The Relationship

The aim of this research is to identify the relationship between work-family conflict and parenting self-efficacy among working mothers in Jakarta. The research is a quantitative with correlational research design. Participants for this research is consisted by 121 mothers with the range of aged 23 to 56 years old, live with working husband and the children, have child aged below 18 years old, and have full-time job in Jakarta. Data were collected using two measurement tools are Work-Family Conflict Scale (WFCS) and Self-Efficacy for Parenting Task Index (SEPTI). The data was measured using Spearman correlation and it has been showed there is the relationship between work-family conflict and parenting self-efficacy significantly (rs = -0.387, p = 0.000 (p < 0.01)). These two variables are negatively related to each other. It can be concluded who working mothers have low their work-family conflict, they have high self-efficacy to fulfill their role as parent. The recommendation for future research will do in qualitative research to know how the parents, father and mother, take care of their children and what kind of social support that has been accepted for working mothers. Keywords: Work-Family Conflict, Parenting Self-Efficacy, Working Mothers

scholarly journals The Paradox of Citizenship Cost: Examining a Longitudinal Indirect Effect of Altruistic Citizenship Behavior on Work–Family Conflict Through Coworker Support

2021 ◽  
Vol 12 ◽  
Author(s):  
Sajid Haider ◽  
Carmen De-Pablos-Heredero ◽  
Monica De-Pablos-Heredero
Keyword(s):  
Indirect Effect ◽  
Family Conflict ◽  
Structural Equation ◽  
Harmful Effect ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Future Research ◽  
Work Family Conflict ◽  
Coworker Support ◽  
Work Family

The objective of this study was to address the paradox of citizenship cost by hypothesizing an indirect rather than a direct effect of altruistic citizenship behavior (ACB) on employee work–family conflict (WFC) through coworker support (CWS). Data were gathered in a three-wave longitudinal survey of employees from private commercial banks (N = 318). A multiple linear autoregressive longitudinal mediation model was analyzed with partial least squares structural equation modeling (PLS-SEM). The results indicate that rather than directly, ACB affects indirectly employee WFC through CWS. This indirect effect is negative, which reflects that the costs of citizenship behavior are paradoxical. The present study contributes to the ongoing debate on the positive and negative outcomes of employee citizenship behavior by providing empirical evidence on the beneficial rather than harmful effect of performing such behavior. For organizational managers, promoting a culture of CWS by encouraging altruistic behaviors can be a most viable strategy to reduce WFC among their employees. The study discusses its limitations and provides future research directions.

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