The effects of paternalistic leadership on workplace loneliness, work family conflict and work engagement among air traffic controllers in Turkey

The shortage and aging of drivers are not problems limited to the truck industry, but are common in the broader commercial motor vehicle (CMV) industry of Korea. This study investigates the relationships between work situation, work–family conflict, depression, and work engagement of taxi, bus, and truck drivers. We extracted 512 CMV drivers from the 5th Korea Working Conditions Survey. A structural equation model (SEM) was used to investigate the impact of a work situation or work–family conflict on depression and work engagement. Results showed that 38.9% of all respondents had symptoms of depression. In the SEM, a poor work situation (standardized path coefficient = 0.250) and work–family conflict (0.117) significantly affected depression. ‘Enough time’ and ‘feeling well’ were influential variables of work situation. ‘Responsibility’ and ‘concentration’ were influential variables of work–family conflict. Additionally, depression affected work engagement (0.524). ‘Vigor’ and ‘dedication’ were influential variables of work engagement. These results show that the relationships between work situation, work–family conflict, depression, and work engagement of CMV drivers are intricately linked.

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A Life Satisfaction of A Dual Role Woman

Management Analysis Journal ◽

10.15294/maj.v9i3.37232 ◽

2020 ◽

Vol 9 (3) ◽

pp. 318-326

Author(s):

Yanah Ria ◽

Palupiningdyah Palupiningdyah

Keyword(s):

Life Satisfaction ◽

Work Engagement ◽

Family Conflict ◽

Work Life ◽

Work Life Balance ◽

Work Family Conflict ◽

Life Balance ◽

Work Family ◽

Female Nurses ◽

The Relationship

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

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Work-family conflict and work engagement among mothers: Conscientiousness and neuroticism as moderators

SA Journal of Industrial Psychology ◽

10.4102/sajip.v39i1.1082 ◽

2013 ◽

Vol 39 (1) ◽

Cited By ~ 9

Author(s):

Tracy J. Opie ◽

Carolina M. Henn

Keyword(s):

Work Engagement ◽

Family Conflict ◽

Working Mothers ◽

Well Being ◽

Work And Family ◽

Personal Factors ◽

Work Family Conflict ◽

Cross Sectional Survey ◽

Low Levels ◽

Work Family

Orientation: The study investigates factors that impact work-family conflict and work engagement among working mothers.Research purpose: The job demand-resources model is utilised to investigate the moderating role of conscientiousness and neuroticism on the relationship between work-family conflict and work engagement.Motivation for the study: Working mothers are challenged to establish a balance between work and family life. The resulting work-family conflict can negatively affect well-being. It is thus necessary to explore personal factors that relate to work-family conflict, particularly in the South African context.Research design, approach and method: A quantitative, cross-sectional survey design was used. The sample (N = 267) was comprised of working mothers from several organisations. Data was gathered using the work-to-family conflict questionnaire, the Basic Traits Inventory and the Utrecht Work Engagement Scale.Main findings: The results indicated that work-family conflict negatively predicts work engagement. Conscientiousness positively predicts work engagement, and neuroticism negatively predicts work engagement. A significant interaction effect was found for conscientiousness but not for neuroticism. The findings showed that for participants with high levels of conscientiousness, work engagement decreases significantly more with an increase in work-family conflict than for participants with low levels of conscientiousness.Practical/Managerial implications: Organisations should consider those individuals who have high levels of conscientiousness and low levels of neuroticism in the selection and placement of employees. In addition, organisations have a responsibility to provide conscientious women, particularly mothers, with adequate support to ensure that work-family conflict does not adversely impact their levels of work engagement.

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Service employees’ fit, work-family conflict, and work engagement

Journal of Services Marketing ◽

10.1108/jsm-02-2015-0066 ◽

2016 ◽

Vol 30 (5) ◽

pp. 554-566 ◽

Cited By ~ 15

Author(s):

Osman M. Karatepe ◽

Georgiana Karadas

Keyword(s):

Life Satisfaction ◽

Work Engagement ◽

Family Conflict ◽

Job Fit ◽

Work Family Conflict ◽

Content Type ◽

Family Work ◽

Work Conflict ◽

Work Family ◽

The Relationship

Purpose Using person–job fit, congruence and conservation of resources theories as the theoretical underpinnings, the purpose of this study is to propose and test a research model that investigates work-family conflict and family–work conflict as mediators of the impact of person–job fit on work engagement. The model also examines the mediating role of work engagement in the relationship between conflicts in the work–family interface and life satisfaction. Design/methodology/approach Data gathered from frontline hotel employees two weeks apart in three waves in Romania were utilized to assess the abovementioned relationships via structural equation modeling. Findings Two directions of conflict act as partial mediators between person–job fit and work engagement. Work engagement fully mediates the relationship between work–family conflict and life satisfaction, while it functions as a partial mediator of the effect of family–work conflict on life satisfaction. Originality/value This paper contributes to current knowledge by investigating the interrelationships of person–job fit, two directions of conflict, work engagement and life satisfaction.

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Konaklama İşletmelerinde İş-Aile Çatışmasının İşe Bağlılık Üzerindeki Etkisinin Belirlemeye Yönelik Araştırma (A Research on Determining The Effect of Work-Family Conflict on Work Engagement in Accommodation Enterprises)

Journal of Business Research - Turk ◽

10.20491/isarder.2020.873 ◽

2020 ◽

Vol 12 (1) ◽

pp. 715-731

Author(s):

Erdal Yılmaz ◽

Sevil Gasimova

Keyword(s):

Work Engagement ◽

Family Conflict ◽

Work Family Conflict ◽

Work Family

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A job demands-resources approach to presenteeism

Career Development International ◽

10.1108/cdi-01-2016-0002 ◽

2016 ◽

Vol 21 (4) ◽

pp. 402-418 ◽

Cited By ~ 18

Author(s):

Alisha McGregor ◽

Christopher A. Magee ◽

Peter Caputi ◽

Donald Iverson

Keyword(s):

Social Support ◽

Work Engagement ◽

Family Conflict ◽

Workplace Bullying ◽

Time Pressure ◽

Job Demands ◽

Job Resources ◽

Work Family Conflict ◽

Content Type ◽

Work Family

Purpose Utilising the job demands-resources (JD-R) model, the purpose of this paper is to examine how aspects of the psychosocial work environment (namely, job demands and resources) are associated with presenteeism, and in particular, whether they are indirectly related via burnout and work engagement. Design/methodology/approach A cross-sectional survey of 980 working Australians measured the relationships between job demands (i.e. workplace bullying, time pressure and work-family conflict), resources (i.e. leadership and social support), burnout, work engagement and presenteeism. Path analysis was used to test the proposed hypotheses whilst controlling for participant demographics (i.e. sex, age, work level, duration and education). Findings Higher job demands (workplace bullying, time pressure, and work-family conflict) and lower job resources (leadership only) were found to be indirectly related to presenteeism via increased burnout. While increased job resources (leadership and social support) were indirectly related to presenteeism via improved work engagement. Practical implications The findings are consistent with the JD-R model, and suggest that presenteeism may arise from the strain and burnout associated with overcoming excessive job demands as well as the reduced work engagement and higher burnout provoked by a lack of resources in the workplace. Intervention programmes could therefore focus on teaching employees how to better manage job demands as well as promoting the resources available at work as an innovative way to address the issue of rising presenteeism. Originality/value This study is important as it is one of the first to examine the theoretical underpinnings of the relationship between presenteeism and its antecedents.

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Job demands, work engagement and job turnover intentions among registered nurses: Explained by work-family private life inference

Work ◽

10.3233/wor-213445 ◽

2021 ◽

pp. 1-13

Author(s):

Sandra Pennbrant ◽

Anna Dåderman

Keyword(s):

Registered Nurses ◽

Work Engagement ◽

Family Conflict ◽

Turnover Intentions ◽

Job Demands ◽

Nursing Profession ◽

Work Family Conflict ◽

Interpersonal Conflicts ◽

Work Family ◽

The Relationship

BACKGROUND: The job demands on nurses have increased. Conflict between work life and family life may lead to stress and lower work engagement. Consequently, nurses may choose a different career path or leave the profession. OBJECTIVE: Examine the extent to which perceived job demands (interpersonal conflicts at work and workload), work engagement, work-family conflict and family-work conflict are associated with turnover intentions, and examine a possible moderating effect of work-family conflict on the relationship between the intention to leave the nursing profession, job demands and work engagement. METHODS: Cross-sectional study using Hobfoll’s Conservation of Resources theory. Data were collected from a sample of 807 registered nurses (RNs) from western Sweden. Tests of moderation were conducted using the PROCESS software macro developed by Andrew F. Hayes. RESULTS: Work-family conflict was a significant moderator in the relationship between the intentions to leave the nursing profession and work engagement as well as interpersonal conflicts at work. Low work engagement, high work-family conflict and high job demands intensify turnover intentions in well-educated and well-experienced nurses. CONCLUSIONS: The results imply that work-family conflict has a greater impact when RNs experience lower work engagement. In other words, higher motivation implies a lower moderation effect of work-family conflict. Managers should promote a positive working climate by listening to and providing nurses with opportunities to develop their skills. By so doing, managers can gain better understanding of nurses’ resources, knowledge and work situation, thus strengthening nurses’ confidence and ability to practice their profession.

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