Socioeconomic and sex inequalities in job satisfaction of Japanese civil servants: Role of job strain, work hours and work-family conflicts

2011 ◽  
Vol 26 (S2) ◽  
pp. 1601-1601 ◽  
Author(s):  
M. Sekine ◽  
T. Tatsuse
Keyword(s):  
Job Satisfaction ◽  
Job Strain ◽  
Work And Family ◽  
Work Hours ◽  
Civil Servants ◽  
Family Characteristics ◽  
Low Grade ◽  
Family Conflicts ◽  
Long Work Hours ◽  
Work Family

IntroductionUnder slow economic growth, the maintenance of job satisfaction is important. This study aims to evaluate(1) whether psychosocial stress at work and work-family conflicts contribute to low job satisfaction and(2) whether these work and family characteristics explain socioeconomic and sex inequalities in low job satisfaction.MethodsThe subjects were civil servants in local government in Japan. Questionnaire survey was conducted in 2003. Altogether 4272 subjects (response rate: 79.2%) responded. The questionnaire included questions on job satisfaction, job strain, as measured by the job-demand-control-support model, work hours, shift work, family structure, and family-work conflicts.ResultsApproximately two thirds of participants were satisfied with their job. Low job control, high job demands, low social support, long work hours and high work-family conflicts were associated with low job satisfaction. Low grade employees were likely to report low job satisfaction but the associations were significant only for men. In men, the grade differences in low job satisfaction reduced and were no longer significant after adjustment for job strain, work hours and work-family conflicts. In women, the grade differences in low job satisfaction hardly changed after adjustment for job strain, work hours and work-family conflicts. More women than men reported low job satisfaction. The sex difference reduced and was no longer significant after adjustment for job strain, work hours and work-family conflicts.ConclusionJob strain, long work hours, and work-family conflicts may cause low job satisfaction and contribute to socioeconomic and sex inequalities in low job satisfaction.

scholarly journals Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja (Kasus Karyawan Bank BJB Cabang Utama Bandung)

2019 ◽  
Vol 4 (3) ◽  
pp. 34-46
Author(s):  
Afina Azka Yasyifa ◽  
Sri Raharso
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Work And Family ◽  
Business Organization ◽  
Business Organizations ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Negative Effect ◽  
Work Family ◽  
The Relationship

The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees Bank Bjb Office Main Branch Bandung obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.

scholarly journals Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja di Industri Perbankan

2019 ◽  
Vol 5 (2) ◽  
pp. 33
Author(s):  
Afina Azka Yasyifa ◽  
Sri Raharso
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Work And Family ◽  
Business Organization ◽  
Business Organizations ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Negative Effect ◽  
Work Family ◽  
The Relationship

The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees a bank in Bandung, obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.

scholarly journals Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja (Kasus Karyawan Bank BJB Cabang Utama Bandung)

2019 ◽  
Vol 4 (3) ◽  
pp. 34
Author(s):  
Afina Azka Yasyifa ◽  
Sri Raharso
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Work And Family ◽  
Business Organization ◽  
Business Organizations ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Negative Effect ◽  
Work Family ◽  
The Relationship

The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees Bank Bjb Office Main Branch Bandung obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.

RELATIONSHIPS AMONG ROLE CONFLICTS, ROLE SATISFACTIONS AND LIFE SATISFACTION: EVIDENCE FROM HONG KONG

1998 ◽  
Vol 26 (4) ◽  
pp. 409-414 ◽  
Author(s):  
Randy K. Chiu
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Hong Kong ◽  
Marital Satisfaction ◽  
Work And Family ◽  
Direct Effects ◽  
Interrole Conflict ◽  
Family Conflicts ◽  
Role Conflicts ◽  
Work Family

This study investigated the direct effects among work/family conflicts, job, marital and life satisfactions reported by a Hong Kong sample. Seventeen hundred questionnaires were sent to three different professions in Hong Kong and 497 successful responses were obtained. The findings indicated that work and family conflicts as well as interrole conflict affected job satisfaction and marital satisfaction. Likewise, life satisfaction reported by the respondents was affected by their level of job satisfaction and marital satisfaction as well.

scholarly journals Job satisfaction and work–family policies through work-family enrichment

2018 ◽  
Vol 33 (4/5) ◽  
pp. 386-402 ◽  
Author(s):  
Angel Martinez-Sanchez ◽  
Manuela Perez-Perez ◽  
Maria-Jose Vela-Jimenez ◽  
Silvia Abella-Garces
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work And Family ◽  
Management Tool ◽  
Family Policies ◽  
Content Type ◽  
Different Dimensions ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeThe purpose of this paper is to analyze the effect of a bundle of work–family policies on employee’s job satisfaction and (affective) organizational commitment, by using work–family enrichment and conflict as explanatory.Design/methodology/approachEmpirical study is conducted with a sample of 322 employees from 30 Spanish firms that have been granted with the “Flexible Firm Award” or have been certified as “Family Responsible Firms.” Structural equation modeling is used to test hypotheses.FindingsThe results show that the higher the use of work–family policies the more positive effects on work–family enrichment and conflict, and that job satisfaction is positively related to (effective) organizational commitment.Research limitations/implicationsThis is a cross-sectional study which may limit the establishment of causal relationships.Practical implicationsWork–family policies may constitute a relevant management tool to balance work and family life by making employees more interested in their jobs, enhancing their well-being and reducing the conflicts between work and family domains. The positive role of work–family enrichment contributes to enhance employees’ job satisfaction and, at the same time, to increase their organizational commitment. Managers should pay attention at how work–family policies are justified because they may influence differently on their outcomes on satisfaction and commitment.Originality/valueThere are two main original contributions of the paper. First, the authors study the joint effect of work–family policies on different dimensions of enrichment and conflict. Second, the authors analyze the relationship between different dimensions of enrichment and conflict on job satisfaction and organizational commitment.

scholarly journals Relationship between Job Statisfaction Levels and Work-Family Conflicts of Physical Education Teachers

2017 ◽  
Vol 6 (3) ◽  
pp. 312
Author(s):  
Hakki Ulucan
Keyword(s):  
Job Satisfaction ◽  
Physical Education ◽  
Family Conflict ◽  
Physical Education Teachers ◽  
Full Time ◽  
Meaningful Difference ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Satisfaction Scale ◽  
Work Family

Study aims to examine the relationship between perceived job satisfaction levels and work-family conflicts of the physical education teachers. Research group consists of 154 volunteer physical education teachers that work full time in governmental institutions in Kirşehir city and its counties. To acquire the job satisfaction datum; the Minnesota job satisfaction Scale, developed by Weiss, Dawis, England and Lofquist (1967) and adapted to Turkish version by Baycan (1985), was used. For acquiring the work-family conflict datum the Work-Family Conflict Scale, developed by Netemeyer et al. (1996) and adapted to Turkish by Efeoglu (2006), was used. While there was no meaningful difference determined between groups in the job satisfaction levels of physical education teachers according to gender and working year in the institution variance there was a meaningful difference determined between groups according to age and working year variance. When work-family conflict levels of teachers are considered while there was no meaningful difference found between groups according to gender variance there was a meaningful difference determined between groups according to age and working year in that institution variances. As a result, there was no meaningful relationship found between job satisfaction levels and work-family conflict levels of physical education teachers.

Trends in Female Workers’ Childbearing Intentions in South Korea

2020 ◽  
Vol 32 (5) ◽  
pp. 242-249
Author(s):  
Jee-Seon Yi ◽  
Hye-Sun Jung ◽  
Hyeoneui Kim ◽  
Eun-Ok Im
Keyword(s):  
Job Satisfaction ◽  
South Korea ◽  
Maternity Leave ◽  
Work And Family ◽  
Number Of Children ◽  
Female Workers ◽  
Childbearing Intentions ◽  
Work Family ◽  
Work And Family Roles ◽  
The Impact

This study aimed to analyze trends of South Korean working women’s childbearing intentions to provide directions for strategies to increase South Korea’s birth rate. This study used the data generated by the Korean Longitudinal Panel Survey of Women and Families in South Korea from 2007 to 2016, and included 2,341 working women. This study showed that female workers’ intention to bear children is decreasing. In 2007, age and the number of children were considered in predicting the characteristics of those with childbearing intentions. In 2016, the provision of maternity leave at work, job satisfaction regarding relationships and communication, and work-family conflicts were added. When identifying the factors by category, the impact level of occupational factors increased, although the impact level of individual factors decreased. There should be a balance between work and family roles, and employers should provide ample maternity leave and promote an organizational culture that supports job satisfaction.

Flextime

1990 ◽  
Vol 11 (4) ◽  
pp. 455-476 ◽  
Author(s):  
KATHLEEN E. CHRISTENSEN ◽  
GRAHAM L. STAINES
Keyword(s):  
Partial Solution ◽  
Work And Family ◽  
Family Type ◽  
Future Research ◽  
Family Conflicts ◽  
Family Time ◽  
Advantages And Disadvantages ◽  
Organizational Membership ◽  
Work Family ◽  
Research And Policy

Flextime, a work schedule that permits flexible starting and quitting times, has gained wide currency as a partial solution to conflicts between work and family life. This article aims to review the existing research regarding the advantages and disadvantages of flextime to both employers and employees; to evaluate the effects of flextime on resolving work/family conflicts; and to establish future programmatic, research, and policy directions regarding flextime. Research indicates that no compelling case can be made for flextime solely on the grounds of employers' conventional concerns with organizational effectiveness, organizational membership, or job attitudes. Research reveals, further, that flextime is beneficial in resolving work/family conflicts, but not as beneficial as often hoped. Future research should include the following: (a) greater sensitivity than is currently available regarding the use of, not just access to, flextime; (b) more attention to the needs of different subgroups as defined by stage in life cycle and family type; and (c) the use of dependent measures that would assess the effect of flextime in terms of quality as well as quantity of family time. We think it likely that the better the research, the more compelling will be the evidence for the effectiveness of flextime.

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