Retaining Quality Workers: A Case Study of Work-Family Conflict

2006 ◽  
Vol 9 (1) ◽  
pp. 79-103 ◽  
Author(s):  
Marlene A. Dixon ◽  
Jennifer E. Bruening
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Work Family

scholarly journals Community Demands and Resources and Work-Family Conflict: Case Study in Kuching Sarawak

2014 ◽  
Author(s):  
Zaiton Hassan ◽  
Nor Afiza Hasnan ◽  
Surena Sabil
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Work And Family ◽  
Work Family Conflict ◽  
Public And Private ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

Most studies on work-life balance only examine work and family domains. While work is the only role in its domain, life consists of many aspects besides family. However, research on other roles is still very limited. This study examines the influence of community (neighbour, neighbourhood, relatives, friends), and participation in Non-Government Organisations (NGOs), demands, and resources on work-family conflict (WFC) and family-work conflict (FWC). Questionnaires were distributed to 506 employees from six public and private organisations in Kuching, Sarawak. Data were analysed using the Structural Equation Modelling (SEM) using AMOS Version 20. The findings showed that WFC was negatively related with demands from neighbours, relatives, and friends; and positively related with demands from participating in NGOs and resources from neighbours. FWC was negatively related with demands from neighbours, relatives, and friends; and positively related with resources from neighbours and relatives. This study provided evidence that community domain influences the WFC and FWC. Thus, organisations should consider the community domain in formulating strategies to minimise WFC and FWC experienced by the employees.   Keywords: Work-family conflict, family-work conflict, community demands, and resources.

scholarly journals Linking Work-Family Conflict (WFC) and Talent Management: Insights from a Developing Country

2020 ◽  
Vol 12 (7) ◽  
pp. 2861 ◽  
Author(s):  
Mahira Ahmad ◽  
Amina Muazzam ◽  
Ambreen Anjum ◽  
Anna Visvizi ◽  
Raheel Nawaz
Keyword(s):  
Developing Country ◽  
Family Conflict ◽  
Value Added ◽  
Talent Management ◽  
Work Family Conflict ◽  
Work Family ◽  
Academic Debate ◽  
Collectivist Society

Considering the profound societal change taking place in several developing countries, the objective of this paper is to reflect on work-family conflict (WFC) both as a concept and a social phenomenon. Given that WFC is a concept rooted in academic debate focusing on developments in Western, largely individualistic, societies, this paper reconsiders WFC’s value added as applied in a context of a collectivist society in a developing country. The objective of this paper is thus threefold, i.e., (i) to assess WFC’s applicability in a context of a collectivist society in a developing country, where the position and role of women gradually changes; (ii) to develop a culturally adjusted/sensitive scale to measure the scope of WFC in Pakistan, whereby the latter is treated here as a case study; and (iii) to reflect on the possibility of devising a set of good practices that would allow a smooth inclusion of women in the formal workforce, while at the same time mitigating the scope and scale of WFC. The value added of this paper stems from these three objectives.

The Absence of Females in Executive Chef Position in Zimbabwean Hotels: Case of Rainbow Tourism Group (RTG)

2013 ◽  
Vol 03 (10) ◽  
pp. 01-18
Author(s):  
Dorothy Monica Fungai Zengeni ◽  
Ednah Tendani ◽  
Nelson Zengeni
Keyword(s):  
Family Conflict ◽  
Hospitality Industry ◽  
Negative Attitude ◽  
Work Family Conflict ◽  
Gender Policy ◽  
Purposeful Sampling ◽  
Work Family ◽  
Predominately Female ◽  
Harsh Conditions

The Zimbabwe hospitality environment is recognised for its importance to Zimbabwe economy. It is a booming industry, yet there is very little research that focuses on the specific issues affecting those working in the kitchen. Based on employees perspective this case study looks at the issue of the absence of females in the Executive Chef Position. The case study focuses on the kitchen department of R.T.G hotels. The lack of research into the kitchen, and more specifically the Hospitality in Zimbabwe environment is perplexing because it is predominately female, yet at Executive Chef Levels these females are not equally represented. Purposeful sampling was used in coming up with a sample of thirty respondents. Data from this study was analysed using tables, bar graphs, pie charts and the findings were categorised under themes according to the major areas of investigation and followed by discussion. The findings revealed that marital status (work family conflict), lack of experience, negative attitude of females, and the harsh conditions in the kitchen are the major contributing variables to the absence of females in the Executive Chef Position in the commercial kitchens. The research recommended that females should market their selves by being employed in other sections other than the pastry section. The research recommended that chefs must be employed and promoted by merit, equal salaries /wages and opportunities to kitchen job in any position in Hospitality Industry irrespective of sex. There is need for more research in the kitchen on the nature and conditions of the kitchen job hence the National Gender Policy Implementers must not generalised with other industries.

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