Work flexibility as a mediator of the relationship between work–family conflict and intention to quit

2010 ◽  
Vol 16 (3) ◽  
pp. 411-424 ◽  
Author(s):  
Stacey Porter ◽  
Roya Ayman
Keyword(s):  
Family Conflict ◽  
Personal Control ◽  
Intention To Quit ◽  
Future Research ◽  
Organizational Practice ◽  
Work Family Conflict ◽  
Significant Relationships ◽  
Intentions To Quit ◽  
Work Family ◽  
The Relationship

AbstractIn a sample of 243 women from a Midwestern healthcare organization, we found that the work-to-family interference (WIF) was positively related to intentions to quit. Significant relationships were found among work flexibility, WIF, and intention to quit. This relationship was supported, allowing us to conclude that employees who perceive personal control and autonomy in their work environment (as defined by how, when and where they work) will report lower levels of WIF and intentions to quit. The implications of these findings on future research and organizational practice are discussed.

Work flexibility as a mediator of the relationship between work–family conflict and intention to quit

2010 ◽  
Vol 16 (3) ◽  
pp. 411-424 ◽  
Author(s):  
Stacey Porter ◽  
Roya Ayman
Keyword(s):  
Family Conflict ◽  
Personal Control ◽  
Intention To Quit ◽  
Future Research ◽  
Organizational Practice ◽  
Work Family Conflict ◽  
Significant Relationships ◽  
Intentions To Quit ◽  
Work Family ◽  
The Relationship

AbstractIn a sample of 243 women from a Midwestern healthcare organization, we found that the work-to-family interference (WIF) was positively related to intentions to quit. Significant relationships were found among work flexibility, WIF, and intention to quit. This relationship was supported, allowing us to conclude that employees who perceive personal control and autonomy in their work environment (as defined by how, when and where they work) will report lower levels of WIF and intentions to quit. The implications of these findings on future research and organizational practice are discussed.

scholarly journals Supportive Organisational Cultures and their effects on Male Civil Engineers

2012 ◽  
Vol 4 (1) ◽  
pp. 1-10 ◽  
Author(s):  
Valarie Francis
Keyword(s):  
Family Conflict ◽  
Work Culture ◽  
Work Experiences ◽  
Work Family Conflict ◽  
Family Balance ◽  
Intentions To Quit ◽  
Organisational Values ◽  
Work Family ◽  
The Relationship ◽  
Civil Engineers

Substantial changes, not only in the demographic composition of the Australian workforce, but also,in the roles and expectations of men and women, have led to organisational and employee attempts to reconcile work and non-work demands. Research suggests that when work-family balance practices are introduced they can greatly enhance organisational efficency. However factors embedded in the organisational culture can undermine these policies rendering them ineffective. This quantitative study examined the relationship between the perceptions of a supportive work culture and some work and non-work experiences of Australian male civil engineers. The research investigated the prevalence of organisational values supportive of work-life balances as well as the level of work-family conflict perceived by those engineers. This paper reports some initial results of the study. These indicated that male civil engineers experienced moderate levels of work-family conflict but do not perceive their organisations to be very supportive of employee nneeds to balance work and personal life. However those that reported a supportive work environment also reported higher levels of organisational commitment, greater job and life satisfaction as well as lower level of work-family conflict and lower intentions to quit. The implications of the findings for organisations employing civil engineers are discussed.   

Work-Family Conflict, Support and Intention to Quit Among Kenyan Female Teachers in Urban Public Schools

2018 ◽  
Vol 41 ◽  
pp. 33-45
Author(s):  
Gladys Muasya
Keyword(s):  
Public Schools ◽  
Family Conflict ◽  
Negative Relationship ◽  
Intention To Quit ◽  
Work Family Conflict ◽  
Female Teachers ◽  
Urban Public Schools ◽  
Work Family ◽  
The Relationship ◽  
The City

Teaching is characterised by high reported levels of turnover and occupational stress. This study examined the nature of the relationship between work-family conflict (WFC), supervisor’s and colleagues’ support, and intention to quit among female teachers with young children in Kenyan urban public schools. The specific objectives were to: 1) compare the intention to quit of female teachers working in the city of Nairobi vis-à-vis those working in secondary urban centres; 2) examine the relationship between intention to quit and WFC; 3) examine the relationship between support and turnover intention; and 4) assess whether support moderates the relationship between WFC and intention to quit. Data were collected by means of 375 self-administered questionnaires and analysed using t-test and hierarchical regression. Questionnaires were distributed to teachers in primary and secondary schools in secondary urban centres and in the Nairobi city. Results show that intention to quit was statistically higher among secondary school teachers, and teachers working in the city. There was a positive relationship between WFC that originates from work and intention to quit, but not between WFC that originates from family and intention to quit. There was a negative relationship between supervisor’s support and intention to quit but not between colleagues’ support and intention to quit. Supervisor support did not moderate the relationship between WFC and intention to quit. Practical and theoretical implications of the study are also provided.

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

The Relation Between Family-Supportive Work Environment and Work–Family Conflict: Does Leader Support Act as a Moderator of This Relation in the Portuguese Navy?

2018 ◽  
Vol 45 (2) ◽  
pp. 291-309 ◽  
Author(s):  
Sandra Veigas Campaniço Cavaleiro ◽  
Catarina Gomes ◽  
Miguel Pereira Lopes
Keyword(s):  
Work Environment ◽  
Family Conflict ◽  
Future Research ◽  
Work Family Conflict ◽  
Moderation Effect ◽  
Leader Support ◽  
The Subject ◽  
Work Family ◽  
Senior Officers ◽  
The Relationship

This study tested the moderation effect that leader support had on the relation between a family-supportive work environment (FSWE) and work–family conflict (WFC) in the Portuguese Navy. Data were collected through the application of a questionnaire to 260 career Navy junior and senior officers. Results indicated that a positive relation existed between the FSWE and WFC, being so that more FSWE related to more WFC. When bringing leader’s support to the subject, the only relation found was between leader support and WFC in which less leader support related to more WFC. The results didn’t back up the hypothesis that leader support had a positive moderating impact on the relationship between an FSWE and WFC. Given this, the results are discussed considering the theory on WFC and possible implications for future research and practice are presented for the Portuguese Navy.

scholarly journals The relationship between work-family conflict and morale of female soldiers

2018 ◽  
Vol 31 (1) ◽  
pp. 175-194
Author(s):  
Gui Hyun Son ◽  
Young Woo Sohn ◽  
Eun Kyoung Chung
Keyword(s):  
Glass Ceiling ◽  
Family Conflict ◽  
Negative Influence ◽  
Future Research ◽  
Work Family Conflict ◽  
Burn Out ◽  
Supervisor Rating ◽  
Work Family ◽  
The Relationship ◽  
Female Soldiers

The purpose of the present study was to investigate integrally the relationships among work-family conflict, burn out, and morale of the navy female soldiers. Also, the study illustrated whether glass ceiling moderated the relationship between burn out and soldiers morale. For this purpose, Surveys and supervisor-rating performance data of 205 navy female soldiers. It was found that the work–family conflict of females negatively influenced morale, and burn out mediated the relationship with work–family conflict and morale. Also, the perception of glass ceiling was found to control the relationship between burn out and morale. Specifically, when the women perceived glass ceiling perception high, it was confirmed that the negative influence of burn out on morale was strong. we discuss the implications of these results, study limitations, and practical suggestions for future research.

scholarly journals Precursors Of Emotional Stability, Stress, And Work-Family Conflict Among Female Bank Employees

2014 ◽  
Vol 13 (4) ◽  
pp. 861
Author(s):  
Clifford Kendrick Hlatywayo ◽  
Tawanda Zingwe ◽  
Tatenda Shaleen Mhlanga ◽  
Bukhosi Dumoluhle Mpofu
Keyword(s):  
Family Conflict ◽  
Emotional Stability ◽  
Quality Education ◽  
Border Region ◽  
Future Research ◽  
Eastern Cape ◽  
Work Family Conflict ◽  
Bank Employees ◽  
Work Family ◽  
The Relationship

Women exposure to quality education and equity legislation has accelerated their participation in the workplace. The study investigated the relationship between emotional stability, stress, and work-family conflict among female bank employees in the border region of the Eastern Cape, South Africa. Findings highlighted significant positive relationships between work-family conflict, stress, and neuroticism. The findings support most relationships found in literature. Correlations were also found amongst biographical data of female banking employees. The implications of this study are discussed along with recommendations for future research and professional managerial practice.

The Relationship Between Perceived Discrimination and School/Work–Family Conflict Among Graduate Student-Parents

2020 ◽  
pp. 089484532091624
Author(s):  
Jordan M. Dolson ◽  
Eric D. Deemer
Keyword(s):  
Graduate Student ◽  
Family Conflict ◽  
Perceived Discrimination ◽  
Work And Family ◽  
Academic Program ◽  
Future Research ◽  
Work Family Conflict ◽  
Student Parents ◽  
Work Family ◽  
The Relationship

Work–family conflict (WFC) is commonly experienced by individuals who have roles in both the work and family domains including graduate students with children and/or dependents. Graduate student-parents have the additional strain of school, which can contribute to school–family conflict (SFC) as well. The purpose of this study was to examine whether burnout mediates the deleterious effects of parent-based discrimination on work- and family-related outcomes. We used a mediation modeling design to test whether the distal effects of such bias occur due to increased levels of burnout. Results indicated that burnout mediated the relationship between perceived discrimination and SFC and WFC. The control variables of gender, number of children, year in academic program, and residency status did not significantly predict burnout, SFC, or WFC. Practical and clinical implications are discussed in addition to suggestions for future research.

Moral leadership and employee work–family conflict: A moderated mediation model

2019 ◽  
Vol 47 (12) ◽  
pp. 1-12
Author(s):  
Lei Yao ◽  
Ping Li
Keyword(s):  
Indirect Effect ◽  
Family Conflict ◽  
Moderated Mediation ◽  
Moral Leadership ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Family ◽  
The Relationship

We applied conservation of resources theory to propose a moderated mediation model explaining how and when moral leadership influences employees' work–family conflict (WFC). Specifically, we hypothesized that both job clarity and workplace anxiety would mediate the relationship between moral leadership and employees' WFC, and that trust in supervisor would moderate the indirect effect of moral leadership and WFC through job clarity and workplace anxiety. We collected data from 258 employees of 3 companies in China, and their spouses. The findings indicated that job clarity and workplace anxiety mediated the relationship between moral leadership and employees' WFC, and that trust in supervisor strengthened the indirect effect through job clarity and workplace anxiety. Theoretical and practical implications of our findings are discussed regarding how and when moral leadership style reduces employees' WFC.

Sign in / Sign up

Export Citation Format

Share Document