scholarly journals MULTIPLE ROLES IN LATER LIFE: GENDERED IMPACTS OF ROLE STRESSORS AND WORK-FAMILY CONFLICT ON AGING IDENTITY

2018 ◽  
Vol 2 (suppl_1) ◽  
pp. 320-320
Author(s):  
E Quach
Keyword(s):  
Family Conflict ◽  
Later Life ◽  
Multiple Roles ◽  
Work Family Conflict ◽  
Role Stressors ◽  
Work Family

scholarly journals Impact of Work Family Conflict on Job and Life Satisfaction for Female Executive MBA Students

2021 ◽  
Vol 8 (1) ◽  
Author(s):  
Urfi Khalid Husain
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Family Conflict ◽  
Labour Force ◽  
Multiple Roles ◽  
Work Family Conflict ◽  
Mba Students ◽  
Executive Mba ◽  
Traditional Societies ◽  
Work Family

Work family conflict is an established phenomenon of modern economies. It becomes more intense for female labour force performing multiple roles in the society. This study was conducted to answer the research questions of impact of Work Family Conflict on Job Satisfaction and affect of job satisfaction on life satisfaction of female executive students who are working as well as studying. Purpose of the study was to identify areas of conflict, for the female students to enhance their qualification as future labour force, and examine the association between Work Family Conflict, Job Satisfaction and Life Satisfaction. The study worked on three hypotheses. The data was collected from a sample of 200 population of executive MBA students during semester from four business universities in Karachi. Questionnaire also included demographic survey questions information regarding age and marital status. The results of the survey reported negative correlation between work family conflict and job and life satisfaction. Family support, value system of traditional societies like Pakistan and individual interpretation of self-reporting method were the reasons ascertained for the results.

scholarly journals Work-Family Conflict and Work Exit in Later Career Stage

2018 ◽  
Vol 75 (3) ◽  
pp. 716-727 ◽  
Author(s):  
Baowen Xue ◽  
Maria Fleischmann ◽  
Jenny Head ◽  
Anne McMunn ◽  
Mai Stafford
Keyword(s):  
Family Conflict ◽  
Later Life ◽  
Family Factors ◽  
Career Stage ◽  
Work Family Conflict ◽  
Cox Models ◽  
Health Related ◽  
Work Family ◽  
Work Interference With Family ◽  
Work Interference

Abstract Objectives This study investigated relationships between work–family conflict and routes of later-life work exit. Methods We used a cohort of British civil servants (5,157 men; 2,027 women) who participated in the Whitehall II study. Work interference with family (WIF) and family interference with work (FIW) were measured up to three times over 10 years. Cause-specific Cox models were used to assess the influence of WIF/FIW on particular routes (“retirement,” “health-related exit,” “unemployment,” or “homemaker/other”) of work exit in later career stage and all routes combined. Results WIF was not associated with any route of work exit in men or women, after adjusting for confounders. For perceived higher FIW, men were less likely to exit work through retirement, homemaker/other, or all routes combined. This was not attenuated by adding family factors or working conditions. Women with higher FIW were more likely to exit through the homemaker route. This was no longer significant after adjusting for family factors. Neither FIW nor WIF was associated with health-related exit or unemployment. Discussion FIW makes women more likely to become a homemaker at later career stage but reduces the risk of leaving work for men, which may reinforce gender inequality in work participation.

scholarly journals PERAN KONFLIK PEKERJAAN-KELUARGA TERHADAP KUALITAS HIDUP DENGAN STRES SEBAGAI MEDIATOR PADA WANITA PERAN GANDA

2019 ◽  
Vol 3 (1) ◽  
pp. 283
Author(s):  
Agita Presilia ◽  
Rismiyati E Koesma ◽  
Zamralita Zamralita
Keyword(s):  
Quality Of Life ◽  
Family Conflict ◽  
Structural Equation ◽  
Sampling Technique ◽  
Multiple Roles ◽  
World Health ◽  
P Value ◽  
Work Family Conflict ◽  
Work Family

Konflik pekerjaan-keluarga banyak dialami pada wanita peran ganda karena mengalami ketidakseimbangan dalam menjalankan tuntutan dalam pekerjaan maupun dalam keluarga. Hal ini akan mempengaruhi kepuasan wanita peran ganda dan mengalami dampak negatif dalam kehidupan sehingga akan menurunkan kualitas hidupnya. Namun, didapatkan hasil yang berbeda, di mana hubungan konflik pekerjaan-keluarga terhadap kualitas hidup dinyatakan tidak cukup kuat, sehingga dalam penelitian ini menggunakan variabel mediator yaitu stres. Konflik pekerjaan-keluarga dapat menyebabkan stres pada wanita peran ganda, sehingga akan mempengaruhi kualitas hidupnya. Oleh karena itu, penelitian ini bertujuan untuk melihat peran konflik pekerjaan-keluarga terhadap kualitas hidup dengan stres sebagai mediator. Populasi dalam penelitian ini adalah karyawan wanita di Kementerian X yang sudah menikah dan juga sudah memiliki anak. Teknik pengambilan sampel yang digunakan adalah purposive sampling dan juga dilanjutkan melalui teknik convenience sampling. Jumlah sampel dalam penelitian ini adalah 183 karyawan wanita peran ganda. Penelitian ini menggunakan tiga alat ukur, yaitu Multdimensional Scale of Work-Family Conflict, World Health Organizational Quality of Life (WHOQOL-BREF), dan juga skala stres umum. Pengujian model dilakukan dengan menggunakan Structural Equation Modelling (SEM) menggunakan LISREL 8.70. Hasil pengujian model menunjukkan bahwa stres dapat berperan sebagai mediator dengan nilai p-value < 0.05, dan RMSEA <0.08, dan dapat memediasi secara parsial pada konflik pekerjaan-keluarga terhadap kualitas hidup. Hasil nilai standardized solution untuk peran konflik pekerjaan-keluarga terhadap kualitas hidup yang awalnya hanya -0.66 menjadi -0.83. Dengan kata lain, hasil ini mengindikasikan bahwa individu yang mengalami konflik pekerjaan-keluarga, ketika mengalami stres, akan memiliki kualitas hidup yang lebih rendah. Work-family conflicts are mostly experienced by multiple roles women because they experience an imbalance in carrying out demands at work and in the family. This will affect the satisfaction of multiple roles women who experience negative impacts that will lower their quality of life. However, different results were obtained, where the relationship between work-family conflict and quality of life was declared not strong enough, therefore, this study used stress as a mediator variable. Work-family conflict can cause stress in multiple roles women, so it will affect the quality of life. Therefore, this study aims to look at the role of work-family conflict on the quality of life with stress as a mediator. The population in this study were female employees in Ministry X who were married and had children. The sampling technique used was purposive sampling and also continued through convenience sampling technique. The number of samples in this study were 183b employees who were multiple roles women. This study used three measuring instruments, namely the Multdimensional Scale of Work-Family Conflict, World Health Organizational Quality of Life (WHOQOL-BREF), and also the general stress scale. Model testing was carried out using Structural Equation Modeling (SEM) using LISREL 8.70. The results of the model testing show that stress can act as a mediator with p-value of <0.05, and RMSEA of <0.08, and can partially mediate work-family conflicts with quality of life. The result of the standardized solution value for the role of work-family conflict on quality of life decreased from -0.66, to -0.83. In other words, these results indicate that individuals who experience work-family conflict, when experiencing stress, will have lower quality of life.

scholarly journals Role stressors and turnover intention among doctors in Malaysian public hospitals: work–family conflict and work engagement as mediators

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ifrah Harun ◽  
Rosli Mahmood ◽  
Hishamuddin Md. Som
Keyword(s):  
Work Engagement ◽  
Family Conflict ◽  
Turnover Intention ◽  
Public Hospitals ◽  
Intention To Quit ◽  
Medical Doctors ◽  
Work Family Conflict ◽  
Content Type ◽  
Role Stressors ◽  
Work Family

Purpose This study aims to investigate the role of work–family conflict (WFC) and work engagement (WE) and its influence on role stressors and turnover intention among medical doctors in Malaysian public hospitals. Doctors who experience higher work stress will inevitably experience WFC, consequently triggering their intention to quit. Design/methodology/approach A total of 202 structured questionnaire responses were collected from medical doctors in four Malaysian public hospitals. The study used partial least squares structural equation modeling (SmartPLS 3.0) for hypotheses testing. Findings As hypothesized, WFC encourages turnover intention while WE mitigate the relationship between role ambiguity (RA)-TI. RA is also observed to reduce WE, which, in turn, increases the intention to quit. Findings showed that both role conflict and WFC share a positive relationship with TI while WE and TI are negatively related. Furthermore, it was found that WE and WFC are significant mediators in the RA and TI relationship. WFC is also reported to be a significant mediator between the RC and TI relationship. Research limitations/implications The causality effects remain limited due to the nature of the cross-sectional design. Future studies should use a longitudinal approach to gauge a better understanding of these relationships. Practical implications This study provides insights for policymakers in resolving the increase of turnover issues by providing support and relieving medical doctors’ stress levels. Health directors should be encouraged to focus on the key aspects that may directly affect the well-being of medical doctors and eventually reduced staff turnover. Originality/value The study contributes to existing knowledge by measuring variables such as job demand (RS and WFC), personal resources (WE) and job outcomes (TI) in the public health care sector. Additionally, research involving COR theory in Asian countries like Malaysia remains relatively underexplored.

The Mediating Role of Work–Family Conflict on Role Stressors and Employee Turnover Intention Relationship in Labour-oriented Organizations

2017 ◽  
Vol 18 (6) ◽  
pp. 1384-1399 ◽  
Author(s):  
Mohammad Rabiul Basher Rubel ◽  
Daisy Mui Hung Kee ◽  
Nadia Newaz Rimi
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Three Dimensions ◽  
Future Research ◽  
Work Family Conflict ◽  
Role Stressors ◽  
Employee Turnover Intention ◽  
Work Family ◽  
Stress At Work

This study works on the conception that an employee’s experience of more stress at work produces work–family conflict (WFC), and consequently, it increases his or her intention to quit the organization. In examining the effect of WFC on role stressors and turnover intention relationship, this study suggests that employees respond negatively to WFC, which mediates the three dimensions of role stressors (role ambiguity, role conflict and role overload) and turnover intention relationship. Data were collected from a sample of 365 supervisors working in Bangladesh’s ready-made garment (RMG) industry. The results support the proposed relationship, which suggests that all three dimensions of role stressors increase employees’ WFC that instigates employee turnover intention. Thus, WFC is found to be a significant mediator in the relationship between role stressors and turnover intention. The implications for practice and recommendations for future research are discussed as well.

scholarly journals Managing Work-Family Conflict among Entrepreneurs: An Empirical Study

2016 ◽  
Vol 11 (9) ◽  
pp. 179 ◽  
Author(s):  
Wendy Ming-Yen Teoh ◽  
Chin Wei Chong ◽  
Siong Choy Chong ◽  
Hishamuddin Ismail
Keyword(s):  
Role Conflict ◽  
Family Conflict ◽  
Role Ambiguity ◽  
Partial Least Square ◽  
Role Overload ◽  
Work Schedule ◽  
Work Family Conflict ◽  
Role Stressors ◽  
Schedule Flexibility ◽  
Work Family

Modern day entrepreneurs who operate in today’s highly volatile socioeconomic circumstances are undeniably encumbered with a host of role stressors that affect their businesses and personal lives, namely role overload, role ambiguity and role conflict. Coupled with work schedule flexibility, these role stressors have a bearing on work-family conflict and are the focus of this study. Employing self-administered questionnaires via purposive sampling, data were collected from Malaysian entrepreneurs, married with at least one child. Results derived utilising the Partial Least Square (PLS) approach suggest that role conflict and role overload positively affect work-family conflict. However, role ambiguity and work schedule flexibility indicate insignificant effect on work-family conflict. Given a multitude of challenges faced by entrepreneurs in this context, an understanding of the findings can bring to light some insights on how work-family balance can be achieved to boost the development of Malaysian entrepreneurs.

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