Finding effective ways to address work-family conflict

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Life Satisfaction ◽  
Turnover Intentions ◽  
Supervisor Support ◽  
Work Life ◽  
Work Life Balance ◽  
Psychological Resources ◽  
Work Family Conflict ◽  
Life Balance ◽  
Content Type ◽  
Work Family

Purpose An unhealthy work-life balance is a major cause of turnover intentions among the workforce. Firms can effectively address the issue by ensuring that supervisor support is available to replenish physical and psychological resources and help increase levels of job and life satisfaction for employees. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings An unhealthy work-life balance is a major cause of turnover intentions among the workforce. Firms can effectively address the issue by ensuring that supervisor support is available to replenish physical and psychological resources and help increase levels of job and life satisfaction for employees. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Supportive supervisor to curtail turnover intentions: do employee engagement and work–life balance play any role?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raminderpreet Kaur ◽  
Gurpreet Randhawa
Keyword(s):  
Employee Engagement ◽  
Indirect Effects ◽  
Turnover Intentions ◽  
Supervisor Support ◽  
Work Life ◽  
Personal Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Perceived Supervisor Support

PurposeThe purpose of this paper is to investigate the role of employee engagement and work–life balance in perceived supervisor support and turnover intentions relationship.Design/methodology/approachThe perception of teachers on the constructs considered has been assessed by a survey using a structured questionnaire. Data were collected from the teachers of private schools of Punjab, India, and 375 were valid number of responses. Parallel multiple mediated regression was used to estimate the direct and indirect effects of perceived supervisor support on turnover intentions mediated through employee engagement and work–life balance.FindingsThe results reveal that the effect of perceived supervisor support on turnover intentions is indirect rather than direct. On the comparison of specific indirect effects, the results demonstrate that employee engagement and two dimensions of work–life balance (work interference with personal life and work–personal life enhancement) act as mediators in the perceived supervisor support and turnover intentions relationship.Practical implicationsSchool principals need to draft teacher-friendly policies for enhancing work–life balance and employee engagement so that teachers can feel satisfied with their work and can handle work and family demands. In this way, positive perceptions associated with high engagement and work–family balance can take place, which in turn can curtail the turnover intentions of teachers.Originality/valueThe use of employee engagement and work-life balance in the relationship of perceived supervisor support and turnover intentions is unprecedented. The study also considered three different dimensions of work–life balance and tested the model in an integrative manner. Since the study is based on an Indian sample, it also adds to growing literature on turnover intentions in nonwestern countries. The results are of great value to school managements, HR managers and policymakers who are seeking to develop practices that reduce employee turnover at workplaces.

scholarly journals A Life Satisfaction of A Dual Role Woman

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

The mediating effect of work–life balance on the relationship between work–family conflict and life satisfaction

2017 ◽  
Vol 26 (1) ◽  
pp. 3-13 ◽  
Author(s):  
Arzu Taşdelen-Karçkay ◽  
Orkide Bakalım
Keyword(s):  
Life Satisfaction ◽  
Family Conflict ◽  
Work Life ◽  
Mediating Effect ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Life Balance ◽  
Family Work ◽  
Work Conflict ◽  
Work Family

The first purpose of this study was to develop a scale of work–life balance for Turkish working women and men. The second purpose was to investigate the mediating effect of work–life balance between work–family conflict, family–work conflict, and life satisfaction. In Study 1 ( N = 274), a work–life balance scale was developed and initial validity evidence was presented. In Study 2 ( N = 356), confirmatory factor analyses supported the scale’s unidimensionality. Cronbach’s alpha and the composite reliability for internal consistency were .92. All studies indicated that the Work–Life Balance Scale was valid and reliable for a Turkish employee sample. Structural equation modeling supported indirect effects of work–family conflict and family–work conflict on life satisfaction via work–life balance. Multi-group analysis showed that the structural paths of the full model did not differ by gender.

scholarly journals Exploring the Link Between Work Life Balance, Conflict, Enrichment, Spirituality and Life Satisfaction: An Empirical Study

2018 ◽  
Vol 12 (01) ◽  
Author(s):  
Ajay Kr. Singh ◽  
Gauri Shankar ◽  
Amanjot Sachdeva
Keyword(s):  
Life Satisfaction ◽  
Organizational Citizenship ◽  
Professional Services ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Life Balance ◽  
Work Conflict ◽  
Positive Spillover ◽  
Work Family

Work life balance is a function of the perceived work to family and family to work conflict. The current research in the work life domain has moved from the scarcity hypothesis to the enhancement hypothesis with the emphasis on the positive spillover between the two domains. Spirituality also affects the perception of balance and conflict. This study explores the link between work life balance, conflict, enrichment, spirituality, and life satisfaction amongst respondents in Education, Banking/ other Professional Services, and Healthcare. The findings reveal that the three sectors are significantly different with Educationists having higher mean scores on balance, enrichment, organizational citizenship behaviors, spirituality, and life satisfaction. Work family conflict, enrichment, and spirituality significantly influence balance and life satisfaction of the respondents.

scholarly journals Collision of Work Life Balance on Millennials Life Satisfaction, Organizational Citizenship Behaviour and Work Family Conflict

2019 ◽  
Vol 8 (4) ◽  
pp. 9817-9820
Keyword(s):  
Life Satisfaction ◽  
Organizational Citizenship ◽  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Life Balance ◽  
Study Results ◽  
Work Family ◽  
Structured Questionnaire

The main aim of this article is to identify the millennial work life balance (WLB),and to identify the connection among millennial WLB and work family conflict (WFC), Organizational citizenship behaviour (OCB) and life satisfaction (LS). The study also focuses on identifying the significant differences of millennials work life balance on OCB. Sample size of the study consists of 284 millennials working in Hyderabad. For data collection structured questionnaire was used. In this study SPSS 19 software were used for data analysis and statistical tools such as correlation and one - way anova are used for analysing the data. The study results states that relationship among millennial WLB and work family conflict, OCB and life satisfaction. The study also finds the significant variance among millennial WLB and its dimensions and Organization citizenship behaviour.

scholarly journals The costs of networking in nonwork domains: a resource-based perspective

2020 ◽  
Vol 25 (5) ◽  
pp. 501-516
Author(s):  
Hans-Georg Wolff ◽  
Sowon Kim
Keyword(s):  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Negative Consequences ◽  
Work Family Conflict ◽  
Life Balance ◽  
Content Type ◽  
Work Family ◽  
Work Domain

PurposeWhile studies have established that networking is an investment in an individual's career that pays off, recent research has begun to examine the potential costs of networking. This study suggests that prior research is limited in scope, as it remains focused on the work domain. Drawing upon the work home resources model (Ten Brummelhuis and Bakker, 2012), the authors broaden this perspective and develop a framework of negative consequences in nonwork domains. The paper proposes that networking generates costs in nonwork domains, because it requires the investment of finite energy resources in the work domain, and people lack these resources in other domains.Design/methodology/approachThis study uses structural equation modeling of multisource data from N = 306 individuals and their partners to examine how networking affects two distinct nonwork outcomes: work–family conflict and work–life balance.FindingsAnalyses support the general framework: networking is related to time- and strain-based work–family conflict, and work time mediates the relationship between networking and these forms of conflict. Moreover, networking exhibits an inverted U-shaped relationship with work–life balance, indicating that excessive networking as well as a lack of networking decrease work–life balance.Originality/valueThis study adds to the emergent literature on the negative consequences of networking. The findings suggest that employees and organizations should adopt a broader and more balanced perspective on networking: one that takes the well-known benefits – but also potential costs in work and nonwork domains – into account.

Work-life balance: the use of coworking spaces

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Family Conflict ◽  
Participant Observation ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Life Balance ◽  
Content Type ◽  
Social Lives ◽  
Coworking Spaces ◽  
Work Family

Purpose The purpose of this study is to examine the expectations of parents working on a flexible basis using coworking facilities to overcome work-family conflict and to maintain work-life balance. Design/methodology/approach A qualitative approach is employed to analyze data collected between 2014 and 2017 as part of an ongoing longitudinal study through participant observation in five small to medium coworking spaces from four European countries. In addition, unstructured face- to- face interviews are conducted with seven females and five males using coworking spaces and their responses analyzed using thematic content analysis. Findings The results suggest that flexible workers who have to combine the demands of family life with meeting work goals look for working conditions that will help them resolve conflict, bolster their social lives, and help with career progression. In addition, mediation mechanisms are used in coworking spaces to deal with work-family conflict building a community that offers support. Practical implications Therefore, managers of coworking spaces should consider feedback from uses as to their needs and preferences, spatial planning to increase social and professional interaction and initiate mediation mechanisms to increase trust and collaboration. Originality/value This paper has an original approach by providing an insight into an under researched topic and providing a knowledge base for future researchers.

Entwicklung und Validierung der Trierer Kurzskala zur Messung von Work-Life Balance (TKS-WLB)

Diagnostica ◽  
2011 ◽  
Vol 57 (3) ◽  
pp. 134-145 ◽  
Author(s):  
Christine Syrek ◽  
Claudia Bauer-Emmel ◽  
Conny Antoni ◽  
Jens Klusemann
Keyword(s):  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Life Balance ◽  
Reliabilität Und Validität ◽  
Work Family

Zusammenfassung. In diesem Beitrag wird die Trierer Kurzskala zur Messung von Work-Life Balance vorgestellt. Sie ermöglicht eine globale, richtungsfreie und in ihrem Aufwand ökonomische Möglichkeit zur Erfassung von Work-Life Balance. Die Struktur der Skala wurde anhand zweier Stichproben sowie einem zusätzlich erhobenen Fremdbild untersucht. Die Ergebnisse der Konstruktvalidierung bestätigten die einfaktorielle Struktur der Skala. Die interne Konsistenz der Skala erwies sich in beiden Studien als gut. Zudem konnte die empirische Trennbarkeit der Trierer Work-Life Balance Skala gegenüber einem gängigen Instrument zur Messung des Work-Family Conflicts ( Carlson, Kacmar & Williams, 2000 ) belegt werden. Im Hinblick auf die Kriteriumsvalidität der Skala wurden die angenommenen Zusammenhänge zu arbeits-, nicht-arbeits- sowie stressbezogenen Outcome-Variablen nachgewiesen. Die Eignung der Trierer Work-Life Balance Kurzskala zeigt sich auch daran, dass die Korrelationen zwischen den erhobenen Outcome-Variablen und dem Work-Family Conflict und denen der Trierer Work-Life Balance Skala ähnlich waren. Überdies vermochte die Trierer Work-Life Balance Skala über die Dimensionen des Work-Family Conflicts hinaus inkrementelle Varianz in den Outcome-Variablen aufzuklären. Insgesamt sprechen damit die Ergebnisse beider Stichproben für die Reliabilität und Validität der Trierer Work-Life Balance Kurzskala.

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