Shouldering a double burden: the cultural stigma of the dogma of gender role ideology and its impact on work–family conflict

2020 ◽  
Vol 17 (5) ◽  
pp. 651-667
Author(s):  
Navaneethakrishnan Kengatharan
Keyword(s):  
Gender Role ◽  
Family Conflict ◽  
Banking Sector ◽  
Cultural Beliefs ◽  
Work Family Conflict ◽  
Content Type ◽  
Gender Role Ideology ◽  
Family Demands ◽  
Work Family ◽  
The Relationship

PurposeDrawing on the role theory and work–family border theory, this study aims to examine the relationship between work/family demands and sui generis forms of work–family conflict and further investigates the gender role ideology as a moderator of the relationship between work/family demands and work–family conflict.Design/methodology/approachThe data were garnered with a self-reported questionnaire from randomly selected 569 employees working in the banking sector. As a caveat, nonresponse bias, common method variance and the reliability and validity of the measure were examined.FindingsThe results revealed that work demand and family demand were strongly related to both time- and strain-based work–family conflict; however, the relationship was not established with behavioural-based conflict. Notably, the findings affirmed the existence of a neglected form of psychological-based work–family conflict as the pièce de résistance and established a strong connection with its precursor. The dogma of gender role ideology, as a moderator, was indubitably confirmed and strengthened the positive relationship between family demand and family-to-work conflict.Practical implicationsThe present study emphasises the importance of work/family demands and gender role ideology on work–family conflict. Consequently, it behoves human resource managers, strategists and practitioners to frame the organisational arrangements to alleviate the work–family conflict.Originality/valueThe present study fills a hiatus by establishing the relationship between work/family demand and work–family conflict with its cultural beliefs in the context of a collectivist culture.

The impact of the work-family conflict on employee engagement, performance, and turnover intention

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neuza Ribeiro ◽  
Daniel Gomes ◽  
Ana Rita Oliveira ◽  
Ana Suzete Dias Semedo
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Content Type ◽  
And Performance ◽  
Work Family ◽  
The Impact ◽  
The Relationship

Purpose The incompatibility between the sphere of work and the family is a reality that plagues many workers today. The difficult articulation of these two domains leads to the experience of the phenomenon called work–family conflict (WFC). This paper aims to assess the impact that WFC may have on employee engagement and performance, as well as on their turnover intention. It is also intended to test the mediating effect of engagement on the relationship between WFC and performance, and between WFC and the turnover intention. Design/methodology/approach One hundred and sixty-seven employees from various Portuguese organizations were surveyed. Respondents reported their perceptions of own WFC, engagement, performance and turnover intention. Findings The results revealed that employees who feel a higher WFC have lower levels of engagement and greater intention to leave the organization. The WFC showed no relation to performance. Engagement takes on the mediating role in the relationship between WFC and the turnover intention. Practical implications The relevance of this study is related to the implications that it may bring to companies in the context of implementing work–family balance strategies to reduce the referred conflict. Originality/value This study contributes to WFC literature by attempting to integrate in the same model four concepts in a single study to provide a model that depicts the chain of effects between WFC, engagement, individual performance and turnover intention, which has never been done in the Portuguese context.

Job resources and satisfaction across gender: the role of work–family conflict

2018 ◽  
Vol 33 (4/5) ◽  
pp. 372-385
Author(s):  
Marijana Matijaš ◽  
Marina Merkaš ◽  
Barbara Brdovčak
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Job Resources ◽  
Job Autonomy ◽  
Work Family Conflict ◽  
Content Type ◽  
Worker Support ◽  
Work Family ◽  
The Relationship

Purpose The purpose of this paper is to examine the direct effects of job autonomy and co-worker support on job satisfaction, and the mediational role of work–family conflict (WFC) in the relationship between these job resources and job satisfaction in men and women. Design/methodology/approach A cross-sectional design was used. Participants (n=653) completed the WFC scale (Netemeyer et al., 1996), the job autonomy scale (Costigan et al., 2003), a scale of co-worker support (Sloan, 2012) and a new short multidimensional scale of job satisfaction. Findings Higher job autonomy and co-worker support contribute positively to job satisfaction in women and men. Co-worker support has an indirect effect on job satisfaction via WFC in women, but not in men. The WFC did not mediate the relationship between job autonomy and satisfaction in men and women. Originality/value This paper contributes to the research on the effects of job resources on WFC and job satisfaction, and on gender differences in the relationship between work and family.

Exploring the relationship between entrepreneurial failure and conflict between work and family from the conservation of resources perspective

2020 ◽  
Vol 31 (3) ◽  
pp. 417-440
Author(s):  
Xiaoyu Yu ◽  
Xiaotong Meng ◽  
Gang Cao ◽  
Yingya Jia
Keyword(s):  
Family Conflict ◽  
Perceived Control ◽  
Work And Family ◽  
Organizational Slack ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Work ◽  
Work Family ◽  
The Relationship

Purpose Conflict between work and family is a significant issue for entrepreneurs. The purpose of this study is to explore the effect of entrepreneurial failure on both family–work conflict (FWC) and work–family conflict (WFC) and the moderating role of perceived control of time and organizational slack based on conservation of resources (COR) theory. Design/methodology/approach This study used a questionnaire to explore the relationship between entrepreneurial failure, FWC/WFC, perceived control of time and organizational slack. Data were collected from the Chinese context in 2018 and as a result received 318 valid questionnaires, obtaining a response rate of 63.6 per cent. Findings The study finds that entrepreneurial failure has a significant relationship with FWC but a nonsignificant relationship with WFC and that perceived control of time and organizational slack moderate the relationship between entrepreneurial failure and FWC/WFC. Originality/value This study aligns the field of family–work (work–family) conflict and entrepreneurial failure. It addresses a research gap in the conflict literature by introducing one form of resource loss: entrepreneurial failure as a source of conflict between work and family based on COR theory and the work–home resources model. The study also enriches the literature on the social cost of entrepreneurial failure by exploring the crossover effect of entrepreneurial failure on conflicts in the family domain. Furthermore, the study advances the understanding of managing conflict between work and family after entrepreneurial failure.

Impact of ethical leadership on job satisfaction: the mediating effect of work–family conflict

2020 ◽  
Vol 41 (2) ◽  
pp. 319-330 ◽  
Author(s):  
Carla Freire ◽  
Claudia Bettencourt
Keyword(s):  
Job Satisfaction ◽  
Ethical Leadership ◽  
Family Conflict ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Content Type ◽  
Public Health Institutions ◽  
Health Institutions ◽  
Work Family ◽  
The Relationship

PurposeThe purpose of this paper is to explore the mediating effect of the work–family conflict in the relation between ethical leadership and job satisfaction.Design/methodology/approachA questionnaire was answered by 234 nursing professionals working in Portuguese public health institutions.FindingsRegression analyses indicate that there is a positive relationship between ethical leadership and satisfaction and a negative relationship between ethical leadership and the nurse's work–family conflict. Furthermore, it was revealed that the work–family conflict mediated (partially) the relationship between ethical leadership and job satisfaction.Research limitations/implicationsEthical leadership was measured by assessing the nurses' perceptions of their leaders' character. The cross-sectional data limited the possibility of establishing the causality of the study variables, where the generalization of results was not possible due to the fact that data were obtained in public health institutions alone.Practical implicationsConsidering that ethics precede good relations between the manager and collaborator, it is recommended that organizations develop ethical training for their leaders, more specifically in the case of head nurses.Originality/valueThe added value of this empirical study lies in the mediated role of the work–family conflict in the analysis of the relationship between ethical leadership and job satisfaction.

Service employees’ fit, work-family conflict, and work engagement

2016 ◽  
Vol 30 (5) ◽  
pp. 554-566 ◽  
Author(s):  
Osman M. Karatepe ◽  
Georgiana Karadas
Keyword(s):  
Life Satisfaction ◽  
Work Engagement ◽  
Family Conflict ◽  
Job Fit ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
The Relationship

Purpose Using person–job fit, congruence and conservation of resources theories as the theoretical underpinnings, the purpose of this study is to propose and test a research model that investigates work-family conflict and family–work conflict as mediators of the impact of person–job fit on work engagement. The model also examines the mediating role of work engagement in the relationship between conflicts in the work–family interface and life satisfaction. Design/methodology/approach Data gathered from frontline hotel employees two weeks apart in three waves in Romania were utilized to assess the abovementioned relationships via structural equation modeling. Findings Two directions of conflict act as partial mediators between person–job fit and work engagement. Work engagement fully mediates the relationship between work–family conflict and life satisfaction, while it functions as a partial mediator of the effect of family–work conflict on life satisfaction. Originality/value This paper contributes to current knowledge by investigating the interrelationships of person–job fit, two directions of conflict, work engagement and life satisfaction.

Gender role beliefs and fathers’ work-family conflict

2014 ◽  
Vol 29 (7) ◽  
pp. 774-793 ◽  
Author(s):  
Ann Hergatt Huffman ◽  
Kristine J. Olson ◽  
Thomas C. O’Gara Jr ◽  
Eden B. King
Keyword(s):  
Gender Roles ◽  
Gender Role ◽  
Family Conflict ◽  
Work Hours ◽  
Work Family Conflict ◽  
Gender Role Beliefs ◽  
Family Experiences ◽  
Content Type ◽  
Traditional Gender Role ◽  
Work Family

Purpose – The purpose of this paper is to investigate the part that gender roles play in fathers’ work-family experiences. The authors compared two models (gender role as a correlate and as a moderator) and hypothesized that gender role beliefs play an important factor related to fathers’ experiences of work-family conflict. Design/methodology/approach – Participants completed an online survey that consisted of questions related to work and family experiences. The final sample consisted of 264 employed, married fathers. Findings – Results showed a relationship between traditional gender role beliefs and number of hours spent at work and at home. Additionally, number of work hours was related to time-based work-to-family conflict, but not strain-based work-to-family conflict. The results supported the expectation that work hours mediate the relationship between a father's traditional gender role beliefs and time-based work-to-family conflict. Research limitations/implications – Limitations of this study include the use cross-sectional and self-report data. Future research might want to expand the theoretical model to be more inclusive of fathers of more diverse demographic backgrounds, and assess the model with a longitudinal design. Practical implications – A key theoretical implication gleaned from the study is that work-family researchers should include the socially constructed variable of gender roles in their work-family research. Findings provide support for the contention that organizations need to ensure that mothers’ and fathers’ unique needs are being met through family-friendly programs. The authors provide suggestions for specific workplace strategies. Originality/value – This is one of the first studies that focussed on fathers’ experiences of the work-family interface. The results clarify that traditional gender role beliefs give rise to fathers’ gendered behaviors and ultimately work-family conflict.

Work flexibility-ability and work–family conflict: the joint role of willingness and worry

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Weihe Li ◽  
Hanying Tang ◽  
Hongyu Ma ◽  
Jing Zhang ◽  
Nan Zhang
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family ◽  
Work And Family Roles ◽  
The Relationship ◽  
High Work ◽  
Practical Implications

PurposeThis study introduced a focus on work flexibility-worry and intended to test whether work flexibility-worry would weaken the strengthening power of work flexibility-willingness on the relationship between work flexibility-ability and work–family conflict from the perspective of person–situation interaction.Design/methodology/approachParticipants were 924 employees recruited by the snowballing technique. They completed questionnaires about demographics and work flexibility. Multivariate stepwise regression was used to analyze the collected data.FindingsResults showed that work flexibility-ability can reduce work-to-family conflict. However, this effect is most pronounced only among individuals with a high work flexibility-willingness who simultaneously experience low work flexibility-worry.Practical implicationsFor organizations that want to provide work flexibility benefits to employees, they should not only pay attention to employees' personal preference for work flexibility but also create a climate in which all employees are allowed to use the flexibility supply without criticism from coworkers and without impacting organizational evaluations, which can benefit employees' functioning in both their work and family roles.Originality/valueThis study clarified the joint role of willingness and worry in predicting the extent to which work flexibility-ability reduces work–family conflict, which helps organizations to better understand the conditions under which work flexibility can better reduce work–family conflict.

Linking work–family conflict and burnout from the emotional resource perspective for construction professionals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Junwei Zheng ◽  
Xueqin Gou ◽  
Hongyang Li ◽  
Nini Xia ◽  
Guangdong Wu
Keyword(s):  
Emotional Intelligence ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Negative Impact ◽  
Resource Depletion ◽  
Surface Acting ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family ◽  
The Relationship

PurposeFollowing the conservation of resources theory and job demands–resources model, this study aims to explore the relationship between work interference with family (WIF) and emotional exhaustion and the boundary condition for construction professionals.Design/methodology/approachThis study collected 319 valid samples from Chinese construction projects and examined the established integrative moderated mediation model using regression analysis and bootstrapping.FindingsThe results indicated that WIF was positively related to emotional exhaustion. The surface acting strategy mediated the relationship between WIF and emotional exhaustion. Emotional intelligence alleviated the indirect effect of WIF on emotional exhaustion via surface acting.Originality/valueThese findings unveil the resource depletion process of work–family conflict in the construction project context, enrich the emotional intelligence literature to demonstrate the buffer function on the negative impact of emotional resource depletion and address the implications for the construction labour workforce.

Personality meta–traits and time-based work–family conflict: the mediating role of work–home boundaries

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Maya Kroumova ◽  
Rakesh Mittal ◽  
Joshua Bienstock
Keyword(s):  
Family Conflict ◽  
Negative Relationship ◽  
Two Dimensions ◽  
Equation Modeling ◽  
Full Time ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family ◽  
The Relationship ◽  
Boundary Strength

Purpose This study aims to examine the complex relationship between the personality meta-traits of stability and plasticity and time-based work–family conflict (WFC). Stability and plasticity are hypothesized to influence WFC directly and indirectly, via boundary strength at work (BSW) and boundary strength at home (BSH) domains. WFC has two dimensions – conflict due to family interfering in work (FIW) and conflict due to work interfering in family (WIF). Design/methodology/approach Data was collected from 419 full-time employees in multiple US companies. Hypotheses were tested using structural equation modeling. Findings Stability was associated with lower levels of WFC and stronger boundaries around the work and home domains. BSW mediated the relationship between stability and FIW; BSH mediated the relationship between stability and WIF. plasticity was associated with weaker boundaries around the work and home domains. BSW and BSH had a negative relationship with FIW and WIF, respectively. Research limitations/implications The study is cross-sectional and limited to time-based work–family conflict. The results support the adoption of a more agentic view of personality in the boundary setting and WFC literatures. Practical implications Employers need to design flexible work programs that offer employees control over work–home boundary strength. Originality/value The study links stability and plasticity to WFC. It expands the nomological network of work–home boundaries.

Management and supervisory support as a moderator of work–family demands and women’s well-being

Humanomics ◽  
2017 ◽  
Vol 33 (3) ◽  
pp. 335-356 ◽  
Author(s):  
Meguellati Achour ◽  
Shahidra Binti Abdul Khalil ◽  
Bahiyah Binti Ahmad ◽  
Mohd Roslan Mohd Nor ◽  
Mohd Yakub Zulkifli Bin Mohd Yusoff
Keyword(s):  
Well Being ◽  
Family Satisfaction ◽  
Management Support ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Demands ◽  
Work Family ◽  
Relationship Of ◽  
The Relationship

Purpose This study aims to examine the relationship of work–family demands with employees’ well-being, and the role of management/supervisory support in this relationship. The following hypotheses were proposed: work–family demands would be negatively related to employees’ well-being; management/supervisory support would moderate the relationship of work–family demands with employees’ well-being. Design/methodology/approach The researchers used 250 working female academicians as respondents, working in the research universities in Kuala Lumpur, Malaysia. Their ages ranged from 30 to 60 years. Findings The findings of the present study proved that the work–family demands were negatively associated with employees’ well-being. Results also revealed that management and supervisory support strengthens the relationship between work–family demands and employees’ well-being. Thus, management and supervisory support plays an important role in balancing work demands and family roles and also in increasing working female academicians’ well-being. Originality/value In this study, management and supervisory support was found to be directly related to well-being, including life satisfaction, job satisfaction and family satisfaction. However, the direct relationship between management/supervisory support and well-being was positive and significant. This study also found that management/supervisor support reduced work–family conflict and work–family demands. Also, supervisory and management support was found to have a significant and positive relationship with well-being. Given these findings, supervisory and management support plays a very important role as a moderator of work–family demands and in developing and improving well-being in working women.

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