Determinants of nurses’ job satisfaction: the role of work-family conflict, job demand, emotional charge and social support

2010 ◽  
Vol 18 (1) ◽  
pp. 35-43 ◽  
Author(s):  
CLAUDIO G. CORTESE ◽  
LARA COLOMBO ◽  
CHIARA GHISLIERI
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Job Demand ◽  
Work Family

scholarly journals PERAN KONFLIK KERJA-KELUARGA DALAM MEMEDIASI KONTRIBUSI DUKUNGAN SOSIAL TERHADAP KEPUASAN KERJA PADA PERAWAT PEREMPUAN

2018 ◽  
Vol 2 (1) ◽  
pp. 11-21
Author(s):  
Alparisi Sirajuddin ◽  
M. Zein Permana
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Family Conflict ◽  
Hierarchical Regression ◽  
Positive Contribution ◽  
Work Family Conflict ◽  
Nurse Job Satisfaction ◽  
Work Family ◽  
Female Nurses

This study to examine the role of work-family conflict in mediating relationships of social support and job satisfaction in female nurses. The approach used hierarchical regression analysis with social support as independent variable, job satisfaction as dependent variable, and work-family conflict (WFC) as mediator. Each variable was measured using a questionnaire given to participants consisting of 80 female nurses. The study found that social support had a significant positive contribution to nurse job satisfaction, and the contribution was mediated by work-family conflict.

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.

scholarly journals WORK-FAMILY CONFLICT, SOCIAL SUPPORT AND MARRIAGE SATISFACTION ON EMPLOYEES AT BANK X

2020 ◽  
Vol 19 (4) ◽  
pp. 343-356
Author(s):  
Amalia Juniarly ◽  
Marisya Pratiwi ◽  
Ayu Purnamasari ◽  
Tiara Fajria Nadila
Keyword(s):  
Social Support ◽  
Marital Satisfaction ◽  
Significant Role ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Satisfaction Scale ◽  
Marriage Satisfaction ◽  
Social Support Scale ◽  
Work Family

This study aimed to determine the contribution of work-family conflict and social support in predicting marriage satisfaction. Eighty-seven female workers at Bank X who met the study's criteria, such as frontline worker, married with children; were involved in this study. The participants' age ranges from 22 to 45 years (M = 33.5; SD = 3.589). The researchers used the Work-family Conflict Scale (20 items, α = .879), the Social Support Scale (12 items, α = .927), and the Marriage Satisfaction Scale (38 items, α = .946). The data were analysed with multiple linear regression. The analysis results showed the value of R = .743; F(2, 84) = 51.652, p < .05, and it indicates that there is a significant role of work-family conflict and social support on marital satisfaction. Besides, a value of b = -.960, p < .05, was obtained, and it means that there is a significant role of work-family conflict on marital satisfaction and b = 1.209, p < .05 were found, meaning that there is a significant social support role on marriage satisfaction.  

scholarly journals Job Satisfaction and Marital Adjustment among Paramedical: Mediating Role of Work Family Conflict

2017 ◽  
Vol 3 (1) ◽  
pp. 61-74
Author(s):  
Iram Batool ◽  
Shaukat Hussain ◽  
Ruqia Safdar Bajwa
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Marital Adjustment ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Mediating Role ◽  
Work Conflict ◽  
Work Family ◽  
The Relationship

Purpose: An extensive pressure arose by work environment or by family environment resulted as work-family conflict. Occurrences of such conflicts are observed when employees experienced interference of work to family and family to work. Keeping the literature available on effects of work-family conflict in relationship to job satisfaction and marital adjustment, this study was designed to investigate the mediating role played by work family conflict between the relationship of job satisfaction and marital adjustment among paramedical staff. Another aim of this study was to explore the relationship among three variables. Furthermore, it was aimed to find out if there are any differences on gender or other demographical variables.  A sample of 100 employees was taken from Jhang and Faisalabad city. Instruments for measuring Work family developed by Netemeyer et al. (1996), job satisfaction developed by Paul E. Spector, (1994), and adapted and translated by Shazad, (2011) were used. Dyadic adjustment scale developed by Spanier, (1976) and adapted and translated into Urdu by Naseer (2000) were also used. Results revealed positive correlation between work to family and family to work conflict, while negative with marital adjustment and job satisfaction. The regression analysis showed Job satisfaction contributed 29% and family to work contributed 27% in predicting marital adjustment. Significant gender differences were found. The results of partial least square structural equation modeling (PLS-SEM) found significant mediating role of work to family conflict and family to work conflict.

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