scholarly journals Doctors’ Job Satisfaction and Its Relationships With Doctor-Patient Relationship and Work-Family Conflict in China: A Structural Equation Modeling

2018 ◽  
Vol 55 ◽  
pp. 004695801879083 ◽  
Author(s):  
Shumin Deng ◽  
Ningxi Yang ◽  
Shiyue Li ◽  
Wei Wang ◽  
Hong Yan ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Family Conflict ◽  
Structural Equation ◽  
Hubei Province ◽  
Equation Modeling ◽  
Patient Relationship ◽  
Work Family Conflict ◽  
Doctor Patient Relationship ◽  
Work Family

The objective of this study was to evaluate the relationship of doctors’ job satisfaction with doctor-patient relationship and work-family conflict in China. The data came from a cross-sectional survey in Hubei province, which was part of China’s Fifth National Health Services Survey conducted in 2013. The survey in Hubei covered 54 secondary and tertiary general hospitals distributed in 20 counties. Of the 1080 questionnaires, 908 were included into our analysis. After surviving from reliability and validity tests, structural equation modeling was applied for further analysis with SPSS 20.0 and Mplus 7.0. The results showed that the average score of job satisfaction is 19.61 out of 30 points, indicating a relatively low level of doctors’ job satisfaction in Hubei province. Work-family conflict was found to have negative impact on doctors’ job satisfaction, and good doctor-patient relationship was found to have positive impact on their job satisfaction. Therefore, hospital administrators and policy makers should make effort to design and implement strategies that focus on meliorating doctor-patient relationship and balancing doctors’ work and family life to further improve their job satisfaction.

scholarly journals Analisis Pengaruh Work Family Conflict dan Beban Kerja Terhadap Stres Kerja Dalam Mempengaruhi Turnover Intention (Studi Pada Karyawan PT. Bank Negara Indonesia (Persero), Tbk Wilayah Semarang)

2018 ◽  
Vol 7 (2) ◽  
pp. 95
Author(s):  
Nurul Imani Kurniawati ◽  
Riandhita Eri Werdani ◽  
Robetmi Jumpakita Pinem
Keyword(s):  
Structural Equation Modeling ◽  
Work Stress ◽  
Family Conflict ◽  
Turnover Intention ◽  
Structural Equation ◽  
Work Load ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Work Family ◽  
Positive Effect

The purpose of this research is to investigate the effects of work family conflict, work stress, work load and turnover intention. The study was conducted at women workers in the PT. Bank BNI Tbk Semarang. The data is processed using the Structural Equation Modeling (SEM) by the application program of Analysis of Moment Structure (AMOS) version 18.0. According to the analysis, it is concluded as the followings: work family conflict has a positive effect on work stress (CR = 2.347); work load has a positive effect on work stress (CR = 4.472); work family conflict has a effect on turnover intention (CR = 2.084); work load has a positive effect on turnover intention (CR = 2.208) and work stress has a not effect on turnover intention (CR = 1.616) Tujuan dari penelitian ini adalah untuk mengetahui pengaruh konflik keluarga kerja, stres kerja, beban kerja dan intensi turnover. Penelitian ini dilakukan pada pekerja wanita di PT. Bank BNI Tbk Semarang. Data diolah menggunakan Structural Equation Modeling (SEM) dibantu oleh program aplikasi Analysis of Moment Structure (AMOS) versi 18.0. Menurut analisis, disimpulkan sebagai berikut: work family conflict memiliki efek positif pada stres kerja (CR = 2,347); beban kerja memiliki efek positif pada stres kerja (CR = 4.472); work family conflict berpengaruh pada intensi turnover (CR = 2.084); beban kerja berpengaruh positif terhadap intensi turnover (CR = 2.208) dan stres kerja tidak berpengaruh terhadap intensi turnover (CR = 1.616)

scholarly journals WORK OVERLOAD, TURN OVER INTENTION, DAN WORK FAMILY CONFLICTS PADA PEGAWAI PERBANKAN DI SURAKARTA

2020 ◽  
Vol 4 (1) ◽  
Author(s):  
Riska Fii Ahsani ◽  
Sunarso Sunarso ◽  
Dorothea Ririn Indriastuti
Keyword(s):  
Structural Equation Modeling ◽  
Family Conflict ◽  
Turnover Intention ◽  
Structural Equation ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Work Overload ◽  
Work Family ◽  
Turn Over

Tulisan ini bertujuan menganalisis pengaruh kerja berlebih (work overload) terhadap keinginan keluar dari organisasi (turnover intention) pegawai bank pada kantor perbankan di Surakarta. Jam kerja yang tinggi dan ditambah dengan adanya work overload menyebabkan karyawan merasa tidak aman dan tidak nyaman terhadap keadaan pekerjaannya dan tidak memiliki kemampuan untuk menyelesaikan ketidakamanan itu sehingga mendorong seseorang untuk keluar dari pekerjaannya dan mencari pekerjaan lain yang lebih baik dari sebelumnya. Alasan terbesar yang diberikan selain dari beban kerja yang berat adalah urusan keluarga, tidak jarang para karyawan menjadi kekurangan waktu untuk bersama keluarganya. Hal ini menjadikan karyawan tersebut tidak dapat menjalankan tanggungjawabnya dalam pekerjaan dan keluarga secara seimbang sehingga mengakibatkan terjadinya work-family conflict yang akhirnya mendorong peningkatan turnover intention. Penelitian ini menggunakan 100 responden dari beberapa kantor perbankan di Surakarta. Sampel dipilih menggunakan metode purposive sampling. Hipotesis dalam penelitian ini diuji menggunakan Pemodelan Persamaan Struktural/ SEM (Structural Equation Modeling). Hasil penelitian menunjukkan bahwa work overload dapat meningkatkan turnover intention melalui work family conflict.Kata Kunci: work overload, turnover intention, work-family conflicts, perbankan

scholarly journals IMPACT OF WORK FAMILY CONFLICT AND JOB STRESS ON UNIVERSITY TEACHERS’ JOB SATISFACTION AND TURNOVER INTENTIONS: MEDIATING ROLE OF JOB BURNOUT

2020 ◽  
Vol 01 (01) ◽  
pp. 1-17
Author(s):  
Hakim Ali Mahesar ◽  
Naveed Iqbal Chaudhry ◽  
Zain Rasool
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Family Conflict ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Job Burnout ◽  
Equation Modeling ◽  
Mediating Effects ◽  
Work Family Conflict ◽  
Work Family

The idea behind this research is to empirically examine relationship between causes (Work-Family Conflict & Job Stress) and consequences (Job Satisfaction & Turnover Intention) of Job Burnout along with its mediating effects in higher educational context of Punjab, Pakistan. The professors, associate professors, assistant professors and lecturers that belongs to different universities in province Punjab of Pakistan were targeted population. Structured and self-administered questionnaire was used to collect the data from six hundred and ten teachers. SEM (Structural Equation Modeling) was used to analyze data. The current study concludes significant relationships between all the aforesaid causes and consequences of Job Burnout except relationship between Job Satisfaction and Job Stress. Furthermore, Job Burnout portrayed its mediating effects between them. This study imparts the management and administration of the higher education institutions in uncovering and eliminating the harms of Job Burnout.

Relationships Between Bidirectional Work-Family Interactions and Psychological Well-Being

2014 ◽  
Vol 13 (2) ◽  
pp. 87-96 ◽  
Author(s):  
Xi-Chao Zhang ◽  
Oi Ling Siu ◽  
Jing Hu ◽  
Weiwei Zhang
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Time Lag ◽  
Well Being ◽  
Equation Modeling ◽  
Family Interactions ◽  
Work Family Conflict ◽  
Psychological Well Being ◽  
Direct Model ◽  
Work Family

This study investigated the direct, reversed, and reciprocal relationships between bidirectional work-family conflict/work-family facilitation and psychological well-being (PWB). We administered a three-wave questionnaire survey to 260 married Chinese employees using a time lag of one month. Cross-lagged structural equation modeling analysis was conducted and demonstrated that the direct model was better than the reversed causal or the reciprocal model. Specifically, work-to-family conflict at Time 1 negatively predicted PWB at Time 2, and work-to-family conflict at Time 2 negatively predicted PWB at Time 3; further, work-to-family facilitation at Time 1 positively predicted PWB at Time 2. In addition, family-to-work facilitation at Time 1 positively predicted PWB at Time 2, and family-to-work conflict at Time 2 negatively predicted PWB at Time 3.

THE EFFECT OF WORK-FAMILY CONFLICT AND JOB INSECURITY ON INNOVATIVE BEHAVIOUR OF KOREAN WORKERS: THE MEDIATING ROLE OF ORGANISATIONAL COMMITMENT AND JOB SATISFACTION

2018 ◽  
Vol 22 (01) ◽  
pp. 1850003 ◽  
Author(s):  
SUK BONG CHOI ◽  
NICOLE CUNDIFF ◽  
KIHWAN KIM ◽  
SAJA NASSAR AKHATIB
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Job Insecurity ◽  
Organisational Commitment ◽  
Work Family Conflict ◽  
Job Stressors ◽  
Innovative Behaviour ◽  
Work Family

South Korea is becoming an advanced economy based on continuous innovative organisational efforts. Job stressors have been identified in the literature as a major hindrance to many positive organisational behaviours. We predict that job insecurity and work–family conflict will have a negative effect on innovative behaviour with mediators of job satisfaction and organisational commitment. Results from structural equation models provided support for this study. From a practical perspective, the significant negative relationships between job stressors and innovative behaviour imply the need to reduce work–family conflict and feelings of job insecurity in Korean companies in order to foster innovation.

Explaining job satisfaction and voluntary assistance among Nigerian police officers

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Smart Egwu Otu ◽  
Ivan Sun ◽  
Charles Ikechukwu Akor ◽  
Macpherson Uchenna Nnam ◽  
Yuning Wu ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Peer Support ◽  
Police Officers ◽  
Family Conflict ◽  
Helping Behavior ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Content Type ◽  
Worker Support ◽  
Work Family

PurposeThis study aims to assess the direct relationships between internal support and job satisfaction and voluntary assistance and their indirect connections through work–family conflict among Nigerian police officers.Design/methodology/approachSurvey data were collected from police officers in a midsized state police command in Ebonyi state in Nigeria. Structural equation modeling (SEM) was used to assess the connections between supervisor support, peer support, work–family conflict, job satisfaction and voluntary assistance.FindingsPolice officers with stronger supervisor and co-worker support are more inclined to express higher job satisfaction, whereas such support is not linked to officers' willingness to help fellow officers. Work–family conflict mediates the relationship between co-worker support and voluntary assistance. Stronger peer support is accompanied by higher work–family conflict, which then is linked to greater helping behavior.Originality/valueDespite many studies on police job satisfaction, research on correlates of job satisfaction in an African context remains severely under-investigated. This study represents one of the first attempts to assess police proactive helping behavior and job satisfaction in Nigeria.

A meta-analytic model on the role of organizational support in work-family conflict and employee satisfaction

2020 ◽  
Vol 13 (12) ◽  
pp. 3767-3786
Author(s):  
Xinyuan (Roy) Zhao ◽  
Jiale Wang ◽  
Rob Law ◽  
Xinping Fan
Keyword(s):  
Life Satisfaction ◽  
Organizational Support ◽  
Family Conflict ◽  
Structural Equation ◽  
Critical Role ◽  
Theoretical Development ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family

Purpose This study aims to illustrate how organizational support can reduce work-family conflict (WFC) and improve job/life satisfaction by synthesizing the empirical findings among hospitality employees. Design/methodology/approach Previous empirical papers were searched through tourism and hospitality journals and 54 studies were ultimately selected. The correlation coefficients were coded and examined through meta-analysis, after which they were used to test the hypothesized model via meta-analytic structural equation modeling. Findings Findings demonstrated that organizational support plays a critical role in helping employees release WFC and improve life satisfaction but not job satisfaction. The number of children is a salient factor at the individual level on predicting WFC, whereas gender relates only to life satisfaction. The asymmetric permeable roles of WFC dimensions among work, family and life domains were also shown. Practical implications The findings can help hospitality managers be aware of the critical roles of organizational support in assisting employees to handle WFC and improve job and life satisfaction. Originality/value The relationships among organizational support, WFC and job/life satisfaction of frontline employees have been examined for the first time via meta-analytic SEM. In this manner, previous consistent and inconsistent findings can be synthesized for future theoretical development.

scholarly journals Work-Family Conflict among Employees: What is the Role of Religiosity on Job Satisfaction and Performance

2021 ◽  
pp. 45-59
Author(s):  
Fatrilia Rasyi Radita ◽  
Whan Augustin Ainul Amri ◽  
Nana Supiana ◽  
Ipang Sasono ◽  
Tias Pramono ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Structural Equation ◽  
Manufacturing Industry ◽  
Employee Performance ◽  
Significant Positive Effect ◽  
Work Family Conflict ◽  
Negative Effect ◽  
Work Family ◽  
Positive Effect

The purpose of this research is to analyse the effect of religiosity and work-family conflict towards employee performance through job satisfaction as an intervening variable to the workers of the manufacturing industry by taking 120 workers as samples. This research used a questionnaire as the method of data collection. Whereas, the analysis method used Structural Equation Modelling(SEM), Smart PLS v.3.0. The result of this research showed that religiosity has a significant positive effect on job satisfaction, the work-family conflict has a significant negative effect on job satisfaction, religiosity has a significant positive effecton employee performance, work-family conflict does not significantly affect employee performance, job satisfaction has a significant positive effect to employee performance, religiosity has a significant positive effect to employee performance through job satisfaction as an intervening variable, work-family conflict does not significantly affect the employee performance through job satisfaction as an intervening variable. The result of this research could be used as a basis to improve and maintain a company’s performance through religious improvement and concern towards work-family conflict experienced by the workers. Keywords: Job satisfaction, employee performance, religiosity, work-family conflict

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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