Exploring the Work and Family Relationship

1999 ◽  
Vol 20 (6) ◽  
pp. 771-788 ◽  
Author(s):  
SUSAN ROXBURGH
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Gender Differences ◽  
Family Relationship ◽  
Work And Family ◽  
Partner Support ◽  
Ample Evidence ◽  
Coworker Support ◽  
Work And Family Roles ◽  
The Impact

This article examines gender differences in the influence of parenthood and social support on job satisfaction. This is important because there is ample evidence that work and family roles are managed and coordinated differently by men and women and therefore that home roles influence men's and women's job satisfaction differentially. Using a large random sample of the Toronto metropolitan area, gender differences in the impact of parenthood and social support from partners and coworkers on job satisfaction, controlling for job demands, are examined. Results indicate that mothers have higher job satisfaction than fathers and nonmothers. Coworker support is more important for men's job satisfaction than partner support. Partner support is highly significant for women's job satisfaction, whereas the influence of coworker support varies as a function of partner support. Implications for an understanding of gender differences in job satisfaction and in the experience of dual roles are discussed.

Trends in Female Workers’ Childbearing Intentions in South Korea

2020 ◽  
Vol 32 (5) ◽  
pp. 242-249
Author(s):  
Jee-Seon Yi ◽  
Hye-Sun Jung ◽  
Hyeoneui Kim ◽  
Eun-Ok Im
Keyword(s):  
Job Satisfaction ◽  
South Korea ◽  
Maternity Leave ◽  
Work And Family ◽  
Number Of Children ◽  
Female Workers ◽  
Childbearing Intentions ◽  
Work Family ◽  
Work And Family Roles ◽  
The Impact

This study aimed to analyze trends of South Korean working women’s childbearing intentions to provide directions for strategies to increase South Korea’s birth rate. This study used the data generated by the Korean Longitudinal Panel Survey of Women and Families in South Korea from 2007 to 2016, and included 2,341 working women. This study showed that female workers’ intention to bear children is decreasing. In 2007, age and the number of children were considered in predicting the characteristics of those with childbearing intentions. In 2016, the provision of maternity leave at work, job satisfaction regarding relationships and communication, and work-family conflicts were added. When identifying the factors by category, the impact level of occupational factors increased, although the impact level of individual factors decreased. There should be a balance between work and family roles, and employers should provide ample maternity leave and promote an organizational culture that supports job satisfaction.

A Qualitative Exploration of Role Salience among Malaysian Professional and Managerial Dual-Career Couples

2021 ◽  
Vol 12 (3) ◽  
pp. 741-752
Author(s):  
Rafiduraida Abdul Rahman Et.al
Keyword(s):  
Qualitative Interviews ◽  
Work And Family ◽  
Religious Values ◽  
Work Characteristics ◽  
Dual Career ◽  
Role Salience ◽  
Dual Career Couples ◽  
Work Family ◽  
Work And Family Roles ◽  
The Impact

This paper explores work and family roles salience in the context of dual-career couples in Malaysia. Semi-structured qualitative interviews has been conducted on 18 couples in professional and managerial position. The data were transcribed and analyzed using template analysis. The findings revealed that several factors namely culture, religious values, gender, work characteristics and personal preferences influence the couples’ role salience. Women tend to face more struggles to maintain the salience of both roles despite the fact that couples regard both roles to be central to their lives. Factors such as culture and religious values influence the couples’ role salience making them holding to traditional gender attitude and reduce the impact of family to work. Some couples are more affected with spouse work condition or personal preferencesleading them to practice less traditional roles in their family arrangements.Conflicting views within couples also exist, which influence their challenges and satisfaction. This study adds to the work and family research using couple-level analysis in a non-Western context. The qualitative data gained has also enabled the study to extend the understanding on how the dynamic of the interaction between culture, religion, gender, work characteristics and personal preferences come into play to shape couples’ role salience and consequently their work-family experiences and perceptions.

Gender Differences in the Impact of Social Support on Crack Use Among African Americans

2008 ◽  
Vol 43 (1) ◽  
pp. 85-104 ◽  
Author(s):  
Kara S. Riehman ◽  
Wendee M. Wechsberg ◽  
William Zule ◽  
Wendy K.K. Lam ◽  
Burton Levine
Keyword(s):  
Social Support ◽  
Gender Differences ◽  
African Americans ◽  
Crack Use ◽  
The Impact

scholarly journals Pengaruh Stres Kerja terhadap Kepuasan Kerja Karyawan dengan Dukungan Sosial sebagai Variabel Moderasi

2021 ◽  
Vol 9 (3) ◽  
pp. 886-895
Author(s):  
Bagus Sanjaya
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Work Stress ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Partial Least Square ◽  
Least Square ◽  
The Social ◽  
The Impact

This research aims to examine and analyze the impact of work stress on job satisfaction with social support as a moderating variable. This research method is quantitative, using Simple Random Sampling for its sampling technique. There were 60 employees as samples”the data collected by observation, interviews, and questionnaires. The statistical analysis used in this study was descriptive analysis and data analysis by utilizing Partial Least Square (PLS) with SmartPLS 3.0 as the tool and Statistical Package for the Social Science (SPSS) software. The result shows that work stress has a negative and significant influence on job satisfaction. Work stress will result in a decrease in job satisfaction felt by employees. As well as social support did not moderate the relationship between work stress and job satisfaction. Social support does not decrease the impact of work stress on job satisfaction that occur within the company. The company should manage the work stress level to fulfil workers' job satisfaction and avert adverse effects to the company's activities.

scholarly journals Job Characteristics as the Antecedents of Work-to-family Enrichment: A Literature Review

2013 ◽  
Vol 4 (8) ◽  
pp. 394-401
Author(s):  
Siti Khadijah Zainal
Keyword(s):  
Family Relationship ◽  
Job Characteristics ◽  
Work And Family ◽  
Psychological State ◽  
Characteristic Model ◽  
Positive Perspective ◽  
Work Family ◽  
The Impact ◽  
Family Enrichment

Work-to-family enrichment refers to the work and family interdependency which is beneficial to the human being. It is a positive construct which views the work-family relationship in a positive perspective. Work-to-family enrichment is a situation where the positive experience in work helps to enrich the participation in family domain. Previous literature suggest that job characteristics are among the relevent predictors of work-to-family enrichment. Job Characteristic Model (JCM) is a popular model which explains the impact of work design towards an various psychological state and outcome. JCM consists of five predictive core job dimensions which are skill variety, task identity, task significance, autonomy and feedback.The current paper discusses the role of five core job dimension in JCM as antecedents to the work-to-family enrichment. Specifically, it includes the past literatures which discusses the relationship between the five core job dimensions and work-to-family enrichment. The paper also includes implications of the study to the future researcher.

scholarly journals Factors Contributing to Psychological Distress in the Working Population, With A Special Reference to Gender Difference - A Population-Based Study

2020 ◽  
Author(s):  
Satu Viertiö ◽  
Olli Kiviruusu ◽  
Maarit Piirtola ◽  
Jaakko Kaprio ◽  
Tellervo Korhonen ◽  
...  
Keyword(s):  
Social Support ◽  
Gender Differences ◽  
Psychological Distress ◽  
Special Reference ◽  
Well Being ◽  
Work And Family ◽  
Full Time ◽  
Working Population ◽  
Related Factors ◽  
Work Family

Abstract BackgroundPsychological distress refers to non-specific symptoms of stress, anxiety and depression, and it is more common in women. Our aim was to investigate factors contributing to psychological distress in the working population, with a special reference to gender differences. Methods We used questionnaire data from the nationally representative Finnish Regional Health and Well-being Study (ATH) collected in the years 2012–2016 (target population participants aged 20 +, n=96 668, response rate 53%), restricting the current analysis to those persons who were working full-time and under 65 of age (n=34 468). Psychological distress was assessed using the Mental Health Inventory-5 (MHI-5) (cut-off value <=52). We studied the following factors potentially associated with psychological distress: sociodemographic factors, living alone, having children under 18 years of age, lifestyle-related factors, social support, helping others outside of the home and work-related factors. We used logistic regression analysis to examine association between having work-family conflict with the likelihood for psychological distress. We first performed the models separately for men and women. Then interaction by gender was tested in the combined data for those independent variables where gender differences appeared probable in the analyses conducted separately for men and women.Results Women reported more psychological distress than men (11.0% vs. 8.8%, respectively, p<0.0001). Loneliness, job dissatisfaction and family-work conflict were associated with the largest risk of psychological distress. Having children, active participation, being able to successfully combine work and family roles, and social support were found to be protective factors. A significant interaction with gender was found in only two variables: ignoring family due to being absorbed in one’s work was associated with distress in women (OR 1.30 (95% CI 1.00–1.70), and mental strain of work in men (OR 2.71 (95% CI 1.66–4.41).Conclusions Satisfying work, family life and being able to successfully combine the two are important sources of psychological well-being for both genders in the working population.

scholarly journals The Islamic Banking Sector Of Pakistan: The Impact Of Leadership Opportunities, Gender Differences, Working Conditions And Employee Performance On Job Satisfaction Of Female Employees Of The Industry

2020 ◽  
Vol 20 (2) ◽  
pp. 139-158
Author(s):  
Sobia Iqbal ◽  
Khalid Mehmood Iraqi
Keyword(s):  
Job Satisfaction ◽  
Gender Differences ◽  
Banking Sector ◽  
Employee Performance ◽  
Positive Association ◽  
Working Environment ◽  
Islamic Banking ◽  
Upper Management ◽  
Leadership Opportunities ◽  
The Impact

The findings of this research study is constructed depending the role of women in Islamic Banking industry of Pakistan. It has been conducted with an objective to determine the contrast of leadership opportunities, gender differences, working condition, employee performance with Job Satisfaction. The data has been collected from 200 male and female participants, representing the Islamic Banking Sector of Pakistan (Meezan Bank, Dubai Islamic Bank and Bank Islami). The result of the research shows a positive association in the selected dependent and independent variables. The study result further supports that in the current scenario the male gender participation for authoritative and leadership position is comparatively high as paralleled to female in the Pakistani Islamic Banking Sector of Pakistan. Further, it reveals that male working employees in the Islamic banking sector of Pakistan are far more satisfied as compared to female working participants. The result has reflected that the constructed model is significant (at the p < 0.001 level).  The findings of this particular study possibly may assist the upper management to revisit their working environment policies and practices to consider females as equally responsible for challenging leadership roles, providing career path opportunities, and to promote Equal Employment Opportunities (EEO) in organizations.

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