Do Female and Male Employees in Iran Experience Similar Work–Family Interference, Job, and Life Satisfaction?

2008 ◽  
Vol 30 (1) ◽  
pp. 124-142 ◽  
Author(s):  
Leila Karimi
Keyword(s):  
Life Satisfaction ◽  
Regression Analysis ◽  
Working Hours ◽  
Future Research ◽  
Negative Effects ◽  
Male And Female ◽  
Similar Work ◽  
Female Employees ◽  
Work Family ◽  
Work Interference

This study aims at examining gender differences in the experience of work–family interference and perceived job–life satisfaction in a group of Iranian employees. The participants in the study consist of 387 Iranian male and female employees from a variety of organizations. The results of t tests and multiple regression analysis using EQS 6.1 support the hypothesis that Iranian male and female employees experience similar interference in their work–family domains although they spend different numbers of hours in the workplace. The findings also show that whereas work-to-family interference has significant and negative effects on job–life satisfaction among male employees, for female employees, working hours and family-to-work interference had even more significant and negative effects on their job–ife satisfaction. Implications are discussed and recommendations made regarding future research and interventions in this area.

scholarly journals Impact of Shift Work and Long Working Hours on Worker Cognitive Functions: Current Evidence and Future Research Needs

2021 ◽  
Vol 18 (12) ◽  
pp. 6540
Author(s):  
Veruscka Leso ◽  
Luca Fontana ◽  
Angela Caturano ◽  
Ilaria Vetrani ◽  
Mauro Fedele ◽  
...  
Keyword(s):  
Circadian Rhythm ◽  
Cognitive Impairment ◽  
Sleep Disturbances ◽  
Working Hours ◽  
Night Work ◽  
Current Evidence ◽  
Future Research ◽  
Negative Effects ◽  
Long Working Hours ◽  
Main Determinants

Particular working conditions and/or organization of working time may cause important sleep disturbances that have been proposed to be predictive of cognitive decline. In this regard, circadian rhythm misalignment induced by exposure to night work or long working hours would be responsible for cognitive impairment. Nevertheless, evidence supporting this correlation is limited and several issues still need to be elucidated. In this regard, we conducted a systematic review to evaluate the association between shift/night work and cognitive impairment and address its main determinants. Information provided by the reviewed studies suggested that night work might have serious immediate negative effects especially on cognitive domains related to attention, memory and response inhibition. Furthermore, cognitive performance would progressively worsen over consecutive night shifts or following exposure to very long work shifts. Otherwise, conflicting results emerged regarding the possible etiological role that night work chronic exposure would have on cognitive impairment. Therefore, circadian rhythm desynchronization, lack of sleep and fatigue resulting from night work may negatively impact worker’s cognitive efficiency. However, in light of the considerable methodological variability of the reviewed studies, we proposed to develop a standardized research and evaluation strategy in order to obtain a better and comprehensive understanding of this topic.

Consequences of Submissive Loyalty Corporations: An Empirical Analysis of Korean Female Employees’ Perception

2019 ◽  
Vol 34 (2) ◽  
pp. 51-74
Author(s):  
Kim Hwayeon ◽  
Nam Taewoo
Keyword(s):  
Life Satisfaction ◽  
Family Conflict ◽  
Structural Equation ◽  
Work And Family ◽  
Office Work ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Overtime Work ◽  
Female Employees ◽  
Work Family

The number of female employees in the Korean workforce has risen. However, the Korean corporate climate, characterized by collectivism, hierarchism, and senior and masculine privilege, leads them to experience worklife conflict and even halt their careers. This climate stems from a social and organizational culture deeply rooted in traditional Confucianism. In Korea, where housework and childcare have long been considered the province of women, female employees find it more difficult to balance office work and family life. The Korean corporate climate welcomes overtime work, and women who work outside the home must juggle this and family responsibilities. We conceptualize behavior such as acquiescing to overtime work as submissive loyalty and elucidate work-family conflict and decreasing job and life satisfaction as consequences thereof. The analysis, based on a structural equation model, revealed that submissive loyalty increases work-family conflict, which decreases job and life satisfaction.

Gender and Organizational Citizenship Behavior

2016 ◽  
Author(s):  
Tammy D. Allen ◽  
Seulki "Rachel" Jang
Keyword(s):  
Gender Differences ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Report ◽  
Citizenship Behavior ◽  
Future Research ◽  
Male And Female ◽  
Gender Egalitarianism ◽  
Female Employees ◽  
Males And Females

The current chapter reviews theory and findings with regard to relationships between gender and organizational citizenship behavior (OCB). Based on self-report OCB studies, female employees tend to report that they perform more communal OCB (e.g., altruism) than do male employees, whereas male employees tend to report that they perform more agentic OCB (e.g., sportsmanship) than do female employees. However, supervisors do not appear to rate male and female employees differently on OCB performance. Our review also suggests that even with the same amount of OCB performance, female employees tend to be disadvantaged with regard to career-related outcomes (e.g., promotion) relative to male employees. For future research, we encourage researchers to distinguish between actual and perceived OCB performance and examine associated gender differences. Measurement invariance of OCB across gender, different career success outcomes between males and females, and the effects of gender egalitarianism in cultures also need further investigation.

The Job Demands–Control–Support Model and Job Satisfaction Across Gender

2016 ◽  
Vol 38 (1) ◽  
pp. 52-72 ◽  
Author(s):  
Woosang Hwang ◽  
Kamala Ramadoss
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Job Demands ◽  
Supervisor Support ◽  
Job Control ◽  
Work Family Conflict ◽  
Coworker Support ◽  
Male And Female ◽  
Female Employees ◽  
Work Family

This study examined the gender difference regarding the simultaneous impacts of Job Demands–Control–Support model variables (job demands, job control, supervisor support, and coworker support) on job satisfaction via work–family conflict using multiple group structural equation modeling. The participants were 1,092 male and 1,367 female employees from the 2008 National Study of the Changing Workforce. Results showed that job control was only significantly associated with work–family conflict in female employees. In addition, high levels of job control, supervisor support, and coworker support were significantly associated with an increase in job satisfaction in both male and female employees. Regarding the mediating effect, work–family conflict mediated relationships between job demands, supervisor support, coworker support, and job satisfaction in both male and female employees, whereas work–family conflict only mediated the association between job control and job satisfaction in female employees. In this study, the implications considering the gender difference and work–family contexts are discussed.

scholarly journals Reducing the Effect of Functional Disability on Life Satisfaction Among Persons With a Lived Experience of an Infectious Viral Disease in Taiwan: A Tri-Mediation Model

2020 ◽  
pp. 003435522098082
Author(s):  
Ming Hung Wang ◽  
Jessica Marie Brooks ◽  
Kanako Iwanaga ◽  
Jia Rung Wu ◽  
Xiangli Chen ◽  
...  
Keyword(s):  
Life Satisfaction ◽  
Lived Experience ◽  
Functional Disability ◽  
Community Support ◽  
Viral Disease ◽  
Self Report ◽  
Future Research ◽  
Mediation Model ◽  
Negative Effects ◽  
Disability Acceptance

The purpose of the study was to examine whether disability acceptance, hope, and resilience mediate the relationship between functional disability and life satisfaction in people with a lived experience of an infectious viral disease (i.e., polio and postpolio syndrome [PPS]). Participants consisted of 157 individuals diagnosed with polio or PPS who were recruited from two community support organizations in Taiwan. Participants completed self-report questionnaires. Data were analyzed with a simultaneous regression analysis. The tri-mediation model indicated that disability acceptance, hope, and resilience were associated with life satisfaction, accounting for a large effect size of 46% of the variance in the life satisfaction scores. The direct effect of functional disability on life satisfaction became insignificant when the mediators were controlled for in the model. Hope, disability acceptance, and resilience were found to fully explain the association between functional disability and life satisfaction. This study demonstrated that positive psychosocial factors might help to buffer the indirect and direct negative effects of functional disability on life satisfaction. Implications of these findings for future research and clinical practice when supporting individuals with a lived experience of an infectious viral disease, including COVID-19, are discussed.

Testing the Two Directions of the Work–Family Interface: A Diary Study

2021 ◽  
Vol 24 ◽  
Author(s):  
Larissa Maria David Gabardo-Martins ◽  
Maria Cristina Ferreira ◽  
Felipe Valentini
Keyword(s):  
Social Support ◽  
Family Satisfaction ◽  
Future Research ◽  
Moderator Variable ◽  
Male And Female ◽  
Work Related ◽  
Female Workers ◽  
Future Research Agenda ◽  
Family Social Support ◽  
Work Family

Abstract The work–family interface can be viewed as a process in which daily fluctuations in work demands and resources influence family functioning and behavior, and vice versa. This study aimed to test the daily processes of both directions of the work–family interface through two studies. The first study consisted of 103 male and female workers from 17 Brazilian states. The participants’ ages ranged from 20 to 61 years (M = 33.68; SD = 9.13). Each participant answered a daily questionnaire over the course of 10 days, totaling 1,030 answers. The second study’s sample consisted of 101 male and female workers from 15 states in Brazil. Participants’ ages ranged from 20 to 62 years (M = 33.77; SD = 8.46). Each participant answered the daily questionnaire over the course of ten days, with the number of answers totaling 1,010. The first study showed that at the daily level, perceived work-related demands and social support at work were significantly related to family satisfaction. The second study indicated that at the daily level, perceived family demands and family social support showed significant associations with job satisfaction. Positive affect had a mediating role in these relationships, whereas the use of problem-solving coping strategies had a moderating role. Both studies also showed that the relationships identified remain significant when the variables were tested at different times: independent variables, mediating variable and moderator variable on one day, and the dependent variable on the following day. Day-to-day implications for organizations are discussed, and suggestions for a future research agenda on the work–family interface are presented.

scholarly journals Impact of work-family conflict on job performance of nurses working for hopitals in Ho Chi Minh City

2015 ◽  
Vol 5 (2) ◽  
Author(s):  
Nguyen Minh Ha ◽  
Nguyen Thai An
Keyword(s):  
Regression Analysis ◽  
Job Performance ◽  
Family Conflict ◽  
Descriptive Statistics ◽  
Ho Chi Minh City ◽  
Work Family Conflict ◽  
Work Family ◽  
Work Interference With Family ◽  
The Impact ◽  
Work Interference

The purpose of this study is to analyze the impact of Work-Family Conflict on job performance of nurses working for hospitals in Ho Chi Minh City (HCMC). The study conducts survey with 221 nurses working for hospitals in HCMC by questionnaires. The data was analyzed by techniques: Descriptive statistics, Exploratory Factor Analysis (EFA) and regression analysis. The findings indicate that four factors driving job performance (from strongest to weakest) are Strain-based Family Interference with Work (SFIW), Strain-based Work Interference with Family (SWIF), Time-based Work Interference with Family (TWIF), Time- based Family Interference with Work(TFIW).

Affect of Employee Authority on Job Expiation: An Empirical Investigation of Banks in India

2018 ◽  
Vol 6 (11) ◽  
pp. 13
Author(s):  
Vikas Sharma ◽  
Vivek Mittal
Keyword(s):  
Regression Analysis ◽  
Empirical Investigation ◽  
T Test ◽  
New Delhi ◽  
Male And Female ◽  
Important Impact ◽  
Female Employees ◽  
The Difference ◽  
The Relationship

The aim of this analyze is to find out the relationship among employee authority and job expiation in Banks in New Delhi. This analyze also analyzes the difference among Job expiation level of male and female employees. The form comprising forty eight statements was employed for collection of data and was distributed among 180 employees of Banks in New Delhi. The t-test, ANOVA and regression analysis pointed that employee authority has positive and important impact on job expiation. The consequences also confirmed that no substantial difference among male and female employees exist job expiation level.

Stepping-Stone or Dead End: To What Extent Does Part-Time Employment Enable Progression Out of Low Pay for Male and Female Employees in the UK?

2019 ◽  
Vol 49 (1) ◽  
pp. 41-59 ◽  
Author(s):  
MADELINE NIGHTINGALE
Keyword(s):  
Labour Market ◽  
Work Motivation ◽  
Working Hours ◽  
Hourly Wage ◽  
Full Time ◽  
Male And Female ◽  
Part Time ◽  
Female Employees ◽  
The Uk ◽  
Low Pay

AbstractUsing data from Understanding Society and the British Household Panel Survey, this article explores the relationship between working part-time and progression out of low pay for male and female employees using a discrete-time event history model. The results show that working part-time relative to full-time decreases the likelihood of progression out of low pay, defined as earning below two-thirds of the median hourly wage. However, part-time workers who transition to full-time employment experience similar rates of progression to full-time workers. This casts doubt on the idea that part-time workers have lower progression rates because they have lower abilities or work motivation and reinforces the need to address the quality of part-time jobs in the UK labour market. The negative effect of working part-time is greater for men than for women, although women are more at risk of becoming trapped in low pay in the sense that they tend to work part-time for longer periods of time, particularly if they have children. Factors such as childcare policy and Universal Credit (UC) incentivise part-time employment for certain groups, although in the right labour market conditions UC may encourage some part-time workers to increase their working hours.

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