What the Person Brings to the Table

2011 ◽  
Vol 32 (11) ◽  
pp. 1474-1499 ◽  
Author(s):  
Jeanine K. Andreassi
Keyword(s):  
Social Support ◽  
Locus Of Control ◽  
Family Conflict ◽  
Positive Relationship ◽  
Individual Factors ◽  
Work Family Conflict ◽  
Passive Coping ◽  
Internal Locus Of Control ◽  
Work Conflict ◽  
Work Family

Employees ( N = 291) of various industries and companies were surveyed to study how individual factors (coping and personality) affect work–family conflict: strain-based work-to-family conflict (S-WFC), time-based work-to-family conflict (T-WFC), strain-based family-to-work conflict (S-FWC), and time-based family-to-work conflict (T-FWC). As expected, passive coping was related to significantly higher levels of S-WFC, S-FWC, and T-FWC. Unexpectedly, active coping was related to higher levels of S-WFC. As hypothesized, social support coping was negatively related to work–family conflict, but only for T-WFC. Venting was positively related to S-WFC. As predicted, neuroticism was positively related to S-WFC, T-WFC, and S-FWC. Passive coping mediated the positive relationship between neuroticism and S-FWC. Neither internal locus of control nor extraversion was related to work–family conflict. Implications and suggestions for further research are discussed.

scholarly journals SOME DETERMINANTS OF THE PERCEPTION OF WORK–FAMILY CONFLICT: A DYADIC APPROACH

1970 ◽  
Vol 10 (2) ◽  
pp. 245
Author(s):  
Ana Šimunić ◽  
Maja Pandža ◽  
Ljiljana Gregov
Keyword(s):  
Social Support ◽  
Family Conflict ◽  
Married Couples ◽  
Work And Family ◽  
Work Family Conflict ◽  
Self Assessment ◽  
Work Conflict ◽  
Work Family ◽  
Work And Family Roles

The general aim of this study was to examine the contribution of perceived social support from family, the quality of family functioning, attitudes about marital roles, and striving for achievement to the perceived conflict between work and family roles by using a dyadic approach. Namely, the interaction of spouses’ perceptions was taken into account (actor and partner effects) in predicting work-to-family and family-to-work conflicts. This study was conducted on a sample of 176 employed married couples in the territory of central and western Herzegovina and central Dalmatia. Self-assessment questionnaires were used. In women, social support from family was a significant predictor for both examined types of work–family conflicts, and partner effects were greater than actor effects, especially for family-to-work conflict. Both partners’ striving for achievement was a positive predictor of family-to-work conflict in women, while there was only a contribution of the actor striving for achievement to both types of work–family conflict in men. In men, the only partner effect was obtained in the relationship between social support from family and family-to-work conflict. In general, the results indicated that the assessments of male spouses were more related to their wife’s work–family conflict than vice versa, and that these variables were more related to family-to-work conflict than to work-to-family conflict.

scholarly journals INFLUENCE OF WORK-FAMILY CONFLICT AND FAMILY-WORK CONFLICT ON EMPLOYEES’ TURNOVER INTENTIONS WITH GENDER, SOCIAL SUPPORT AND INDIVIDUAL VALUE AS MODERATING EFFECTS

2015 ◽  
Vol 29 (1) ◽  
Author(s):  
Putu Irma Yunita ◽  
Gugup Kismono
Keyword(s):  
Social Support ◽  
Family Conflict ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Individual Values ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Individual Value

work interfering with family-WIF and family interfering with work-FIW) and its influences onturnover intention. This research also examined the moderating effect of gender, social supportand individual values on the relationship between the work-family conflict and turnoverintentions. The participants of this study were 210 low and middle managers of four and fivestar hotels in Bali. This sample consisted of 126 males and 84 females. Multiple regression andhierarchical methods were used to test the proposed hypotheses. The result showed that WIFpositively and significantly influences the turnover intention but FIW did not. It was also foundthat social support significantly moderates the relationships between variables studied, butgender and individual value had no impact on it.Keywords: turnover intention, work interfering with family, family interfering with work,gender, social support, individual value.

Sex, Gender Dynamics, Differential Exposure, and Work–Family Conflict

2018 ◽  
Vol 40 (2) ◽  
pp. 215-239 ◽  
Author(s):  
Victor Y. Haines ◽  
Jaunathan Bilodeau ◽  
Andrée Demers ◽  
Alain Marchand ◽  
Nancy Beauregard ◽  
...  
Keyword(s):  
Social Support ◽  
Family Conflict ◽  
Indirect Effects ◽  
Family Income ◽  
Work Family Conflict ◽  
Men And Women ◽  
Work Conflict ◽  
Commute Time ◽  
Differential Exposure ◽  
Work Family

This study tested a differential exposure explanation of the association between sex categories and work–family conflict. It addresses the question of why men and women may experience similar or dissimilar levels of work–family conflict and tests whether differences are due to their different gendered demands and resources. Drawing from a sample of 1,751 employed adults from 63 workplaces, the results suggest that women spend less time in paid employment than do men; a gendered response that is associated with lower work-to-family conflict, but higher family-to-work conflict. Women were also found to be less involved in irregular work schedules, which is associated with lower work-to-family conflict. The differential exposure explanation was also supported by indirect effects involving commute time, family income, and social support outside work.

scholarly journals INFLUENCE OF WORK-FAMILY CONFLICT AND FAMILY-WORK CONFLICT ON EMPLOYEES’ TURNOVER INTENTIONS WITH GENDER, SOCIAL SUPPORT AND INDIVIDUAL VALUE AS MODERATING EFFECTS

2015 ◽  
Vol 29 (1) ◽  
Author(s):  
Putu Irma Yunita ◽  
Gugup Kismono
Keyword(s):  
Social Support ◽  
Family Conflict ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Individual Values ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Individual Value

work interfering with family-WIF and family interfering with work-FIW) and its influences onturnover intention. This research also examined the moderating effect of gender, social supportand individual values on the relationship between the work-family conflict and turnoverintentions. The participants of this study were 210 low and middle managers of four and fivestar hotels in Bali. This sample consisted of 126 males and 84 females. Multiple regression andhierarchical methods were used to test the proposed hypotheses. The result showed that WIFpositively and significantly influences the turnover intention but FIW did not. It was also foundthat social support significantly moderates the relationships between variables studied, butgender and individual value had no impact on it.Keywords: turnover intention, work interfering with family, family interfering with work,gender, social support, individual value.

Der Einfluss von Elternstatus, erlebter Unterstützung und Befristung auf das Belastungserleben und die Karriereentwicklung von Ärztinnen und Ärzten am Ende der Weiterbildung

2021 ◽  
Author(s):  
Rüya Daniela Kocalevent ◽  
Nicole Grandke ◽  
Susan Selch ◽  
Sarah Nehls ◽  
Juliane Meyer ◽  
...  
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

Zusammenfassung Hintergrund Trotz einer hohen Zahl an Abschlüssen in der Humanmedizin ist in Deutschland immer häufiger von einem Ärztemangel die Rede. Ein Grund ist die schwierige Vereinbarkeit von Kliniktätigkeit und Familienleben, die vor allem Ärztinnen als Hauptgrund für die spätere Arbeit im nicht-kurativen Bereich nennen. Ziel der Arbeit Die vorliegende Arbeit befasst sich mit dem Einfluss des Elternstatus von Ärztinnen und Ärzten auf ihre Karriereentwicklung und das Belastungserleben am Ende der Weiterbildung. Darüber hinaus betrachtet werden die Auswirkungen von befristeten Arbeitsverträgen und erlebter Unterstützung durch den Partner auf das Belastungserleben. Material und Methoden Es wurden die Daten der KarMed-Studie, welche sich mit Karriereverläufen von Ärztinnen und Ärzten während der fachärztlichen Weiterbildung beschäftigt, ausgewertet. Die vorliegende Arbeit befasst sich mit der querschnittlichen Analyse des Erhebungszeitraums von Oktober 2015 bis Mai 2016. Zu diesem befanden sich 433 StudienteilnehmerInnen am Ende ihrer Weiterbildung. Eingesetzt wurden u. a. die Fragebögen Work-Family Conflict und Family-Work Conflict Skalen. Ergebnisse Ärztinnen mit Kind unterbrechen die Weiterbildung fünfmal häufiger als ihre Kolleginnen ohne Kind und achtzehnmal häufiger als Ärzte mit Kind. Ärztinnen mit Kind sowie Ärzte mit Kind weisen signifikant höhere Werte auf der Family-Work Conflict Skala auf, Ärztinnen ohne Kind hingegen höhere Werte auf der Work-Conflict Skala. Bei Ärzten zeigt sich kein signifikanter Unterschied auf der Work-Family Skala. Weder ein befristeter Arbeitsvertrag noch die Verteilung von Kinderbetreuung zwischen Ärztinnen/Ärzten und ihren Partnern/-rinnen haben einen signifikanten Einfluss auf das Belastungserleben zur Folge. Schlußfolgerung Es besteht ein Bedarf die Konflikte, die aus dem Familienleben auf das Arbeitsleben wirken insbesondere für Ärztinnen in Weiterbildung zu reduzieren.

The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings

2016 ◽  
Vol 70 (1) ◽  
pp. 119-145 ◽  
Author(s):  
Andrew Li ◽  
Jessica Bagger ◽  
Russell Cropanzano
Keyword(s):  
Job Performance ◽  
Family Conflict ◽  
Role Theory ◽  
Performance Ratings ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Conflict ◽  
Work Family ◽  
The Impact ◽  
The Relationship

We draw on gender role theory to examine the relationships among employee-rated work–family conflict, supervisor perceptions of employee work–family conflict, employee gender and supervisor-rated job performance. We found that the relationship between employee-rated work–family conflict and supervisor perceptions of employee conflict varied based on both employee gender and the direction of conflict under consideration. Specifically, the relationship between the two rating sources (employee and supervisor) was stronger for male employees when conflict was considered. However, the relationship between the two rating sources was stronger for female employees when family-to-work conflict was considered. Supervisor perceptions of employee work–family conflict were negatively related to employee job performance ratings. More generally, we found support for a moderated mediation model such that the relationship between employee-rated work–family conflict and job performance was mediated by supervisor perceptions of employee work–family conflict, and the effect was moderated by employee gender. Implications for research and practice are discussed.

scholarly journals Effects of Family Conflict and Social Support on Intention to Stay of Expatriates in Medical Technology Industry

2021 ◽  
pp. 104-114
Author(s):  
Shu-Ya CHANG ◽  
Chan-Fu CHUANG ◽  
Huan-Chang LIN ◽  
Hsiang-Chen HSU
Keyword(s):  
Social Support ◽  
Family Conflict ◽  
Medical Technology ◽  
Work And Family ◽  
Work Family Conflict ◽  
Intention To Stay ◽  
Positive Effects ◽  
Technology Industry ◽  
Retrieval Rate ◽  
Work Family

Expatriates, during expatriation, would appear inadaptable feelings on work, life, and diet in different environment. Besides, expatriates, in medical technology industry, leaving home might neglect the family to result in imbalance between work and family. In this case, work-family conflict reveals the importance on expatriates. Expatriates in medical technology industry would appear psychosocial stress and conflict between work and life due to expatriation. Taking expatriates’ supervisors and expatriates in medical technology industry in southern Taiwan as the research object, total 360 copies of questionnaire are distributed, and the 278 valid copies are retrieved, with the retrieval rate 77%. The research results show that social support presents negative and significant effects on work-family conflict, work-family conflict reveals negative and remarkable effects on intention to stay, and social support appears positive effects on intention to stay. According to the results to propose suggestions, it is expected to provide healthy workplace in medical technology industry to improve expatriates’ work-family conflict and turnover.

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