Does Organizational Work–Family Support Benefit Temporary and Permanent Employees Equally in a Work–Family Conflict Situation in Relation to Job Satisfaction and Emotional Energy at Work and at Home?

2016 ◽  
Vol 38 (1) ◽  
pp. 124-148 ◽  
Author(s):  
Saija Mauno ◽  
Mervi Ruokolainen
Keyword(s):  
Job Satisfaction ◽  
Family Support ◽  
Family Conflict ◽  
Temporary Workers ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Emotional Energy ◽  
Work Family ◽  
High Work ◽  
At Home

This study examined whether work–family support (WF support) buffers permanent and temporary workers similarly against the negative effects of work–family conflict as regard job satisfaction and emotional energy level at work and at home. A total of 1,719 Finnish nurses participated in this study in 2009. The results revealed that high coworker WF support protected temporary workers against the negative effects of high work–family conflict on emotional energy at work. Furthermore, temporary workers with low coworker WF support were at greater risk of job dissatisfaction and diminished emotional energy at home than were their permanent colleagues in the presence of high work–family conflict. Temporary workers may benefit more from coworker WF support if they experience work–family conflict. This should be considered in developing family-friendly practices in organizations where temporary contracts are relatively common.

scholarly journals Gender as a moderator between work-family conflict, job and family satisfaction

2018 ◽  
Vol 7 (3) ◽  
pp. 1-12
Author(s):  
Abigail Opoku Mensah ◽  
Eunice Fay Amissah ◽  
Adjoa Afedua Nsaful
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Sampling Technique ◽  
Family Satisfaction ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Junior Staff ◽  
Multi Stage ◽  
Work Family ◽  
The Relationship

The study examined the effect of work-family conflict on job and family satisfaction among university junior staff in Ghana. It further tested the moderating role of gender on the relationship between work-family conflict dimensions and job and family satisfaction. A quantitative approach was adopted. A multi-stage sampling technique was employed to select 339 respondents. Descriptive and inferential statistics were used to analyse the data. The results revealed a negative effect of work-family conflict on both job satisfaction and family satisfaction. Further analysis showed that gender moderates the relationship between work-family conflict (FIW) and family satisfaction. Recommendations are made to the University authorities and employees on how to minimize the negative effects of work-family which can lead to better job and family satisfaction in this paper.Keywords: work-family conflict, job satisfaction, family satisfaction, gender, junior staff

scholarly journals Telework: conditions that have a positive and negative impact on the work-family conflict

2016 ◽  
Vol 29 (4) ◽  
pp. 435-449 ◽  
Author(s):  
Martín Salazar Solís
Keyword(s):  
Family Conflict ◽  
Negative Impact ◽  
Linear Regression Models ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Working At Home ◽  
Content Type ◽  
Work Family ◽  
New Evidence ◽  
At Home

Purpose Various investigations have shed light on the positive and negative effects of telework on the work-family conflict. These effects might be related to the conditions under which telework is carried out. The purpose of this paper is to analyze the influence of six variables related to telework conditions on the work-family conflict, and the number of additional hours worked beyond normal office hours. Design/methodology/approach Multiple linear regression models are calculated with data collected from a sample of 142 teleworkers in public institutions to evaluate the effect of the above variables. Findings Results reveal that factors which affect work-family conflict include the space used for working at home, the presence of persons at home while someone is teleworking, the number of days of telework, the time a person has been teleworking, and the extent of responsibility a worker has outside of the work environment. Originality/value There is a need for research to determine the ideal conditions and situations for teleworking. This study is specifically intended to strengthen some previous findings in this area, and to provide new evidence.

The Effects of Work-Family Conflict on Job Stress, Job Satisfaction, and Organizational Commitment

2017 ◽  
pp. 560-575
Author(s):  
I. Efe Efeoğlu ◽  
Musa Sanal
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Family Conflict ◽  
Survey Method ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Positive Effects ◽  
Work Conflict ◽  
Work Family

The aim of this chapter is to investigate the effects of work-family conflict on the employees' attitudes towards their jobs and their behaviours in the workplace within the framework of job stress, job satisfaction, and organizational commitment concepts in the Turkish Pharmaceutical Industry. The data used in this study were obtained by the questionnaire survey method. One of the results of this study reveals that work-family conflict and work to family conflict have positive effects on job stress. However, family to work conflict has no effect on job stress. Secondly, work-family conflict and work to family conflict have positive effects on job satisfaction, while no evidence has been found regarding the effects of family to work conflict on job satisfaction. Thirdly, work-family conflict and work to family conflict have negative effects on organizational commitment while no evidence has been found regarding the effects of work to family conflict on organizational commitment.

The Effects of Work-Family Conflict on Job Stress, Job Satisfaction, and Organizational Commitment

2015 ◽  
pp. 213-228 ◽  
Author(s):  
I. Efe Efeoğlu ◽  
Musa Sanal
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Family Conflict ◽  
Survey Method ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Positive Effects ◽  
Work Conflict ◽  
Work Family

The aim of this chapter is to investigate the effects of work-family conflict on the employees' attitudes towards their jobs and their behaviours in the workplace within the framework of job stress, job satisfaction, and organizational commitment concepts in the Turkish Pharmaceutical Industry. The data used in this study were obtained by the questionnaire survey method. One of the results of this study reveals that work-family conflict and work to family conflict have positive effects on job stress. However, family to work conflict has no effect on job stress. Secondly, work-family conflict and work to family conflict have positive effects on job satisfaction, while no evidence has been found regarding the effects of family to work conflict on job satisfaction. Thirdly, work-family conflict and work to family conflict have negative effects on organizational commitment while no evidence has been found regarding the effects of work to family conflict on organizational commitment.

scholarly journals Communication Technology Use for Work at Home during Off-job Time and Work–Family Conflict: The Roles of Family Support and Psychological Detachment

2016 ◽  
Vol 33 (1) ◽  
pp. 93
Author(s):  
Zhengyuan Wang ◽  
Xi Chen ◽  
Yongjia Duan
Keyword(s):  
Family Support ◽  
Communication Technology ◽  
Family Conflict ◽  
Technology Use ◽  
Work Family Conflict ◽  
Psychological Detachment ◽  
Work At Home ◽  
Work Family ◽  
The Impact ◽  
At Home

<p>This article studies the influence of communication technology use for work at home during off-job time on work-family conflict based on work-family border theory, and highlights the roles of psychological detachment and family support. Based on 423 samples, we use regression analysis to test hypotheses. The results show that communication technology use for work at home during off-job time is positively related to employee’s work-family conflict, including time-based conflict and strain-based conflict. Besides, family support moderates the impact of communication technology use for work at home on employee’s work-family conflict. Furthermore, psychological detachment mediates the moderating effect of family support on the relationship between communication technology use for work at home and employee’s work-family conflict. Theoretical and practical implications, limitations, and future studies are discussed.</p>

DOES WORK-FAMILY CONFLICT AFFECT THE AUDITOR’S PERFORMANCE?: EXAMINING THE MEDIATING ROLES OF EMOTIONAL EXHAUSTION AND JOB SATISFACTION

2018 ◽  
Vol 20 (1) ◽  
pp. 89 ◽  
Author(s):  
Andi Ina Yustina ◽  
Tifanny Valerina
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Healthy Lifestyle ◽  
Mail Survey ◽  
Work Family Conflict ◽  
Performance Examining ◽  
And Performance ◽  
Work Family ◽  
Relationship Of

This paper examines whether the work-family conflict (related to both work-interfering-family and family-interfering-work) of auditors affects their performance and if so, whether the effect is mediated by emotional exhaustion and job satisfaction. A mail survey is used to deliver a questionnaire to 151 auditors from ten CPA firm in Indonesia. The result shows that emotional exhaustion and job satisfaction fully mediates the relationship of work-family conflict with job performance. The result also demonstrates that Work-Interfering-Family (WIF) has significant effects on emotional exhaustion and job satisfaction, but Family-Interfering-Work (FIW) has no significant influence on either emotional exhaustion or job satisfaction. This study suggests that maintaining a regular training program for auditors, having flexible working arrangements, and encouraging a healthy lifestyle may help to reduce the work-family conflict and will increase the job satisfaction and performance of auditors.

Spillover and Crossover Effects of Work-Family Conflict among Married and Cohabiting Couples

2018 ◽  
Vol 10 (1) ◽  
pp. 35-60 ◽  
Author(s):  
Deniz Yucel ◽  
Beth A. Latshaw
Keyword(s):  
Mental Health ◽  
Job Satisfaction ◽  
Gender Differences ◽  
Relationship Satisfaction ◽  
Family Conflict ◽  
Married Couples ◽  
Work Family Conflict ◽  
Crossover Effects ◽  
Cohabiting Couples ◽  
Work Family

The present study uses Wave 8 of the German Family Panel to test the spillover and crossover effects of work-family conflict on job satisfaction, relationship satisfaction, and mental health for individuals (actor effects) as well as their spouses/partners (partner effects) in dual-earning couples. We further contribute by assessing whether the results vary by gender and union type. Results suggest that among married couples, for job satisfaction, there are no gender differences in actor effects (but gender differences in partner effects), and actor and partner effects remain distinct. For relationship satisfaction, there are no gender differences in actor or partner effects, but both effects remain distinct. For mental health, however, there are gender differences in actor effects (but not in partner effects), and both effects remain distinct. Among cohabitors, there are no differences in actor effects by gender, and adding in partner effects does not significantly improve the models predicting all three outcomes. Some results also suggest differences in relationship dynamics between married and cohabiting couples.

scholarly journals Relationship between Job Statisfaction Levels and Work-Family Conflicts of Physical Education Teachers

2017 ◽  
Vol 6 (3) ◽  
pp. 312
Author(s):  
Hakki Ulucan
Keyword(s):  
Job Satisfaction ◽  
Physical Education ◽  
Family Conflict ◽  
Physical Education Teachers ◽  
Full Time ◽  
Meaningful Difference ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Satisfaction Scale ◽  
Work Family

Study aims to examine the relationship between perceived job satisfaction levels and work-family conflicts of the physical education teachers. Research group consists of 154 volunteer physical education teachers that work full time in governmental institutions in Kirşehir city and its counties. To acquire the job satisfaction datum; the Minnesota job satisfaction Scale, developed by Weiss, Dawis, England and Lofquist (1967) and adapted to Turkish version by Baycan (1985), was used. For acquiring the work-family conflict datum the Work-Family Conflict Scale, developed by Netemeyer et al. (1996) and adapted to Turkish by Efeoglu (2006), was used. While there was no meaningful difference determined between groups in the job satisfaction levels of physical education teachers according to gender and working year in the institution variance there was a meaningful difference determined between groups according to age and working year variance. When work-family conflict levels of teachers are considered while there was no meaningful difference found between groups according to gender variance there was a meaningful difference determined between groups according to age and working year in that institution variances. As a result, there was no meaningful relationship found between job satisfaction levels and work-family conflict levels of physical education teachers.

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