Evidence for Life Satisfaction Among Dual-Career Couples: The Interplay of Job, Career, and Family Satisfaction in Relation to Workplace Support

2019 ◽  
Vol 40 (18) ◽  
pp. 2893-2921 ◽  
Author(s):  
Neha Gahlawat ◽  
Rina S. Phogat ◽  
Subhash C. Kundu
Keyword(s):  
Life Satisfaction ◽  
Family Satisfaction ◽  
Role Clarity ◽  
Dual Career ◽  
Workplace Support ◽  
Dual Career Couples ◽  
Family Balance ◽  
Employees Satisfaction ◽  
Work Family ◽  
Using Data

Using data from 406 dual-career couple employees in the Indian context, the current study has indicated that favorable perceptions of workplace support variables like work–family balance actions, supervisor support, coworker support, work autonomy, and role clarity lead toward heightened life satisfaction among dual-career couples. However, this relationship is not as simple as it seems. Interestingly, none of the five workplace support initiatives are directly related to the life satisfaction among employees. Bootstrap results via serial mediation model establish that job satisfaction, career satisfaction, and family satisfaction mediate individually and serially the relationships between various workplace support variables and life satisfaction. Being first of its kind, the study has potential to prove beneficial in improving the lives of employees if thorough consideration is given to workplace support in relation to various types of employees’ satisfaction.

scholarly journals Test of Work-to-Family and Family-to-Work Models of Conflict and Satisfaction: An Analysis of Dual Career Couples in Bangladesh

2015 ◽  
Vol 7 (1) ◽  
pp. 87-113
Author(s):  
Tasnuva Rahman ◽  
Ayesha Tabassum ◽  
Kursia Jahan
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Family Conflict ◽  
Primary Source ◽  
Family Satisfaction ◽  
Work And Family ◽  
Dual Career ◽  
Dual Career Couples ◽  
Work Conflict ◽  
The Relationship

Greater access of women to education and the job market has led to the increased participation of women in professional employment throughout the world. Bangladesh is no exception from this trend of change which is creating the phenomenon of dual-career couples (two working people in a committed relationship). This trend has radically changed traditional family structures and gender roles in society. These types of couples need to integrate both their work and family life together. This is creating challenges for both dual-career couples and their employers. Past research has posited that the imbalance between work and family lives, or the conflict between work and family lives of the dual-career couples can significantly reduce employee productivity, performance, job satisfaction, family satisfaction, and life satisfaction. This, in turn, hinders the performance of a business by affecting its organizational innovation, efficiency, and effectiveness.The current study tested predictions regarding the nature of relationships among these variables on 180 dual career couples (N=360) in Bangladesh. Literature reviews suggested two forms of conflict; work-to-family conflict and family-to-work conflict among these dual career couples. Models were developed by addressing these two types of conflict and testing the relationship with various types of satisfaction. A structured questionnaire was used as the primary source for data collection. Results reveal that work-to-family conflict negatively predicts job satisfaction and life satisfaction. No evidence is found regarding the relationship of family-to-work conflict with job and family satisfaction.

scholarly journals Please, Do Not Interrupt Me: Work–Family Balance and Segmentation Behavior as Mediators of Boundary Violations and Teleworkers’ Burnout and Flourishing

2021 ◽  
Vol 13 (13) ◽  
pp. 7339
Author(s):  
Vânia Sofia Carvalho ◽  
Alda Santos ◽  
Maria Teresa Ribeiro ◽  
Maria José Chambel
Keyword(s):  
Well Being ◽  
Work And Family ◽  
Future Research ◽  
Boundary Violations ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Using Data ◽  
The Relationship

The lockdown, in the COVID-19 pandemic, is considered an external crisis that evokes innumerous changes in individuals lives. One of the changes is the work and family dynamics. Based on boundary theory we examine the mediated role of work and family balance and boundary segmentation behavior in the relationship between boundary violations and teleworkers’ stress and well-being. However, because women and men live their work and family differently, gender may condition the way teleworkers lead with boundary violations and boundary segmentation. Hypotheses were tested through moderated mediation modeling using data collected of 456 teleworkers during lockdown. In line with our expectations, teleworkers who have suffered most boundary violations were those with least boundary segmentation behaviors and with least work-family balance which, in turn was related to higher burnout and lower flourishing. Furthermore, gender was found to moderate the relationship between boundary violations from work-to-family and segmentation behavior in the same direction and this relationship was stronger for females than for males. We discuss implications for future research and for managing teleworkers, creating sustainability, both during a crise and stable days.

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.

Impact of workplace characteristics on work-family conflict of dual-career couples

2016 ◽  
Vol 24 (5) ◽  
pp. 883-907 ◽  
Author(s):  
Subhash C. Kundu ◽  
Rina S. Phogat ◽  
Saroj Kumar Datta ◽  
Neha Gahlawat
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Primary Data ◽  
Dual Career ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Content Type ◽  
Dual Career Couples ◽  
Work Family ◽  
The Impact

Purpose The purpose of this paper is to assess the effects of various workplace characteristics on work-family conflict among dual-career couples in India. Design/methodology/approach Primary data based on 393 employees belonging to dual-career couples were analyzed. Using multiple regression analysis, the study has attempted to find out the effects of workplace characteristics on work-family conflict in dual-career couples. Findings The findings indicate that not all workplace characteristics effect work-family conflict in dual-career couples. Out of 13 characteristics, 8 workplace characteristics, namely, development and flexibility, co-worker support, supervisory support, job competence, self-employee control, practicing overtime, flexibility and discrimination, are found to have significant effects on work-family conflict in dual-career couples. Research limitations/implications As this study is limited to the dual-career couples employed mainly in organizations operating in India, these results may not be generalized to other areas such as traditional career couples, self-employed member of couples and in other national contexts. Practical implications It would be beneficial for organizations to understand and implicate that adoption of certain workplace characteristics provide appropriate choices, freedom and environment for dual-career employees, which further encourage them to build effective amalgamation of work and family roles suiting their individual circumstances. Originality/value This study is an important and almost first study on dual-career couples in India on such issues. As a very scant number of researches have examined the impact of workplace characteristics on work-family conflict on such extensive basis, it definitely contributes to HR literature.

scholarly journals Opting Out, Scaling Back, or Business-As-Usual? An Occupational Assessment of Women’s Employment

2017 ◽  
Author(s):  
Liana Christin Landivar
Keyword(s):  
Labor Force ◽  
Labor Force Participation ◽  
Small Samples ◽  
Family Outcomes ◽  
Opting Out ◽  
Similar Work ◽  
Family Balance ◽  
Work Family ◽  
Using Data ◽  
Women's Labor Force Participation

After decades of growth, women’s labor force participation stagnated in the 2000s, prompting widespread interest in work-family balance and opting out. However, much of the research and media attention is limited to small samples of women in managerial and professional occupations. Using data from the 2009 American Community Survey, this study examines mothers’ labor force participation and work hours across 92 occupations to assess whether mothers in non-managerial and non-professional occupations exhibit similar work patterns. I find that mothers in managerial and professional occupations are the least likely to remain out of the labor force but most likely to work reduced hours. The results indicate that there is significant occupational variation in women’s work-family strategies, and these comparisons provide insight into the differential structures of disadvantage that encourage different work-family outcomes.

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