Patterns of Paternal Involvement of Korean Fathers: A Person-Centered Approach

2021 ◽  
pp. 0192513X2110309
Author(s):  
Kwangman Ko ◽  
Youngin Kang ◽  
Jieun Choi
Keyword(s):  
Family Conflict ◽  
Father Involvement ◽  
Maternal Employment ◽  
Work And Family ◽  
Future Research ◽  
Level Of Involvement ◽  
Parenting Satisfaction ◽  
Work Family ◽  
Person Centered Approach ◽  
Stress Work

Given roles and expectations of father involvement in South Korea are in transition from traditional breadwinner to an involved caregiver to children, it is plausible that Korean fathers show diverse involvement behaviors in the contexts of work, family, and parenting. Using a person-centered approach, we explored if there were groupings of Korean fathers who could be identified from their involvement with their children. We also examined if those subgroup memberships were related to various factors in work, family, and parenting domains. With a sample of 212 married working fathers and the 12 items of involvement behaviors, we found four heterogeneous subgroups of people: low-involved, accessibility-focused, involved-but-less-accessible, and highly involved fathers. Significant differences among the four profiles were also found regarding various factors such as job stress, work and family conflict, work schedule, maternal employment, parenting satisfaction, and perceived level of involvement. Suggestions for future research, practitioners, and policymakers were discussed.

scholarly journals Work-Family Conflict and Psychological Health Among Nurses: A Preliminary Observation

2020 ◽  
Vol 5 (7) ◽  
pp. 113-123
Author(s):  
Suzana Mohd Hanifa ◽  
Zanariah Ismail ◽  
Soadah Ahmad ◽  
Zarinah Arsat
Keyword(s):  
Literature Review ◽  
Psychological Health ◽  
Family Conflict ◽  
Well Being ◽  
Work And Family ◽  
Future Research ◽  
Work Family Conflict ◽  
Workplace Stressors ◽  
Job Demand ◽  
Work Family

Nursing is a female-dominated profession and is commonly considered as a stressful and challenging job. The nature of the nurses’ work, which is highly demanding, brings about difficulties in balancing work and family life, further resulting in work-family conflict. Apart from workplace stressors, work-family conflict has been identified as one of the factors that can threaten nurses' psychological health. This literature review thus sought to identify the factors associated with nurses’ experience of work-family conflict and its consequences to their psychological health. Accordingly, this literature review found that nurses’ work characteristics, namely, shift work, job demand and individual factors, significantly influence work-family conflict, which may in turn affect their psychological health in several ways. Future research should focus on positive conditions or resource-based perspectives that can help nurses in reducing work-family conflict and enhancing their health and well-being.  

scholarly journals The anticipated work-family conflict of future business managers: Does gender and maternal employment matter?

2013 ◽  
Vol 44 (3) ◽  
pp. 41-46
Author(s):  
J. J. Bagraim ◽  
E. Harrison
Keyword(s):  
Family Conflict ◽  
Maternal Employment ◽  
Parental Education ◽  
Business Students ◽  
Economic Status ◽  
Work And Family ◽  
Work Family Conflict ◽  
Parental Education Level ◽  
Future Demands ◽  
Work Family

This study investigated the nature and predictors of anticipated work-family conflict (AWFC) amongst business students in South Africa (N=645) who intended to both work and start a family. Anticipated work-family conflict is the belief that future demands from work and family will be incompatible. The results indicate moderate levels of anticipated work-family conflict with differences across gender but no differences across race, socio-economic status, parental employment or parental education level. Further analysis showed an interaction effect between gender and maternal employment in explaining AWFC amongst female students. As expected, the personal factorsof positive affectivity and specific self-efficacy beliefs helped predict significant variance in AWFC. Social context factors did not help explain the variance in AWFC above that explained by demographic and personal variables.

The crossover effect of work–family conflict among hotel employees

2019 ◽  
Vol 31 (2) ◽  
pp. 812-829 ◽  
Author(s):  
Su-Ying Pan ◽  
Ying-Jung Yeh
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Future Research ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Work Family Conflict ◽  
Crossover Effect ◽  
Family Dynamic ◽  
Content Type ◽  
Work Family

Purpose Work–family research has established the existence of a crossover effect, wherein a given perception is transferable between two intimate persons. However, little research has been done to delineate this crossover process. Therefore, grounded in the conservation of resources theory, the present study aims to examine why and how a supervisor’s work–family conflict (WFC) is related to his or her subordinates’ WFC. The authors focus on three resource-related mechanisms and explore the consequences of subordinates’ WFC. Design/methodology/approach Questionnaire surveys were collected from 180 supervisor–subordinate dyads from five hotels. Mplus was used to test the framework. Findings The results support the notion that supervisor’s negative affect and subordinate’s workload account for the crossover effect of WFC. Moreover, subordinates’ WFC is found to be related to lower job satisfaction and higher turnover intention. Research limitations/implications The current study highlights the downward effect of supervisors’ WFC, a phenomenon that has been understudied in the extant research. Alternative mediators or moderators in the relationship between supervisors’ WFC and subordinates’ WFC can be explored by future research. Practical implications Hotels should help supervisors to effectively manage the work and family dynamic through training and changing the “face time” culture. Originality/value Grounded in the conservation of resources theory, the authors propose a framework that incorporates WFC into the crossover model.

scholarly journals The nature of work family conflict: A review and agenda for future research

2015 ◽  
Vol 5 (2) ◽  
pp. 163 ◽  
Author(s):  
Navaneethakrishnan Kengatharan
Keyword(s):  
Family Conflict ◽  
Role Theory ◽  
Work And Family ◽  
Research Network ◽  
Future Research ◽  
Cultural Perspective ◽  
Work Family Conflict ◽  
Extant Literature ◽  
The Past ◽  
Work Family

The main purpose of this research was to identify gaps in the existing literature on work family conflict from the past 30 years, and develop a viable research plan for further research. Research papers from peer-reviewed journals were collected from multiple databases including Proquest, Business Source Premier (EBSCOhost), Expanded Academic (Gale), Emerald, ISI Web Science, the Sloan Work and Family Research Network at Boston College, and Google Scholar. Full text papers published in English in the last three decades were included in this study.  The collected papers were then classified and analysed using thematic content analysis. Factors influencing work family conflict, their consequences and the relevant constructs were systematically identified and summarised. The gaps in the extant literature from the past 30 years were identified and these were subsumed under a regional gap-theoretical cultural perspective, a measurement gap, cross cultural studies, organisational responsiveness, environmental factors and gender role theory. The present study serves as a springboard for future studies and theory building on the interaction between the work and family domains. This research is original in its nature as it has identified major strands of the extant literature on work family conflict and ipso facto it can guide research scholars towards the unknown terrain of the work family sphere. This research urges policy makers, practitioners and members of organisations to digest this knowledge and it aims to make them aware of the overarching area of work and family in the contemporary world.  The major limitation of this study is the Tower of Babel Bias, to wit, research studies not published in English were excluded from this study. 

scholarly journals Telework and Work–Family Conflict during COVID-19 Lockdown in Portugal: The Influence of Job-Related Factors

2021 ◽  
Vol 11 (3) ◽  
pp. 103
Author(s):  
Cláudia Andrade ◽  
Eva Petiz Lousã
Keyword(s):  
Family Conflict ◽  
Technology Use ◽  
Management Practices ◽  
Work And Family ◽  
Future Research ◽  
Work Family Conflict ◽  
Related Factors ◽  
Work Related ◽  
After Hours ◽  
Work Family

Even though research has been showing that telework, under regular circumstances, could benefit the integration of work and family life, mandatory telework during the COVID-19 lockdown brought additional challenges, with potential to create conflicts between work and family spheres. Using regression analysis, this study examined the contribution of demographic and job-related variables to the prediction of work–family conflict among a sample of 213 workers who were involved in mandatory telework during the first lockdown due to the COVID-19 pandemic. The results revealed that role overload, after-hours work-related technology use, and low job autonomy accounted for the prediction of work–family conflict. Support from the supervisors and coworkers did not have an impact in easing the perception of work–family conflict but presented a moderation effect between after-hours work-related technology use and work–family conflict. Implications of the study for management practices related to telework, limitations of the study, and directions for future research are discussed.

Work-family conflict and female employees’ turnover intentions

2018 ◽  
Vol 33 (8) ◽  
pp. 636-653 ◽  
Author(s):  
Mamoona Rasheed ◽  
Salman Iqbal ◽  
Faisal Mustafa
Keyword(s):  
Family Conflict ◽  
Service Sector ◽  
Turnover Intentions ◽  
Work And Family ◽  
Future Research ◽  
Work Family Conflict ◽  
Content Type ◽  
Female Employees ◽  
Work Family ◽  
The Impact

Purpose The purpose of this study is to examine the influences of informal organisational and family support on work-family conflict (WFC) and its subsequent impact on turnover intentions among female employees. Design/methodology/approach To evaluate the WFC among female individuals, data were collected through a questionnaire distributed among female employees in the service sector in Lahore, Pakistan, by using convenience-sampling technique. The collected data were analysed through a well-known statistical technique, SEM, using AMOS software. Findings The findings suggest that supports (informal organizational and family) have no impact to resolving the issues of WFC arising because of female members of the family working. Also, it was found that WFC is positively linked to employee turnover intentions. Practical implications By addressing WFC issues, this research has key implication for WFC practically. This study has essential implications for organization, so it can reduce the WFC by creating a supportive environment to create balance amongst work and family life. Specifically, managers need to be aware of the impact that social support and WFC have on turnover intention. Originality/value This study provides the model of WFC that helps in future research. The research also improves past studies’ methodology by testing the direct and mediation impacts between the constructs specifically in female employees. This study is a valuable addition to the existing body of literature.

Mother-Ready Jobs: Employment That Works for Mothers of Children With Disabilities

2018 ◽  
Vol 39 (9) ◽  
pp. 2659-2684 ◽  
Author(s):  
Ellen K. Scott
Keyword(s):  
Family Conflict ◽  
Maternal Employment ◽  
Children With Disabilities ◽  
Work And Family ◽  
Work Family Conflict ◽  
Care Givers ◽  
Policy Analysts ◽  
Male Model ◽  
Work Family ◽  
The Impact

Feminist researchers focus on work–family conflict and the impact on maternal employment. They find jobs are not structured to allow for work–family fit. Using qualitative data, I examine those unusual circumstances in which work does work in the challenging case of mothers of children with disabilities. Their experiences make clear the problem for all caregivers when employment is based on a male model, and the importance of workplace norms that diminish work–family conflict. I find that with flexibility, paid leave, job security, and health insurance, that is, with jobs that policy analysts refer to as “good jobs,” and Randy Albelda calls “mother-ready” jobs, caregivers can manage work and family. I argue that through a combination of mandatory workplace restructuring and social supports, the state could facilitate the reorganization of jobs so that they are mother-ready and therefore make possible the performance of daily required tasks as care givers and employees.

A Multilevel Review of Hospitality Industry Work–Family Conflict Research and a Strategy for Future Research

2019 ◽  
Vol 44 (1) ◽  
pp. 3-44 ◽  
Author(s):  
John W. O’Neill ◽  
Kayla Follmer
Keyword(s):  
Family Conflict ◽  
Field Research ◽  
Work And Family ◽  
Future Research ◽  
Work Family Conflict ◽  
Research Directions ◽  
Future Research Directions ◽  
Work Family ◽  
Work And Family Roles ◽  
Conflict Research

Work–family conflict has become a growing area of research in the hospitality field. Research has previously shown that employees who experience conflict between their work and family roles are likely to report negative individual and job-related outcomes. Given the serious outcomes associated with work–family conflict, it is essential for researchers and practitioners to better understand why and when it occurs, as well as to identify possible interventions that may lessen its impact on employees. This systematic review synthesizes and summarizes the extant literature as it relates to work–family conflict. The results from the review provide insight into the well-established antecedents and outcomes of work–family conflict, while also highlighting areas that may require additional attention. The review concludes with a discussion of future research directions that may be used to advance the study of work–family conflict research.

The Relationship Between Perceived Discrimination and School/Work–Family Conflict Among Graduate Student-Parents

2020 ◽  
pp. 089484532091624
Author(s):  
Jordan M. Dolson ◽  
Eric D. Deemer
Keyword(s):  
Graduate Student ◽  
Family Conflict ◽  
Perceived Discrimination ◽  
Work And Family ◽  
Academic Program ◽  
Future Research ◽  
Work Family Conflict ◽  
Student Parents ◽  
Work Family ◽  
The Relationship

Work–family conflict (WFC) is commonly experienced by individuals who have roles in both the work and family domains including graduate students with children and/or dependents. Graduate student-parents have the additional strain of school, which can contribute to school–family conflict (SFC) as well. The purpose of this study was to examine whether burnout mediates the deleterious effects of parent-based discrimination on work- and family-related outcomes. We used a mediation modeling design to test whether the distal effects of such bias occur due to increased levels of burnout. Results indicated that burnout mediated the relationship between perceived discrimination and SFC and WFC. The control variables of gender, number of children, year in academic program, and residency status did not significantly predict burnout, SFC, or WFC. Practical and clinical implications are discussed in addition to suggestions for future research.

Work-Family Conflict, Gender, and Parenthood, 1977-1997

2005 ◽  
Vol 26 (6) ◽  
pp. 727-755 ◽  
Author(s):  
Sarah Winslow
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
National Study ◽  
Future Research ◽  
Work Family Conflict ◽  
Competing Demands ◽  
The Family ◽  
Workplace Policies ◽  
Work Family

Although many observers assume that balancing the often-competing demands of work and family has become increasingly difficult in recent decades, little research has explicitly examined this proposition. This study examines this question by drawing on data from the 1977 Quality of Employment Survey and the 1997 National Study of the Changing Workforce. The author found that work-family conflict has increased during this period, particularly for men. In addition, marital, parental, and spouse’s employment status prove to be consistently important predictors of work-family conflict. Future research focusing on men’s experiences of conflict, examining conflict from the perspective of the family unit, and exploring the effects of workplace policies is suggested.

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