My Family Matters

2014 ◽  
Vol 38 (4) ◽  
pp. 460-474 ◽  
Author(s):  
Amy C. Moors ◽  
Janet E. Malley ◽  
Abigail J. Stewart
Keyword(s):  
Job Satisfaction ◽  
Sense Of Belonging ◽  
Medical Science ◽  
Institutional Support ◽  
Work And Family ◽  
Family Responsibilities ◽  
Postdoctoral Training ◽  
Family Friendly ◽  
Departmental Climate ◽  
The Relationship

One reason for women’s absence in science, technology, engineering, math, and medical science (STEMM) disciplines is the perceived incompatibility of having a family and a science career. However, little is known about the climate surrounding support for balancing work and family responsibilities for STEMM and non-STEMM scholars at the postdoctoral training level. In Study 1, we examined the relationship between STEMM and non-STEMM postdocs’ perceived family-friendly climate, job satisfaction, and workplace belonging ( N = 553). In Study 2, we examined the relationship between a broad range of tenure-track faculty members’ family-friendly climate, job satisfaction, and workplace belonging ( N = 385). Hierarchical multiple regression results indicated that perceived institutional support for family commitments was linked with job satisfaction and sense of belonging for men and women in faculty and postdoctoral training positions in both STEMM and non-STEMM fields. In addition, for STEMM postdocs (but not for non-STEMM postdocs or faculty), gender moderated the effects of perceived support for family on job satisfaction and sense of belonging, such that women with low institutional support for family commitments were significantly less satisfied with their jobs and felt less belonging to their workplace environment than comparable men. We discuss implications of academic departmental climate and initiatives for family-friendly policies for retention of women in academia.

The Mediating Role of Job Satisfaction in the Work Stress-Marital Interaction Relationship

1994 ◽  
Vol 24 (3) ◽  
pp. 122-130 ◽  
Author(s):  
Lynne Widrich ◽  
Karen Ortlepp
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Causal Link ◽  
Work And Family ◽  
Specific Aspect ◽  
Self Report ◽  
Marital Interaction ◽  
Marital Functioning ◽  
The Relationship

The present study examined the relationship between work stress and a specific aspect of marital functioning, namely, marital interaction. An interactionist model of stress was adopted, with three role stresses, namely, role ambiguity, role conflict and role overload, being used as indicators of work stress. Despite the abundance of studies investigating the link between employment and family functioning over the past decade, the causal link between the two domains remains unclear. As previous research has indicated that the relationship between work and family is neither simple nor linear, the present study aimed to investigate the role of job satisfaction in the relationship. The final sample of the study consisted of 80 married men employed in a large financial organization. Data were gathered in the form of self-report questionnaires. Statistical analysis, using a longitudinal path analytic research design, did not support the proposed mediational model, that is, job satisfaction was not found to mediate the relationship between work stress and marital functioning.

Job disengagement among physical education teachers: insights from a cross-sectional web survey with path modeling analysis (Preprint)

2021 ◽  
Author(s):  
Nasr Chalghaf ◽  
Wen Chen ◽  
Noomen Guelmami ◽  
Noureddine Ben Said ◽  
Maher Ben Khalifa ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Physical Education ◽  
Work Stress ◽  
Perceived Stress ◽  
Work And Family ◽  
Shared Responsibility ◽  
Physical Education Teachers ◽  
The Relationship ◽  
Conflict Scale

BACKGROUND Physical education teachers often experience stress and job disengagement. OBJECTIVE This study aims to develop a measurement scale of job disengagement among physical education teachers and to present an explanatory model by presenting the mediating role of perceived stress as a major factor in disengagement and job satisfaction, also the relationship between family and work as an indirect effect for this phenomenon. METHODS A total of 268 primary and secondary school physical education teachers, made up of 165 men (54.46%) and 138 women (45.54%) participated voluntarily in our study. The measuring instruments are the work disengagement scale, the Perceived stress scale, the Work-family conflict scale (WFC), the family-work conflict scale (FWC), and the scale of dissatisfaction at work. RESULTS the Arabic language versions of the WFC and the FWC had reasonably adequate psychometric properties which were justified by confirmatory analyzes and by the measurement of reliability, convergent and discriminant validity through the measurement model in SmartPls. Likewise, the structural model established with the SmartPLS software confirmed strong links of the concepts FWC, WFCS, the questionnaire of job satisfaction, the perceived stress with the disengagement of work among teachers of physical education. CONCLUSIONS There is a growing interest in helping teachers cope with the daily pressures of work and family. A positive organizational context is a context with clear values regarding work priorities that constitutes the basis of a feeling of shared responsibility and professional support.Good conditions can act as protective factors reducing work stress and positively influencing personal well-being, work attitudes, work commitment, and professional efficiency. Additional teacher research is needed to examine the relationship between perceived work stress and the role of families, also the extent to which this association can have a significant impact on teachers' commitment to work.

Differential Effects of Work and Family Support on the Relationship Between Surface Acting and Wellbeing: A Self-Determination Theory Approach

2021 ◽  
pp. 003329412110484
Author(s):  
Chang C Xiang ◽  
Xu Wang ◽  
Ting T Xie ◽  
Cheng L Fu
Keyword(s):  
Job Satisfaction ◽  
Family Support ◽  
Work Motivation ◽  
Well Being ◽  
Self Determination Theory ◽  
Work And Family ◽  
Self Determination ◽  
Surface Acting ◽  
Psychological Well Being ◽  
The Relationship

Surface acting—the management of emotional displays as part of a nurse’s work role—is increasingly getting scholars’ attention in organizational behavior. Previous research focused on the relationship between surface acting and outcomes (such as psychological well-being) on the basis of resource-centric theories, ignoring the subjective stance of surface acting provider. According to self-determination theory, surface acting affects an individual’s well-being through stimulating autonomous or controlled work motivation. Taking nurses as the subjects, the current study proposed that surface acting would affect job satisfaction and further psychological well-being through nurses’ controlled work motivation, and work and family support would moderate the above relationships in diverse directions. An online survey of n = 342 nurses working at a hospital in central China was conducted, evaluating surface acting, job satisfaction, psychological well-being, workplace support, and family support. Results indicated that surface acting negatively influenced nurses’ psychological well-being through job satisfaction. In addition, the results highlighted the two-faced aspect of social support, in which work support positively moderated the relationships between surface acting, job satisfaction, and psychological well-being, while family support intensified the abovementioned relationships negatively. These findings have important implications for surface acting, social support research, and managerial practices.

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 Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja (Kasus Karyawan Bank BJB Cabang Utama Bandung)

2019 ◽  
Vol 4 (3) ◽  
pp. 34-46
Author(s):  
Afina Azka Yasyifa ◽  
Sri Raharso
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Work And Family ◽  
Business Organization ◽  
Business Organizations ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Negative Effect ◽  
Work Family ◽  
The Relationship

The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees Bank Bjb Office Main Branch Bandung obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.

scholarly journals First generation college students and non-first-generation college students: Perceptions of belonging

2018 ◽  
Vol 8 (12) ◽  
pp. 58 ◽  
Author(s):  
Margaret Costello ◽  
Amy Ballin ◽  
Miriam Rosalyn Diamond ◽  
Lan Gao
Keyword(s):  
College Students ◽  
Peer Relationships ◽  
Sense Of Belonging ◽  
First Generation ◽  
First Generation College Students ◽  
Work And Family ◽  
First Generation Students ◽  
Family Responsibilities ◽  
Academic Degree ◽  
First Generation College

Background and objective: First generation college students (FGS), are emerging as an important demographic group for colleges and universities. Having a ‘sense of belonging’ or belonging is important to the success of all college students, especially for the retention of students who may be at risk of not completing their academic degree. The purpose of this study is to analyze differences between first generation and non-first-generation college students based on a mattering survey.Methods: Two hundred and thirty undergraduate students in one New England College participated in a study designed to uncover differences between FGS and non-first-generation college students based on responses to a mattering survey. The study utilized a questionnaire designed to capture students’ opinions on mattering. Open questions were included to inform and enrich the data.Results: First-generation student perceived a greater number of obstacles in their college experience than non-first-generation students. Obstacles to academic success for first generation students included lack of time to study due to work and family responsibilities, financial struggles, and unhelpful faculty relationships. Facilitators were helpful faculty and peer relationships. Lack of mental health support was cited as a barrier to both cohorts of students.Conclusions: Having a sense of belonging or mattering can help the student feel a connection to the college. This may aid the student in persisting towards graduation. Persistence toward graduation is important for all students including nursing students.

scholarly journals Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja di Industri Perbankan

2019 ◽  
Vol 5 (2) ◽  
pp. 33
Author(s):  
Afina Azka Yasyifa ◽  
Sri Raharso
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Work And Family ◽  
Business Organization ◽  
Business Organizations ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Negative Effect ◽  
Work Family ◽  
The Relationship

The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees a bank in Bandung, obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.

Investigating relationships among polychronicity, work-family conflict, job satisfaction, and work engagement

2019 ◽  
Vol 34 (7) ◽  
pp. 459-473 ◽  
Author(s):  
Jeffrey M. Conte ◽  
Bryan Aasen ◽  
Caitie Jacobson ◽  
Casey O’Loughlin ◽  
Lukas Toroslu
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Family Conflict ◽  
Work And Family ◽  
Amazon Mechanical Turk ◽  
Work Family Conflict ◽  
Content Type ◽  
Two Measures ◽  
Work Family ◽  
The Relationship

Purpose The purpose of this paper is twofold: first, to examine whether polychronicity, an individual difference variable that involves a preference for multitasking, moderates the relationships between work-family conflict (WFC) and two work criteria, job satisfaction and work engagement; second, to examine two measures of polychronicity (the multitasking preference inventory (MPI) and the inventory of polychronic values (IPV)) and investigate whether polychronicity moderates the relationships between WFC and work criteria differently when measured by the MPI or the IPV. Design/methodology/approach The study’s sample included 257 respondents from the Amazon Mechanical Turk service who completed an online survey. Multiple regression analyses were conducted to test whether polychronicity moderated the relationships between WFC and two work criteria, job satisfaction and work engagement. Findings Polychronicity was found to significantly moderate the relationship between the work engagement and WFC. Follow-up analyses indicated that those who were lower in polychronicity had a significant decrease in work engagement as WFC increased, whereas those who were higher in polychronicity had relatively the same work engagement level regardless of changes in WFC. The results suggest that individuals higher in polychronicity have more personal resources and may be more resilient than those lower in polychronicity when it comes to not letting conflicts between their work and family lives affect how engaged they feel in their work. Originality/value This study extends the application of polychronicity to new domains of WFC and work engagement. The current study also contributed to the literature by investigating two measures of polychronicity (MPI and IPV) and finding that the MPI significantly moderated the relationship between WFC and work engagement, but the IPV did not. These findings indicate that there are important differences between the MPI and the IPV, and additional research is needed in comparing these two polychronicity measures.

Stress mindset and the work–family interface

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Michelle M. Hammond ◽  
Caroline Murphy ◽  
Caitlin A. Demsky
Keyword(s):  
Job Satisfaction ◽  
Online Survey ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Work And Family ◽  
Conservation Of Resources ◽  
Cross Sectional ◽  
Content Type ◽  
Work Family ◽  
The Relationship

PurposeThe current study aims to examine stress mindset as a moderator of the relationship between the work–family interface – work–family conflict (WFC) and enrichment (WFE) – and two work outcomes: job satisfaction and turnover intentions.Design/methodology/approachTo examine these relationships, a cross-sectional online survey was conducted in Ireland (N = 314). Bootstrapping in SPSS was used to test the proposed hypotheses.FindingsIn addition to direct relationships between WFC/WFE and job satisfaction and turnover intentions, analyses showed that stress mindset is a moderator of the relationships between WFC and job satisfaction and turnover intentions, as well as of the relationship between WFE and job satisfaction, but not WFE and turnover intentions.Research limitations/implicationsProviding general support of the propositions of the conservation of resources theory, stress mindset was found to act as a personal resource affecting the relationships between WFC/WFE and most outcomes. The study findings indicate a need to further examine stress mindset in relation to employees' work and family interface.Practical implicationsIn line with other research, this study recommends organizational efforts to reduce WFC and increase WFE. Further, as stress mindsets can be altered, practitioners may consider implementing stress mindset training to encourage employees' view of stress as enhancing rather than debilitating to reduce the negative impact of stress on employees in the workplace.Social implicationsBeliefs about the enhancing aspects of stress may allow employees to more effectively navigate transitions between work and family domains and maximize beneficial aspects of participating in both work and family roles.Originality/valueThis is the first paper to investigate the role of stress mindset as a moderator of the associations between the work–family interface and employee work-related outcomes. The findings are relevant to work–family researchers, managers and human resource professionals.

Sign in / Sign up

Export Citation Format

Share Document