The effects of non-standard employment on work—family conflict

2008 ◽  
Vol 44 (1) ◽  
pp. 5-27 ◽  
Author(s):  
Amanda Hosking ◽  
Mark Western
Keyword(s):  
Family Conflict ◽  
Household Income ◽  
Working Hours ◽  
Full Time ◽  
Work Family Conflict ◽  
Part Time ◽  
Work Family ◽  
Using Data ◽  
Employed Parents ◽  
Primary Carer

Over the last five decades the Australian labour market has changed profoundly, one prominent aspect being an increase in non-standard forms of employment. Using data from the first wave of the Household, Income and Labour Dynamics in Australia project, this article explores whether non-standard employment is associated with greater or reduced work—family conflict among employed parents and whether experiences vary by gender. We focus on three types of non-standard employment: part-time hours, casual and fixed-term contracts and non-standard scheduling practices. Regression analyses show that mothers who work full-time rather than part-time experience significantly greater work—family conflict. Casual employment is not linked to a reduction in work—family conflict for either mothers or fathers once we control for working hours. Even though mothers are the primary carer in most families, mothers do not report greater work—family conflict than fathers. We attribute this finding to gender differences in the time spent in employment.

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.

scholarly journals Who's Got the Balance? A Study of Satisfaction with the Work–Family Balance among Part-Time Service Sector Employees in Five Western European Countries

2019 ◽  
Author(s):  
Barbara Beham ◽  
Patrick Präg ◽  
Sonja Drobnič
Keyword(s):  
Service Sector ◽  
Working Hours ◽  
European Countries ◽  
Full Time ◽  
Time Service ◽  
Family Balance ◽  
Part Time ◽  
Work Family Balance ◽  
Western European ◽  
Work Family

Working part-time is frequently considered a viable strategy for employees to better combine work and non-work responsibilities. The present study examines differences in satisfaction with work-family balance (SWFB) among professional and non-professional part-time service sector employees in five western European countries. Part-time employees were found to be more SWFB than full-time employees even after taking varying demands and resources into account. However, there are important differences among the part-timers. Employees in marginal part-time employment with considerably reduced working hours were the most satisfied. Professionals were found to profit less from reduced working hours and experienced lower levels of SWFB than non-professionals. No significant differences in SWFB were found between male and female part-time workers.

Organizational politics and work-family conflict: the hospitality industry in Bangladesh

2020 ◽  
Vol 9 (3) ◽  
pp. 357-372 ◽  
Author(s):  
Md. Shamsul Arefin ◽  
Md. Shariful Alam ◽  
Nazrul Islam ◽  
Mateusz Molasy
Keyword(s):  
Task Performance ◽  
Organizational Citizenship ◽  
Family Conflict ◽  
Turnover Intention ◽  
Organizational Politics ◽  
Work And Family ◽  
Full Time ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family

PurposeResearchers have shown increasing interest, in recent times, in organizational politics and how it affects employees and organizations. This paper aims to investigate how perceived organizational politics (POPS) impact employee behaviors such as task performance, organizational citizenship and turnover intention, by affecting work-family conflict.Design/methodology/approachA sample of 287 full-time frontline hotel employees in Bangladesh was collected. A hierarchical regression analysis was applied to test the hypotheses. Data were analyzed using SPSS and AMOS software.FindingsThe results show that work–family conflict plays a mediating role in the indirect effect of POPS on task performance, organizational citizenship behavior (OCB) and turnover intention. The findings of the study also suggest that POPS has a positive association with work–family conflict and turnover intention, and negative association with task performance and OCB.Research limitations/implicationsThis study cannot confirm causal inference, which can be the scope for future studies.Practical implicationsManagers may design the work environment in ways that ensure work and family interface and employee retention. Training programs can help employees deal with organizational politics and potential impact on work and nonwork problems. Managers should provide employees with the necessary support to sustain in-role and extra-role behavior in the political environment.Originality/valueTo the best of our knowledge, no prior studies have been carried out with this scope in the South Asian context.

Influence of Work and Life Stressors on Marital Quality among Dual and Nondual Military Couples

2020 ◽  
Vol 41 (11) ◽  
pp. 2045-2064
Author(s):  
Kelly A. Woodall ◽  
Sabrina M. Richardson ◽  
Jacqueline C. Pflieger ◽  
Stacy Ann Hawkins ◽  
Valerie A. Stander
Keyword(s):  
Family Conflict ◽  
Marital Quality ◽  
Work And Family ◽  
Military Couples ◽  
Work Family Conflict ◽  
Quality Work ◽  
Military Stress ◽  
Work Family ◽  
Using Data ◽  
Military Status

Maintaining a healthy marriage may be challenging for military couples as they attempt to balance the demands of work and family; for dual-military couples, this can be even more challenging. Using data from the Millennium Cohort Family Study, we examined whether military stress experiences negatively impact marital quality through the mediation of work–family conflict. Spouse gender and dual-military status were included as moderators. Spouses reported on marital quality, work–family conflict, military stress experiences, and personal military experience. Spouse and service member demographics were also included. Results demonstrated that experiencing more military stress experiences was related to lower marital quality, which was mediated by work–family conflict. Additionally, female dual spouses reported lower marital quality than male dual spouses and civilian spouses. Findings from this study highlight the importance of providing support to military spouses for stressful military events and potentially tailoring support services for female dual spouses to improve marital quality.

scholarly journals How can we become more equal? Public policies and parents’ work–family preferences in Germany

2021 ◽  
pp. 095892872110357
Author(s):  
Mareike Bünning ◽  
Lena Hipp
Keyword(s):  
Parental Leave ◽  
Public Policies ◽  
Full Time ◽  
Working Parents ◽  
Part Time ◽  
Time Position ◽  
Work Family ◽  
Employed Parents ◽  
The Right ◽  
Policy Setting

This study examines how public policies affect parents’ preferences for a more egalitarian division of paid and unpaid work. Based on the assumption that individuals develop their preferences within a specific policy context, we examine how changes in three policies affect mothers’ and fathers’ work–family preferences: the availability of high-quality, affordable childcare; the right to return to a full-time job after having reduced hours to part-time and an increase in the number of ‘partner months’ in parental leave schemes. Analysing a unique probability sample of parents with young children in Germany from 2015 ( N = 1756), we find that fathers would want to work slightly fewer hours if they had the right to return to a full-time position after working part-time, and mothers would want to work slightly more hours if childcare opportunities were improved. Full-time working parents, moreover, are found to prefer fewer hours independent of the policy setting, while non-employed parents would like to work at least some hours. Last but not least, our analyses show that increasing the number of partner months in the parental leave scheme considerably increases fathers’ preferences for longer and mothers’ preferences for shorter leave. Increasing the number of partner months in parental schemes hence has the greatest potential to increase gender equality.

Comparing the situation and person-based predictors of work–family conflict among married working professionals in India

2019 ◽  
Vol 39 (5) ◽  
pp. 479-495
Author(s):  
Rupashree Baral
Keyword(s):  
Organizational Support ◽  
Family Conflict ◽  
Working Hours ◽  
Situational Factors ◽  
Personality Factors ◽  
Unique Contribution ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Content Type ◽  
Work Family

Purpose The purpose of this paper is to ascertain the situation (presence of young children, working hours, social and organizational support) and person-based factors (core self-evaluations) that influence work-family conflict (both work-to-family conflict (WFC) and family-to-work conflict (FWC)) and to examine the relative power of situational factors vs person-based factors in predicting work-family conflict. Design/methodology/approach Data were collected from 367 married working professionals from eight organizations in the manufacturing and services sector in India. Hierarchical regression analysis was conducted to test the hypotheses. Usefulness analysis was performed to reveal the unique contribution of the dispositional variables over the situational variables in predicting the variance in work-family conflict. Findings Personality factors accounted for more variance in FWC than in WFC, and situational factors accounted for more variance in WFC than in FWC. Research limitations/implications Given the limitations associated with a cross-sectional design, caution is needed concerning the inferences drawn. Only a few variables are considered to assess the characteristics of the context. Practical implications Organizations should not view the resolution of work-family conflict as the sole responsibility of an individual because of the demonstrated influence of both dispositional and contextual factors on the presence or absence of such conflict. While individuals may strive to have better self-management skills and stay positive in adverse situations, employers may assist them in dealing with work-family demands by introducing need-based support. Originality/value The relative importance of situation-based and person-based variables in predicting work-family conflict has rarely been examined on a managerial sample in India. Research on personality-based antecedents of work-home interference is also in its infancy. A better understanding of the factors as they relate to both directions of work-family conflict may help to identify suitable approaches to managing conflict.

Personality meta–traits and time-based work–family conflict: the mediating role of work–home boundaries

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Maya Kroumova ◽  
Rakesh Mittal ◽  
Joshua Bienstock
Keyword(s):  
Family Conflict ◽  
Negative Relationship ◽  
Two Dimensions ◽  
Equation Modeling ◽  
Full Time ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family ◽  
The Relationship ◽  
Boundary Strength

Purpose This study aims to examine the complex relationship between the personality meta-traits of stability and plasticity and time-based work–family conflict (WFC). Stability and plasticity are hypothesized to influence WFC directly and indirectly, via boundary strength at work (BSW) and boundary strength at home (BSH) domains. WFC has two dimensions – conflict due to family interfering in work (FIW) and conflict due to work interfering in family (WIF). Design/methodology/approach Data was collected from 419 full-time employees in multiple US companies. Hypotheses were tested using structural equation modeling. Findings Stability was associated with lower levels of WFC and stronger boundaries around the work and home domains. BSW mediated the relationship between stability and FIW; BSH mediated the relationship between stability and WIF. plasticity was associated with weaker boundaries around the work and home domains. BSW and BSH had a negative relationship with FIW and WIF, respectively. Research limitations/implications The study is cross-sectional and limited to time-based work–family conflict. The results support the adoption of a more agentic view of personality in the boundary setting and WFC literatures. Practical implications Employers need to design flexible work programs that offer employees control over work–home boundary strength. Originality/value The study links stability and plasticity to WFC. It expands the nomological network of work–home boundaries.

Gendering the job demands-resources model: work‐family conflict in Taiwan

2020 ◽  
Vol 9 (3) ◽  
pp. 431-450 ◽  
Author(s):  
Lake Lui ◽  
Chin-fen Chang
Keyword(s):  
Family Conflict ◽  
Labour Force ◽  
Job Demands ◽  
Labour Force Participation ◽  
Family Characteristics ◽  
Work Family Conflict ◽  
Female Labour ◽  
Family Demands ◽  
Work Family ◽  
Using Data

Numerous studies show that job demands increase work-to-family conflict (WFC), while job resources have mixed effects on it. Yet the way in which their effects on WFC differ by gender is under-explored in Asian societies, where increasing female labour force participation coexists with traditional gender beliefs. Using data from the Taiwan Social Change Survey (TSCS) (N = 1,265), we find that mechanisms by which employment and family characteristics affect WFC differ for men and women. Having young children strengthens the effect of weekend work on WFC for women, but not for men. Working from home blurs work‐family roles for women, but not for men. Increased family demands increases men’s but not women’s vulnerability to WFC, even though men do less housework. This study illuminates the importance of a gender-sensitive and culturally grounded explanation for WFC.

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