scholarly journals What Are the Sources and Negative Effects of Assistant Principals’ Work Intensification?

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110475
Author(s):  
Ramazan Cansoy ◽  
Muhammet Emin Türkoğlu ◽  
Abdullah Balıkçı
Keyword(s):  
Qualitative Study ◽  
Social Relationships ◽  
Assistant Principals ◽  
Structured Interviews ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Work Habits ◽  
Social Events ◽  
Work Intensification ◽  
Work Family

This study sought to provide an understanding of the sources of work intensification and its effects on assistant principals in Turkey, and the coping strategies they use. The participants of this qualitative study were a sample of 18 assistant principals. The current qualitative study was based on semi-structured interviews. Data analysis was performed through descriptive and content analysis. This study revealed that assistant principals had work intensification related to heavy paperwork, a variety of administrative affairs, a variety of tasks, school size, and lack of experience. Assistant principals’ work intensification caused negative psychological and physical health, work-family conflict, limited social relationships, and a decrease in professional commitment. Assistant principals spent time with their families, engaged in task sharing, received support from colleagues, took part in various social events, planned work habits and managed priorities to reduce the negative effects of work intensification.

An integrative model of perceived available support, work–family conflict and support mobilisation

2006 ◽  
Vol 12 (2) ◽  
pp. 160-178 ◽  
Author(s):  
Sandra A Lawrence
Keyword(s):  
Family Conflict ◽  
Integrative Model ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Stress Buffering ◽  
Research And Practice ◽  
Comprehensive Examination ◽  
Secondary Appraisal ◽  
Work Family ◽  
Support Work

ABSTRACTWork–family conflict is impacting on increasingly larger numbers of employees. It is therefore important to identify ways in which the negative effects of this stressor can be ameliorated. In this paper an integrative model of perceived available support, work–family conflict and support mobilisation is developed to explore how perceptions of support availability can help employees to cope with work–family conflict. This model is an explicit reflection of the theory of stress-buffering during secondary appraisal, and extends existing theory by incorporating the principles of both the stress-matching and source of support frameworks. The theoretical model enables a more comprehensive examination of the conditions under which stress-buffering is effective in countering the demands of work–family conflict. Implications for research and practice are discussed.

scholarly journals Understanding the causes and consequences of work-family conflict

2016 ◽  
Vol 38 (5) ◽  
pp. 770-788 ◽  
Author(s):  
Toyin Ajibade Adisa ◽  
Ellis L.C. Osabutey ◽  
Gbolahan Gbadamosi
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Structured Interviews ◽  
Work Family Conflict ◽  
Family Policies ◽  
Content Type ◽  
Work Pressure ◽  
Family Balance ◽  
Work Family ◽  
University Lecturers

Purpose – An important theme for a twenty-first century employee is a desire for work and family balance which is devoid of conflict. Drawing on detailed empirical research, the purpose of this paper is to examine the multi-faceted causes and consequences of work-family conflict (WFC) in a non-Western context (Nigeria). Design/methodology/approach – The paper uses qualitative data gleaned from the semi-structured interviews of 88 employees (44 university lecturers and 44 medical doctors) in cities in the six geo-political zones of Nigeria. Findings – The findings showed that work pressure, heavy familial duties, poor infrastructural facilities, and a lack of suitable and practicable work-family balance policies are the main causes of WFC in Nigeria. Juvenile delinquencies, broken marriages/families, and an unhappy workforce are among the grave consequences of WFC among Nigerian employees. Originality/value – This paper suggests that the availability of basic infrastructural facilities, more governmental support, practicable work-family policies, inter alia, will reduce the level of WFC for Nigerian employees and will also results in positive spill-over from the work domain to the family domain and vice-versa.

Studying the Influence of the Academic Teachings of Counseling Students and Graduates on Their Perspectives about Marriage and Marital Relationships: A Qualitative Study

2021 ◽  
Author(s):  
Nafise Soufy ◽  
Yaser Madani ◽  
Somaye Shahmoradi
Keyword(s):  
Graduate Students ◽  
Lived Experience ◽  
Interpersonal Communication ◽  
Social Relationships ◽  
Gender Stereotypes ◽  
Premarital Counseling ◽  
Marital Relationships ◽  
Self Awareness ◽  
Structured Interviews ◽  
Negative Effects

Aim: The present study was conducted to study the lived experiences of graduate students in the field of counseling and to examine the influence of their education process on their views on marriage and marital relationships. Methods: The method of this research was qualitative and phenomenological in type. Participants in this study were 16 graduate students, selected through purposeful sampling. Data collection was done through semi-structured interviews. Findings: In the dimension of positive experiences, 4 main themes were obtained that included raising awareness, growing awareness of personal abilities, improving interpersonal communication skills, and experiences around marriage. Finally, the following themes of the main categories are understood: self-awareness, increasing awareness of other people's personality traits, growing self-confidence, feeling beneficial, improvement of family and social relationships, achieving a systemic view in the family, increasing empathy, control emotions, changes in attitudes toward premarital acquaintance and emphasis on premarital counseling, new attitudes about marriage, importance of awareness about premarital counseling, and changes in gender stereotypes (in male participants). In the dimension of negative experiences, the main themes included experiences related to the phenomenon of marriage and negative effects on relationships. The following themes were extracted: decreased emotional excitement about the partner, increased sensitivity and obsession in relationships, change in attitudes toward men (on the part of female participants), creating a sense misunderstanding in family and social relationships due to differences in the level of knowledge, and existence of some level of irrational expectations from graduates in this field. Conclusion: According to the findings, the lived experience of participants showed that studying counseling can influence the personal life and perspective about marriage and marital relationships from different aspects.

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

An integrative model of perceived available support, work–family conflict and support mobilisation

2006 ◽  
Vol 12 (2) ◽  
pp. 160-178 ◽  
Author(s):  
Sandra A Lawrence
Keyword(s):  
Family Conflict ◽  
Integrative Model ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Stress Buffering ◽  
Research And Practice ◽  
Comprehensive Examination ◽  
Secondary Appraisal ◽  
Work Family ◽  
Support Work

ABSTRACTWork–family conflict is impacting on increasingly larger numbers of employees. It is therefore important to identify ways in which the negative effects of this stressor can be ameliorated. In this paper an integrative model of perceived available support, work–family conflict and support mobilisation is developed to explore how perceptions of support availability can help employees to cope with work–family conflict. This model is an explicit reflection of the theory of stress-buffering during secondary appraisal, and extends existing theory by incorporating the principles of both the stress-matching and source of support frameworks. The theoretical model enables a more comprehensive examination of the conditions under which stress-buffering is effective in countering the demands of work–family conflict. Implications for research and practice are discussed.

Work–Family Conflict’s Association With the Work Attitudes of Job Involvement, Job Satisfaction, and Organizational Commitment Among Southern Prison Staff

2021 ◽  
pp. 088740342110032
Author(s):  
Eric G. Lambert ◽  
Weston Morrow ◽  
Samuel G. Vickovic ◽  
Matthew C. Leone ◽  
Linda D. Keena ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Correctional Officers ◽  
Job Involvement ◽  
Work Attitudes ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Positive Effects ◽  
Family Based ◽  
Work Family

Prisons depend on their employees, and staffing a prison is expensive. Approximately 80% of a prison’s budget is for staff wages and benefits. Prisons are not generally viewed as desirable places to work, thus recruiting and retaining correctional officers can be difficult. Work-related stress can negatively affect staff members’ home lives, and home stress can make an employee distracted and endangered at work. Time-, strain-, behavior-, and family-based work–family conflicts were hypothesized to impact three work attitudes (job involvement, job satisfaction, and organizational commitment) negatively. Time-based conflict had no significant effects on any of the work attitudes. Strain-based conflict had significant negative effects on job satisfaction and organizational commitment but not job involvement. Behavior-based conflict had significant negative effects on all three work attitudes. Contrary to our hypotheses, family-based conflict had significant positive effects on all three. Work–family conflict is a significant work attitude-associated stressor for correctional staff; therefore, policy recommendations to address it are made.

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