The Effect of the Protean Career Orientation on the Work-Family Balance and Career Satisfaction of Married Female Workers - Moderated Mediating Effect of Mobile Devices Usage After Work -

2021 ◽  
Vol 28 (1) ◽  
pp. 1-26
Author(s):  
Hyun Mi Go ◽  
◽  
Jae Chun Park
Keyword(s):  
Mobile Devices ◽  
Career Satisfaction ◽  
Mediating Effect ◽  
Career Orientation ◽  
Protean Career ◽  
Female Workers ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Married Female

Married Female Workers' Childbirth and Change in Satisfaction with Work-family Balance

2019 ◽  
Vol 20 (2) ◽  
pp. 85-113
Author(s):  
Hyojin Kim ◽  
Jiwon Kim ◽  
Sehee Hong
Keyword(s):  
Female Workers ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Married Female

Organization cross domain interventions managing strategies and employee outcomes: a role of work–family balance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohsin Bashir ◽  
M. Khurrum S. Bhutta ◽  
Muhammad Waseem Bari ◽  
Ammara Saleem ◽  
Yasir Tanveer
Keyword(s):  
Supervisor Support ◽  
Work Hours ◽  
Mediating Effect ◽  
Employee Outcomes ◽  
Content Type ◽  
Cross Domain ◽  
Family Balance ◽  
Professional Outcomes ◽  
Work Family Balance ◽  
Work Family

Purpose Although an emerging field in work and family literature, organization cross domain intervention managing strategies (CDIMS) is an under-researched area. This study aims to investigate whether organization non-monetary CDIMS (control over work hours and supervisor support) have an impact on employee outcomes via the mediating effect work–family balance (WFB). Design/methodology/approach Data for the study have been gathered in two distinct surveys from 300 employees working at the managerial level in various manufacturing companies of Pakistan with a seven-week time interval to reduce common method variance. Data were collected during January and March 2020. Confirmatory factor analysis has been performed before testing the mediated model. Findings Organization non-monetary CDIMS i.e. control over work hours and supervisor support has been associated positively with WFB, which has further mediated the relationship between workplace non-monetary CDIMS and employee professional outcomes. Research limitations/implications Both supervisor support and control over work hours improve employee outcomes by experiencing the satisfaction with WFB. It has been recommended that organizations embed cross-domain interventions in their job design to benefit all employees impartially. Thus, all employees can enjoy better WFB and show positive work behaviors. Originality/value This study demonstrates the effectiveness of non-monetary organization CDIMS in enhancing the experience of employee’s WFB and improving their professional outcomes.

Person–Organization Fit, Work–Family Balance, and Work Attitude: The Moderated Mediating Effect of Supervisor Support

2018 ◽  
Vol 46 (6) ◽  
pp. 995-1010 ◽  
Author(s):  
Peng Fan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Supervisor Support ◽  
Mediating Effect ◽  
Work Attitude ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Person Organization Fit

I examined the mediating effect of work–family balance between person–organization fit and what are broadly viewed as the most important components of work attitude, that is, organizational commitment, job satisfaction, and turnover intention. I also investigated the moderated effect of supervisor support through this mediating process. I conducted a survey with 356 people employed in the information technology industry in China and found that work–family balance mediated the relationship between their organizational commitment and job satisfaction. I also found that supervisor support moderated the linkage of person–organization fit, work–family balance, organizational commitment, and job satisfaction. However, the effect of turnover intention was nonsignificant in both the mediating and the moderated mediating model. The implications of the findings in this study for future research are discussed.

scholarly journals The Interaction Between Protean Career Orientation, Career Goal Development and Well-being Outcomes: Evidence from Professional Engineers

2020 ◽  
Vol 22 (1) ◽  
pp. 24
Author(s):  
Norizan Baba Rahim
Keyword(s):  
Career Satisfaction ◽  
Well Being ◽  
Mediating Effect ◽  
Career Orientation ◽  
Career Goal ◽  
Psychological Well Being ◽  
Protean Career ◽  
Goal Development ◽  
The Relationship ◽  
Positive Effect

Experiencing strong personal development and growth are important for engineers, compared to professionals in other fields. Nevertheless, if career goal development behaviour is not present in sufficient quantities, engineers would be at risk if their own goals and expectations are not aligned with the companies they are working for. As a result, it may have a negative impact on their well-being. In this article, a sample of professional engineers (N=387) were utilised to examine the relationship between protean career orientation towards career goal development, career satisfaction and psychological well-being and to examine the mediating effect of career goal development between protean career orientation toward career satisfaction and psychological well-being. The research model was tested using the goal setting theory. The results of a partial least square (PLS) regression demonstrated that protean career orientation had a positive effect towards career goal development; subsequently career goal development had a positive effect on career satisfaction and psychological well-being. On the other hand, career goal development was found not to mediate the relationship between protean career orientation towards career satisfaction and psychological well-being. Based on the findings, this research suggests employers and industries encourage their unlicensed engineers to register as graduate engineers, so that later they can upgrade themselves to professional engineers’ status, as eventually this would help them to experience their job in a more meaningful way, and consequently increase their work happiness.

scholarly journals Role of Work and Family Factors in Predicting Career Satisfaction and Life Success

2020 ◽  
Vol 17 (14) ◽  
pp. 5096
Author(s):  
Neena Gopalan ◽  
Murugan Pattusamy
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Role Ambiguity ◽  
Career Satisfaction ◽  
Work Role ◽  
Work Family Conflict ◽  
Family Balance ◽  
Life Success ◽  
Work Family Balance ◽  
Work Family

The mediating roles of work-family balance, job satisfaction and family satisfaction in work-family dynamics research has not been explored fully to delineate their probable intervening effects. Using spillover theory as the basis, the current study tests a model to identify the role of these factors in work-family conflict (and work-role ambiguity), career satisfaction and perception of life success. Responses obtained through an online survey from a final sample of 344 academic faculty, across different educational institutions in India, tend to suggest that work-family balance mediated work-family conflict and its potential influence on life success as well as career satisfaction, and also the relationship between work-role ambiguity and both life success and career satisfaction. While job satisfaction also showed similar results except for non-significant mediation between work-role ambiguity and life success, family satisfaction mediated only between work role ambiguity and life success. The importance of job satisfaction and work-family balance is highlighted in the context of reducing the negative impact of work-family conflict and work-role ambiguity on one’s career and life satisfaction. Results and their practical and theoretical implications, and future directions of research to further our understanding of work-family dynamics, etc., are discussed.

Sign in / Sign up

Export Citation Format

Share Document