scholarly journals WORK – FAMILY CONFLICTS AND JOB-RELATED SUBJECTIVE WELL-BEING – A MEDIATING ROLE OF WORK ENGAGEMENT

2019 ◽  
Vol 24 (3) ◽  
Author(s):  
Anna Zalewska ◽  
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Well Being ◽  
Subjective Well Being ◽  
Work Family Conflict ◽  
Satisfaction Scale ◽  
Family Work ◽  
Mediating Role ◽  
Work Family ◽  
Job Affect

Introduction: The aim of this study was to analyze relations between work-family conflict (WFC) and family-work conflict (FWC) and job-related subjective well-being (job satisfaction, positive – PA and negative – NA affects at work).considering work engagement as variable that can mediate these relationships. Method: 114 employees (31.6% men) aged 25-55 (M=35.39; SD=7.42) completed a set of questionnaires: Work-Family and Family-Work Conflicts, Utrecht Work Engagement Scale (UWES-17), Job Affect Scale, and Job Satisfaction Scale. Results: All variables were related each to other. WFC and FWC predicted NA and work engagement and through it job satisfaction and PA, and then NA. Work engagement effect was stronger than conflicts effect – higher work engagement predicted higher job satisfaction and PA, and lower NA. When work engagement was controlled the job satisfaction- PA relation was ns. Conflict-work engagement interaction effects were not significant. Conclusions: Relationships are similar regarding both FWC and WFC. Work engagement do not moderate “conflict – job-related subjective well-being” relations but it mediates them. Conflicts increase NA and decrease work engagement and through it job satisfaction and PA. Work engagement enhances job-related subjective well-being protecting against adverse conflict impacts. Job satisfaction-PA relation is spurious – it results from work engagement impact on both variables. Key words: work-family and family-work conflicts, work engagement, job satisfaction, positive affect, negative affect, mediator, moderator

scholarly journals The Work-Life Conflict and Satisfaction with Life: Correlates and the Mediating Role of the Work-Family Conflict

2019 ◽  
Vol 21 (1) ◽  
pp. 3-10
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Satisfaction With Life ◽  
Well Being ◽  
Future Research ◽  
Negative Consequences ◽  
Work Family Conflict ◽  
Mediating Role ◽  
Work Family

The permeable boundary between family life and professional life allows interferences between them which could lead to either positive or negative consequences in both plans of the employees’ lives. Our paper aims to analyse the relationships between the work-family conflict, organizational attachment, positive and negative affectivity, work satisfaction and life satisfaction and last but not least, well-being. The sample consisted of 245 employees. The main hypothesis highlights the mediating role of the work-family conflict in the relationship between affectivity, workplace attachment and job satisfaction and satisfaction with life. Future research could focus on the environmental factors mediating the relationships between life and job satisfaction and on their interaction with the dispositional factors.

Mediating Role of Job Satisfaction between Work-To-Family Conflict and Safety Participation among Commercial Drivers of Pakistan

2021 ◽  
Vol 12 (3) ◽  
pp. 792-801
Author(s):  
Mustafa R. Khan Et.al
Keyword(s):  
Job Satisfaction ◽  
Social Exchange ◽  
Family Conflict ◽  
Well Being ◽  
World Health ◽  
Work Family Conflict ◽  
Design Data ◽  
Mediating Role ◽  
Work Family

Employee’s safety has come under limelight of organizational policy. Organizations are investing on employee safety training and participation to build their image as well as to contribute in employee well-being. Previous literature suggested association between strains based work-to-family conflicts, job satisfaction, and safety participation. The purpose of this empirical paper is to investigate the effect of work family conflict on safety participation with mediating role of job satisfaction. Moreover, the social exchange theory was adopted to explain research framework of the study. The research was quantitative in nature and adopted cross-sectional research design. Data was collected from 217 respondents by using convenience sampling technique in Karachi region. The research finding reveal new insight by providing evidence of insignificant direct association between strains based work family conflict andsafety participation. Furthermore, finding also reveals that job satisfaction significantly mediates the relationship of strains based work family conflict with safety participation.This paper was originally inspired by world Health organization (WHO)news, which reported thatone million individual died every yeardue to street accidents in the world.

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 Work-family conflict and work engagement among mothers: Conscientiousness and neuroticism as moderators

2013 ◽  
Vol 39 (1) ◽  
Author(s):  
Tracy J. Opie ◽  
Carolina M. Henn
Keyword(s):  
Work Engagement ◽  
Family Conflict ◽  
Working Mothers ◽  
Well Being ◽  
Work And Family ◽  
Personal Factors ◽  
Work Family Conflict ◽  
Cross Sectional Survey ◽  
Low Levels ◽  
Work Family

Orientation: The study investigates factors that impact work-family conflict and work engagement among working mothers.Research purpose: The job demand-resources model is utilised to investigate the moderating role of conscientiousness and neuroticism on the relationship between work-family conflict and work engagement.Motivation for the study: Working mothers are challenged to establish a balance between work and family life. The resulting work-family conflict can negatively affect well-being. It is thus necessary to explore personal factors that relate to work-family conflict, particularly in the South African context.Research design, approach and method: A quantitative, cross-sectional survey design was used. The sample (N = 267) was comprised of working mothers from several organisations. Data was gathered using the work-to-family conflict questionnaire, the Basic Traits Inventory and the Utrecht Work Engagement Scale.Main findings: The results indicated that work-family conflict negatively predicts work engagement. Conscientiousness positively predicts work engagement, and neuroticism negatively predicts work engagement. A significant interaction effect was found for conscientiousness but not for neuroticism. The findings showed that for participants with high levels of conscientiousness, work engagement decreases significantly more with an increase in work-family conflict than for participants with low levels of conscientiousness.Practical/Managerial implications: Organisations should consider those individuals who have high levels of conscientiousness and low levels of neuroticism in the selection and placement of employees. In addition, organisations have a responsibility to provide conscientious women, particularly mothers, with adequate support to ensure that work-family conflict does not adversely impact their levels of work engagement.

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