scholarly journals Organizational Experiences, Satisfactions and Psychological Wellbeing among Managerial and Professional Women in Turkey

2015 ◽  
Vol 7 (2) ◽  
pp. 5-20
Author(s):  
Ronald J. Burke ◽  
Hayakl Koksal ◽  
Jacob Wolpin
Keyword(s):  
Well Being ◽  
Professional Women ◽  
Career Barriers ◽  
Work Outcomes ◽  
Psychological Wellbeing ◽  
Work Experiences ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Organizational Experiences ◽  
Negative Perceptions

Abstract This research, building on previous work of others, examines the association of four work experiences with work and extra-work satisfactions and psychological wellbeing of a sample of managerial and professional women in Turkey. The four work experiences: Use of male standards, Career barriers, Negative perceptions of family responsibilities, and Workplace supports. Data were collected from 209 women using anonymously completed questionnaires. Women worked in the private, public, and voluntary sectors. Work outcomes included job and career satisfaction, work engagement, intent to quit, work-family conflict and perceptions of male bias in their workplaces; psychological wellbeing included levels of emotional exhaustion, life satisfaction and health complaints. Women reporting more negative perceptions of Family responsibilities also indicated higher levels of Male standards and Career barriers in their workplaces; women reporting a greater prevalence of Male standards also indicated more Career barriers in their workplaces. One or more organizational experiences had significant relationships with all work and well-being outcomes, controlling for the effects of both personal demographic characteristics and work situation factors. Career supports were associated with more positive outcomes; career barriers and more negative perceptions of family responsibilities were associated with more negative outcomes

scholarly journals The Effects of Personal and Organizational Resources on Work and Well-Being Outcomes among Turkish Nurses

2016 ◽  
Vol 8 (2) ◽  
pp. 29-54
Author(s):  
Ronald J. Burke ◽  
Mustafa Koyuncu ◽  
Lisa Fiksenbaum ◽  
Sevket Yirik ◽  
Kadife Koynncu
Keyword(s):  
Psychological Empowerment ◽  
Well Being ◽  
Work Outcomes ◽  
Hierarchical Regression ◽  
Exploratory Research ◽  
Work Experiences ◽  
Work Family Conflict ◽  
Intent To Quit ◽  
Family Work ◽  
Work Family

AbstractThis exploratory research examined the relationship of a personal and an organizational resource, optimism and levels of hospital support respectively, on a variety of work and well-being outcomes in a sample of nurses in Turkey. Data were collected from 212 nurses using anonymously completed questionnaires. Feelings of psychological empowerment was positioned as a mediator between resources and work and well-being outcomes which included job satisfaction, work engagement, affective hospital commitment, work-family conflict, family-work conflict, and intent to quit. The sample scored at moderate levels on the measures of resources and work outcomes, though scoring higher of feelings of psychological empowerment. These data indicate potential room for improvement in the work experiences of our nursing respondents. Hierarchical regression analyses controlling for personal demographics indicated that levels of hospital support were significantly and positively associated with most work and well-being outcomes, with levels of optimism significantly and positively associated with fewer of these outcomes. Practical implications of the findings are offered. Hospital efforts to increase levels of optimism and hospital support are described.

scholarly journals Sex Differences in Work Experiences and Work Outcomes among Egyptian Managers and Professionals: An Exploratory Study

2016 ◽  
Vol 8 (1) ◽  
pp. 7-29 ◽  
Author(s):  
Ronald J. Burke ◽  
Ghada El-Kot ◽  
Jacob Wolpin
Keyword(s):  
Sex Differences ◽  
Workplace Learning ◽  
Work Engagement ◽  
Well Being ◽  
Learning Opportunities ◽  
Work Outcomes ◽  
Work Experiences ◽  
Intent To Quit ◽  
Professional Employees ◽  
The Arab Spring

Abstract This research examined potential sex differences in work experiences and work outcomes in a sample of Egyptian managers and professionals. Relatively little research has been undertaken on potential sex differences in human resource management in Egyptian organizations and even less during and following the Arab spring. Data were collected from 121 managerial and professional employees, 77 males and 44 females, using anonymously completed questionnaires. Respondents were relatively young, had university educations, had short job and organizational tenures, and held lower level -management jobs. All measures employed here had been used and validated previously by other researchers. Work experiences included supervisor empowerment behaviors and levels of personal empowerment. Work and well-being outcomes included job satisfaction, organizational commitment, work engagement, exhibiting voice behaviors, workplace learning opportunities, intent to quit and employee health symptoms. Significant sex differences were present on most personal demographic and work situation characteristics: men were at higher organizational levels, earned more money, were older and had longer organizational tenures, among others. There were fewer significant sex differences on work experiences and work outcomes. When differences were observed here, women indicated less positive responses.

A Cross-Cultural Test of a Model of the Work-Family Interface

1999 ◽  
Vol 25 (4) ◽  
pp. 491-511 ◽  
Author(s):  
Samuel Aryee ◽  
Dail Fields ◽  
Vivienne Luk
Keyword(s):  
Hong Kong ◽  
Well Being ◽  
Work And Family ◽  
Cross Cultural ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Family Work ◽  
The Two Cultures ◽  
The Cross ◽  
Work Family

Recent efforts to more fully understand the mechanisms through which work and family experiences and their cross-over effects influence well-being have stimulated the development of integrative models of the work-family interface. This line of research is represented by the model which Frone, Russell, and Cooper (1992) tested with a sample of U.S. employees. In the current study, we examine the cross-cultural generalizability of this model among married Hong Kong employees. Results of the analyses suggest that many of the relationships among work and family constructs are similar across the two cultures, but that the nature and effects of the cross-over between family and work domains on overall employee well-being may differ. That is, life satisfaction of Hong Kong employees is influenced primarily by work-family conflict, while that of American employees is influenced primarily by family-work conflict. Limitations of the study and implications of the findings for assisting employees integrate their work and family responsibilities as a source of competitive advantage are discussed.

Predictors of Life Satisfaction among Filipino Managerial and Professional Women

1999 ◽  
Vol 84 (3) ◽  
pp. 805-808 ◽  
Author(s):  
Ronald J. Burke ◽  
Louie A. Divinagracia ◽  
Ermias Mamo
Keyword(s):  
Life Satisfaction ◽  
Financial Services ◽  
Professional Women ◽  
Work Outcomes ◽  
Work Experiences ◽  
Work Situation ◽  
Situational Characteristics ◽  
Positive Work

This study examined predictors of life satisfaction reported by 200 Filipino managerial and professional women. Two types of correlates were considered, personal and work-situation characteristics and work experiences and work outcomes. Data were collected using anonymous questionnaires from women working in fashion or cosmetics and banking or financial services. Personal and situational characteristics were generally unrelated to self-reported life satisfaction; however, work experiences and work outcomes were consistently and strongly related to self-reported life satisfaction. Filipino managerial and professional women reporting more positive work experiences and more favorable work outcomes also reported greater life satisfaction.

scholarly journals ‘In this job, you cannot have time for family’: Work–family conflict among prison officers in Ghana

2017 ◽  
Vol 18 (2) ◽  
pp. 207-225 ◽  
Author(s):  
Thomas D Akoensi
Keyword(s):  
Family Conflict ◽  
Extended Family ◽  
Well Being ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Family Work ◽  
Daily Work ◽  
The Usa ◽  
Work Family ◽  
Work Domain

This article documents the experience of work–family conflict (WFC) among prison officers in Ghana. Although the term WFC has been used in relation to prison officers in the UK and the USA, the context of WFC in Ghana is unusual. In this predominantly collectivist culture, family responsibilities include obligations to the extended family. WFC is mainly unidirectional, with interference running from work to the family. Officers are thus impaired in fulfilling their family responsibilities, which consequently impairs their daily work and mental well-being. The ‘crisis controlling’ or ‘paramilitary’ organizational structure of the Ghana Prisons Service (GPS) makes it very difficult for the work domain of prison officers to accommodate family responsibilities. Female officers appear to bear a heavier WFC burden than male officers, mainly on account of their traditionally unpaid housekeeping role in addition to their paid employment in a masculine organizational culture. The findings are significant, as they show that the promulgation of family-friendly policies to alleviate WFC-associated stress lies in the hands of the GPS, since WFC emanates solely from the work domain.

Egyptian women supervisory empowerment behaviors on well-being outcomes

2019 ◽  
Vol 34 (5) ◽  
pp. 350-365
Author(s):  
Ghada El-Kot ◽  
Ronald J. Burke ◽  
Lisa M. Fiksenbaum
Keyword(s):  
Well Being ◽  
Professional Women ◽  
Self Report ◽  
Work Outcomes ◽  
Future Research ◽  
Content Type ◽  
Practical Applications ◽  
Personal Empowerment ◽  
Egyptian Women ◽  
Practical Implications

Purpose This paper aims to examine the relationship of perceived supervisor empowerment behaviors and feelings of personal empowerment with important work and well-being outcomes in a sample of Egyptian women managers and professionals. Design/methodology/approach Data were collected from 155 managerial and professional women using anonymously completed questionnaires. Respondents were relatively young; had university educations; had the short job and organizational tenures; held various levels of management jobs; and worked in a range of functions. All measures used here had been used and validated previously by other researchers. Findings Work outcomes included job satisfaction, career satisfaction, work engagement, work-family and family-work conflict, emotional exhaustion/burnout, life satisfaction and intent to quit. Both perceived levels of supervisory/leader empowerment behaviors and self-reported feelings of empowerment had significant relationships with the majority of work and well-being outcomes. Research limitations/implications Data were collected using self-report questionnaires with the small risk of response set and common method biases. Second, all data were collected at one point in time making it challenging to address issues of causality. Third, all respondents came from the two largest cities in Egypt, Cairo and Alexandria; thus, the extent to which our findings would generalize to managerial and professional women and men is indeterminate. Fourth, it was not possible to determine the representativeness of our sample as well. Practical implications Practical implications of these findings along with future research directions are offered. Practical applications include training supervisors on empowerment behaviors, and training all employees on the benefits of personal empowerment and efficacy and ways to increase them. Social implications A number of ways to increase levels of empowerment of both front-line employees and managers have been identified. These include increasing employee participation in decision-making, delegating authority and control to these employees, creating more challenging work roles through job redesign, leaders sharing more information and leaders providing more coaching and mentoring to their staff. At the micro level, increasing levels of employee self-efficacy through training and more effective use of their work experiences will increase personal empowerment and improve work outcomes. Originality/value Relatively little research has been undertaken on women in management and human resource management in Egypt.

Career Stages, Satisfaction, and Well-Being among Police Officers

1989 ◽  
Vol 65 (1) ◽  
pp. 3-12 ◽  
Author(s):  
Ronald J. Burke
Keyword(s):  
Job Satisfaction ◽  
Police Officers ◽  
Family Conflict ◽  
Well Being ◽  
Career Stages ◽  
Work Setting ◽  
Career Stage ◽  
Work Experiences ◽  
Work Family Conflict ◽  
Work Family

This study examined the relation of career stage to work experiences and satisfactions of police constables. 522 police officers participated by anonymously completing questionnaires. Five career stages were considered: less than 1 yr., 1–3 yr, 6–15 yr., 16–25 yr., and over 25 yr. in policing. Constables in the midcareer stage reported the most negative work setting, greatest stress, least job satisfaction, greatest psychological burnout, and most work-family conflict. Constables in the most advanced career stage reported the poorest physical health, a function of their greater age.

scholarly journals Group-Treatment for Dealing with the Work-Family Conflict for Healthcare Professionals

2021 ◽  
Vol 18 (21) ◽  
pp. 11728
Author(s):  
Nicole Rosalinde Hander ◽  
Manuela Gulde ◽  
Thomas Klein ◽  
Nadine Mulfinger ◽  
Lucia Jerg-Bretzke ◽  
...  
Keyword(s):  
Family Conflict ◽  
Group Treatment ◽  
Self Efficacy ◽  
Repeated Measures ◽  
Healthcare Professionals ◽  
Well Being ◽  
Control Group ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Work Family

Healthcare professionals’ exposure to work-family conflict negatively affects the health and well-being of the whole family and organizational outcomes. Specified workplace interventions are lacking. Therefore, the aim of the study was to evaluate the feasibility of a two-day group-treatment specifically designed for the needs of healthcare professionals with family responsibilities concerning participation, satisfaction with the intervention and family- and individual-related outcome variables. 24 mostly female (85.7%) participants of a community hospital in southern Germany attended the treatment. Data were collected at baseline (T0), directly after the treatment (T1) and two months later (T2). A two-factor analysis of variance with repeated measures showed a statistically significant time x group effect for self-efficacy (F = 5.29, p = 0.011). Contrasts displayed substantial pre-post (T1-T0, T2-T0) increases of self-efficacy in the intervention group as compared with the control group. Non-parametric Mann-Whitney-U tests are in line with these findings. The results indicate that the group-treatment adapted to the needs of healthcare professionals has the potential to boost self-efficacy among healthcare professionals and that participants were predominantly satisfied. Perspectives for future research and practical implications are discussed in the light of the manifest lack of healthcare professionals.

scholarly journals Return to work of transgender people: A systematic review through the blender of occupational health

PLoS ONE ◽  
2021 ◽  
Vol 16 (11) ◽  
pp. e0259206
Author(s):  
Joy Van de Cauter ◽  
Hanna Van Schoorisse ◽  
Dominique Van de Velde ◽  
Joz Motmans ◽  
Lutgart Braeckman
Keyword(s):  
Occupational Health ◽  
Return To Work ◽  
Well Being ◽  
Work Outcomes ◽  
Full Time ◽  
Work Experiences ◽  
Transgender People ◽  
Transition Plan ◽  
Employment Rates ◽  
Work Accommodations

Background and objectives Return to work (RTW) or work resumption after a work absence due to psychosocial or medical reasons benefits the well-being of a person, including transgender people, and is nowadays a major research domain. The objective is to examine, through an occupational lens, the literature reporting objective RTW outcomes and experiences in transgender people to (a) synthesize what is known about return to work (full-time, part-time, or self-employed) and (b) describe which gaps persist. Methods & sample Several databases and the gray literature were explored systematically. Studies between November 1, 2006 and March 1, 2021 revealing RTW quantitative and qualitative data of adult transgender people were eligible. This review was registered on PROSPERO (CRD42019128395) on April 30, 2019. Results Among the 14,592 articles initially identified, 97 fulfilled the inclusion criteria which resulted in 20 being analyzed. Objective RTW outcomes, such as number of RTW attempts, time to RTW or number of sick days, were lacking; thus, other relevant work outcomes were reported. Compared to the general population, lower employment rates and more economic distress were observed, with trans women in particular saying that their work situation had deteriorated. Research on positive RTW experiences was highlighted by the importance of disclosure, the support from especially managers and coworkers who acted as mediators, personal coping, and a transition plan along with work accommodations. Negative work experiences, such as demotion, lay-offs, and discrimination were often prominent together with a lack of knowledge of trans issues among all stakeholders, including occupational health professionals. Conclusion & recommendations Few studies have explored employment characteristics and experiences of transgender people (TP). RTW is a dynamic process along with transition in itself, which should be tailored through supportive policies, education, a transition plan and work accommodations with the help of external experts. Future studies should include more occupational information and report RTW outcomes to enhance our knowledge about the guidance of TP and to make way for interventional studies.

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