Impact of Work and Family Role Demands on Work Life Conflict amongst Working Woman

2011 ◽  
Vol 3 (8) ◽  
pp. 11-13
Author(s):  
Kaur, Anmol Preet ◽  
◽  
De K. K De K. K ◽  
Tripathy Manas Ranjan
Keyword(s):  
Work And Family ◽  
Work Life ◽  
Family Role ◽  
Role Demands ◽  
Working Woman ◽  
Work Life Conflict

scholarly journals Action Regulation at the Work–Family Interface: Nomological Network and Work–Family Consequences

2021 ◽  
Author(s):  
Andreas Hirschi ◽  
Nicola von Allmen ◽  
Anne Burmeister ◽  
Hannes Zacher
Keyword(s):  
Goal Attainment ◽  
Self Regulation ◽  
Active Role ◽  
Work And Family ◽  
Family Role ◽  
Individual Level ◽  
Family Social Support ◽  
The Usa ◽  
Work Family ◽  
Role Demands

AbstractPursuing personally valued goals in work and family is important for many people, yet research has only partially addressed how individuals can actively manage the work–family interface. We examined the role of action regulation at the work–family interface (AR-WF) as an integrated individual-level approach to attain favorable work–family outcomes through the selection and pursuit of goals at the work–family interface. We investigated the relation of AR-WF to theoretically derived correlates and outcomes in two time-lagged studies with samples from the USA and Germany, based on a newly developed and validated measure to assess AR-WF. Overall, results showed that AR-WF is positively related to dispositional self-regulation, work and family role commitment, work and family goal regulation, and work and family social support. In contrast, AR-WF was largely unrelated to work and family role demands and segmentation or integration boundary enactment. AR-WF further positively related to work and family goal attainment, as well as work–family enrichment beyond related constructs. However, AR-WF was also positively related to increased work-to-family conflict. We discuss how a focus on action regulation can be useful for attaining a better understanding of the active role that people play in managing multiple role demands at the work–family interface.

Passion Toward Work and Work–Life Conflict

2019 ◽  
pp. 301-326
Author(s):  
Julie Boiché ◽  
Johan Caudroit
Keyword(s):  
Work And Family ◽  
Work Life ◽  
Family Characteristics ◽  
Special Focus ◽  
Work Family Conflict ◽  
Time Work ◽  
Mediator Role ◽  
Work Family ◽  
Work Life Conflict

This chapter presents an extensive review of the research conducted to date on passion and conflict between an array of passionate activities and other domains, with a special focus on available results regarding passion for work. The behavioral and psychological mechanisms underlying the relationship between passion and conflict, and especially the case of work–family conflict, are identified. Various forms of work-life conflict are delineated according to their core process (time-, strain- or behavior-based) and direction (work-family versus family-work conflict). The chapter more particularly focuses on the potential mediator role of several variables (including work time, work and family-specific behaviors, cognitions such as rumination, affects such as role tension) and the possible moderating role of other variables (sociodemographic variables, work and family characteristics). Theoretical and practical implications are offered, as well as suggestions for future research.

Australian Muslim men balancing work, family and religion:a positive look at a negative issue

2014 ◽  
Vol 43 (1) ◽  
pp. 2-18 ◽  
Author(s):  
Adem Sav ◽  
Neil Harris ◽  
Bernadette Sebar
Keyword(s):  
Work And Family ◽  
Small Sample ◽  
Work Life ◽  
Work Life Balance ◽  
Potential Conflict ◽  
Life Balance ◽  
Content Type ◽  
Muslim Men ◽  
Work Family ◽  
Work Life Conflict

Purpose – This study explores how Australian Muslim men cope with potential conflict and achieve feelings of balance between their work, family and religious roles. Design/methodology/approach – The study is guided by the interpretive paradigm and is qualitative. Data is collected from participants via semi-structured in-depth interviews (n=20) and analysed using thematic analysis. Findings – Personal coping strategies (e.g. making permanent changes and time management) seem more effective in coping with immediate conflict and achieving work-life balance as opposed to external ones (e.g. supervisor support). Although some of the strategies mirror existing research, their extent of use and reasons for usage by Muslim men are different. Muslim men use these strategies in a preventive manner to actively achieve work-life balance rather than just cope with episodic work-life conflict. Research limitations/implications – The study is conducted with a small sample and the findings may not be generalizable to non-practising Australian Muslim men. To date, research has not clearly articulated how people who do not experience work-life conflict, make decisions to achieve balance. This study has a positive look at a negative issue by indicating that workers can go beyond coping with conflict and explore avenues to achieve work-life balance. The findings underscore the importance of preventive coping in achieving work-life balance and caution researchers about investigating how people cope with immediate work-life conflict only. Originality/value – In addition to work and family roles, this study focuses on religious commitments, with religion being a largely overlooked concept within the work-family coping literature.

scholarly journals Female academics’ views on work-life conflict in a Covid-19 global pandemic in Nigeria

2022 ◽  
Vol 10 (8) ◽  
pp. 149-157
Author(s):  
Samson Adeoluwa Adewumi ◽  
Princess Thulile Duma
Keyword(s):  
Management Strategies ◽  
Work And Family ◽  
Work Life ◽  
Cultural Bias ◽  
Social Constraints ◽  
Exploratory Research ◽  
Family Responsibilities ◽  
Research Attention ◽  
Research Gap ◽  
Work Life Conflict

Remarking on the importance of managing the existential conflict between work and family responsibilities, emphasis on female academics in a COVID-19 era in Nigeria has received diminutive research attention. The study seeks to address this research gap by interrogating women's views of work-life conflict narrative in a COVID-19 era. The exploratory research design was employed to expand the limit of the research gap and a total of 19 female academics were y recruited for interviews. The NVivo (v.12) qualitative software was employed to identify themes from the data and content analysis used to make sense of the various themes. The paper shows evidence of cultural bias in the recruitment and placement of female academics with social constraints hindering female academic capacity development. The long hours of teaching and consultation depict an indicator of work-life conflict with consequences on family support and emotional care for family and dependents. The need to acquire higher education qualifications on the part of females is also established as a pointer for the provocation of work-life conflict during the COVID-19 pandemic. The significance of lockdown constitutes major constraints for parenting mothers in the areas of combining home front responsibilities with work activities such as teaching, supervision, and the requirement of building a competitive career and research portfolio. The study concludes for a more robust measure in ensuring practical and realistic work-life conflict management strategies are introduced by managers of the University in order to aid the conflict between work and family responsibilities for female academics.

Educated Working Women and Their Work-Life Conflict and Work-Life Balance

2018 ◽  
Vol 17 (1) ◽  
pp. 105-126
Author(s):  
Munazza Mahmood ◽  
Syed Asad Abbas Rizvi ◽  
Memoona Bibi
Keyword(s):  
Working Women ◽  
Sampling Technique ◽  
Work And Family ◽  
Work Life ◽  
Work Life Balance ◽  
Work Place ◽  
Security Level ◽  
Life Balance ◽  
Equal Chance ◽  
Work Life Conflict

It is a fact that women are effectively supporting men in financial perspectives since ages but different problems such as attitude and prejudice of society members adversely affect the utilization of their talent and working abilities .The objectives of this study were to (a) find out the work life conflict and work-life balance of working women’ (b) explore up to what extent problems related to work-life conflict and work-life balance are affecting their work and family, (c) investigate the perceptions of working women to balance the work and family. A sample of 65 working women from different fields i.e. teachers, doctors and bankers was selected through stratified convenient sampling technique. Five Points Likert scale was used as instrument to collect data. Data were analysed by calculating Mean and presented in Bar Charts. On the basis of findings it is concluded that status of working women and work-life balance is affected by many problems including work-load, family support, harassment, fear and anxiety etc. It is recommended that proper check and balance, equal chance of decision making and security level of the working women in their work place might be maintained for work-life balance of working women.

How work-life conflict impacts satisfaction for technology employees

2003 ◽  
Author(s):  
Alison S. O'Brien ◽  
Amy V. Beekman ◽  
Gunna Janet Yun
Keyword(s):  
Work Life ◽  
Work Life Conflict

HRD Interventions that Offer a Solution to Work-Life Conflict

2021 ◽  
Vol 23 (2) ◽  
pp. 142-152
Author(s):  
Emily Hammer
Keyword(s):  
Organizational Support ◽  
Well Being ◽  
Individual Performance ◽  
Performance Outcomes ◽  
Work Life ◽  
Performance Expectations ◽  
Employee Support ◽  
Support Mechanisms ◽  
Work And Life ◽  
Work Life Conflict

The Problem Balancing work and life can be difficult. In a new world of work amidst COVID-19, balancing work and life has become even more challenging. Employees are struggling to adjust their work-life obligations while maintaining performance expectations. Providing employee support to reduce stress and minimize adverse effects on performance outcomes requires employer action. The Solution HRD interventions are recommended as organizational support mechanisms. These interventions are designed to reduce stress produced by work life conflict, particularly during stressful organizational events. Through organizational support, employees are offered the opportunity to increase individual performance. The Stakeholders HRD and HRM professionals, scholars, organizational planners, organizational leaders and managers, and all others who have a vested interest in employee well-being.

scholarly journals Work-Life Conflict During the COVID-19 Pandemic

2021 ◽  
Vol 7 ◽  
pp. 237802312098285 ◽  
Author(s):  
Scott Schieman ◽  
Philip J. Badawy ◽  
Melissa A. Milkie ◽  
Alex Bierman
Keyword(s):  
National Survey ◽  
Social Life ◽  
Work Life ◽  
Work Family ◽  
High Work ◽  
Work Life Conflict ◽  
At Home

The coronavirus disease 2019 pandemic upended work, family, and social life. These massive changes may have created shifts in exposure to work-life conflict. Using a national survey that followed Canadian workers from September 2019 into April and June 2020, the authors find that work-life conflict decreased among those with no children at home. In contrast, for those with children at home, the patterns depended on age of youngest child. Among individuals with children younger than 6 or between 6 and 12, no decreases in work-life conflict were observed. In contrast, those with teenagers did not differ from the child-free. Although these patterns did not significantly differ by gender, they were amplified among individuals with high work-home integration. These findings suggest an overall pattern of reduced work-life conflict during the pandemic—but also that these shifts were circumscribed by age of youngest child at home and the degree of work-home integration.

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