scholarly journals The Impact of Work-Family Balance on Iranian Working Mothers’ Job Satisfaction: A Collectivistic Perspective

2020 ◽  
Vol 8 (2) ◽  
Author(s):  
Iman Dadras
Keyword(s):  
Job Satisfaction ◽  
Working Mothers ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
The Impact

scholarly journals The Role Of Flextime Appeal On Family And Work Outcomes Among Active And Non-Active Flextime Users: A Between Groups And Within Groups Analysis

2011 ◽  
Vol 9 (3) ◽  
Author(s):  
Joseph F. Rocereto ◽  
Susan Forquer Gupta ◽  
Joseph B. Mosca
Keyword(s):  
Job Satisfaction ◽  
Work Outcomes ◽  
Job Outcomes ◽  
Work Related ◽  
Schedule Flexibility ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
The Impact

The influence of schedule flexibility, including flextime, on work-family balance and job outcomes has been of great interest to both members of academia and practitioners. However, the role that the desirability of flextime has on such constructs has been largely ignored in past literature. Additionally, relatively few studies have investigated differences between work-family balance and job satisfaction among those who are actively using flextime and those who are not currently using flextime. Results of this study strengthen the need for an increased understanding of the role that flextime appeal serves in work-family balance and job satisfaction, and the impact that flextime has on enhancing these important work-related constructs. Other meaningful differences between flextime users and non-flextime users, including the roles of gender and the presence of children living at home are also explored.

Virtual work intensity, job satisfaction, and the mediating role of work-family balance: A study of employees in Germany and China

2021 ◽  
pp. 239700222199822
Author(s):  
Feng Qiu ◽  
Tobias Dauth
Keyword(s):  
Job Satisfaction ◽  
Empirical Evidence ◽  
Cultural Context ◽  
Virtual Work ◽  
Work Outcomes ◽  
Work Intensity ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
The Impact

This paper targets virtual work, an increasingly crucial alternative work arrangement in today’s interconnected world. Based on a survey of 308 employees working in Germany and China, we investigate the relationship between virtual work intensity, work-family balance, and job satisfaction through a mediator model. We find empirical evidence for an inverted U-shaped relationship between virtual work intensity and job satisfaction. When virtual work intensity is below a particular level, it is positively related to job satisfaction. However, increasing virtual work intensity begins to decrease job satisfaction when this threshold is exceeded. Our findings suggest this relationship between virtual work intensity and job satisfaction is mediated by work-family balance. Furthermore, empirical evidence demonstrates that the inverted U-shaped relationship has different optimums in different cultures. The research outcome demonstrates that the threshold is lower for Chinese employees than their German colleagues. This paper contributes to literature relating to job satisfaction, work-family balance, and virtual work by focusing on individual virtual work outcomes in a cross-cultural context. It also attempts to provide an alternative explanation for the generative mechanism of the impact of virtual work intensity on job satisfaction.

Family-friendly practices, high-performance work practices and work–family balance

2016 ◽  
Vol 14 (1) ◽  
pp. 2-23 ◽  
Author(s):  
Lorena Ronda ◽  
Andrea Ollo-López ◽  
Salomé Goñi-Legaz
Keyword(s):  
Job Satisfaction ◽  
High Performance ◽  
Working Hours ◽  
Work Practices ◽  
Content Type ◽  
Family Balance ◽  
Family Friendly ◽  
High Performance Work Practices ◽  
Work Family Balance ◽  
Work Family

Purpose This paper aims to establish to what extent family-friendly practices and high-performance work practices are positively related to work–family balance and to identify the role played by job satisfaction and working hours as mediators of this relationship Design/methodology/approach We use data for a representative sample of almost 17,000 employees of dual-earner couples from European countries. To test the mediation mechanism implied by our hypotheses, we follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit and regression models were estimated in the analysis. Findings The results show that, in general, family-friendly practices and high-performance work practices increase work–family balance and that these positive relationships are partially mediated by job satisfaction and working hours. While both family-friendly practices and high-performance work practices increase job satisfaction, only the first increase working hours. Moreover, job satisfaction increases work–family balance, while working hours reduces it. The net effect of these opposing forces on work–family balance is positive. Research limitations/implications The use of secondary data posits some constraints, such as the type of measures and the failure to control for a higher number of family-friendly practices and high-performance work practices. Additionally, the non-longitudinal nature of the data set implies that some relationships cannot be considered causal in the intended direction. Practical implications Managers should implement family-friendly practices and high-performance work practices, as, in general, they increase work–family balance. A significant portion of this positive effect is channeled through job satisfaction and working hours. Originality/value The paper contributes to understanding the relationship between different subsets of human-resources management practices and work–family balance, proposing a model that aims to disentangle the mediating mechanisms through which this relationship occurs.

Work to family, family to work conflicts and work family balance as predictors of job satisfaction of Malaysian academic community

2020 ◽  
Vol 14 (4) ◽  
pp. 621-642 ◽  
Author(s):  
Md. Mizanur Rahman ◽  
Noor Azman Ali ◽  
Amer Hamzah Jantan ◽  
Zuraina Dato' Mansor ◽  
Md. Saidur Rahaman
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Private Universities ◽  
Academic Community ◽  
Mediation Effect ◽  
Content Type ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
The Relationship

Purpose The purpose of this study is to confirm that work to family conflict (W to FC), family to work conflict (F to WC) and work family balance (WFB) are the predictors of job satisfaction (JS) for Malaysian academic community. To achieve the fundamental objective, the authors first test the direct (structural model) effects of W to FC and F to WC on JS. Secondly, using mediation model, the indirect effects of WFB were calculated through W to FC, F to WC and JS. Design/methodology/approach Using convenience sampling, the data was collected from 280 academic people who work at private universities in Malaysia. Structural equation modelling technique was applied to complete the data analyses procedures. Findings The findings revealed that W to FC and F to WC have negative significant effects on JS. Besides, WFB partially mediates only the relationship between W to FC and JS while no mediation effect was found for F to WC and JS. Research limitations/implications All the research variables in this study were individual-level variables, thus it is suggested to use some organizational and national level variables such as religion and culture as they might be good intervening variables for predicting JS. Practical implications Using the findings of this research, the Malaysian private universities community can take some necessary initiatives to mitigate work family conflict (W-FC) and ensure WFB and JS that might enhance the standard of higher education in Malaysia. Originality/value To the best of the authors’ knowledge, this is the first attempt to test the mediation effect of WFB in the relationship between both directions of W-FC and JS of employees from the perspective of Malaysia (a collectivist community).

Sign in / Sign up

Export Citation Format

Share Document