Moderation Effect of Supervisor Support between Flexible Working Arrangement andWork-Family Conflict in Malaysia

2021 ◽  
Vol 12 (3) ◽  
pp. 711-726
Author(s):  
Eni Suriana Binti Alias Et.al
Keyword(s):  
Family Conflict ◽  
Current Trend ◽  
Supervisor Support ◽  
Work And Family ◽  
Working Environment ◽  
Family Responsibilities ◽  
Moderation Effect ◽  
Work Conflict ◽  
Flexible Working ◽  
Working Couples

There have been major changes in current workforce competitiveness trends. The changes in workforce demographics particularly in the increase of dual-earner families and single-parents have resulted in increased multiple role conflicts. Working couples must cope with the problem of combining work and family responsibilities in their daily life. Many industries adopted the current trend of the flexible working environment into their organizations. This study explores the moderation effect of supervisor support between flexible working arrangements (FWA), the effect on work interference with family conflict (WIF) and family interference with work (FIW). The population for this study primarily focused on the organizations that adopt the flexible working arrangement such as flexible working time, working from home, and compressed work-week practices in Malaysia. The companies selected is based on the listing of global organizations practices FWA mentioned in Talent Corp Malaysia Flexible Working Arrangement collaboration with Malaysian Federation Employer report, 2015. The questionnaires were distributed through the Human Resource Department of each organization. The result demonstrated that there is relationship between FWA and WIF and there was moderation effect of supervisor support (SS) between FWA and WIF.  However, the result showed no moderation effect of SS between FWA and FIW. This study supports the idea that supervisor support is a resource that helps employees to manage the occurrence of interference from work to family and to overcoming FIW, supports particularly from family members either siblings, parents and spouse is important. The implication of this study is that, work conflict issue requires the proactive effort and support not only from the organization in terms of supervisor support through FWA but also support within the family circle. Organizations approach in adopting FWA in their attempts to minimize WFC is recommendable but it should be applied across occupation and organizations as one of employee benefits policy.

The Moderating Effect of Supervisor Support on Flexible Working Arrangement and Work-Family Conflict Relationship: A Conceptual Paper

2020 ◽  
Vol 13 ◽  
pp. 51-63
Author(s):  
Eni Suriana Alias ◽  
Ahmad Zainal Abidin Abd Razak ◽  
Norsamsinar Samsudin ◽  
Bahijah Abas ◽  
Nadratun Nafisah Abdul Wahab ◽  
...  
Keyword(s):  
Human Resource ◽  
Family Conflict ◽  
Single Parents ◽  
Supervisor Support ◽  
Work And Family ◽  
Moderating Effect ◽  
Family Needs ◽  
Work Family Conflict ◽  
Flexible Working ◽  
Work Family

Workforce competitiveness trends have shown significant changes over the years. Multiple role conflicts have seen an increase in both dual-earner families and single-parents. Regardless of whether it is single parents or working couples, both must manage family and work obligations daily. As such, many companies are adopting flexible working arrangement in their organizations. This study aimed to discover the moderating effect of supervisor support on the flexible working arrangement and work-family conflict relationship. The population for the study consisted of Malaysian organizations that adopted a flexible working arrangement. The flexible working arrangement here includes adoptions of flexible working time, compressed work-week practices and working from home. The companies involved were derived from TalentCorp Malaysia Flexible Working Arrangement report, 2015, in collaboration with Malaysian Federation Employer. The surveys form would be disseminated to the organization selected from the list through their respective Human Resource Department. The findings would explain the moderating effect of supervisor support on the flexible working arrangement and work-family conflict relationship. Findings from this study are deemed to be beneficial for the employers in general and human resource ministry in overcoming the turnover of productive employees due to the inability to balance work and family needs. The findings would also minimize the brain drain suffering by Malaysian organizations. An effective strategy could be developed so that the work-family conflict issues could be overcome.

Supervisor Support as a Moderator between Flexible Working Arrangement and Job Performance – Malaysia Evidence

2021 ◽  
Vol 12 (3) ◽  
pp. 525-539
Author(s):  
Eni Suriana Binti Alias Et.al
Keyword(s):  
Employee Engagement ◽  
Work Performance ◽  
Employee Performance ◽  
Supervisor Support ◽  
Employee Motivation ◽  
Working Environment ◽  
Moderation Effect ◽  
Individual Outcomes ◽  
Flexible Work Options ◽  
Flexible Working

Over the past years, organizations are forced to redesign their workplace to fulfil global labour market needs and to remain competitive. Due to the ever-changing working environment and competitive markets, organizations opted to choose more flexible work options so they can respond to the volatile environment. This study explores the moderation effect of supervisor support (SS) between flexible working arrangements (FWAs) and employee performance (EP). The population for this study primarily focused on the organizations that adopt the flexible working arrangement such as flexible working time, working from home, and compressed work-week practices in Malaysia. The companies selected are based on the listing of global organizations practices FWAs mentioned in TalentCorp Malaysia Flexible Working Arrangement collaboration with Malaysian Federation Employer report, 2015. The questionnaires were distributed through the Human Resource Department of each organization. The result demonstrated that there is a relationship between FWAs and EP but there was no moderation effect of SS between FWAs and EP relationship. This study supports the idea that the employees seem to benefit from the adoption of FWAs at the workplace.  It allows both gender and single or married employees to manage their time better particularly allowing the employees to attend to personal needs. Since FWAs itself is the support given by employers to employees, therefore, the employees were unable to associate supervisor support role as a contributor to help them manage their work and home responsibilities. This study showed that employee motivation to perform are affected by the policies adopted by organizations. Adopting efficient work practices such as FWAs could stimulate employee engagement to improve their work performance. Therefore, organizations that are currently searching for a strategy that can improve productivity and employee performance should consider FWAs as an option.  However, the implementation ofFWAs needs to be customized according to the employee's needs. Offering FWAs in the organization will enhance organizational and individual outcomes.

scholarly journals WORK FAMILY CONFLICT CIRCLES AND THEIR IMPACT ON WORKPLACE DEVIANCE FOR WORKING COUPLES

2020 ◽  
Vol 18 (3) ◽  
pp. 473
Author(s):  
Sayyida Sayyida ◽  
Nindria Untarini
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Workplace Deviance ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Family Responsibilities ◽  
Production Deviance ◽  
And Gender ◽  
Work Family ◽  
Working Couples

Gender equality and the necessities of life in this era require many couples working both husband and wife. This has an impact on work family conflicts resulting from an imbalance between work and family responsibilities. This research aims to review various references related to work family conflict perceived by the working couples and their effect on production deviance. The results of the review indicate the existence of work family conflict circles that occur in workers ie work family conflict incumbent influenced by work family conflict partner and work family conflict incumbent and partner influenced by  work family conflict leader. and than work family conflict have impact on production deviance moderated by age and gender.

Consequences of Submissive Loyalty Corporations: An Empirical Analysis of Korean Female Employees’ Perception

2019 ◽  
Vol 34 (2) ◽  
pp. 51-74
Author(s):  
Kim Hwayeon ◽  
Nam Taewoo
Keyword(s):  
Life Satisfaction ◽  
Family Conflict ◽  
Structural Equation ◽  
Work And Family ◽  
Office Work ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Overtime Work ◽  
Female Employees ◽  
Work Family

The number of female employees in the Korean workforce has risen. However, the Korean corporate climate, characterized by collectivism, hierarchism, and senior and masculine privilege, leads them to experience worklife conflict and even halt their careers. This climate stems from a social and organizational culture deeply rooted in traditional Confucianism. In Korea, where housework and childcare have long been considered the province of women, female employees find it more difficult to balance office work and family life. The Korean corporate climate welcomes overtime work, and women who work outside the home must juggle this and family responsibilities. We conceptualize behavior such as acquiescing to overtime work as submissive loyalty and elucidate work-family conflict and decreasing job and life satisfaction as consequences thereof. The analysis, based on a structural equation model, revealed that submissive loyalty increases work-family conflict, which decreases job and life satisfaction.

The impact of different supports on work-family conflict

2018 ◽  
Vol 40 (5) ◽  
pp. 903-920 ◽  
Author(s):  
Laura Maria Ferri ◽  
Matteo Pedrini ◽  
Egidio Riva
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Hierarchical Regression ◽  
Human Resource Managers ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Content Type ◽  
Effective Work ◽  
Work Family ◽  
The Impact

Purpose The purpose of this paper is to explore whether and how the actual use of supports available from the state, organisations and families helps workers reduce perceived work–family conflict (WFC), explored from both works interfering with family (WIF) and family interfering with work (FIW) perspectives. Design/methodology/approach The study is based on a survey of 2,029 employees at six large Italian firms. To test hypotheses, a hierarchical regression analysis was performed. Findings WFC should be explored considering its bi-directionality, as supports have different impacts on WIF and FIW. Workplace instrumental support elicits mixed effects on WFC, whereas workplace emotional support and familiar support reduce both FIW and WIF. Research limitations/implications The study is limited to the Italian national context, and data were collected in a single moment of time, which did not allow for observing changes in employees’ lives. Practical implications Human resource managers, as well as policy makers, will find this study’s results useful in designing effective work–life balance policies and supports, in which attention is devoted mainly to promoting workplace emotional supports and facilitating familiar support. Social implications The study highlights that by reducing pressures from work and family responsibilities that generate WFC conditions, organisational and familiar supports elicit different effects, which should be considered carefully when defining policies and interventions. Originality/value This study is one of the few that compare the role of supports provided by actors in different sectors on FIW and WIF, thereby allowing for an understanding of whether the bi-directionality of the conflicts is a relevant perspective.

scholarly journals Test of Work-to-Family and Family-to-Work Models of Conflict and Satisfaction: An Analysis of Dual Career Couples in Bangladesh

2015 ◽  
Vol 7 (1) ◽  
pp. 87-113
Author(s):  
Tasnuva Rahman ◽  
Ayesha Tabassum ◽  
Kursia Jahan
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Family Conflict ◽  
Primary Source ◽  
Family Satisfaction ◽  
Work And Family ◽  
Dual Career ◽  
Dual Career Couples ◽  
Work Conflict ◽  
The Relationship

Greater access of women to education and the job market has led to the increased participation of women in professional employment throughout the world. Bangladesh is no exception from this trend of change which is creating the phenomenon of dual-career couples (two working people in a committed relationship). This trend has radically changed traditional family structures and gender roles in society. These types of couples need to integrate both their work and family life together. This is creating challenges for both dual-career couples and their employers. Past research has posited that the imbalance between work and family lives, or the conflict between work and family lives of the dual-career couples can significantly reduce employee productivity, performance, job satisfaction, family satisfaction, and life satisfaction. This, in turn, hinders the performance of a business by affecting its organizational innovation, efficiency, and effectiveness.The current study tested predictions regarding the nature of relationships among these variables on 180 dual career couples (N=360) in Bangladesh. Literature reviews suggested two forms of conflict; work-to-family conflict and family-to-work conflict among these dual career couples. Models were developed by addressing these two types of conflict and testing the relationship with various types of satisfaction. A structured questionnaire was used as the primary source for data collection. Results reveal that work-to-family conflict negatively predicts job satisfaction and life satisfaction. No evidence is found regarding the relationship of family-to-work conflict with job and family satisfaction.

scholarly journals Self vs. Organizational employment: The neglected case of positive spillover

2012 ◽  
Vol 15 (1) ◽  
pp. 43-52 ◽  
Author(s):  
David J. Prottas
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Family Roles ◽  
Certified Public Accountants ◽  
Male And Female ◽  
Self Employment ◽  
Work Conflict ◽  
Positive Spillover ◽  
Work And Family Roles ◽  
Positive Spillovers

Self-employment is presented as enabling people to better balance their work and family roles but research on its effectiveness is equivocal. We collected survey data from 280 self- and organizationally-employed certified public accountants and conducted a multivariate analysis comparing positive spillover and conflict between the two groups.The self-employed reported less work-to-family conflict with no differences with respect to family-to-work conflict or positive spillovers. However, there were different patterns between male and female subsamples: self-employed males experienced less conflict and more positive spillover than male employees, whereas self-employed females had less of one form of conflict but more of the other.

scholarly journals How work and family caregiving responsibilities interplay and affect registered dietitian nutritionists and their work: A national survey

PLoS ONE ◽  
2021 ◽  
Vol 16 (3) ◽  
pp. e0248109
Author(s):  
Karla Williams ◽  
Dennis Eggett ◽  
Emily Vaterlaus Patten
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Registered Dietitian ◽  
Work Family Conflict ◽  
Intent To Quit ◽  
Family Responsibilities ◽  
Family Work ◽  
Work Family ◽  
Registered Dietitian Nutritionists ◽  
Work Family Enrichment

Healthcare professionals provide paid care at work and potentially have caregiving responsibilities outside of work; work responsibilities in addition to child and/or elder care is considered double- or triple-duty care. Employees may experience conflict and/or enrichment as their work and family responsibilities interface. This study’s purpose is to explore the work and family interface of Registered Dietitian Nutritionists (RDNs), determine the prevalence of work-family conflict and enrichment, and identify characteristics associated with higher work-family conflict and enrichment scores. A survey instrument assessing caregiving responsibilities and work-family conflict and enrichment was distributed electronically to 4,900 RDNs throughout the United States. Frequencies, means, correlative relationships, and ANCOVA were calculated using SAS software 9.04. Of 1,233 usable responses, nearly two-thirds of RDNs (65.5%) reported providing either double-duty or triple-duty care. About half of RDNs (47.2%) reported work-family conflict and fewer (14.8%) reported family-work conflict. Additionally, most RDNs (79.4%) reported work-family enrichment and even more (85.2%) reported family-work enrichment. Higher work-family conflict scores had correlative relationships with higher levels of burnout, lower life satisfaction, and higher intent to quit. Higher work-family enrichment scores had correlative relationships with lower burnout, higher job satisfaction, higher career satisfaction, higher life satisfaction, and lower intent to quit. Understanding the unpaid caregiving responsibilities of RDNs and the interface of work/family responsibilities may provide insight into career planning for RDNs and guide managers of RDNs in efforts to amplify the contribution of RDNs.

scholarly journals Implementation of Management for Work-Family Conflict, Family-Work Conflict, and Job Stress that Affect Employee Satisfaction of PT Langgang Buana Perkasa

Society ◽  
2020 ◽  
Vol 8 (2) ◽  
pp. 458-469
Author(s):  
Nurlaila Nurlaila
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Employee Satisfaction ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Family Demands ◽  
Work Family ◽  
Family Work Conflict

This research aims to analyze the management of work-family conflict, family-work conflict, job stress, and its implementation that affect employee satisfaction of PT Langgang Buana Perkasa. Work and family are two important spheres in an adult’s social life. The need will not be met if unemployed. Today, a profession is also a mirror of self-actualization. Without family, individuals will feel alone and there is no place to give love. PT Langgang Buana Perkasa is a company engaged in ground handling services and transportation services on several airlines, which is located at Sultan Babullah airport, Ternate, North Maluku Province, Indonesia. This research used a qualitative descriptive method. Data were obtained through in-depth interviews and questionnaires. Literature and documentation studies are carried out to collect secondary data related to the object of research, including employees of PT Langgang Buana Perkasa, flight schedules, and PT Langgang Buana Perkasa. The data sources were selected using a purposive sampling technique. The results showed that (1) There are three characteristics of work-family conflict. Based on these three characteristics, it indicates that most employees experience conflict in work-family, but it does not affect job satisfaction; (2) There are five characteristics of family-work conflicts but employees still apply professionalism. This indicates that there is no direct conflict but it can trigger stress due to family demands on religious holidays and public holidays; (3) Physical exhaustion can lead to conflict when faced with family demands regarding that role.

scholarly journals Work-to-family conflict, family-to-work conflict and their relation to perceived parenting and parent-child relationship before and during the Covid-19 lockdown

2021 ◽  
Author(s):  
Renske Verweij ◽  
Katrien Helmerhorst ◽  
Renske Keizer
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Multilevel Regression ◽  
Parent Child Relationship ◽  
Perceived Parenting ◽  
Highly Educated ◽  
Child Relationship ◽  
Work Conflict ◽  
Lower Medium ◽  
Parent Child

Objective: Our objective is twofold: First, to examine whether, to what extent and for whom (by sex and educational attainment) work-to-family conflict (W→F-conflict) and family-to-work conflict (F→W-conflict) increased from the pre-Covid-19 period to the lockdown period. Second, to examine whether, to what extent and for whom the associations between W→F-conflict/F→W-conflict and perceived parenting (positive encouragement, coercive parenting and parent-child relationship) became stronger.Background: During the Covid-19 lockdown, parents were asked to provide childcare and home-schooling for their children while also being expected to fulfil their work obligations. Under these circumstances, this study was set out to examine how W→F-conflict/F→W-conflict, perceived parenting and their association were affected.Method: Multilevel regression models were applied to longitudinal data collected among 59 employed mothers and 77 employed fathers with a 3-year-old child.Results: We found that F→W-conflict/W→F-conflict increased most strongly among highly educated mothers, followed by lower/medium educated mothers and highly educated fathers, while no increase or even a decrease was observed among lower/medium educated fathers. We found some associations between W→F-conflict/F→W-conflict with perceived parenting, but these were not consistent for fathers nor mothers, nor across waves. Although overall heightened levels of conflict did strongly not spill-over to mothers’ and fathers’ perceived parenting, our results showed that for some parents, in particular those with high working hours, conflict clearly increased with negative implications for their perceived parenting.Conclusion: With some noteworthy exceptions, increases in F→W-conflict/W→F-conflict did not coincide with decreases in perceived parenting, indicating that most parents did not let increased conflict between work and family affect their parenting.

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