scholarly journals Study on the Conflicts between Work and Family at the Kashan University of Medical Sciences, Iran

2016 ◽  
Vol 74 ◽  
pp. 48-53 ◽  
Author(s):  
Ali Kebriaei ◽  
Fatemeh Abedizadeh ◽  
Teyebehsadat Sharifian
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Medical Sciences ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Cross Sectional ◽  
Work Conflict ◽  
Behavior Based ◽  
Work Family ◽  
And Behavior

With both professional and personal responsibilities, employees often conflict when reconciling the demands of family and work. The study aimed to investigate whether work to family conflict experienced by employees of Kashan University of medical sciences differed from family to work conflict.A cross sectional study was carried out in 2014. A random sample of 202 employees in the four schools affiliated with Kashan University of medical sciences located in central of Iran was selected and responded to items of the questionnaires using a 7-point Likert scale. Work-family conflict was measured using Carlson et al.’s 18 items scale. Higher values indicate higher levels of work to family conflict and family to work conflict. Analysis was carried out using SPSS 16.Employees experienced work-family conflict in the two directions. Work to family conflict with mean of 31.5510.68 was significantly (t=9.87, P<0.001) more than family to work conflict with 25.588.77. They experienced different time-, strain-, and behavior-based work to family conflicts than time-, strain-, and behavior-based family to work conflicts (P<0.01).Work to family conflict was more than family to work conflict. Therefore, University authorities should try to improve working conditions through changing the working culture and re-looking into their work structure and employment policies to moderate the experience of work to family conflicts encountered by the employees.

Parent and Child Experiences of Parental Work–Family Conflict and Satisfaction with Work and Family

2020 ◽  
Vol 41 (9) ◽  
pp. 1649-1673
Author(s):  
Mary Claire Morr Loftus ◽  
Veronica A. Droser
Keyword(s):  
Family Conflict ◽  
Family Satisfaction ◽  
Work And Family ◽  
Three Dimensions ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Behavior Based ◽  
Work Family ◽  
Family Work Conflict

This study examined the relationship between parent and young adult child perceptions of parental work–family conflict and work and family satisfaction. Data were collected from 112 parent–child dyads, and children perceived parents to experience significantly more strain-based work–family conflict than parents reported. Parent and child did not differ in ratings of five other dimensions of parent’s work–family and family–work conflict. Parent and child ratings of the parent’s experience of all three dimensions of work–family conflict and one of three dimensions of family–work conflict were positively correlated. Four actor–partner interdependence models using multilevel modeling tested dyadic effects of work–family or family–work conflict on work or family satisfaction. Negative actor effects were found for behavior-based work–family and family–work conflict and for strain-based family–work conflict on family satisfaction. Negative actor effects existed for behavior-based work–family and family–work conflict on work satisfaction, and behavior-based work–family conflict also had a negative partner effect on work satisfaction.

scholarly journals Work or family…? Huge conflict in working population: a cross sectional study in a city in Karnataka

2017 ◽  
Vol 4 (10) ◽  
pp. 3691
Author(s):  
Ratnaprabha G. K. ◽  
Sindhu P. ◽  
Aswin Kumar ◽  
Prakash R. Kengnal ◽  
Ashok kumar M. S.
Keyword(s):  
Family Conflict ◽  
Cross Sectional Study ◽  
Work And Family ◽  
Sectional Study ◽  
Working Population ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Work Conflict ◽  
The Family ◽  
Work Family

Background: Work and family are the most important responsibilities of an adult. The last two decades have been marked by striking changes in the world of work and nature of the family. Work schedules, work orientation, marriage, children and spouse employment patterns may all produce pressures to effectively exhibit ones work role or the family role, which are interdependent. The objectives of the study were to assess work family conflict (WFC) among the working population in a city in Karnataka, and its determinants.Methods: A community based cross sectional study was carried out during August-September 2015 among 400 adult working population of Davangere city, working in different sectors (hospitals, schools, colleges, banks and police department). A pretested structured self-administered questionnaire consisting of socio-demographic details, Carlson’s Work-Family Conflict Scale was used. Data was analyzed using SPSS 10 for frequencies, Chi square test, student’s T test and ANOVA. Results: Out of 400 study participants, 62% were men. Mean scores of work to family conflict was 27.28±5.68 and that of family to work conflict was 25.37±5.61. Time based work to family conflict was more compared to strain and behaviour based. Conflict scores were higher for females, >45 years age, employees who had children, especially child under 5 years of age. WFC was found to be highest among doctors, police and nurses. Conclusions: Work to family conflict was higher than family to work conflict, especially time based. 

scholarly journals Impact of Work-Family Conflict on Sleep Complaints: Results From the Longitudinal Study of Adult Health (ELSA-Brasil)

2021 ◽  
Vol 9 ◽  
Author(s):  
Aline Silva-Costa ◽  
Susanna Toivanen ◽  
Lúcia Rotenberg ◽  
Maria Carmen Viana ◽  
Maria de Jesus M. da Fonseca ◽  
...  
Keyword(s):  
Family Conflict ◽  
Self Care ◽  
Work And Family ◽  
Adult Health ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Sleep Complaints ◽  
Work Conflict ◽  
Family Demands ◽  
Work Family

Background: Balancing work and family demands is often a challenge. Family and job responsibilities may affect many aspects of health, and sleep is an important issue. Work-family conflict (WFC) refers to situations where it is difficult to reconcile family and professional demands. WFC can act in two directions: work-to-family conflicts occur when job demands interfere in family life; family-to-work conflicts arise when family demands interfere with job performance. This study evaluated whether dimensions of WFC—time- and strain-related, work-to-family conflict; family-to-work conflict; and lack of time for self-care and leisure due to work and family demands—were cross-sectionally and longitudinally associated with sleep complaints, by gender.Methods: The sample comprised 9,704 active workers (5,057 women and 4,647 men) from the Brazilian Longitudinal Study of Adult Health (ELSA-Brasil). Standardized questionnaires were used to collect data. WFC was measured at baseline (2008–2010), and sleep complaints were measured at baseline and approximately 4 years after the first visit (2012–2014). To test the association between the four WFC dimensions and sleep complaints, crude and multiple logistic regressions were conducted to estimate odds ratios and 95% confidence intervals. The adjusted model included age, education, marital status, hours worked and work schedule.Results: Mean age at baseline was 48.2 years. Most participants were educated to University degree level (54.5%), married (68.2%) and worked ≤ 40 h/week (66.1%). At baseline, 48.3% of women and 41.1% of men reported sleep complaints. Frequent WFC was reported by women and men, respectively, as follows: time-related work-to-family conflict (32.6 and 26.1%), strain-related work-to-family conflict (25.3 and 16.0%), family-to-work conflict (6.6 and 7.6%) and lack of time for self-care (35.2 and 24.7%). For both women and men, time- and strain-related work-to-family conflicts and conflicts for lack of time for self-care were cross-sectionally and longitudinally associated with sleep complaints. The findings also suggest a weaker and non-significant association between family-to-work conflict and sleep complaints.Conclusions: The statistically significant associations observed here underline the importance of reducing WFC. In the modern world, both WFC and sleep problems are increasingly recognized as frequent problems that often lead to ill health, thus posing a public health challenge.

scholarly journals Konflik Pekerjaan dan Keluarga Pada Pasangan dengan Peran Ganda

2019 ◽  
Vol 10 (1) ◽  
pp. 31
Author(s):  
Novensia Wongpy ◽  
Jenny Lukito Setiawan
Keyword(s):  
Family Conflict ◽  
Married Couples ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Work And Family Roles ◽  
Family Work Conflict

Work-family interface can be viewed from two directions, work-to-family and family-to-work. The imbalance in carrying out two roles in the area of work and family will trigger conflict, which is known as work-to-family conflict and family-to-work conflict. The aim of this study was to compare work and family conflicts in working husbands and wives. The participants were 30 married couples (60 persons) who have one child and work as employees, managers and entrepreneurs. Work-family conflict was measured using a questionnaire that measures the level of conflict in two directions, work-to-family conflict and family-to-work conflict. The result shows that there is no difference in work-to-family conflict between husbands and wives. However, there is difference between work-to-family conflict and family-to-work conflict with the average of work-to-family conflict is higher than family-to-work conflict for both husbands and wives. The findings indicate that gender difference does not affect the ways in balancing between work and family roles among both husbands and wives.Keywords: Work-family conflict, family-work conflict, dual career coupleAbstrak: Work-Family Interface dapat ditinjau dari dua arah yaitu work-to-family dan family-to-work. Ketidakseimbangan dalam menjalankan dua peran di area pekerjaan dan keluarga akan memicu konflik yang disebut sebagai work-to-family conflict dan family-to-work conflict. Penelitian ini bertujuan untuk membandingkan konflik pekerjaan dan keluarga pada pasangan suami dan istri yang keduanya bekerja. Subjek penelitian adalah 30 pasangan suami istri (60 orang), minimal telah memiliki satu anak dan bekerja sebagai karyawan, manager maupun wiraswasta. Work-family conflict diukur dengan menggunakan angket tertutup yang mengukur level konflik dari dua arah yaitu work-to-family conflict dan family-to-work conflict. Hasil penelitian menunjukkan bahwa tidak terdapat perbedaan work-family conflict antara kelompok suami dan kelompok istri. Namun, terdapat perbedaan antara work-to-family conflict dan family-to-work conflict dengan nilai rata-rata work-to-family conflict lebih tinggi dibandingkan dengan family-to-work conflict baik pada kelompok suami maupun istri. Penelitian ini menunjukkan tidak ada perbedaan gender dalam cara menyeimbangkan peran dalam pekerjaan dan rumah tangga.

scholarly journals Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja (Kasus Karyawan Bank BJB Cabang Utama Bandung)

2019 ◽  
Vol 4 (3) ◽  
pp. 34-46
Author(s):  
Afina Azka Yasyifa ◽  
Sri Raharso
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Work And Family ◽  
Business Organization ◽  
Business Organizations ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Negative Effect ◽  
Work Family ◽  
The Relationship

The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees Bank Bjb Office Main Branch Bandung obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.

scholarly journals The Relationship between Boundary Work Tactics and Work-Family Conflict among Working Women

2016 ◽  
Vol 2 (1) ◽  
pp. 1-12
Author(s):  
Nur Fatihah Abdullah Bandar ◽  
Mila Tay ◽  
Dayang Kartini Abg Ibrahim ◽  
Zaiton Hassan
Keyword(s):  
Family Conflict ◽  
Survey Methodology ◽  
Boundary Work ◽  
Working Women ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Work Family ◽  
The Relationship ◽  
Private Organisation

This study aims to identify the relationship between boundary work tactics (behavioral, temporal, physical and communicative) and work-family conflict among working women. A survey methodology was used in this study. This research involves the utilisation of questionnaire which was administered among one-hundred and three (103) working women currently working in a selected organisation. This study was conducted in a selected private organisation in Kuching, Sarawak. The relationship between boundary work tactics and work-family conflicts was analyzed using the Pearson’s correlation analysis test. The results of this study revealed that there is a significant relationship between behavioral tactics, temporal tactics, and communicative tactics with work-family conflict. Hence, from this study, the organisation can implement more strategic tactics to reduce work-family conflicts when the working women are challenged to balance responsibilities between their work and family.

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.

Supervisor and mentoring effects on work-family conflict in logistics

2019 ◽  
Vol 49 (6) ◽  
pp. 644-661 ◽  
Author(s):  
Michael J. Maloni ◽  
David M. Gligor ◽  
Robin A. Cheramie ◽  
Elizabeth M. Boyd
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Intent To Leave ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Content Type ◽  
Behavior Based ◽  
And Gender ◽  
Work Family ◽  
And Behavior

Purpose A talent shortage and underrepresentation of women in logistics emphasize the need to assess the logistics work culture. As logistics practitioners face round-the-clock job pressures, work–family conflict presents one such opportunity for study. Consequently, the purpose of this paper is to assess the impact of supervisors and mentoring on work interference with family (WIF) and subsequent job satisfaction and intent to leave logistics. Design/methodology/approach Under role conflict theory, the authors apply structural equation modeling to survey data of logistics practitioners, focusing on time, strain and behavior WIF sources. Findings The results highlight the complexity of WIF in logistics. Strain and behavior-based WIF relate to job satisfaction, which then relates to intent to leave logistics. Family-supportive supervisors reduce time and strain-based WIF, and mentoring provides complementary support for behavior-based WIF. However, mentoring also yields unintended contradictory effects for women as detrimental to time-based WIF. Research limitations/implications The relatively small sample size, particularly for women, limits generalizability of the results. Practical implications To foster supportive work environments, logistics organizations must train supervisors and mentors to resolve employee WIF, including its different sources and gender-specific impacts. Originality/value The interplay of supervisors and mentors has not been well studied to date. Also, the contradictory impacts of mentoring for women based on WIF sources challenges WIF literature and issues warnings for mentoring in professional practice. Finally, the results provide insight into the talent shortage and gender imbalance in logistics that lack empirical study.

scholarly journals Work-Family Conflict and Depressive Symptoms Among Chinese Employees: Cross-Level Interaction of Organizational Justice Climate and Family Flexibility

2020 ◽  
Vol 17 (19) ◽  
pp. 6954
Author(s):  
Mingjie Zhou ◽  
Jinfeng Zhang ◽  
Fugui Li ◽  
Chen Chen
Keyword(s):  
Depressive Symptoms ◽  
Distributive Justice ◽  
Organizational Justice ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Work Conflict ◽  
Cross Sectional Design ◽  
Work Family ◽  
Justice Climate

This study aims to examine how organizational and family factors protect employees from depressive symptoms induced by work-family conflict. With a cross-sectional design, a total of 2184 Chinese employees from 76 departments completed measures of work-family conflict, organizational justice, family flexibility, and depressive symptoms. The results showed that work-family conflict including work-to-family conflict and family-to-work conflict was positively associated with depressive symptoms. In cross-level analysis, organizational justice climate weakened the adverse effect of work-family conflict on depressive symptoms and the buffering effects of procedural and distributive justice climate in the association between work-family conflict and depressive symptoms depended on family flexibility. Specifically, compared with employees with high family flexibility, procedural and distributive justice climate had a stronger buffering effect for employees with low family flexibility. These results indicate that organization and family could compensate each other to mitigate the effect of work-family conflict on employees’ depressive symptoms. Cultivating justice climate in organization and enhancing family flexibility might be an effective way to reduce employees’ depressive symptoms.

Crossover specificity of team‐level work‐family conflict to individual‐level work‐family conflict

2009 ◽  
Vol 24 (3) ◽  
pp. 254-268 ◽  
Author(s):  
I.J. Hetty van Emmerik ◽  
Maria C.W. Peeters
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Content Type ◽  
Team Members ◽  
Family Work ◽  
Individual Level ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

PurposeThis study aims to investigate the crossover specificity of team‐level stressors to individual‐level work‐family conflict.Design/methodology/approachThe paper takes the form of a multilevel analyses with data from 428 employees of a Dutch municipality working in 49 teams.FindingsThe results indicate the expected crossover specificity of different types of work‐family conflicts. After controlling for individual‐level demands there is little evidence that team‐level work demands influence work‐family conflict (WFC) or family‐work conflict (FWC), but team‐level WFC and FWC do influence individual‐level WFC and FWC, respectively.Research limitations/implicationsThe paper distinguishes two types of WFC, but it did not distinguish between strain‐ and time‐based conflicts. Further, it did not pay attention to individual differences (e.g., susceptibility to distress of team members), although such differences may be important moderators of the crossover process.Originality/valueThis study is one of the first that empirically linked team‐level stressors and WFC to individual‐level WFC and that tested crossover specificity. Findings indicated the associations of team‐level WFC and FWC and focal employees' WFC and FWC respectively, thereby underscoring the importance of crossover specificity.

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