scholarly journals Clustering by Social Supports and Multiple-Role Realistic Attitude and Differences in Work-Family Conflict among Married and Employed Women

2011 ◽  
Vol 16 (2) ◽  
pp. 219-241 ◽  
Author(s):  
최윤정
Keyword(s):  
Family Conflict ◽  
Social Supports ◽  
Multiple Role ◽  
Work Family Conflict ◽  
Employed Women ◽  
Work Family

Work-Family Conflict and Knowledge Sharing: Social Supports as Moderators

2011 ◽  
Author(s):  
Seckyoung L. Kim ◽  
Soojin Lee ◽  
Dongkyu Kim ◽  
Myungsun Kim ◽  
Eunkyung Park ◽  
...  
Keyword(s):  
Knowledge Sharing ◽  
Family Conflict ◽  
Social Supports ◽  
Work Family Conflict ◽  
Work Family

Meaning and Identity Implications of Age 30: Experiences of Women Professionals from India

2019 ◽  
Vol 12 (2) ◽  
pp. 104-111
Author(s):  
Supriya Rakesh
Keyword(s):  
Family Conflict ◽  
Women Professionals ◽  
Work Family Conflict ◽  
Diversity And Inclusion ◽  
Opt Out ◽  
Gender And Age ◽  
Employed Women ◽  
And Gender ◽  
Work Family ◽  
Experiences Of Women

Age is an important aspect that influences women’s career choices and identities. For employed women, age 30 is often associated with gendered discourses around reproductive time-lines, work–family conflict, stalling of careers or ‘opt-out’ from the workforce. However, age is often ignored in research on women’s careers as well as organisational diversity and inclusion practices. Through an interpretative study of corporate women professionals from India, this article examines the meaning and identity implications of age 30. Findings point to tensions and contradictions in social norms at the intersection of age and gender, and age 30 as a barrier or outer limit for participants’ realisation of strong career identities.

Effect of Dual Role Conflict Work Family Conflict, Workload, and Job Stress on the Employee Performance of PT. Bank Negara Indonesia (Persero) Tbk at Bank Branch Pare-Pare

2019 ◽  
Vol 1 (3) ◽  
pp. 88-95 ◽  
Author(s):  
Samsinar Samsinar ◽  
Nurdjanah Hamid ◽  
Wahda Rasyid
Keyword(s):  
Role Conflict ◽  
Work Stress ◽  
Family Conflict ◽  
Primary Data ◽  
Multiple Role ◽  
Work Family Conflict ◽  
Female Employees ◽  
Work Family ◽  
The Relationship ◽  
Positive Work

This study aims to determine the effect of multiple role conflict (work-family conflict, workload and work stress on the performance of female employees of PT. Negara Negara Indonesia (Persero) Pare-pare. The type of data collected is in the form of quantitative and qualitative data. The population of this study was all employees of the PT. Bank Negara Indonesia Branch of Pare-pare who were married and had as many as 36 children. Sampling technique uses purposive sampling. Data sources used are primary data and secondary data. Data were analyzed using path analysis. The results of this study indicate that multiple role conflict and workload directly influence significantly the work stress of female employees of PT. Bank Negara Indonesia (Persero) Tbk. The relationship between a conflict of dual roles to positive work stress and the relationship between workloads to positive work stress means that an increase in workload can increase the work stress of female employees. Direct work stress also negatively affects the performance of female employees of PT. Bank Negara Indonesia (Persero) Tbk, meaning that when work stress increases, performance will decrease

Entwicklung und Validierung der Trierer Kurzskala zur Messung von Work-Life Balance (TKS-WLB)

Diagnostica ◽  
2011 ◽  
Vol 57 (3) ◽  
pp. 134-145 ◽  
Author(s):  
Christine Syrek ◽  
Claudia Bauer-Emmel ◽  
Conny Antoni ◽  
Jens Klusemann
Keyword(s):  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Life Balance ◽  
Reliabilität Und Validität ◽  
Work Family

Zusammenfassung. In diesem Beitrag wird die Trierer Kurzskala zur Messung von Work-Life Balance vorgestellt. Sie ermöglicht eine globale, richtungsfreie und in ihrem Aufwand ökonomische Möglichkeit zur Erfassung von Work-Life Balance. Die Struktur der Skala wurde anhand zweier Stichproben sowie einem zusätzlich erhobenen Fremdbild untersucht. Die Ergebnisse der Konstruktvalidierung bestätigten die einfaktorielle Struktur der Skala. Die interne Konsistenz der Skala erwies sich in beiden Studien als gut. Zudem konnte die empirische Trennbarkeit der Trierer Work-Life Balance Skala gegenüber einem gängigen Instrument zur Messung des Work-Family Conflicts ( Carlson, Kacmar & Williams, 2000 ) belegt werden. Im Hinblick auf die Kriteriumsvalidität der Skala wurden die angenommenen Zusammenhänge zu arbeits-, nicht-arbeits- sowie stressbezogenen Outcome-Variablen nachgewiesen. Die Eignung der Trierer Work-Life Balance Kurzskala zeigt sich auch daran, dass die Korrelationen zwischen den erhobenen Outcome-Variablen und dem Work-Family Conflict und denen der Trierer Work-Life Balance Skala ähnlich waren. Überdies vermochte die Trierer Work-Life Balance Skala über die Dimensionen des Work-Family Conflicts hinaus inkrementelle Varianz in den Outcome-Variablen aufzuklären. Insgesamt sprechen damit die Ergebnisse beider Stichproben für die Reliabilität und Validität der Trierer Work-Life Balance Kurzskala.

Relationships Between Bidirectional Work-Family Interactions and Psychological Well-Being

2014 ◽  
Vol 13 (2) ◽  
pp. 87-96 ◽  
Author(s):  
Xi-Chao Zhang ◽  
Oi Ling Siu ◽  
Jing Hu ◽  
Weiwei Zhang
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Time Lag ◽  
Well Being ◽  
Equation Modeling ◽  
Family Interactions ◽  
Work Family Conflict ◽  
Psychological Well Being ◽  
Direct Model ◽  
Work Family

This study investigated the direct, reversed, and reciprocal relationships between bidirectional work-family conflict/work-family facilitation and psychological well-being (PWB). We administered a three-wave questionnaire survey to 260 married Chinese employees using a time lag of one month. Cross-lagged structural equation modeling analysis was conducted and demonstrated that the direct model was better than the reversed causal or the reciprocal model. Specifically, work-to-family conflict at Time 1 negatively predicted PWB at Time 2, and work-to-family conflict at Time 2 negatively predicted PWB at Time 3; further, work-to-family facilitation at Time 1 positively predicted PWB at Time 2. In addition, family-to-work facilitation at Time 1 positively predicted PWB at Time 2, and family-to-work conflict at Time 2 negatively predicted PWB at Time 3.

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