scholarly journals Precursors Of Emotional Stability, Stress, And Work-Family Conflict Among Female Bank Employees

2014 ◽  
Vol 13 (4) ◽  
pp. 861
Author(s):  
Clifford Kendrick Hlatywayo ◽  
Tawanda Zingwe ◽  
Tatenda Shaleen Mhlanga ◽  
Bukhosi Dumoluhle Mpofu
Keyword(s):  
Family Conflict ◽  
Emotional Stability ◽  
Quality Education ◽  
Border Region ◽  
Future Research ◽  
Eastern Cape ◽  
Work Family Conflict ◽  
Bank Employees ◽  
Work Family ◽  
The Relationship

Women exposure to quality education and equity legislation has accelerated their participation in the workplace. The study investigated the relationship between emotional stability, stress, and work-family conflict among female bank employees in the border region of the Eastern Cape, South Africa. Findings highlighted significant positive relationships between work-family conflict, stress, and neuroticism. The findings support most relationships found in literature. Correlations were also found amongst biographical data of female banking employees. The implications of this study are discussed along with recommendations for future research and professional managerial practice.

scholarly journals Work-Family Conflict dan Parenting Self- Efficacy pada Ibu Bekerja di Jakarta

MANASA ◽  
2021 ◽  
Vol 10 (1) ◽  
pp. 1-18
Author(s):  
Dara Aprilia Christianty ◽  
Wieka Dyah Partasari
Keyword(s):  
Family Conflict ◽  
Self Efficacy ◽  
Working Mothers ◽  
Future Research ◽  
Full Time ◽  
Work Family Conflict ◽  
Correlational Research ◽  
Measurement Tools ◽  
Work Family ◽  
The Relationship

The aim of this research is to identify the relationship between work-family conflict and parenting self-efficacy among working mothers in Jakarta. The research is a quantitative with correlational research design. Participants for this research is consisted by 121 mothers with the range of aged 23 to 56 years old, live with working husband and the children, have child aged below 18 years old, and have full-time job in Jakarta. Data were collected using two measurement tools are Work-Family Conflict Scale (WFCS) and Self-Efficacy for Parenting Task Index (SEPTI). The data was measured using Spearman correlation and it has been showed there is the relationship between work-family conflict and parenting self-efficacy significantly (rs = -0.387, p = 0.000 (p < 0.01)). These two variables are negatively related to each other. It can be concluded who working mothers have low their work-family conflict, they have high self-efficacy to fulfill their role as parent. The recommendation for future research will do in qualitative research to know how the parents, father and mother, take care of their children and what kind of social support that has been accepted for working mothers. Keywords: Work-Family Conflict, Parenting Self-Efficacy, Working Mothers

Work flexibility as a mediator of the relationship between work–family conflict and intention to quit

2010 ◽  
Vol 16 (3) ◽  
pp. 411-424 ◽  
Author(s):  
Stacey Porter ◽  
Roya Ayman
Keyword(s):  
Family Conflict ◽  
Personal Control ◽  
Intention To Quit ◽  
Future Research ◽  
Organizational Practice ◽  
Work Family Conflict ◽  
Significant Relationships ◽  
Intentions To Quit ◽  
Work Family ◽  
The Relationship

AbstractIn a sample of 243 women from a Midwestern healthcare organization, we found that the work-to-family interference (WIF) was positively related to intentions to quit. Significant relationships were found among work flexibility, WIF, and intention to quit. This relationship was supported, allowing us to conclude that employees who perceive personal control and autonomy in their work environment (as defined by how, when and where they work) will report lower levels of WIF and intentions to quit. The implications of these findings on future research and organizational practice are discussed.

The Relation Between Family-Supportive Work Environment and Work–Family Conflict: Does Leader Support Act as a Moderator of This Relation in the Portuguese Navy?

2018 ◽  
Vol 45 (2) ◽  
pp. 291-309 ◽  
Author(s):  
Sandra Veigas Campaniço Cavaleiro ◽  
Catarina Gomes ◽  
Miguel Pereira Lopes
Keyword(s):  
Work Environment ◽  
Family Conflict ◽  
Future Research ◽  
Work Family Conflict ◽  
Moderation Effect ◽  
Leader Support ◽  
The Subject ◽  
Work Family ◽  
Senior Officers ◽  
The Relationship

This study tested the moderation effect that leader support had on the relation between a family-supportive work environment (FSWE) and work–family conflict (WFC) in the Portuguese Navy. Data were collected through the application of a questionnaire to 260 career Navy junior and senior officers. Results indicated that a positive relation existed between the FSWE and WFC, being so that more FSWE related to more WFC. When bringing leader’s support to the subject, the only relation found was between leader support and WFC in which less leader support related to more WFC. The results didn’t back up the hypothesis that leader support had a positive moderating impact on the relationship between an FSWE and WFC. Given this, the results are discussed considering the theory on WFC and possible implications for future research and practice are presented for the Portuguese Navy.

scholarly journals The relationship between work-family conflict and morale of female soldiers

2018 ◽  
Vol 31 (1) ◽  
pp. 175-194
Author(s):  
Gui Hyun Son ◽  
Young Woo Sohn ◽  
Eun Kyoung Chung
Keyword(s):  
Glass Ceiling ◽  
Family Conflict ◽  
Negative Influence ◽  
Future Research ◽  
Work Family Conflict ◽  
Burn Out ◽  
Supervisor Rating ◽  
Work Family ◽  
The Relationship ◽  
Female Soldiers

The purpose of the present study was to investigate integrally the relationships among work-family conflict, burn out, and morale of the navy female soldiers. Also, the study illustrated whether glass ceiling moderated the relationship between burn out and soldiers morale. For this purpose, Surveys and supervisor-rating performance data of 205 navy female soldiers. It was found that the work–family conflict of females negatively influenced morale, and burn out mediated the relationship with work–family conflict and morale. Also, the perception of glass ceiling was found to control the relationship between burn out and morale. Specifically, when the women perceived glass ceiling perception high, it was confirmed that the negative influence of burn out on morale was strong. we discuss the implications of these results, study limitations, and practical suggestions for future research.

Work flexibility as a mediator of the relationship between work–family conflict and intention to quit

2010 ◽  
Vol 16 (3) ◽  
pp. 411-424 ◽  
Author(s):  
Stacey Porter ◽  
Roya Ayman
Keyword(s):  
Family Conflict ◽  
Personal Control ◽  
Intention To Quit ◽  
Future Research ◽  
Organizational Practice ◽  
Work Family Conflict ◽  
Significant Relationships ◽  
Intentions To Quit ◽  
Work Family ◽  
The Relationship

AbstractIn a sample of 243 women from a Midwestern healthcare organization, we found that the work-to-family interference (WIF) was positively related to intentions to quit. Significant relationships were found among work flexibility, WIF, and intention to quit. This relationship was supported, allowing us to conclude that employees who perceive personal control and autonomy in their work environment (as defined by how, when and where they work) will report lower levels of WIF and intentions to quit. The implications of these findings on future research and organizational practice are discussed.

The Relationship Between Perceived Discrimination and School/Work–Family Conflict Among Graduate Student-Parents

2020 ◽  
pp. 089484532091624
Author(s):  
Jordan M. Dolson ◽  
Eric D. Deemer
Keyword(s):  
Graduate Student ◽  
Family Conflict ◽  
Perceived Discrimination ◽  
Work And Family ◽  
Academic Program ◽  
Future Research ◽  
Work Family Conflict ◽  
Student Parents ◽  
Work Family ◽  
The Relationship

Work–family conflict (WFC) is commonly experienced by individuals who have roles in both the work and family domains including graduate students with children and/or dependents. Graduate student-parents have the additional strain of school, which can contribute to school–family conflict (SFC) as well. The purpose of this study was to examine whether burnout mediates the deleterious effects of parent-based discrimination on work- and family-related outcomes. We used a mediation modeling design to test whether the distal effects of such bias occur due to increased levels of burnout. Results indicated that burnout mediated the relationship between perceived discrimination and SFC and WFC. The control variables of gender, number of children, year in academic program, and residency status did not significantly predict burnout, SFC, or WFC. Practical and clinical implications are discussed in addition to suggestions for future research.

Moral leadership and employee work–family conflict: A moderated mediation model

2019 ◽  
Vol 47 (12) ◽  
pp. 1-12
Author(s):  
Lei Yao ◽  
Ping Li
Keyword(s):  
Indirect Effect ◽  
Family Conflict ◽  
Moderated Mediation ◽  
Moral Leadership ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Family ◽  
The Relationship

We applied conservation of resources theory to propose a moderated mediation model explaining how and when moral leadership influences employees' work–family conflict (WFC). Specifically, we hypothesized that both job clarity and workplace anxiety would mediate the relationship between moral leadership and employees' WFC, and that trust in supervisor would moderate the indirect effect of moral leadership and WFC through job clarity and workplace anxiety. We collected data from 258 employees of 3 companies in China, and their spouses. The findings indicated that job clarity and workplace anxiety mediated the relationship between moral leadership and employees' WFC, and that trust in supervisor strengthened the indirect effect through job clarity and workplace anxiety. Theoretical and practical implications of our findings are discussed regarding how and when moral leadership style reduces employees' WFC.

Gender Differences and Similarities in Coping Responses to Anticipated Work-Family Conflict

1994 ◽  
Vol 74 (1) ◽  
pp. 115-123 ◽  
Author(s):  
Kim A. Burley
Keyword(s):  
Gender Differences ◽  
Coping Strategies ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Family Coping ◽  
Coping Responses ◽  
Professional Educators ◽  
Gender And Work ◽  
Work Family ◽  
The Relationship

This study examined the relationships among gender, coping, and anticipated work-family conflict for career-bound men and women. 256 university students enrolled in a university in northern Louisiana participated. Multivariate and univariate analyses were used to examine (a) potential gender differences with respect to anticipated work-family conflict and work-family coping mechanisms and (b) the role coping processes may play in mediating the relationship between gender and anticipated work-family conflict. The results indicated significant differences between the sexes with respect to anticipated work-family conflict as well as to expected use of various coping strategies to manage anticipated work-family conflict. Contrary to expectations, coping strategies did not mediate the relationship between gender and work-family conflict. The issue of coping as a mediator variable as well as the study's primary implications for students and professional educators are addressed.

Work–family conflict and firefighters’ satisfaction with life: The autonomous motivation role

2021 ◽  
Vol 19 (3) ◽  
pp. 307-315
Author(s):  
Daniel Dominguez, MSc, CICPSI ◽  
Maria José Chambel, PhD ◽  
Rui Pedro Ângelo, PhD ◽  
Hugo Raposo, PhD
Keyword(s):  
Family Conflict ◽  
Satisfaction With Life ◽  
Work Motivation ◽  
Autonomous Motivation ◽  
Well Being ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Theoretical Frameworks ◽  
Work Family ◽  
The Relationship

Using the Conservation of Resources Theory and the Self-Determination Theory1-3 as theoretical frameworks, a model for this study was tested, which considers firefighters’ autonomous motivation, work–family conflict, and well-being. The hypothesized model was tested using a sample of 201 firefighters from the Special Civil Protection Force in Portugal. Results revealed that autonomous work motivation was significantly related to both work–family conflict and satisfaction with life. In addition, work–family conflict was negatively related to satisfaction with life. More interestingly, the results showed that work–family conflict acted as a mechanism that helped to explain the relationship between autonomous motivation and satisfaction with life. These results underline the importance of understanding the mechanisms through which higher satisfaction with life occurs, with a view to the creation of appropriate interventions.

Sign in / Sign up

Export Citation Format

Share Document