scholarly journals SOME DETERMINANTS OF THE PERCEPTION OF WORK–FAMILY CONFLICT: A DYADIC APPROACH

1970 ◽  
Vol 10 (2) ◽  
pp. 245
Author(s):  
Ana Šimunić ◽  
Maja Pandža ◽  
Ljiljana Gregov
Keyword(s):  
Social Support ◽  
Family Conflict ◽  
Married Couples ◽  
Work And Family ◽  
Work Family Conflict ◽  
Self Assessment ◽  
Work Conflict ◽  
Work Family ◽  
Work And Family Roles

The general aim of this study was to examine the contribution of perceived social support from family, the quality of family functioning, attitudes about marital roles, and striving for achievement to the perceived conflict between work and family roles by using a dyadic approach. Namely, the interaction of spouses’ perceptions was taken into account (actor and partner effects) in predicting work-to-family and family-to-work conflicts. This study was conducted on a sample of 176 employed married couples in the territory of central and western Herzegovina and central Dalmatia. Self-assessment questionnaires were used. In women, social support from family was a significant predictor for both examined types of work–family conflicts, and partner effects were greater than actor effects, especially for family-to-work conflict. Both partners’ striving for achievement was a positive predictor of family-to-work conflict in women, while there was only a contribution of the actor striving for achievement to both types of work–family conflict in men. In men, the only partner effect was obtained in the relationship between social support from family and family-to-work conflict. In general, the results indicated that the assessments of male spouses were more related to their wife’s work–family conflict than vice versa, and that these variables were more related to family-to-work conflict than to work-to-family conflict.

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 Effects of Family Conflict and Social Support on Intention to Stay of Expatriates in Medical Technology Industry

2021 ◽  
pp. 104-114
Author(s):  
Shu-Ya CHANG ◽  
Chan-Fu CHUANG ◽  
Huan-Chang LIN ◽  
Hsiang-Chen HSU
Keyword(s):  
Social Support ◽  
Family Conflict ◽  
Medical Technology ◽  
Work And Family ◽  
Work Family Conflict ◽  
Intention To Stay ◽  
Positive Effects ◽  
Technology Industry ◽  
Retrieval Rate ◽  
Work Family

Expatriates, during expatriation, would appear inadaptable feelings on work, life, and diet in different environment. Besides, expatriates, in medical technology industry, leaving home might neglect the family to result in imbalance between work and family. In this case, work-family conflict reveals the importance on expatriates. Expatriates in medical technology industry would appear psychosocial stress and conflict between work and life due to expatriation. Taking expatriates’ supervisors and expatriates in medical technology industry in southern Taiwan as the research object, total 360 copies of questionnaire are distributed, and the 278 valid copies are retrieved, with the retrieval rate 77%. The research results show that social support presents negative and significant effects on work-family conflict, work-family conflict reveals negative and remarkable effects on intention to stay, and social support appears positive effects on intention to stay. According to the results to propose suggestions, it is expected to provide healthy workplace in medical technology industry to improve expatriates’ work-family conflict and turnover.

What the Person Brings to the Table

2011 ◽  
Vol 32 (11) ◽  
pp. 1474-1499 ◽  
Author(s):  
Jeanine K. Andreassi
Keyword(s):  
Social Support ◽  
Locus Of Control ◽  
Family Conflict ◽  
Positive Relationship ◽  
Individual Factors ◽  
Work Family Conflict ◽  
Passive Coping ◽  
Internal Locus Of Control ◽  
Work Conflict ◽  
Work Family

Employees ( N = 291) of various industries and companies were surveyed to study how individual factors (coping and personality) affect work–family conflict: strain-based work-to-family conflict (S-WFC), time-based work-to-family conflict (T-WFC), strain-based family-to-work conflict (S-FWC), and time-based family-to-work conflict (T-FWC). As expected, passive coping was related to significantly higher levels of S-WFC, S-FWC, and T-FWC. Unexpectedly, active coping was related to higher levels of S-WFC. As hypothesized, social support coping was negatively related to work–family conflict, but only for T-WFC. Venting was positively related to S-WFC. As predicted, neuroticism was positively related to S-WFC, T-WFC, and S-FWC. Passive coping mediated the positive relationship between neuroticism and S-FWC. Neither internal locus of control nor extraversion was related to work–family conflict. Implications and suggestions for further research are discussed.

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.

Work flexibility-ability and work–family conflict: the joint role of willingness and worry

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Weihe Li ◽  
Hanying Tang ◽  
Hongyu Ma ◽  
Jing Zhang ◽  
Nan Zhang
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family ◽  
Work And Family Roles ◽  
The Relationship ◽  
High Work ◽  
Practical Implications

PurposeThis study introduced a focus on work flexibility-worry and intended to test whether work flexibility-worry would weaken the strengthening power of work flexibility-willingness on the relationship between work flexibility-ability and work–family conflict from the perspective of person–situation interaction.Design/methodology/approachParticipants were 924 employees recruited by the snowballing technique. They completed questionnaires about demographics and work flexibility. Multivariate stepwise regression was used to analyze the collected data.FindingsResults showed that work flexibility-ability can reduce work-to-family conflict. However, this effect is most pronounced only among individuals with a high work flexibility-willingness who simultaneously experience low work flexibility-worry.Practical implicationsFor organizations that want to provide work flexibility benefits to employees, they should not only pay attention to employees' personal preference for work flexibility but also create a climate in which all employees are allowed to use the flexibility supply without criticism from coworkers and without impacting organizational evaluations, which can benefit employees' functioning in both their work and family roles.Originality/valueThis study clarified the joint role of willingness and worry in predicting the extent to which work flexibility-ability reduces work–family conflict, which helps organizations to better understand the conditions under which work flexibility can better reduce work–family conflict.

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 Relationship between work‐family conflict and quality of life

2010 ◽  
Vol 25 (1) ◽  
pp. 58-81 ◽  
Author(s):  
Samsinar Md‐Sidin ◽  
Murali Sambasivan ◽  
Izhairi Ismail
Keyword(s):  
Quality Of Life ◽  
Social Support ◽  
Family Conflict ◽  
Work Life ◽  
Quality Of Work Life ◽  
Work Family Conflict ◽  
Content Type ◽  
Quality Of Work ◽  
Work Family

PurposeThe main purpose of this study is to link work‐family conflict, quality of work and non‐work lives, quality of life and social support (supervisor and spouse supports). Specifically, it seeks to address three different roles of social support that have theoretical and empirical support and the mediating roles of quality of work life and quality of non‐work life.Design/methodology/approachThe SEM‐based approach has been used to study supervisor and spouse supports as moderators between work‐family conflict and quality of life; independent variables of work‐family conflict; independent variables of quality of life. The study has been carried out in Malaysia.FindingsThe main findings are: work‐family conflict has relationship with quality of life; quality of work life and non‐work life are “partial” mediators between work‐family conflict and quality of life; and, among the various roles of social support, its role as an independent variable of quality of life gives the best results.Research limitations/implicationsThe research is based on a cross‐sectional study conducted in Malaysia and addresses only the spouse and supervisor supports as components of social support.Originality/valueThe research has developed a comprehensive model linking work‐family conflict, quality of work and non‐work lives, and quality of life and has studied the role of social support.

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 Community Demands and Resources and Work-Family Conflict: Case Study in Kuching Sarawak

2014 ◽  
Author(s):  
Zaiton Hassan ◽  
Nor Afiza Hasnan ◽  
Surena Sabil
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Work And Family ◽  
Work Family Conflict ◽  
Public And Private ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

Most studies on work-life balance only examine work and family domains. While work is the only role in its domain, life consists of many aspects besides family. However, research on other roles is still very limited. This study examines the influence of community (neighbour, neighbourhood, relatives, friends), and participation in Non-Government Organisations (NGOs), demands, and resources on work-family conflict (WFC) and family-work conflict (FWC). Questionnaires were distributed to 506 employees from six public and private organisations in Kuching, Sarawak. Data were analysed using the Structural Equation Modelling (SEM) using AMOS Version 20. The findings showed that WFC was negatively related with demands from neighbours, relatives, and friends; and positively related with demands from participating in NGOs and resources from neighbours. FWC was negatively related with demands from neighbours, relatives, and friends; and positively related with resources from neighbours and relatives. This study provided evidence that community domain influences the WFC and FWC. Thus, organisations should consider the community domain in formulating strategies to minimise WFC and FWC experienced by the employees.   Keywords: Work-family conflict, family-work conflict, community demands, and resources.

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