Dual Mediation by Work Family Interference(WIF) and Family Work Interference(FIW) in the Relationship between Job Demand and Job Stress

2019 ◽  
Vol 26 (1) ◽  
pp. 25-45
Author(s):  
Hu Min ◽  
◽  
Won Jun Kwak
Keyword(s):  
Job Stress ◽  
Family Work ◽  
Job Demand ◽  
Work Family ◽  
The Relationship ◽  
Work Interference

scholarly journals Investigating the Relationship of Job Stress and Turnover Intentions by taking Work-Family Conflict and Family Work Conflict as Mediators

2020 ◽  
Vol V (IV) ◽  
pp. 30-40
Author(s):  
Zargham Ullah Khan ◽  
Gullam Muhyuldeen
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
The Impact ◽  
The Relationship ◽  
Family Work Conflict

Turnover intentions are to lose skilled workers. Job stress is the cause of the use of employee turnover. Work-Family Conflict (WFC) and Family Work Conflict (FWC) were considered to be intermediaries between the employees' Turnover Intentions. This study investigates the relationship between Job Stress and Turnover Intentions. It was studied by taking Work-Family Conflict (WFC) and Family Work Conflict (FWC) as mediator. Research is based on a quantitative approach. Data were collected from employees in the public and private sectors by means of a questionnaire distributed among 330 employees, and a total of 296 responses was received. An analysis was conducted on SPSS. The relationship was estimated through the association between Pearson and the gist of the variables determined by conducting regression analysis. It was designed to evaluate the impact of the WFC and FWC using the Hayes process. With the mediated influence of WFC and FWC, this study showed the significant positive impact of Job Stress and Turnover Intentions.

Examining the Relationship of Work-Family Conflict and Turnover Intentions of Oregon CTE Teachers

2019 ◽  
Vol 44 (2) ◽  
pp. 114-143
Author(s):  
Kellie Claflin ◽  
Tyson J. Sorensen ◽  
J. Velez ◽  
Josh Stewart
Keyword(s):  
Family Conflict ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Administrative Position ◽  
Job Opportunity ◽  
Work Family ◽  
Work Interference With Family ◽  
Relationship Of ◽  
The Relationship ◽  
Work Interference

CTE has been identified as a critical need area and therefore retention of secondary CTE teachers is of great importance. This study explored turnover intentions and work-family conflict of CTE teachers in Oregon. Teachers reported higher work interference with family (WIF) than family interference with work (FIW), but also reported moderately low turnover intentions. FIW was significantly higher in male teachers than females. Teachers reported intentions for leaving: (a) to move to an administrative position, (b) for personal reasons such as health, (c) to change teaching subject areas, and (d) for a more desirable job opportunity. WIF was a significant predictor of turnover intentions among the CTE teachers. The implications are discussed and recommendations for research and practice are explored.

scholarly journals The Impact of job stress: An imperative insight into the Banking sector

2013 ◽  
Vol 3 (3) ◽  
pp. 294
Author(s):  
Aliya Ahmad Shaikh ◽  
Memoona Akram ◽  
Muhammad Rizwan ◽  
Shakeela Kousar ◽  
Muneeb Malik
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Stress ◽  
Turnover Intention ◽  
Banking Sector ◽  
Work Life ◽  
Job Demand ◽  
The Impact ◽  
The Relationship ◽  
Work Life Conflict

In this era of stiff competition employee performance is the key driving force for organizational success, at the same time pressure become the part & parcel in organizations for keeping employees motivated to win the competitive race. But undue pressure can causes stress which undermines performance .Stress is ubiquitous phenomenon and a straining condition that has a negative impact on an individual’s physical, physiological, personal and family life. Now days, due to the rapid changes and intense competition the banking sector employees are among the victims of stress. This study has been carried out to investigate the causes of job stress (job demand, work life conflict), the impact of job stress on employee job behaviours (job performance, job satisfaction) and outcomes of job stress (turnover intention, burnout) and also the relationship between organizational commitment and job satisfaction is explored. A questionnaire(scales having 38 items) measured against 5 point Likert-type scale is used to evaluate the relationship among variables of interest which analyzed through statistical tests of regression, correlation and reliability of the measures was confirmed. The regression analysis results show that there is no significant relationship among job demands, Job stress and job performance, but variables of job demand, work life conflict, and job stress has a significant positive relationship with each other and same is the case for turnover intention, burnout & job satisfaction which depend upon the stress faced by the banking employees .There is significant positive correlation between job commitment and Job satisfaction. Theoretical implication of this study will be for diverse organizations for understanding the factors that are causing the stress among employees and how to get rid from this evil of stress to increase employee satisfaction, performance and commitment. Recommendations to reduce the stress level are also discussed and focus of future studies is mentioned.

Exploring the relationship between entrepreneurial failure and conflict between work and family from the conservation of resources perspective

2020 ◽  
Vol 31 (3) ◽  
pp. 417-440
Author(s):  
Xiaoyu Yu ◽  
Xiaotong Meng ◽  
Gang Cao ◽  
Yingya Jia
Keyword(s):  
Family Conflict ◽  
Perceived Control ◽  
Work And Family ◽  
Organizational Slack ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Work ◽  
Work Family ◽  
The Relationship

Purpose Conflict between work and family is a significant issue for entrepreneurs. The purpose of this study is to explore the effect of entrepreneurial failure on both family–work conflict (FWC) and work–family conflict (WFC) and the moderating role of perceived control of time and organizational slack based on conservation of resources (COR) theory. Design/methodology/approach This study used a questionnaire to explore the relationship between entrepreneurial failure, FWC/WFC, perceived control of time and organizational slack. Data were collected from the Chinese context in 2018 and as a result received 318 valid questionnaires, obtaining a response rate of 63.6 per cent. Findings The study finds that entrepreneurial failure has a significant relationship with FWC but a nonsignificant relationship with WFC and that perceived control of time and organizational slack moderate the relationship between entrepreneurial failure and FWC/WFC. Originality/value This study aligns the field of family–work (work–family) conflict and entrepreneurial failure. It addresses a research gap in the conflict literature by introducing one form of resource loss: entrepreneurial failure as a source of conflict between work and family based on COR theory and the work–home resources model. The study also enriches the literature on the social cost of entrepreneurial failure by exploring the crossover effect of entrepreneurial failure on conflicts in the family domain. Furthermore, the study advances the understanding of managing conflict between work and family after entrepreneurial failure.

Social Support, Work-Family Conflict, and Emotional Exhaustion in South Korea

2013 ◽  
Vol 113 (2) ◽  
pp. 619-634 ◽  
Author(s):  
Soojin Lee ◽  
Seckyoung Loretta Kim ◽  
Eun Kyung Park ◽  
Seokhwa Yun
Keyword(s):  
Social Support ◽  
South Korea ◽  
Family Support ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Work Family ◽  
Work Interference With Family ◽  
The Relationship ◽  
Work Interference

With an increase of female workforce and dual-earner families, work-family conflict has received particular attention. Using a sample of 159 employees in South Korea, this study examined whether work-family conflict mediated the relationship between social support and emotional exhaustion. Supervisor and family support were found to be related negatively to two different aspects of work-family conflict, i.e., work interference with family and family interference with work, respectively. Also, each dimension of work-family conflict was associated with employees' emotional exhaustion. The relationship between supervisor support and emotional exhaustion was mediated by work interference with family; whereas, the relationship between family support and emotional exhaustion was mediated by family interference with work. Implications and future research directions are discussed.

Service employees’ fit, work-family conflict, and work engagement

2016 ◽  
Vol 30 (5) ◽  
pp. 554-566 ◽  
Author(s):  
Osman M. Karatepe ◽  
Georgiana Karadas
Keyword(s):  
Life Satisfaction ◽  
Work Engagement ◽  
Family Conflict ◽  
Job Fit ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
The Relationship

Purpose Using person–job fit, congruence and conservation of resources theories as the theoretical underpinnings, the purpose of this study is to propose and test a research model that investigates work-family conflict and family–work conflict as mediators of the impact of person–job fit on work engagement. The model also examines the mediating role of work engagement in the relationship between conflicts in the work–family interface and life satisfaction. Design/methodology/approach Data gathered from frontline hotel employees two weeks apart in three waves in Romania were utilized to assess the abovementioned relationships via structural equation modeling. Findings Two directions of conflict act as partial mediators between person–job fit and work engagement. Work engagement fully mediates the relationship between work–family conflict and life satisfaction, while it functions as a partial mediator of the effect of family–work conflict on life satisfaction. Originality/value This paper contributes to current knowledge by investigating the interrelationships of person–job fit, two directions of conflict, work engagement and life satisfaction.

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.

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