scholarly journals Konflik peran kerja-keluarga pada ibu bekerja terhadap perilaku obesogenis anak sekolah dasar

2014 ◽  
Vol 10 (3) ◽  
pp. 150
Author(s):  
Almira Sitasari ◽  
Madarina Julia ◽  
Toto Sudargo
Keyword(s):  
Elementary School ◽  
Role Conflict ◽  
School Children ◽  
Family Conflict ◽  
Elementary School Children ◽  
Working Mothers ◽  
Nutrition Status ◽  
Work Family Conflict ◽  
Obesogenic Behaviors ◽  
Work Family

Background: Childbearing pattern of parents greatly affects the healthy lifestyle of children including behaviors preventing children from obesity. Working mothers with a dual role at work and the family face challenges in doing so.Objective: To identify the effect of work-family conflict in working mothers to obesogenic behaviors of elementary school children at Yogyakarta Municipality.Method: This was a quantitative study with cross sectional design. Obesogenic behaviors were assessed using questionnaire of Family Health Behavior Scale. Role conflict was assessed using questionnaire of Work-Family Conflict filled by working mothers. Nutrition status of children was assessed using a parameter of body mass index by age with the standard of WHO 2007.Results: The result of the study showed 47.73% of working mothers had high role conflict and 45.26% of children had high obesogenic behaviors. There was no effect of work-family conflict in working mothers to obesogenic behaviors of elementary school children at Yogyakarta. The influencing factors were family income (p<0.001); position/job type (p<0.001); gender (p<0.05); and nutrition status (p<0.05).Conclusion: Work-family conflict in working mothers had no effect to obesogenic behaviors of elementary school children at Yogyakarta Municipality.

scholarly journals Relationship of Workplace Stressors and Organizational Commitment: A Study in the Education Sector

2021 ◽  
Vol VI (I) ◽  
pp. 140-152
Author(s):  
Sabita Mariam ◽  
Rohma Yousaf ◽  
Nausheen Syed
Keyword(s):  
Organizational Commitment ◽  
Role Conflict ◽  
Family Conflict ◽  
Role Ambiguity ◽  
Negative Relationship ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Workplace Stressors ◽  
Work Family ◽  
The Relationship

This study investigates the relationship between organizational commitment and workplace stressors, such as role ambiguity, role conflict, work-family conflict, and organizational injustice. A data of 150 respondents have been collected from the educational sector from university teachers of Faisalabad and analyzed through (SEM), using the least-squares method. The study included Pearson chi-square, correlation, and regression to verify determine how well theoretical distributions fit the empirical distributions. The study findings show the relationship between work-family conflict with organizational commitment, and the work-family conflict has a significant negative relationship with organizational commitment. The lack of commitment of teachers is due to their family responsibilities. The second purpose was to check the association between role ambiguity conflict and organizational commitment. Ambiguity/role conflict and organizational commitment have significant relations. Conflicts and ambiguity in the roles make them struggle to clear their role and prove themselves to the organization, which shows significant relation.

scholarly journals Work-family conflict and work engagement among mothers: Conscientiousness and neuroticism as moderators

2013 ◽  
Vol 39 (1) ◽  
Author(s):  
Tracy J. Opie ◽  
Carolina M. Henn
Keyword(s):  
Work Engagement ◽  
Family Conflict ◽  
Working Mothers ◽  
Well Being ◽  
Work And Family ◽  
Personal Factors ◽  
Work Family Conflict ◽  
Cross Sectional Survey ◽  
Low Levels ◽  
Work Family

Orientation: The study investigates factors that impact work-family conflict and work engagement among working mothers.Research purpose: The job demand-resources model is utilised to investigate the moderating role of conscientiousness and neuroticism on the relationship between work-family conflict and work engagement.Motivation for the study: Working mothers are challenged to establish a balance between work and family life. The resulting work-family conflict can negatively affect well-being. It is thus necessary to explore personal factors that relate to work-family conflict, particularly in the South African context.Research design, approach and method: A quantitative, cross-sectional survey design was used. The sample (N = 267) was comprised of working mothers from several organisations. Data was gathered using the work-to-family conflict questionnaire, the Basic Traits Inventory and the Utrecht Work Engagement Scale.Main findings: The results indicated that work-family conflict negatively predicts work engagement. Conscientiousness positively predicts work engagement, and neuroticism negatively predicts work engagement. A significant interaction effect was found for conscientiousness but not for neuroticism. The findings showed that for participants with high levels of conscientiousness, work engagement decreases significantly more with an increase in work-family conflict than for participants with low levels of conscientiousness.Practical/Managerial implications: Organisations should consider those individuals who have high levels of conscientiousness and low levels of neuroticism in the selection and placement of employees. In addition, organisations have a responsibility to provide conscientious women, particularly mothers, with adequate support to ensure that work-family conflict does not adversely impact their levels of work engagement.

Abusive supervision and work-family conflict: an empirical investigation of Indian professionals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sajeet Pradhan ◽  
Prashant Gupta
Keyword(s):  
Role Conflict ◽  
Indirect Effect ◽  
Family Conflict ◽  
Positive Relationship ◽  
Citizenship Behavior ◽  
Work Family Conflict ◽  
Content Type ◽  
Stress Transmission ◽  
Work Family

Purpose The study aims to investigate the direct and indirect effect of subordinate’s perceived abusive supervision (AS) on his/her work–family conflict (WFC) and family–work conflict (FWC). Although prior studies have empirically explored the direct effect, but the role of mediators like compulsory citizenship behavior, burnout and stress transfer explaining the indirect effect has seldom been reported. Design/methodology/approach The study draws cross-sectional dyadic data from multiple sources (both job incumbent and the spouse). A final sample of 188 was used to test the hypotheses using SmartPLS. Findings The result reports positive relationship between AS and inter-role conflict (WFC and FWC). The findings also reported compulsory citizenship behavior (CCB) partially mediating the positive relationship between AS and WFC and AS and FWC. Also, the positive relationship between AS and WFC is partially (serial) mediated by CCB and burnout, and similarly, the association between AS and FWC is partially (serial) mediated by CCB and stress transmission. Originality/value The study makes several valuable contributions to the extant literature; first, it is the only study to explore the direct and indirect effect of AS on inter-role conflict (WFC and FWC) in Indian organizations. Second, the mediational role of CCB (as explained by the conservation of resources theory) and burnout and stress transmission (as explained by the spillover and crossover theory) offers rare insight about the process that explains the relationship between the focal constructs.

scholarly journals Impact of Situational and Dispositional Factors on Work-Family Conflict and Job Satisfaction: A Proposed Framework

2018 ◽  
Vol 56 ◽  
pp. 03001
Author(s):  
Rohani Salleh ◽  
Zurina Abu Bakar ◽  
Mumtaz Ali Memon
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Family Conflict ◽  
Situational Factors ◽  
Role Overload ◽  
Future Research ◽  
Work Family Conflict ◽  
Work Family ◽  
Dispositional Factors ◽  
Core Self

Job satisfaction has become an empirical attention as subject of inquiry in many fields. Past studies have revealed that employees with higher level of job satisfaction mostly enjoyed their job, had higher productivity and eventually contributed to generate profit for their organization. Despite its popularity, there is still lacking in determining what exactly drives employee satisfaction from the perspective of situational and dispositional factors. Moreover, the role of mediator in is also rather limited. The present paper proposes a conceptual model from the perspective of situational factors (role overload and role conflict) and dispositional factor (core self-evaluations) to understand the concept of job satisfaction. Specifically, it is suggested that when an employee experiences either role overload, role conflict or perceive with negative core self-evaluation, one of the consequence was increased level of work-family conflict. Ultimately, individuals who perceive higher level work-family conflict will experience less job satisfaction. Recommendations for future research are also discussed.

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