RELATIONSHIPS AMONG ROLE CONFLICTS, ROLE SATISFACTIONS AND LIFE SATISFACTION: EVIDENCE FROM HONG KONG

1998 ◽  
Vol 26 (4) ◽  
pp. 409-414 ◽  
Author(s):  
Randy K. Chiu
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Hong Kong ◽  
Marital Satisfaction ◽  
Work And Family ◽  
Direct Effects ◽  
Interrole Conflict ◽  
Family Conflicts ◽  
Role Conflicts ◽  
Work Family

This study investigated the direct effects among work/family conflicts, job, marital and life satisfactions reported by a Hong Kong sample. Seventeen hundred questionnaires were sent to three different professions in Hong Kong and 497 successful responses were obtained. The findings indicated that work and family conflicts as well as interrole conflict affected job satisfaction and marital satisfaction. Likewise, life satisfaction reported by the respondents was affected by their level of job satisfaction and marital satisfaction as well.

scholarly journals Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja (Kasus Karyawan Bank BJB Cabang Utama Bandung)

2019 ◽  
Vol 4 (3) ◽  
pp. 34-46
Author(s):  
Afina Azka Yasyifa ◽  
Sri Raharso
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Work And Family ◽  
Business Organization ◽  
Business Organizations ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Negative Effect ◽  
Work Family ◽  
The Relationship

The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees Bank Bjb Office Main Branch Bandung obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.

NATURE OF THE INTERACTIONS BETWEEN WORK AND FAMILY SATISFACTION IN WOMEN

2020 ◽  
Vol 18 (1) ◽  
pp. 29-44
Author(s):  
Katarzyna Markiewicz ◽  
Zbigniew B. Gaś
Keyword(s):  
Job Satisfaction ◽  
Marital Satisfaction ◽  
Family Conflict ◽  
Older Workers ◽  
Working Women ◽  
Family Satisfaction ◽  
Work And Family ◽  
Office Workers ◽  
Work Family Conflict ◽  
Work Family

The aim of the present study was to specify the nature of the relationships between work and marital satisfaction in the women. In addition it aimed at revealing as to whether demographic variables, such as age, position, length of service, marriage duration, and the number of children have an impact upon the work and marital satisfaction in working women. The present study included 120 married, working women, and analyses the relationship between job satisfaction and marital satisfaction, taking into consideration emotional and cognitive factors. The participants were mostly office workers, of whom 20 (8%) occupied management positions. The Descriptions Inventory, Job Affect Scale, Questionnaire of Well-matched Marriage, and a scale of work-job interactions were administered. Significant positive correlations across almost all variables of job and marital satisfaction were observed. This means that the increase of marital satisfaction corresponds with the increase in job satisfaction, although the work/family conflict resulted in experiencing negative emotions at work. Moreover, the level of job satisfaction was higher than the level of family satisfaction. It was also found that the age and time spent at work proved to have a negative impact upon job satisfaction. Work-family facilitation proved to be crucial since its exclusion made the interface between all factors of family satisfaction and work insignificant. At the same time, the managerial women suffered from work/family conflict to a greater degree than did office workers. The study revealed also that the needs of older workers should be taken into account to maintain their work/life balance.

scholarly journals Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja di Industri Perbankan

2019 ◽  
Vol 5 (2) ◽  
pp. 33
Author(s):  
Afina Azka Yasyifa ◽  
Sri Raharso
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Work And Family ◽  
Business Organization ◽  
Business Organizations ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Negative Effect ◽  
Work Family ◽  
The Relationship

The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees a bank in Bandung, obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.

Work–Family Conflicts, Stress, and Turnover Intention Among Hong Kong Police Officers Amid the COVID-19 Pandemic

2021 ◽  
pp. 109861112110347
Author(s):  
Jessica C. M. Li ◽  
Chau-kiu Cheung ◽  
Ivan Y. Sun ◽  
Yuen-kiu Cheung ◽  
Shimin Zhu
Keyword(s):  
Hong Kong ◽  
Work Stress ◽  
Police Officers ◽  
Turnover Intention ◽  
Work And Family ◽  
Supervisory Support ◽  
Family Conflicts ◽  
Health Crisis ◽  
Work Family ◽  
The Impact

Although work stress, turnover intention, and work–family conflicts among police officers have been extensively investigated, no studies have explored these issues simultaneously under the context of the coronavirus pandemic. Clearly, both work and family domains have been drastically affected by this global health crisis, and it is likely that each domain has a distinctive impact on work outcomes. Using survey data based on a representative random sample of 335 police officers in Hong Kong, this study examines the impacts of resource losses and gains across family and work domains on occupational stress and turnover intention amid the pandemic. A multiple regression indicates that both family-to-work and work-to-family conflicts lead to work stress and turnover intention among police officers. Among officers, supervisory support is negatively associated with turnover intention and moderates the impact of work-to-family conflicts on turnover intention. Finally, measures to mitigate work stress during public health disasters are discussed.

scholarly journals Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja (Kasus Karyawan Bank BJB Cabang Utama Bandung)

2019 ◽  
Vol 4 (3) ◽  
pp. 34
Author(s):  
Afina Azka Yasyifa ◽  
Sri Raharso
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Work And Family ◽  
Business Organization ◽  
Business Organizations ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Negative Effect ◽  
Work Family ◽  
The Relationship

The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees Bank Bjb Office Main Branch Bandung obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.

Socioeconomic and sex inequalities in job satisfaction of Japanese civil servants: Role of job strain, work hours and work-family conflicts

2011 ◽  
Vol 26 (S2) ◽  
pp. 1601-1601 ◽  
Author(s):  
M. Sekine ◽  
T. Tatsuse
Keyword(s):  
Job Satisfaction ◽  
Job Strain ◽  
Work And Family ◽  
Work Hours ◽  
Civil Servants ◽  
Family Characteristics ◽  
Low Grade ◽  
Family Conflicts ◽  
Long Work Hours ◽  
Work Family

IntroductionUnder slow economic growth, the maintenance of job satisfaction is important. This study aims to evaluate(1) whether psychosocial stress at work and work-family conflicts contribute to low job satisfaction and(2) whether these work and family characteristics explain socioeconomic and sex inequalities in low job satisfaction.MethodsThe subjects were civil servants in local government in Japan. Questionnaire survey was conducted in 2003. Altogether 4272 subjects (response rate: 79.2%) responded. The questionnaire included questions on job satisfaction, job strain, as measured by the job-demand-control-support model, work hours, shift work, family structure, and family-work conflicts.ResultsApproximately two thirds of participants were satisfied with their job. Low job control, high job demands, low social support, long work hours and high work-family conflicts were associated with low job satisfaction. Low grade employees were likely to report low job satisfaction but the associations were significant only for men. In men, the grade differences in low job satisfaction reduced and were no longer significant after adjustment for job strain, work hours and work-family conflicts. In women, the grade differences in low job satisfaction hardly changed after adjustment for job strain, work hours and work-family conflicts. More women than men reported low job satisfaction. The sex difference reduced and was no longer significant after adjustment for job strain, work hours and work-family conflicts.ConclusionJob strain, long work hours, and work-family conflicts may cause low job satisfaction and contribute to socioeconomic and sex inequalities in low job satisfaction.

scholarly journals Psychosocial Burden and Strains of Pedagogues—Using the Job Demands-Resources Theory to Predict Burnout, Job Satisfaction, General State of Health, and Life Satisfaction

2021 ◽  
Vol 18 (15) ◽  
pp. 7921
Author(s):  
Marie Drüge ◽  
Sandra Schladitz ◽  
Markus Antonius Wirtz ◽  
Karin Schleider
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Prediction Model ◽  
Social Workers ◽  
Job Demands ◽  
State Of Health ◽  
General State ◽  
Psychosocial Burden ◽  
Role Conflicts ◽  
Copenhagen Psychosocial Questionnaire

The current study examines the Job Demands-Resources theory among pedagogical professionals. A total of 466 pedagogues (n = 227 teachers; n = 239 social workers) completed the Copenhagen Psychosocial Questionnaire online. After testing the questionnaire structure using confirmatory factor analysis, a JD-R-based prediction model to predict effects of strains on the outcome constructs of burnout, job satisfaction, general state of health, and life satisfaction was estimated. The results confirm the questionnaire structure (RMSEA= 0.038; CFI = 0.94) as well as the fit of the prediction model (RMSEA = 0.039; CFI = 0.93). The outcome constructs could be predicted by emotional demands, work–privacy conflict, role conflicts, influence at work, scope for decision making, and opportunities for development (0.41 ≤ R² ≤ 0.57). Especially for life satisfaction, a moderator analysis proved the differences between teachers and social workers in the structure of the prediction model. For teachers, quantitative demands and work–privacy conflict are predictive, and for social workers, role conflicts and burnout are predictive. The study offers starting points for job-related measures of prevention and intervention.

Consequences of Submissive Loyalty Corporations: An Empirical Analysis of Korean Female Employees’ Perception

2019 ◽  
Vol 34 (2) ◽  
pp. 51-74
Author(s):  
Kim Hwayeon ◽  
Nam Taewoo
Keyword(s):  
Life Satisfaction ◽  
Family Conflict ◽  
Structural Equation ◽  
Work And Family ◽  
Office Work ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Overtime Work ◽  
Female Employees ◽  
Work Family

The number of female employees in the Korean workforce has risen. However, the Korean corporate climate, characterized by collectivism, hierarchism, and senior and masculine privilege, leads them to experience worklife conflict and even halt their careers. This climate stems from a social and organizational culture deeply rooted in traditional Confucianism. In Korea, where housework and childcare have long been considered the province of women, female employees find it more difficult to balance office work and family life. The Korean corporate climate welcomes overtime work, and women who work outside the home must juggle this and family responsibilities. We conceptualize behavior such as acquiescing to overtime work as submissive loyalty and elucidate work-family conflict and decreasing job and life satisfaction as consequences thereof. The analysis, based on a structural equation model, revealed that submissive loyalty increases work-family conflict, which decreases job and life satisfaction.

scholarly journals Job satisfaction and work–family policies through work-family enrichment

2018 ◽  
Vol 33 (4/5) ◽  
pp. 386-402 ◽  
Author(s):  
Angel Martinez-Sanchez ◽  
Manuela Perez-Perez ◽  
Maria-Jose Vela-Jimenez ◽  
Silvia Abella-Garces
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work And Family ◽  
Management Tool ◽  
Family Policies ◽  
Content Type ◽  
Different Dimensions ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeThe purpose of this paper is to analyze the effect of a bundle of work–family policies on employee’s job satisfaction and (affective) organizational commitment, by using work–family enrichment and conflict as explanatory.Design/methodology/approachEmpirical study is conducted with a sample of 322 employees from 30 Spanish firms that have been granted with the “Flexible Firm Award” or have been certified as “Family Responsible Firms.” Structural equation modeling is used to test hypotheses.FindingsThe results show that the higher the use of work–family policies the more positive effects on work–family enrichment and conflict, and that job satisfaction is positively related to (effective) organizational commitment.Research limitations/implicationsThis is a cross-sectional study which may limit the establishment of causal relationships.Practical implicationsWork–family policies may constitute a relevant management tool to balance work and family life by making employees more interested in their jobs, enhancing their well-being and reducing the conflicts between work and family domains. The positive role of work–family enrichment contributes to enhance employees’ job satisfaction and, at the same time, to increase their organizational commitment. Managers should pay attention at how work–family policies are justified because they may influence differently on their outcomes on satisfaction and commitment.Originality/valueThere are two main original contributions of the paper. First, the authors study the joint effect of work–family policies on different dimensions of enrichment and conflict. Second, the authors analyze the relationship between different dimensions of enrichment and conflict on job satisfaction and organizational commitment.

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