scholarly journals Work-Family Stressors and Work-Family Satisfaction: Effect of Sense of Coherence at a Metropolitan Municipality

2018 ◽  
Vol 10 (2(J)) ◽  
pp. 74-88 ◽  
Author(s):  
Ethel N. Abe ◽  
Isaac I. Abe ◽  
Ziska Fields ◽  
Ganiyu O. Idris
Keyword(s):  
South Africa ◽  
Sense Of Coherence ◽  
Mixed Methods Research ◽  
Structural Equation ◽  
Family Satisfaction ◽  
Work And Family ◽  
Work Stressors ◽  
Family Stressors ◽  
Domain Specific ◽  
Work Family

This article contributes to emergent research by examining the linkage between work–family stressors and their effect on work-family satisfaction (WFS) at a metropolitan municipality in South Africa. Extant literature on stress has either not adequately examined the linkage between domain specific stressors and domain specific satisfaction or have suggested models with direct connections. The present study suggests a mediating model and assesses the mediation. Specifically, it claims that sense of coherence (SOC) plays a mediating part in the in the work and family stressors - WFS relationship. This mixed methods research applied a variance-based structural equation modelling (Partial Least Squares) to a sample of 307 professional level employees at a metropolitan municipality in South Africa. The finding supports the importance of SOC and its influence on WFS. Additionally, mediation hypotheses theorise how SOC plays a critical mediating influence in the work-family stressor-WFS relationship. Data analysis suggest that (a) work stressors and WFS interrelated in a manner that SOC fully mediated the effect of work stressors on WFS (b) SOC partially mediated the relationship between family stressors and WFS. The findings have both theoretical and practical implications. 

scholarly journals Work-Family Stressors and Work-Family Satisfaction: Effect of Sense of Coherence at a Metropolitan Municipality

2018 ◽  
Vol 10 (2) ◽  
pp. 74
Author(s):  
Ethel N. Abe ◽  
Isaac I. Abe ◽  
Ziska Fields ◽  
Ganiyu O. Idris
Keyword(s):  
South Africa ◽  
Sense Of Coherence ◽  
Mixed Methods Research ◽  
Structural Equation ◽  
Family Satisfaction ◽  
Work And Family ◽  
Work Stressors ◽  
Family Stressors ◽  
Domain Specific ◽  
Work Family

This article contributes to emergent research by examining the linkage between work–family stressors and their effect on work-family satisfaction (WFS) at a metropolitan municipality in South Africa. Extant literature on stress has either not adequately examined the linkage between domain specific stressors and domain specific satisfaction or have suggested models with direct connections. The present study suggests a mediating model and assesses the mediation. Specifically, it claims that sense of coherence (SOC) plays a mediating part in the in the work and family stressors - WFS relationship. This mixed methods research applied a variance-based structural equation modelling (Partial Least Squares) to a sample of 307 professional level employees at a metropolitan municipality in South Africa. The finding supports the importance of SOC and its influence on WFS. Additionally, mediation hypotheses theorise how SOC plays a critical mediating influence in the work-family stressor-WFS relationship. Data analysis suggest that (a) work stressors and WFS interrelated in a manner that SOC fully mediated the effect of work stressors on WFS (b) SOC partially mediated the relationship between family stressors and WFS. The findings have both theoretical and practical implications. 

scholarly journals Measuring the effectiveness of work–life balance strategies in the manufacturing sector

2020 ◽  
Vol 18 ◽  
Author(s):  
Idris O. Ganiyu ◽  
Evelyn Derera ◽  
Sulaiman O. Atiku ◽  
Ziska Fields
Keyword(s):  
Structural Equation ◽  
Manufacturing Sector ◽  
Family Satisfaction ◽  
Work And Family ◽  
Manufacturing Firms ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Family Stressors ◽  
Work Family

Orientation: The development of an appropriate framework to measure the effectiveness of work–life balance strategies (WLBS) among manufacturing firms in Nigeria is still a major challenge.Research purpose: The main purpose of this article is to measure the effectiveness of WLBS in the manufacturing sector, drawing insights gathered from two selected manufacturing firms in Lagos metropolis, Nigeria.Motivation for the study: Despite the global explosion of research on work–life balance, there is a dearth of studies measuring the effectiveness of WLBS adopted by manufacturing firms in Nigeria.Research approach/design and method: A structured questionnaire was adopted to gather data among 312 employees of the two selected manufacturing firms in Lagos Metropolis, Nigeria. Structural Equation Modelling was valuable in establishing the mediating influences of WLBS and work-family satisfaction on the interplay between work-family stressors and the selected manufacturing firms’ performance.Main findings: The study findings revealed that WLBS and work–family satisfaction mediate the interplay between work–family stressors and the selected manufacturing firms’ performance.Practical/managerial implications: To enhance continuous performance, human resource managers of the manufacturing firms should ensure the improved implementation and adoption of relevant WLBS that could help the employees cushion the effect of work and family stressors thereby achieving satisfaction with work and family life.Contribution/value-add: This study develops and validates a framework to measure the effectiveness of WLBS in selected manufacturing firms, Lagos Metropolis. The developed framework could serve as a template which could be replicated in other sectors of the Nigeria’s economy.

Domain-specific and nonspecific outcomes of work-family interface

2019 ◽  
Vol 7 (2) ◽  
pp. 127-142
Author(s):  
Abha Bhalla ◽  
Lakhwinder Singh Kang
Keyword(s):  
Family Conflict ◽  
Indirect Effects ◽  
Family Satisfaction ◽  
Work And Family ◽  
Equation Modeling ◽  
Domain Satisfaction ◽  
Work Family Conflict ◽  
Content Type ◽  
Domain Specific ◽  
Work Family

Purpose The purpose of this paper is to examine the pattern of work-family interface outcomes by empirically testing work-family conflict and facilitation bidirectional dimensions simultaneously in relation to domains-specific (job and family) and domain nonspecific (life) satisfactions. In addition, the indirect effects of work-family interface dimensions on life satisfaction (LS), mediated through both domain-specific satisfactions are also examined to understand which domain satisfaction elicits major impact on LS. Design/methodology/approach Structural equation modeling analysis was conducted on questionnaire data obtained from 212 fulltime journalists working in top ten dailies of Punjab, India. Parallel multiple mediated regression was used to estimate specific indirect effects caused by each of the two parallel mediators (job satisfaction (JS) and family satisfaction (FS)). Findings Results illustrate that both dimensions of work-family conflict strongly decreased satisfaction of an originating domain than satisfaction of the receiving domain while both dimensions of work-family facilitation increased satisfaction of both the domains on equal basis. Results further reveal that the effect of work-family conflict and facilitation dimensions on LS is indirect rather than direct. On comparison of specific indirect effects results demonstrate that only originating domain satisfaction act as a mediator to work-family conflict and LS relationship, while both JS and FS act as mediators to work-family facilitation and LS relationship. Practical implications Media organizations can offer interventions like family friendly policies, overtime pay, more autonomy, work rewards and skill variety, so that employees’ workplace resource reservoir can be strongly built up to meet future work and family demands. In this way, positive intrusion from work-to-family takes place, which leads to more JS and FS and in turn increased overall LS. Originality/value The study removes inconsistency regarding pattern of work-family conflict and facilitation outcomes by testing a comprehensive model that integrates originating domain, receiving-domain and domain-nonspecific outcomes.

Managing Multiple Roles

2009 ◽  
Vol 30 (1) ◽  
pp. 6-19 ◽  
Author(s):  
Hilde H. Wierda-Boer ◽  
Jan R.M. Gerris ◽  
Ad A. Vermulst
Keyword(s):  
Parenting Stress ◽  
Job Stress ◽  
Structural Equation ◽  
Work And Family ◽  
Multiple Roles ◽  
Equation Modeling ◽  
Domain Specific ◽  
Dual Earner ◽  
Work Conflict ◽  
Work Family

Today many parents have multiple roles. This study examined how personality, domain-specific stress, and work-family interference are interrelated. Questionnaire data of 276 Dutch dual-earner couples with young children were analyzed using structural equation modeling. Findings demonstrated that job stress and parenting stress were positively related to work-to-family conflict and family-to-work conflict, respectively. For women, additionally, family-to-work conflict was strongly associated with increased levels of job stress. Finally, emotional stability functioned as an indirect predictor of work-family interference by decreasing the levels of job stress and parenting stress for both genders, but in distinctive ways. The use of couple data and inclusion of personality showed a valuable extension of existing models linking work and family.

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.

Proactive Personality as a Double-Edged Sword: The Mediating Role of Work–Family Conflict on Employee Outcomes

2020 ◽  
pp. 089484531989998
Author(s):  
Thomas G. Altura ◽  
Alaka N. Rao ◽  
Meghna Virick
Keyword(s):  
Structural Equation ◽  
Turnover Intentions ◽  
Organizational Outcomes ◽  
Work And Family ◽  
Proactive Personality ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Work Related ◽  
Work Family ◽  
Underlying Mechanisms

In this study, we examine the effects of proactive personality on employees’ perceptions of conflict in the work and family domains and work-related outcomes. We test our hypotheses using survey data collected from 1,150 employees. Our results indicate that proactive personality is associated with increased work-interference-in-family (WIF) but decreased family-interference-in-work (FIW). These opposing, domain-specific effects have masked hitherto hidden relationships that we highlight in this study. Using structural equation modeling, we demonstrate that WIF and FIW function as simultaneous mediating variables between proactive personality and turnover intentions as well as between proactive personality and job performance. Through an investigation of underlying mechanisms, this study advances a more nuanced portrait of how individual differences shape individual and organizational outcomes.

scholarly journals An integrative model of work/family interface for Chinese employees

2014 ◽  
Vol 19 (2) ◽  
pp. 162-182 ◽  
Author(s):  
Luo Lu ◽  
Yu-Yueh Chang
Keyword(s):  
Structural Equation ◽  
Family Satisfaction ◽  
Work And Family ◽  
Integrative Model ◽  
Integral Model ◽  
Equation Modeling ◽  
Unique Contribution ◽  
Full Time ◽  
Content Type ◽  
Cross Domain

Purpose – The purpose of this paper is to examine the mediating roles of four aspects of work and family interface (WFI: work-to-family conflict, WFC; family-to-work conflict, FWC; work-to-family enrichment, WFE; and family-to-work enrichment, FWE) in a Chinese context in Taiwan. Included in the integral model are demands and resources from the work and family domains as antecedents, and role satisfaction and burnout as consequences. Design/methodology/approach – Structured questionnaires were used to collect data from 499 full-time working Chinese parents in Taiwan. Findings – Structural equation modeling results showed that antecedents had cross-domain and within-domain effects on all aspects of the WFI; and conflict and enrichment also had cross-domain and within-domain effects on job satisfaction and family satisfaction, while influences from the work domain (WFC and WFE) had a significant impact on burnout. Overall, the partial mediation model was supported, showing that antecedent variables having both indirect (through the WFI variables) as well as direct relationships with the outcome variables. Originality/value – This is the first study testing a comprehensive model of the whole loop of antecedents-WFI-consequences with a non-Western sample. One unique contribution of the study is that the authors extended Western-based resources theories to Chinese employees, confirming that all four aspects of the WFI are important mediators linking up antecedents with consequences from both the work and family domains. Basing upon the findings, the authors suggests that both managers and employees should endeavor to break the destructive flow of conflict→dissatisfaction/burnout and to initiate the constructive flow of enrichment→satisfaction/free of burnout, by considering not only demands but also resources from both the work and family domains.

Gender and the Work–Family Domain

2015 ◽  
Author(s):  
Lisa Leslie ◽  
Colleen Flaherty Manchester ◽  
Yeonka Kim
Keyword(s):  
Social Roles ◽  
Social Role ◽  
Family Satisfaction ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Time ◽  
Traditional Gender Roles ◽  
Dynamic View ◽  
Gender Based ◽  
Work Family

This chapter advances a social role perspective on gender and the work–family domain—defined to include work and family time investments and attitudes and the work–family intersection (e.g., work–family conflict). A traditional view of social roles suggests that (1) gender has a main effect on the work–family domain, such that men (women) tend to have more work-oriented (family-oriented) and less family-oriented (work-oriented) experiences than women (men) and (2) gender moderates the effect of the work–family domain on valued outcomes (e.g., career success, family satisfaction, health), such that men and women have more favorable outcomes when work–family experiences align with traditional gender roles. In contrast, a dynamic view of social roles suggests that gender has little relevance for understanding the work–family domain. A narrative review of recent research reveals that gender differences often fail to align with traditional gender-based social roles, but also reflect some vestiges of traditional gender-based expectations.

Perceived organizational support and employee well-being

2018 ◽  
Vol 12 (2) ◽  
pp. 469-484 ◽  
Author(s):  
Mashal Ahmed Wattoo ◽  
Shuming Zhao ◽  
Meng Xi
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Work And Family ◽  
Equation Modeling ◽  
Family Responsibilities ◽  
Content Type ◽  
Work Family ◽  
The Impact

Purpose Considering work and family responsibility has become an important issue due to changes in the lives of people, understanding work and family responsibilities is essential for organizations in assisting employees to increase their well-being. Therefore, the purpose of this paper is to find the impact of perceived organizational support (POS) on work–family facilitation (WFF) and work–family conflict (WFC) and eventually on employee well-being. Design/methodology/approach A survey questionnaire is administered to 1,340 employees of Chinese enterprises. Structural equation modeling is used to test the model fit. Findings Results of this study indicate a significant positive relationship between POS and WFF and significant negative relation between POS and WFC. Results of this paper also indicate that WFF and WFC partially mediate the relationship between POS and employee well-being. Originality/value Over the past two decades, the extent of research on work–family literature has been increased. Most of the work–family research works have been conducted in the Western countries. Very little is known about whether these results are applicable to Eastern societies. This study is extended to focus on work–family literature by drawing a sample from different regions of China. The findings of this study may provide a good understanding of WFC and WFF for Chinese employees. This study stresses the importance of providing organizational support to increase the well-being of employees.

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