Job and family life of the women employedin the tourism of Vojvodina - conflicts and advantages

Work and family are the two most important aspects of a woman?s life. The problem of mismatch between work and family intensifies and culminates in modern families in which both spouses are equally absent from the family. The employment of both spouses affects family life by preventing the fulfillment of family roles and obligations in the way that it had functioned before the massive participation of women in the labour market began. Increased interest in this issue started with the massive employment of women. Women become financially more independent than their husbands, have less time for family responsibilities, seek greater equality in decision-making, leading to increased opportunities to report conflicts of family and business roles, as job matching requirements and family activities are higher. When a conflict arises, it also affects the organization and the individual. Numerous studies have found that a person experiencing a conflict of working and family life will experience an increase in health risk, a reduction in work and life effects, and a decrease in life satisfaction. The paper presents the results of a research aimed at examining the influence of negative affectivity, conflictual interaction of work and family, as well as the positive interaction of the work and family role of women employedin the tourism industry of Vojvodina on organizational commitment and intent to leave the job. The research was conducted in hotels, travel agencies and tourist organizations. The results of the survey have shown that the conflict between work and family affects the increase in the intention to leave the organization, and that, as is expected, a positive interaction between family and work increases the degree of affective commitment to the organization.

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Review on Job Satisfaction, Intention to Leave and Corporate Entrepreneurial Characteristics in United Arab Emirates’ Construction Firms

International Journal of Emerging Research in Management and Technology ◽

10.23956/ijermt.v6i10.74 ◽

2017 ◽

Vol 6 (10) ◽

pp. 105

Author(s):

Basma Kashmoola ◽

Fais Ahmad ◽

Yeoh Khar Kheng

Keyword(s):

Job Satisfaction ◽

United Arab Emirates ◽

Intent To Leave ◽

Supply And Demand ◽

Intention To Leave ◽

Work Load ◽

Tourism Industry ◽

Medium Size ◽

Construction Companies ◽

Developed Economies

Recently construction companies and real state of SMEs sector of Dubai, reported that they have a combine shortfall of skilled staff of up to 500,000. In addition to that, recently tourism industry of UAE, one of the most dominating service sectors also reported the severe shortage of qualified hospitality staffs. The shortage of workforce in the industry is one of the major causes of unfair distribution of work load and also an unjust compensation and reward system in the overall industry. The supply and demand of workforces is also one of the crucial predictor factors for job satisfaction and may lead to quit their job or to migration.While examining the various factors that may affect employee’s intention to leave, many research findings confirmed that job satisfaction caused the highest variance on to leaving intention. To get the deeper analysis of the job satisfaction and its impact on employee’s intention to leave, many researchers argued that there were many facets of job satisfaction that may cause the leaving intentions and therefore job satisfaction has been considered a variables composed of multiple factors. It is evident that there are many studies had been conducted to examine the relationship between job satisfaction and employees leaving intentions. However, not many studies on the same line have been fully addressed in small and medium size firms in UAE working setting and also most of the studies sampling strategies had focused in industries in developed economies. Therefore, it is believed to be a gap in the literature in the context of the job satisfaction and intent to leave in SMEs.

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Towards gender equality in the labour markets of Canada, USA and Russia: an overview of progress in achievement of international commitments

Population and Economics ◽

10.3897/popecon.4.e50338 ◽

2020 ◽

Vol 4 (1) ◽

pp. 38-50

Author(s):

Maria Yu. Beletskaya ◽

Elena A. Zotova

Keyword(s):

Gender Equality ◽

Gender Gap ◽

Labour Force ◽

Labour Force Participation ◽

The United States ◽

Work And Family ◽

Policy Action ◽

Family Responsibilities ◽

The Usa ◽

Employment Of Women

In 2019, the International Labour Organization (ILO), together with the Organisation for Economic Cooperation and Development (OECD), prepared and presented to the G20 leaders a report entitled “Women at work in G20 countries: Progress and policy action”. According to the report, Canada, the United States and Russia show the lowest results among the G20 countries in reaching the goal of reducing the gender gap in labour force participation by 25 percent by 2025. This is largely due to the relatively high levels of gender equality that have already been achieved in these countries. The article analyzes the policy of Canada, the USA and Russia towards women at work in four directions: 1) measures taken by national Governments, in cooperation with social partners, to increase women’s participation in the labour force and to overcome cultural and behavioural barriers to the employment of women; 2) measures to increase women’s ability to earn decent wages, including through lifelong learning, upgrading qualifications and skills development; 3) measures to reduce the proportion of women employed in the informal sector and in low-paid jobs; 4) measures to protect women in labour market in order to encourage men and women to combine work and family and share family responsibilities equitably.

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Balancing Work Life and Family Life: Problems and Remedies

Pravaha ◽

10.3126/pravaha.v24i1.20240 ◽

2018 ◽

Vol 24 (1) ◽

pp. 217-232

Author(s):

Tej Narayan Prasad Nepali

Keyword(s):

Women Workers ◽

Family Relationships ◽

Family Life ◽

Time Management ◽

Work And Family ◽

Work Life ◽

Work Life Balance ◽

Simple Task ◽

Family Responsibilities ◽

Life Balance

Work- family balance” is a term that refers to an individual’s perceptions of the degree to which s/he is experiencing positive relationships between work and family roles, where the relationships are viewed as compatible and at equilibrium with each other. Like a fulcrum measuring the daily shifting weights of time and energy allocation between work and family life, the term, “workfamily balance,” provides a metaphor to countervail the historical notion that work and family relationships can often be competing, at odds, and conflicting.There was a time when the boundaries between work and home were fairly clear. Today, however, work is likely to invade our personal life — and maintaining work-life balance is no simple task. Family work balance is a complex issue that involves financial values, gender roles, career path, time management and many other factors. Every person and couple will have their own preferences and needs. The problem of maintaining a balance between work life and family life is not a new one. But in the recent few years social scientists have started paying more attention to it. Now there is growing concern in Nepal and experts are of the view that a constant struggle to balance both sets of life will have serious implications on the health of an employee.The seriousness of this problem increases many times in the cases of women workers in our society which is a traditional one and where women are still supposed to have greater family responsibilities. They are expected to look after their children, entertaining the guest, taking care of their parents, in laws and other elderly members of their families as also managing kitchen and other household affairs. Neglecting any of these responsibilities for the sake of discharging work in office or in other institutions where they are employed is not tolerated by their husbands and other male members of the society. We talk of women empowerment but we fail to understand the problems which working women are facing in the tradition bound society like of ours. The study is a pioneering work to investigate into this problem. It is a modest attempt to understand the manner in which women workers try to maintain balance between their work and family lives. The study also explores the ways and means by which female workers can be enabled to maintain proper balance between the two sets of their lives. The findings of this study may be of great use to employers, and business executives as well, who have now come to realize that the responsibility to maintain a healthy work life balance rests on both the organisation and employee. Pravaha Vol. 24, No. 1, 2018, Page: 217-232

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Work and Family in Times of Crisis

10.1093/oxfordhb/9780199337538.013.32 ◽

2015 ◽

Author(s):

Lillian T. Eby ◽

Melissa Mitchell ◽

Lauren Zimmerman

Keyword(s):

Family Life ◽

Research Priorities ◽

Work And Family ◽

Family Outcomes ◽

Crisis Theory ◽

Crisis Events ◽

Short And Long Term ◽

Work Family ◽

The Individual

This chapter considers the effects of nonwork crises on the work–family interface. Drawing from Crisis Theory (Caplan, 1961, 1964), we develop a framework to understand how crisis events may affect work and family life over time. In so doing, we examine the short- and long-term work–family outcomes of crisis, and consider potential moderators of the associations between the experience of a crisis event and these outcomes. Next, we apply the framework to a number of exemplar nonwork crises internal and external to the individual and family, including addiction, relationship loss, natural disasters, and military deployment. We conclude by identifying research priorities related to understanding work and family in times of crisis.

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Intent to Leave Versus Intent to Stay in Technology Organizations

International Journal of Human Capital and Information Technology Professionals ◽

10.4018/ijhcitp.2020040106 ◽

2020 ◽

Vol 11 (2) ◽

pp. 79-90

Author(s):

Janine Silva Alves Bello ◽

Andrea Valéria Steil

Keyword(s):

Affective Commitment ◽

Intent To Leave ◽

Intent To Stay ◽

Intention To Leave ◽

Demographic Variables ◽

Staff Turnover ◽

Intention To Stay ◽

On Line ◽

Knowledge Intensive ◽

The Relationship

The intention to leave a job and the intention to stay at the job are considered the best predictors of staff turnover or retention. Based on this assumption, this study is aimed at analyzing the relationship between demographic variables (employee age, gender, marital status, kinship responsibility, education level), attitudinal variables (job satisfaction, affective commitment to organization, carrier commitment) and behavioral intentions (employees' intention to leave the job and employees' intention to stay at the job). From June to December 2016, on-line questionnaires were applied to knowledge-intensive organizations employees in Florianópolis, Santa Catarina State, Brazil. This article discusses the results and presents suggestions for further investigation.

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The Reshaping of Daily Time during the COVID-19 Pandemic: Lone Parent’s Work-Family Articulation in a Low-Intensity Lockdown

Social Sciences ◽

10.3390/socsci10070239 ◽

2021 ◽

Vol 10 (7) ◽

pp. 239

Author(s):

Núria Sánchez-Mira ◽

Laura Bernardi ◽

Benjamin Moles-Kalt ◽

Cléolia Sabot

Keyword(s):

Family Life ◽

Home Schooling ◽

Work And Family ◽

Family Responsibilities ◽

Low Intensity ◽

Home Based ◽

Conflicting Demands ◽

Family Demands ◽

Flexible Schedules ◽

Work Family

The COVID-19 pandemic and related restrictions have triggered simultaneous changes across multiple life domains within a very short timeframe. This major shock has seriously challenged the ability of families to adapt to unanticipated changes over which they had little control. Switzerland instigated a low-intensity lockdown in response to COVID-19 in the spring of 2020. The resulting alterations to family life included changes to employment situations and working conditions (such as layoffs, temporary unemployment and home-based work) and the need to arrange home-schooling and childcare. This study examines how a sample of individuals with a trajectory of lone parenthood living in French-speaking Switzerland adapted their everyday lives to accommodate the shifting demands in the domains of employment and family responsibilities. Interviews were conducted between April and June 2020 for the longitudinal project “The multiple paths of lone parenthood”. Using this data, we analysed the COVID-related changes to work and family life, focusing on their time structuring. We found that parents who remained employed faced the greatest time pressures, although their experiences varied significantly depending on the adaptability of their work schedules, as well as the child(ren)’s age(s) and degree of autonomy. Home-based work and home-schooling resulted in more flexible schedules, although parents with the greatest work and family demands sought more time-structured organisation to facilitate their articulation. Social support was a crucial buffer for parents with conflicting demands across domains.

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THE EXPERIENCE OF WORK-LIFE BALANCE FACED BY MOTHERS WITH PRESCHOOL CHILDREN

Economy and sociology ◽

10.36004/nier.es.2019.2-07 ◽

2020 ◽

pp. 81-93

Keyword(s):

Child Care ◽

Preschool Children ◽

Family Life ◽

Quality Care ◽

Work And Family ◽

Professional Life ◽

Sociological Study ◽

Family Responsibilities ◽

Life Balance ◽

Unequal Distribution

The article presents the results of the sociological study “Parents between the need to work and family responsibilities” (in baze on 1047 questionnaires with mothers with preschool children and 20 in-depth sociological interviews), conducted by the Center for Demographic Research of NIER. The purpose of the study consisted in analyzing the particularities of reconciling the family life and the professional life of mothers with preschool children, in highlighting the difficulties they face in reintegrating into the labour market after child care leave and in determining the factors that contributes to facilitating the process of balancing family and professional life. The results of the study revealed that families face difficulties in establishing and maintaining a balance between many and sometimes contradictory demands of family and professional life. The interviewed mothers highlighted a high level of motivation to be employed, but the defining reason for returning to the labor market is the need to earn money. Depending on the professional and family orientations, mothers with preschool children can be divided into three categories: mothers who want to combine the work with raising children (65%), mothers who intend to make a career but do not forget about children (21.3%) and mothers who prefer to be housewifes and take care of children (13.7%). Although the support of the husband moderates the relationship between family and professional responsibilities, the results of the study have shown that there is a tendency for women to take full responsibility of the household and child care. The lack of quality care and education services for preschool children, the absence of flexible work programs but also the unequal distribution of family responsibilities contribute to making the work-family life balance a predominant problem.

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Work Family Balance: Challenges, Experiences, and Implications for Families

10.5339/difi_9789927137952 ◽

2019 ◽

Author(s):

Joseph G. Grzywacz ◽

◽

Abdallah M. Badahdah ◽

d Azza O. Abdelmoneium

Keyword(s):

Family Life ◽

Maternity Leave ◽

Qualitative Interviews ◽

Work And Family ◽

Family Responsibilities ◽

Working Adults ◽

Family Balance ◽

Males And Females ◽

Work Family Balance ◽

Work Family

A key objective of the study of work-family balance detailed in this report was to build an evidence base to inform policy creation or refinement targeting work-family balance and related implementation standards to ensure the protection and preservation of Qatari families. Two complementary projects were designed and implemented to achieve this key objective. The first project was a qualitative study involving in-depth interviews with 20 Qatari working adults (10 males and 10 females). The interviews were designed to learn the meaning of work-family balance among Qataris, identify the factors shaping work-family balance or the lack thereof, and collect firsthand detailed information on the use and value of policy-relevant work-family balance sup - ports for working Qataris. The second component was a survey designed to describe work-family balance among working Qatari adults, determine potential health and well-being consequences of poor work-family balance, and characterize Qataris’ use of and preferences for new work-family balance supports. The data from the qualitative interviews tell a very clear story of work-family balance among Qataris. Work-family balance is primarily viewed as working adults’ ability to meet responsibilities in both the work and family domains. Although work-fam - ily balance was valued and sought after, participants viewed work-family balance as an idyllic goal that is unattainable. Indeed, when individuals were asked about the last time they experienced balance, the most common response was “during my last vacation or extended holiday.” The challenge of achieving work-family balance was equally shared by males and females, although the challenge was heightened for females. Qataris recognized that “work” was essential to securing or providing a desirable family life; that is, work provided the financial wherewithal to obtain the features and comforts of contemporary family life in Qatar. However, the cost of this financial wherewithal was work hours and a psychological toll characterized as “long” and “exhausting” which left workers with insufficient time and energy for the family. Participants commented on the absolute necessity of paid maternity leave for work-family balance, and suggested it be expanded. Participants also discussed the importance of high-quality childcare, and the need for greater flexibility for attending to family responsibilities during the working day. Data from the quantitative national survey reinforce the results from the qualitative interviews. Work-family balance is a challenge for most working adults: if work-fam - ily balance were given scores like academic grades in school, the majority of both males and females would earn a "C" or lower (average, minimal pass or failure). As intimated in the qualitative data, working females’ work-family balance is statistically poorer than that of males. Poor work-family balance is associated with poorer physical and mental health, with particularly strong negative associations with depression. It appears the Human Resource Law of 2016 was effective in raising awareness of and access to paid maternity leave. However, a substantial minority of working Qataris lack access to work-family balance supports from their employer, and the supports that are provided by employers do not meet the expectations of the average Qatari worker.

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A critical assessment of work and family life of female entrepreneurs in Sub-Saharan Africa

Journal of Small Business and Enterprise Development ◽

10.1108/jsbed-02-2017-0063 ◽

2018 ◽

Vol 25 (3) ◽

pp. 405-427 ◽

Cited By ~ 6

Author(s):

Kwame Adom ◽

Irene Tiwaa Asare-Yeboa ◽

Daniel M. Quaye ◽

Abena Oforiwaa Ampomah

Keyword(s):

Family Life ◽

Women Entrepreneurs ◽

Business Performance ◽

Well Being ◽

Work And Family ◽

Sub Saharan Africa ◽

Female Entrepreneurs ◽

Family Responsibilities ◽

Content Type ◽

Sub Saharan

Purpose The purpose of this paper is to critically evaluate how work and family lives of female entrepreneurs in emerging Sub-Saharan countries including Ghana influence their business performance, with focus on criteria such as income, number of outlets, and number of employees the entrepreneur controls. Design/methodology/approach A phenomenological qualitative approach to research was adopted for this study to help the researcher gain deeper understanding of experiences of Ghanaian female entrepreneurs with respect to their work and family life and its influence on business performance. With a purposive sampling technique, 25 active women entrepreneurs with family responsibilities were sampled for the study. A multiple case study strategy, in-depth face-to-face interviews, and participant observation were used to solicit responses from participants included in the study. Findings The study revealed that a majority of female entrepreneurs involved in the study believe that their roles and responsibilities to their families have a negative impact on both the income they generate from their business and their willingness to expand their outlets. However, it has a positive impact on their willingness to employ additional employees in their businesses. As a consequence, this study reveals that quality family life is essential to these female entrepreneurs and they are willing to put the well-being of their families first, even at the expense of their business growth. Research limitations/implications The study focused solely on the work and family life of women entrepreneurs and its influence on their business performance in Ghana. However, there exist other critical issues that affect women entrepreneurs in the Sub-Saharan region that can be explored to provide more insight on this subject or in different contexts. Originality/value As a first of its kind in the Ghanaian context, little is known in extant literature until now with regard to work and family life of female entrepreneurs and its influence on their business performance. This study therefore seeks to bridge this gap.

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Factors determining intention to leave among physicians in tertiary hospitals in China: a national cross-sectional study

BMJ Open ◽

10.1136/bmjopen-2018-023756 ◽

2019 ◽

Vol 9 (3) ◽

pp. e023756 ◽

Cited By ~ 1

Author(s):

Chunyu Zhang ◽

Linlin Hu ◽

Jing Ma ◽

Shichao Wu ◽

Jing Guo ◽

...

Keyword(s):

Intent To Leave ◽

Career Change ◽

Univariate Analysis ◽

Intention To Leave ◽

Self Report ◽

Organizational Level ◽

Hospital Level ◽

Individual Level ◽

Tertiary Hospitals ◽

The Individual

ObjectiveThe reasons that physicians leave the institutions have not been extensively studied. We aimed to evaluate these reasons, which include the desire to work at another hospital or the intention to make a career change, among physicians in tertiary hospitals in China and explore the associations between the individual-level and organizational-level factors related to these two reasons for leaving.MethodsWe conducted a national survey of 136 tertiary hospitals across all 31 provinces in China between December 2017 and January 2018. A total of 20 785 physicians were selected to self-report on the two evaluated reasons related to physicians’ intent to leave. A univariate analysis and multilevel regression model were applied to evaluate the factors associated with intention to leave.ResultIn all, 10.4% of the participating physicians had thought about working at another hospital, and 20.5% intended to leave to make a career change. At the hospital level, the government subsidy per bed (OR=0.88, 95% CI: 0.86 to 0.98 and OR=0.91, 95% CI: 0.90 to 0.99), personnel funding per capita (OR=0.86, 95% CI: 0.76 to 0.96 and OR=0.80, 95% CI: 0.73 to 0.88) and the number of physicians per bed (OR=0.83, 95% CI: 0.81 to 0.86 and OR=0.89, 95% CI: 0.81 to 0.92) were negatively associated, while the number of hospital-level medical disputes (OR=1.04, 95% CI: 1.03 to 1.05 and OR=1.06, 95% CI: 1.01 to 1.11) was positively associated with both reasons for leaving. At the individual level, income (OR=0.74, 95% CI: 0.71 to 0.79 and OR=0.88, 95% CI:0.83 to 0.92) and job satisfaction (OR=0.18, 95% CI: 0.17 to 0.20 and OR=0.16, 95% CI: 0.15 to 0.18) acted as preventive factors against both reasons for leaving, while work hours per week (OR=1.11, 95% CI: 1.06 to 1.17 and OR=1.23, 95% CI: 1.19 to 1.28) and medical dispute (OR=1.49, 95% CI:1.35 to 1.65 and OR=1.77, 95% CI: 1.64 to 1.91) acted as promotive factors.ConclusionsAlthough the intention to leave is not prevalent among physicians in tertiary hospitals in China, providing more organisational support and a better occupational environment may promote retention among physicians.

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