scholarly journals Work-Family Conflict of Women Entrepreneurs and Women Employees

2016 ◽  
Vol 31 (3) ◽  
pp. 111-123 ◽  
Author(s):  
Cicilia Larasati Rembulan ◽  
Kuncoro Dewi Rahmawati ◽  
Febe Yuanita Ratna Indudewi
Keyword(s):  
Family Conflict ◽  
Women Entrepreneurs ◽  
Sampling Technique ◽  
Measuring Instrument ◽  
Work Family Conflict ◽  
Women Employees ◽  
Cross Tabulation ◽  
Work Family ◽  
And Behavior

The aim of this study was to discover differences in work-family conflict among women who work as employees and women who worked as entrepreneurs. The samples of this re-search were 189 women (98 employees and 91 entrepreneurs). This quantitative com-parative design used an incidental sampling technique. The measuring instrument was the work-family conflict (WFC) translated from Greenhaus and Beutell. The data collected was analyzed using Mann Whitney-U Test. The results show no difference in WFC among women who work as employees and women as entrepreneurs. However, the data shows that the majority of entrepreneur women has very low WFC in all aspects (time, strain, and behavior), while women who work as employees tend to have medium WFC. The results of cross tabulation show that there are indications of an association between revenue and WFC (time and strain aspects) in employee respondents. While the entrepreneur women show indication of an association between the ages of marriage, and duration of work with WFC.

scholarly journals Work-Family Conflicts of Indian Women Entrepreneurs: A Preliminary Report

1999 ◽  
Vol 2 (2) ◽  
pp. 39-46 ◽  
Author(s):  
Mallika Das
Keyword(s):  
Family Conflict ◽  
Women Entrepreneurs ◽  
Preliminary Report ◽  
South India ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Female Entrepreneurs ◽  
Indian Women ◽  
Work Family

This article examines the work-family conflicts faced by women entrepreneurs in South India. The results indicate that female entrepreneurs in India may not be encountering the same levels of work-family conflict as their Western counterparts.

Conflict Segments of Women Employees of IT Sector in India

2012 ◽  
Vol 3 (1) ◽  
pp. 42-53 ◽  
Author(s):  
Aiswarya Balachandar ◽  
Ramasundaram Gurusamy
Keyword(s):  
Family Conflict ◽  
Well Being ◽  
Work Family Conflict ◽  
Moderating Variables ◽  
Women Employees ◽  
The Family ◽  
Work Family ◽  
The Impact ◽  
The Relationship ◽  
Women In India

The growth rate for women entering the workforce is expected to be greater than for men. Therefore it is possible that the financial well-being of the family may no longer fall to the male, it may be shared between the two partners or may be the sole responsibility of a single parent. These trends potentially increase the chance that work could interfere with family (WIF) or that family could interfere with work (FIW).The study is conducted to test the Impact of Organizational Commitment, Job Autonomy, Job Involvement and Climate as moderating variables on Work Family Conflict of Employed women in India. The sample size of 598 is identified and with the application of statistical tools the relationship among the said variables are estimated and its role on the Work family conflict is studied quantitatively.

scholarly journals Service Innovation in Human Resource Management During COVID-19: A Study to Enhance Employee Loyalty Using Intrinsic Rewards

2021 ◽  
Vol 12 ◽  
Author(s):  
Muhammad Ibrahim Abdullah ◽  
Dechun Huang ◽  
Muddassar Sarfraz ◽  
Muhammad Waqas Sadiq
Keyword(s):  
Study Design ◽  
Family Conflict ◽  
Sampling Technique ◽  
Employee Loyalty ◽  
Work Family Conflict ◽  
Private Hospitals ◽  
Work Demand ◽  
Work Family ◽  
Bootstrap Methodology ◽  
Social Rewards

This research focuses on the employee loyalty aspect of private hospitals in Pakistan during the COVID-19 pandemic, seriously impacted by strict work demand and work-family conflict. To manage this issue, social rewards and psychological rewards played a role as a mediator. The study uses a causal research design with a correlational study design in a non-contrived environment. Minimal researcher interference has been assured. AMOS 24 has been used to deal with the mediation in study design with bootstrap methodology. The study was conducted on 250 nurses of different private hospitals across Punjab province using a proportionate stratified sampling technique. A finding of this study suggests that nurses remain loyal to their organizations despite having uncompromising work demands and facing work-family conflict when they are provided with social and psychological rewards on their job by their organizations.

scholarly journals Peran work-family conflict terhadap organizational citizenship behavior pada karyawan PT. X

Cognicia ◽  
2021 ◽  
Vol 9 (2) ◽  
pp. 105-111
Author(s):  
Rr. Ratih Purnami Sudrajad ◽  
Hudaniah Hudaniah
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Family Conflict ◽  
Sampling Technique ◽  
Negative Influence ◽  
Citizenship Behavior ◽  
Research Subjects ◽  
Work Family Conflict ◽  
Permanent Employees ◽  
Work Family

Organizational citizenship behavior is a worker’s behavior that exceeds their role and can benefit the company. In generating OCB, sometimes employees experience various obstacles, one of which is work-family conflict. WFC is a situation where employees have conflicts in carrying out their roles to complete their work with their roles in the family. This study aims to determine the effect of WFC on the emergence of employee OCB. The importance of this research is that the company can pay more attention to its employees in reducing role conflict, and is expected to increase employee OCB. The sampling technique used is purposive sampling. The research subjects were 171 people consisting of permanent employees and they were married. The data collection method used a work-family conflict scale that had been compiled by Carlson et al. and an organizational citizenship behavior scale that had been compiled by Smith et al. A simple regression analysis test with IBM Statistic 25 program showed a significant and negative influence between WFC on employee OCB. Work-family conflict itself contributes an effective contribution of 17.1% to employees’ organizational citizenship behavior.   Keywords: Employees, organizational citizenship behavior, work-family conflict

scholarly journals PENGARUH WORK FAMILY CONFLICT TERHADAP KEPUASAN KERJA KARYAWAN PADA PT TOYOTA INTERCOM MOBILINDO PADANG

2019 ◽  
Author(s):  
Chitra Doly Situmorang ◽  
Aminar Sutra Dewi
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Sampling Technique ◽  
Work Family Conflict ◽  
Employee Job Satisfaction ◽  
Negative Effect ◽  
Work Family ◽  
Questionnaire Method ◽  
A Company

The survival of a company is not only determined by the success of managing finances, but also determined by the success of managing human resources, in order to obtain job satisfaction as expected. Employee job satisfaction is influenced by many factors including work family conflict. This study aims to analyze the effect of work family conflict on employee job satisfaction on Pt Toyota Intercom Mobilindo Padang. Job satisfaction is a pleasure that a person feels for the role or work in a company. Low job satisfaction, can affect the quality of work, so that the decline in productivity of a company. Work family conflict is the occurrence of incompatibility between one role and another, where there are different pressures between roles in the family and at work. Someone who experiences high work family conflict will reduce the enthusiasm in carrying out activities. The population in this study were all employees of PT Toyota Intercom Mobilindo Padang. This sampling technique uses a total sampling technique, with a sample of 65 people. Data collection was done by questionnaire method. The data obtained were analyzed multiple regression to examine the effect of work family conflict on employee job satisfaction. The results showed Y = 11,190 + X = -1.507. So it can be said that work family conflict has a significant negative effect on employee job satisfaction at PT Toyota Intercom Mobilindo Padang.

Supervisor and mentoring effects on work-family conflict in logistics

2019 ◽  
Vol 49 (6) ◽  
pp. 644-661 ◽  
Author(s):  
Michael J. Maloni ◽  
David M. Gligor ◽  
Robin A. Cheramie ◽  
Elizabeth M. Boyd
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Intent To Leave ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Content Type ◽  
Behavior Based ◽  
And Gender ◽  
Work Family ◽  
And Behavior

Purpose A talent shortage and underrepresentation of women in logistics emphasize the need to assess the logistics work culture. As logistics practitioners face round-the-clock job pressures, work–family conflict presents one such opportunity for study. Consequently, the purpose of this paper is to assess the impact of supervisors and mentoring on work interference with family (WIF) and subsequent job satisfaction and intent to leave logistics. Design/methodology/approach Under role conflict theory, the authors apply structural equation modeling to survey data of logistics practitioners, focusing on time, strain and behavior WIF sources. Findings The results highlight the complexity of WIF in logistics. Strain and behavior-based WIF relate to job satisfaction, which then relates to intent to leave logistics. Family-supportive supervisors reduce time and strain-based WIF, and mentoring provides complementary support for behavior-based WIF. However, mentoring also yields unintended contradictory effects for women as detrimental to time-based WIF. Research limitations/implications The relatively small sample size, particularly for women, limits generalizability of the results. Practical implications To foster supportive work environments, logistics organizations must train supervisors and mentors to resolve employee WIF, including its different sources and gender-specific impacts. Originality/value The interplay of supervisors and mentors has not been well studied to date. Also, the contradictory impacts of mentoring for women based on WIF sources challenges WIF literature and issues warnings for mentoring in professional practice. Finally, the results provide insight into the talent shortage and gender imbalance in logistics that lack empirical study.

Exploring SME Women Entrepreneurs’ Work–Family Conflict in Malaysia

2021 ◽  
pp. 157-183
Author(s):  
Wendy Ming-Yen Teoh ◽  
Chin Wei Chong ◽  
Yee Yen Yuen ◽  
Siong Choy Chong
Keyword(s):  
Family Conflict ◽  
Women Entrepreneurs ◽  
Work Family Conflict ◽  
Work Family

scholarly journals Gender as a moderator between work-family conflict, job and family satisfaction

2018 ◽  
Vol 7 (3) ◽  
pp. 1-12
Author(s):  
Abigail Opoku Mensah ◽  
Eunice Fay Amissah ◽  
Adjoa Afedua Nsaful
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Sampling Technique ◽  
Family Satisfaction ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Junior Staff ◽  
Multi Stage ◽  
Work Family ◽  
The Relationship

The study examined the effect of work-family conflict on job and family satisfaction among university junior staff in Ghana. It further tested the moderating role of gender on the relationship between work-family conflict dimensions and job and family satisfaction. A quantitative approach was adopted. A multi-stage sampling technique was employed to select 339 respondents. Descriptive and inferential statistics were used to analyse the data. The results revealed a negative effect of work-family conflict on both job satisfaction and family satisfaction. Further analysis showed that gender moderates the relationship between work-family conflict (FIW) and family satisfaction. Recommendations are made to the University authorities and employees on how to minimize the negative effects of work-family which can lead to better job and family satisfaction in this paper.Keywords: work-family conflict, job satisfaction, family satisfaction, gender, junior staff

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