Work-Family Balance, Employee Commitment, and Number of Dependents Among Staff in a Malaysian TV Network

2017 ◽  
Vol 3 (2) ◽  
pp. 37
Author(s):  
SHEREEN NORANEE ◽  
HANAN MOHD SAID ◽  
ANIZAH ZAINUDDIN ◽  
ROZILAH ABDUL AZIZ ◽  
ZARINA ABDUL MUNIR
Keyword(s):  
Family Life ◽  
Significant Relationship ◽  
Cultural Context ◽  
Employee Commitment ◽  
Sampling Technique ◽  
Work And Family ◽  
Personal Connection ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family

Committed employees tend to perform better as they feel having personal connection towards the organization. However, in some cases, dismissal from the organization also indicates poor jobperformance. Poor job performance resulted in low organizational commitment. The ability of an individual to balance between work and family depends on several factors such as the type of job, the organization that hires them, economy, social and cultural context. The emerging situation had led tooverload of responsibility as people had to play the role of employees, spouses, parents, and parent's caregivers. Biased participation in one role, either work of family, will affect the other role. Work-family balance has two types of relationship. The first relationship is when work interferes with family life and the second relationship is when family life interferes with work. The main purpose of this study was to examine the effect of work-family balance towards employee commitment among TVABC (a Malaysian television network) staff, with number of dependents as moderating variable. Theresponses were gathered from 184 TVABC staff. Convenient sampling technique was used and  hierarchical regression analysis was administered. The results indicated that work interference with family dimension did not had any significant relationship with employee commitment. While familyinterference with work was proven to have a significant relationship with employee commitment among TVABC staff. The number of dependents, as the moderating variable, was found not affecting the relationship between work-family balance and employee commitment as all tests indicated insignificant relationship. 

scholarly journals Strategi Work-Family Balance pada Perempuan Suku Banjar yang Memiliki Peran Ganda

2019 ◽  
Vol 6 (2) ◽  
pp. 184
Author(s):  
Yulia Hairina ◽  
Mahdia Fadhila
Keyword(s):  
Time Management ◽  
Sampling Technique ◽  
Work And Family ◽  
Multiple Roles ◽  
Research Subjects ◽  
Use Of Time ◽  
Family Balance ◽  
The Family ◽  
Work Family Balance ◽  
Work Family

This study aims to determine work-family balance strategies in women who have a dual role especially in Banjar women and to know the factors that influence the achievement of balanced work family. The method used is descriptive qualitative, with interview data collection methods. The research subjects were selected by using purposive sampling technique. The results of the study are related to strategies in balancing work and family that are done by the subject, namely 1) making the best use of time, time management, completing work on time, separating work and family matters, making special schedules to spend with children and other family members every Saturday Sunday or holiday, and prioritize important days for families and children such as child shows and others that indeed our existence becomes important for our families 2) monitor the family while working for example by making a single call to the child to check the situation even there are parents or household assistants who guard them, 3) share roles with husbands. Furthermore, the factors that influence the achievement of balance are 1) partner support 2) commitment at the beginning of marriage 3) the same experience of the husband. The implication of this study is that it can provide an overview related to work-family balance strategies in women who have multiple roles. Work-family balance is important for everyone because if the multiple roles run are not balanced then it is likely to lead to family and work conflicts.

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

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.

Work, Family, and Gender: Elements for a Theory of Work-Family Balance

2009 ◽  
Vol 12 (2) ◽  
pp. 641-647 ◽  
Author(s):  
Leonor M. Cantera ◽  
Mª Eugenia Cubells ◽  
Luz Mª Martínez ◽  
Josep M. Blanch
Keyword(s):  
Cultural Context ◽  
New World ◽  
Family Values ◽  
Work And Family ◽  
Family Balance ◽  
Economic Survival ◽  
Work Family Balance ◽  
And Gender ◽  
Work Family ◽  
Practical Implications

Over last century, work was not only a means of economic survival, but also a very strong factor of psychological structuring and of organization of personal, family, and everyday life. The new world of work provides new challenges to the balance of work and family life. A questionnaire was administered to a sample of 453 people with the aim of analyzing the relation between variables such as family burdens and domestic responsibilities, and the appraisal of work and family, values involved in work-family balance. The results of this study show that, in the present economic and cultural context, assuming family burdens and domestic responsibilities increases the positive appraisal of work and family, both in men and women. This has theoretical and practical implications concerning the challenge of work-family balance.

scholarly journals The Review of Work and Family Balance among Employees in Hospitality Industry in Taiwan

2016 ◽  
Vol 9 (9) ◽  
pp. 51 ◽  
Author(s):  
Chun-Chi Lu ◽  
Yu-San Ting ◽  
Yu-Lun Hsu
Keyword(s):  
Turnover Intention ◽  
Quantitative Research ◽  
Employee Commitment ◽  
Organizational Outcomes ◽  
Work And Family ◽  
Family Balance ◽  
Hospitality Workers ◽  
Hospitality Firms ◽  
Work Family Balance ◽  
Work Family

The research evaluated the effectiveness of flextime in achieving and sustaining work-family balance among male and female hospitality workers in Taiwan. Flextime’s effectiveness in supporting work-family balance has implications on the achievement of organizational outcomes, particularly employee commitment and turnover intention. The study applied quantitative research design to test three major hypotheses and sub-hypotheses by using evidence obtained from a survey of managers and employees of hospitality firms in Taiwan. The evidence confirmed all the hypotheses. Flextime is effective in achieving and sustaining work-family balance. Work-life balance enhances employee commitment and dissuades turnover intention. Hospitality firms in Taiwan need to consider flextime as a long-term or continuous strategy as well as consider improvements relative to changes in the condition and needs of employees.

scholarly journals Please, Do Not Interrupt Me: Work–Family Balance and Segmentation Behavior as Mediators of Boundary Violations and Teleworkers’ Burnout and Flourishing

2021 ◽  
Vol 13 (13) ◽  
pp. 7339
Author(s):  
Vânia Sofia Carvalho ◽  
Alda Santos ◽  
Maria Teresa Ribeiro ◽  
Maria José Chambel
Keyword(s):  
Well Being ◽  
Work And Family ◽  
Future Research ◽  
Boundary Violations ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Using Data ◽  
The Relationship

The lockdown, in the COVID-19 pandemic, is considered an external crisis that evokes innumerous changes in individuals lives. One of the changes is the work and family dynamics. Based on boundary theory we examine the mediated role of work and family balance and boundary segmentation behavior in the relationship between boundary violations and teleworkers’ stress and well-being. However, because women and men live their work and family differently, gender may condition the way teleworkers lead with boundary violations and boundary segmentation. Hypotheses were tested through moderated mediation modeling using data collected of 456 teleworkers during lockdown. In line with our expectations, teleworkers who have suffered most boundary violations were those with least boundary segmentation behaviors and with least work-family balance which, in turn was related to higher burnout and lower flourishing. Furthermore, gender was found to moderate the relationship between boundary violations from work-to-family and segmentation behavior in the same direction and this relationship was stronger for females than for males. We discuss implications for future research and for managing teleworkers, creating sustainability, both during a crise and stable days.

Enhancing Work—Family Balance Research in Family Businesses

2009 ◽  
Vol 22 (3) ◽  
pp. 235-238 ◽  
Author(s):  
Kathryn Stafford ◽  
Michael J. Tews
Keyword(s):  
Family Business ◽  
Work And Family ◽  
Family Businesses ◽  
Interdisciplinary Teams ◽  
Family Research ◽  
Business Context ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Integrate Research

Rothausen thoroughly reviews the literature on work—family balance in traditional workplaces and provides a useful framework for determining a healthy balance between work and family in a family business context. This article addresses Rothausen’s contributions to enhancing work—family research in family businesses, and it specifies areas for further research using a fit model. Work family scholars have the potential to integrate research in economics, sociology, and psychology and so help form interdisciplinary teams to conduct research on family businesses.

Work–Family Balance Among Coach-Fathers: A Qualitative Examination of Enrichment, Conflict, and Role Management Strategies

2017 ◽  
Vol 31 (3) ◽  
pp. 288-305 ◽  
Author(s):  
Jeffrey A. Graham ◽  
Marlene A. Dixon
Keyword(s):  
Coping Strategies ◽  
Management Strategies ◽  
Work And Family ◽  
Work Life ◽  
Theoretical Frameworks ◽  
Family Responsibilities ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Meaningful Experiences

Work–family balance in sport has until this point largely been characterized as an issue for women. Current societal trends, however, suggest that men also struggle with balancing work and family responsibilities. Using theoretical frameworks from both conflict and enrichment, this study examined the ways that fathers who are coaches experience and manage the work–life interface. Twenty-four men who are fathers and high school varsity head coaches were interviewed for this study. The respondents discussed the day-to-day challenges and coping strategies they utilized to manage their work–life interface. Ultimately, five themes emerged from the data, including (a) coaching as more than an occupation, (b) experiences of conflict and strain, (c) coping strategies, (d) nonutilization of organizational supports, and (e) experiences of enrichment. These findings suggest that, indeed, men struggle with balancing competing role demands. However, the findings also suggest that men are utilizing diverse and creative approaches for managing their fathering and coaching roles, resulting in meaningful experiences of enrichment stemming from both coaching and fathering.

scholarly journals Hubungan antara Iklim Organisasi dengan Work Family Balance pada Guru Wanita Bersertifikasi yang Sudah Berkeluarga

PSYCHE 165 ◽  
2020 ◽  
pp. 161-167
Author(s):  
Diana Trie Yunisa ◽  
Herio Rizki Dewinda
Keyword(s):  
Organizational Climate ◽  
Sampling Technique ◽  
Married Women ◽  
Reliability Coefficient ◽  
Validity And Reliability ◽  
Significance Level ◽  
Certified Teachers ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family

The research purpose to determine the relationship between organizational climate and work family balance in certified teachers in married women in SMP N 2 Sawahlunto. The independent variable in this research is organizational climate and the dependent variable is work family balance. The sampling tecnique in this research use saturated sampling technique. The sample in this study were 33 certified teacher in married women in SMP N 2 Sawahlunto. The validity and reliability test in this study uses the alpha cronbach technique. The result of the validity coefficien on the scale of organizational climate moves from rix= 0.326 to rix= 0.742 with a reliability coefficient of α = 0.915 while on the work family balance move from rix = 0.304 to rix = 0.726 with a reliability coefficient of α = 0.904. Based on data analysis, a correlation value of 0.671 that is with a significance level of 0.000, which means the hypothesis is accepted. This shows that there is a significant relationship organizational climate and work family balance in certified teachers in married women in SMP N 2 Sawahlunto. The effective contribution of the organizational climate variable to work family balance 45%

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