scholarly journals Work-Family Conflict dan Parenting Self- Efficacy pada Ibu Bekerja di Jakarta

MANASA ◽  
2021 ◽  
Vol 10 (1) ◽  
pp. 1-18
Author(s):  
Dara Aprilia Christianty ◽  
Wieka Dyah Partasari
Keyword(s):  
Family Conflict ◽  
Self Efficacy ◽  
Working Mothers ◽  
Future Research ◽  
Full Time ◽  
Work Family Conflict ◽  
Correlational Research ◽  
Measurement Tools ◽  
Work Family ◽  
The Relationship

The aim of this research is to identify the relationship between work-family conflict and parenting self-efficacy among working mothers in Jakarta. The research is a quantitative with correlational research design. Participants for this research is consisted by 121 mothers with the range of aged 23 to 56 years old, live with working husband and the children, have child aged below 18 years old, and have full-time job in Jakarta. Data were collected using two measurement tools are Work-Family Conflict Scale (WFCS) and Self-Efficacy for Parenting Task Index (SEPTI). The data was measured using Spearman correlation and it has been showed there is the relationship between work-family conflict and parenting self-efficacy significantly (rs = -0.387, p = 0.000 (p < 0.01)). These two variables are negatively related to each other. It can be concluded who working mothers have low their work-family conflict, they have high self-efficacy to fulfill their role as parent. The recommendation for future research will do in qualitative research to know how the parents, father and mother, take care of their children and what kind of social support that has been accepted for working mothers. Keywords: Work-Family Conflict, Parenting Self-Efficacy, Working Mothers

Personality meta–traits and time-based work–family conflict: the mediating role of work–home boundaries

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Maya Kroumova ◽  
Rakesh Mittal ◽  
Joshua Bienstock
Keyword(s):  
Family Conflict ◽  
Negative Relationship ◽  
Two Dimensions ◽  
Equation Modeling ◽  
Full Time ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family ◽  
The Relationship ◽  
Boundary Strength

Purpose This study aims to examine the complex relationship between the personality meta-traits of stability and plasticity and time-based work–family conflict (WFC). Stability and plasticity are hypothesized to influence WFC directly and indirectly, via boundary strength at work (BSW) and boundary strength at home (BSH) domains. WFC has two dimensions – conflict due to family interfering in work (FIW) and conflict due to work interfering in family (WIF). Design/methodology/approach Data was collected from 419 full-time employees in multiple US companies. Hypotheses were tested using structural equation modeling. Findings Stability was associated with lower levels of WFC and stronger boundaries around the work and home domains. BSW mediated the relationship between stability and FIW; BSH mediated the relationship between stability and WIF. plasticity was associated with weaker boundaries around the work and home domains. BSW and BSH had a negative relationship with FIW and WIF, respectively. Research limitations/implications The study is cross-sectional and limited to time-based work–family conflict. The results support the adoption of a more agentic view of personality in the boundary setting and WFC literatures. Practical implications Employers need to design flexible work programs that offer employees control over work–home boundary strength. Originality/value The study links stability and plasticity to WFC. It expands the nomological network of work–home boundaries.

scholarly journals THE MEDIATING ROLE OF SELF-EFFICACY ON THE RELATIONSHIP BETWEEN WORK-FAMILY CONFLICT AND ORGANISATIONAL CITIZENSHIP BEHAVIOUR

2019 ◽  
Vol 4 (1) ◽  
pp. 246
Author(s):  
Meor Rashydan Abdullah ◽  
Sabitha Marican ◽  
Nurul Liyana Mohd Kamil
Keyword(s):  
Family Conflict ◽  
Self Efficacy ◽  
Negative Relationship ◽  
Individual Characteristics ◽  
Work Family Conflict ◽  
Mediating Role ◽  
Proactive Behaviour ◽  
Work Family ◽  
The Relationship

Organisational citizenship behaviour (OCB) is important in the organisational behavioural research. OCB contributes significantly to the success of an organisation through proactive behaviour in extra-role activity and active involvement in organisation operation to ensure efficiency and productivity in service delivery. The purpose of this study is to examine the relationship between work-family conflict as the antecedent of OCB and the role of self-efficacy as the mediating variable. Data were collected from 510 public administrators at Public Service Department, Ministry of Home Affairs, Ministry of Education and Ministry of Health in Putrajaya, Malaysia. Data analyses were conducted using partial least squares structural equation modelling (PLS-SEM) to test the research model hypotheses related to the relationship between work-family conflict, self-efficacy and OCB. The findings confirmed that there is a significant negative relationship between work-family conflict and self-efficacy and there is no relationship between work-family conflict and OCB. Self-efficacy is proven to be a fully mediation variable in the relationship between work-family conflict and OCB. The results suggest that organisations should be aware of individual characteristics and work-family domain to foster participation and engagement in OCB. The findings of this study contribute to the literature especially on OCB and open new avenues for future research by providing new perspective on factors that influence individual behaviour and also the role of personal efficacy on those relationship. Keywords: Mediation analysis, Organisational Citizenship Behaviour (OCB), self-efficacy, SmartPLS, work-family conflict. Cite as: Abdullah, M. R., Marican, S., & Mohd Kamil, N. L. (2019). The mediating role of self-efficacy on the relationship between work-family conflict and organisational citizenship behaviour. Journal of Nusantara Studies, 4(1), 246-272. http://dx.doi.org/10.24200/jonus.vol4iss1pp246-272

Work flexibility as a mediator of the relationship between work–family conflict and intention to quit

2010 ◽  
Vol 16 (3) ◽  
pp. 411-424 ◽  
Author(s):  
Stacey Porter ◽  
Roya Ayman
Keyword(s):  
Family Conflict ◽  
Personal Control ◽  
Intention To Quit ◽  
Future Research ◽  
Organizational Practice ◽  
Work Family Conflict ◽  
Significant Relationships ◽  
Intentions To Quit ◽  
Work Family ◽  
The Relationship

AbstractIn a sample of 243 women from a Midwestern healthcare organization, we found that the work-to-family interference (WIF) was positively related to intentions to quit. Significant relationships were found among work flexibility, WIF, and intention to quit. This relationship was supported, allowing us to conclude that employees who perceive personal control and autonomy in their work environment (as defined by how, when and where they work) will report lower levels of WIF and intentions to quit. The implications of these findings on future research and organizational practice are discussed.

The Relation Between Family-Supportive Work Environment and Work–Family Conflict: Does Leader Support Act as a Moderator of This Relation in the Portuguese Navy?

2018 ◽  
Vol 45 (2) ◽  
pp. 291-309 ◽  
Author(s):  
Sandra Veigas Campaniço Cavaleiro ◽  
Catarina Gomes ◽  
Miguel Pereira Lopes
Keyword(s):  
Work Environment ◽  
Family Conflict ◽  
Future Research ◽  
Work Family Conflict ◽  
Moderation Effect ◽  
Leader Support ◽  
The Subject ◽  
Work Family ◽  
Senior Officers ◽  
The Relationship

This study tested the moderation effect that leader support had on the relation between a family-supportive work environment (FSWE) and work–family conflict (WFC) in the Portuguese Navy. Data were collected through the application of a questionnaire to 260 career Navy junior and senior officers. Results indicated that a positive relation existed between the FSWE and WFC, being so that more FSWE related to more WFC. When bringing leader’s support to the subject, the only relation found was between leader support and WFC in which less leader support related to more WFC. The results didn’t back up the hypothesis that leader support had a positive moderating impact on the relationship between an FSWE and WFC. Given this, the results are discussed considering the theory on WFC and possible implications for future research and practice are presented for the Portuguese Navy.

scholarly journals The relationship between work-family conflict and morale of female soldiers

2018 ◽  
Vol 31 (1) ◽  
pp. 175-194
Author(s):  
Gui Hyun Son ◽  
Young Woo Sohn ◽  
Eun Kyoung Chung
Keyword(s):  
Glass Ceiling ◽  
Family Conflict ◽  
Negative Influence ◽  
Future Research ◽  
Work Family Conflict ◽  
Burn Out ◽  
Supervisor Rating ◽  
Work Family ◽  
The Relationship ◽  
Female Soldiers

The purpose of the present study was to investigate integrally the relationships among work-family conflict, burn out, and morale of the navy female soldiers. Also, the study illustrated whether glass ceiling moderated the relationship between burn out and soldiers morale. For this purpose, Surveys and supervisor-rating performance data of 205 navy female soldiers. It was found that the work–family conflict of females negatively influenced morale, and burn out mediated the relationship with work–family conflict and morale. Also, the perception of glass ceiling was found to control the relationship between burn out and morale. Specifically, when the women perceived glass ceiling perception high, it was confirmed that the negative influence of burn out on morale was strong. we discuss the implications of these results, study limitations, and practical suggestions for future research.

scholarly journals Precursors Of Emotional Stability, Stress, And Work-Family Conflict Among Female Bank Employees

2014 ◽  
Vol 13 (4) ◽  
pp. 861
Author(s):  
Clifford Kendrick Hlatywayo ◽  
Tawanda Zingwe ◽  
Tatenda Shaleen Mhlanga ◽  
Bukhosi Dumoluhle Mpofu
Keyword(s):  
Family Conflict ◽  
Emotional Stability ◽  
Quality Education ◽  
Border Region ◽  
Future Research ◽  
Eastern Cape ◽  
Work Family Conflict ◽  
Bank Employees ◽  
Work Family ◽  
The Relationship

Women exposure to quality education and equity legislation has accelerated their participation in the workplace. The study investigated the relationship between emotional stability, stress, and work-family conflict among female bank employees in the border region of the Eastern Cape, South Africa. Findings highlighted significant positive relationships between work-family conflict, stress, and neuroticism. The findings support most relationships found in literature. Correlations were also found amongst biographical data of female banking employees. The implications of this study are discussed along with recommendations for future research and professional managerial practice.

Work flexibility as a mediator of the relationship between work–family conflict and intention to quit

2010 ◽  
Vol 16 (3) ◽  
pp. 411-424 ◽  
Author(s):  
Stacey Porter ◽  
Roya Ayman
Keyword(s):  
Family Conflict ◽  
Personal Control ◽  
Intention To Quit ◽  
Future Research ◽  
Organizational Practice ◽  
Work Family Conflict ◽  
Significant Relationships ◽  
Intentions To Quit ◽  
Work Family ◽  
The Relationship

AbstractIn a sample of 243 women from a Midwestern healthcare organization, we found that the work-to-family interference (WIF) was positively related to intentions to quit. Significant relationships were found among work flexibility, WIF, and intention to quit. This relationship was supported, allowing us to conclude that employees who perceive personal control and autonomy in their work environment (as defined by how, when and where they work) will report lower levels of WIF and intentions to quit. The implications of these findings on future research and organizational practice are discussed.

Work family conflict and professional self-efficacy among career persistent women: the mediating role of managerial support

2021 ◽  
Vol 36 (8) ◽  
pp. 952-967
Author(s):  
Swati Alok ◽  
Sudatta Banerjee ◽  
Swati Singh
Keyword(s):  
Family Conflict ◽  
Self Efficacy ◽  
Work Family Conflict ◽  
Content Type ◽  
Mediating Role ◽  
Managerial Support ◽  
Professional Self ◽  
Work Family ◽  
The Relationship

Purpose This study aims to examine the relationship between work-family conflict (WFC) and personal self-efficacy among career persistent women in India. Further, this relationship was explained with the help of the mediating role of perceived managerial support. Design/methodology/approach Survey data were collected from 510 career persistent women working in the Information Technology (IT) sector in India. The data were analyzed using structural equation modeling and mediation was tested using Process- Macro. Findings Findings depicted a positive relationship between WFC and professional self-efficacy demand and self-efficacy challenges. Perceived managerial support was also found to be positively related professional self-efficacy. Furthermore, perceived managerial support was found to have a significant mediating effect in WFC and professional self-efficacy relationships. Originality/value Findings of the study may enhance the understanding of WFC in emerging economies, as most of the research has been done in the western context. Findings of the study are crucial, as it highlights the relationship between WFC and professional self-efficacy in the presence of perceived managerial support. Moreover, the paper uniquely discusses the role of WFC in professional self-efficacy among career persistent women in IT sector.

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