scholarly journals WORK-FAMILY CONFLICT AND EMPLOYEE PERFORMANCE IN GHANA’S BANKING SECTOR

2020 ◽  
Vol 8 (9) ◽  
pp. 113-122
Author(s):  
Dorothy A. Morrison ◽  
John Victor Mensah ◽  
Gloria Naa Adorkor Kpakpo ◽  
Claudia Asante
Keyword(s):  
Job Performance ◽  
Family Conflict ◽  
Banking Sector ◽  
Employee Performance ◽  
Secondary Data ◽  
Working Hours ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Work Family

Studies indicate that in recent times, many working adults have combined family and work roles but they find it difficult to effectively execute their duties. This is due to the fact that these roles are incompatible, and therefore cause work-family conflict which has adverse concerns for both employees and organizations. This study therefore examined effects of work-family conflict on job performance in a selected bank in Ghana. It is a cross-sectional study and it employed the quantitative research method. Simple random and stratified sampling techniques were used to sample 100 respondents and both primary and secondary data were used. The findings revealed that family demand, long working hours and heavy workload were among the reasons for work-family conflict. Flexible time schedule, supervisory support, supportive work environment, and formulation of family friendly policies such as child care services were strategies the bank used to minimise work-family conflict. A significantly negative correlation was established between work-family conflict and job performance showing that high levels of work-family conflict in employees leads to lower job performance. It was recommended that other banks without work-family conflict strategies should emulate the best practices of the study bank to help enhance the performance of their employees.

scholarly journals Quality Of Work Life Factors Affects Employee Performance & Employee Satisfaction

2021 ◽  
Vol 12 (4) ◽  
pp. 944-949
Author(s):  
Dr. Gayathri Band, Et. al.
Keyword(s):  
Family Conflict ◽  
Banking Sector ◽  
Performance Enhancement ◽  
Employee Performance ◽  
Work Life ◽  
Quality Of Work Life ◽  
Work Family Conflict ◽  
Quality Of Work ◽  
Work Family

Health is the best gift, peace is the best wealth. HR is a dynamic concept and so are the HR policies. Work Life Balance has gained tremendous importance since few years. Gone are the days of 9 to 5. When we coin the concept of Business Process Outsourcing or BPO; the thing which strikes our minds is odd timings. It is vital that attention be given to work life balance. Enjoyment and achievement are the two major factors which relate to the overall success of a person in whole. A person works for family & his own satisfaction. If the right balance is struck between work & personal life, it can result into miracles. The study is undertaken to study the effects of quality of work life on the employee performance and employee satisfaction. The factors considered for study are work family conflict, organizational commitment, work exhaustion, work overload, fairness reward, participative decision making, performance enhancement. The findings show that the five factors (Participative Decision making, Work exhaustion, Work overload, Fairness of reward and Performance enhancement) of quality of work life effects the performance of the employees of the banking sector in Nagpur. The four factors (Performance enhancement, Organization Commitment, Fairness of reward and Work family conflict) of quality of work life effect the satisfaction of the employees of the banking sector in Nagpur.

scholarly journals Role of Work-Family Conflict in Job Burnout: Support from the Banking Sector of Pakistan

2014 ◽  
Vol 40 ◽  
pp. 1-12 ◽  
Author(s):  
Syed Harris Laeeque
Keyword(s):  
Family Conflict ◽  
Banking Sector ◽  
Rank Correlation ◽  
Job Burnout ◽  
Ordinal Scale ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Full Capacity ◽  
Work Family ◽  
Work Interference With Family

The main aim of this study is to determine the relationship between work-family conflict (WFC) and job burnout experienced by an employee. This study follows a cross-sectional and quantitative approach. Self-administered, ordinal scale based questionnaires are used as an instrument to collect the responses from 200 respondents, working in the head offices of two private banks in Islamabad, Pakistan. Kendall tau-b rank correlation coefficient, linear regression and one-way ANOVA are employed for testing conceptual and mathematical model. The results of statistical analysis shows that both the domains of work-family conflict i.e. family interference with work and work interference with family, significantly and positively influence the job burnout of employees. Organizations must take an initiative to resolve the work-family conflict so that the employees devote their full capacity to work and also be able to meet their family requirements easily.

Comparing the situation and person-based predictors of work–family conflict among married working professionals in India

2019 ◽  
Vol 39 (5) ◽  
pp. 479-495
Author(s):  
Rupashree Baral
Keyword(s):  
Organizational Support ◽  
Family Conflict ◽  
Working Hours ◽  
Situational Factors ◽  
Personality Factors ◽  
Unique Contribution ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Content Type ◽  
Work Family

Purpose The purpose of this paper is to ascertain the situation (presence of young children, working hours, social and organizational support) and person-based factors (core self-evaluations) that influence work-family conflict (both work-to-family conflict (WFC) and family-to-work conflict (FWC)) and to examine the relative power of situational factors vs person-based factors in predicting work-family conflict. Design/methodology/approach Data were collected from 367 married working professionals from eight organizations in the manufacturing and services sector in India. Hierarchical regression analysis was conducted to test the hypotheses. Usefulness analysis was performed to reveal the unique contribution of the dispositional variables over the situational variables in predicting the variance in work-family conflict. Findings Personality factors accounted for more variance in FWC than in WFC, and situational factors accounted for more variance in WFC than in FWC. Research limitations/implications Given the limitations associated with a cross-sectional design, caution is needed concerning the inferences drawn. Only a few variables are considered to assess the characteristics of the context. Practical implications Organizations should not view the resolution of work-family conflict as the sole responsibility of an individual because of the demonstrated influence of both dispositional and contextual factors on the presence or absence of such conflict. While individuals may strive to have better self-management skills and stay positive in adverse situations, employers may assist them in dealing with work-family demands by introducing need-based support. Originality/value The relative importance of situation-based and person-based variables in predicting work-family conflict has rarely been examined on a managerial sample in India. Research on personality-based antecedents of work-home interference is also in its infancy. A better understanding of the factors as they relate to both directions of work-family conflict may help to identify suitable approaches to managing conflict.

scholarly journals Supervisory Support as Moderator between Work Family Conflict and Turnover Intentions

2017 ◽  
Vol 4 (2) ◽  
pp. 1 ◽  
Author(s):  
Aneel Kumar ◽  
Khalil Ahmed Channa ◽  
Niaz Ahmed Bhutto
Keyword(s):  
Family Conflict ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Primary Data ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Sindh Province ◽  
Work Family ◽  
The Relationship ◽  
Positive Effect

The purpose of this research is to investigate supervisory support as moderator between work family conflict (WFC) and turnover intentions in banking sector employees, working in Sindh province of Pakistan. Primary data were collected through Likert type survey questionnaire, targeting the 181 employees, working in commercial banks. The findings of this study shows the significant positive effect of work family conflict on turnover intentions of employees. Moreover, supervisory support was found as the significant moderator of the relationship between work family conflict and turnover intentions. The moderating effect of supervisory support significantly reduced the turnover intentions level of employees which they experienced due to work family conflict.

GAMBARAN KINERJA PEGAWAI DARI SUDUT PANDANG WORK FAMILY CONFLICT MELALUI KEPUASAN KERJA (Studi pada: Pegawai Wanita di Sektor Perbankan Kota Medan)

2019 ◽  
Vol 5 (1) ◽  
pp. 52-59
Author(s):  
Sarah Imelda ◽  
Ezzah Nahrisah
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Banking Sector ◽  
Employee Performance ◽  
Significant Positive Effect ◽  
Work Family Conflict ◽  
Female Employees ◽  
Work Family ◽  
The City ◽  
Positive Effect

This Study aims to describe the performance of female employees in the Medan banking sector in terms of work family conflict and job satisfaction. In order to achieve the objectives of this study, the researchers used the distribution of questionnaires (questionaire) and in-depth interviews (indepth interview) with employees, especially women in the banking sector in the city of Medan. The researcher spreads the list of questions (questionaire) directly to the employees. The population in this study were female employees who worked in the banking sector of the city of Medan. The research sample amounted to 100 people. This research is a quantitative and qualitative descriptive study. The data analysis technique used in this study is multiple linear regression analysis through path analysis. The results showed that (1) Work Family Conflict had a significant positive effect on Employee Performance, (2) Work Family Conflict had a significant positive effect on Job Satisfaction, (3) Job Satisfaction mediated Work Family Conflict on Employee Performance.

The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings

2016 ◽  
Vol 70 (1) ◽  
pp. 119-145 ◽  
Author(s):  
Andrew Li ◽  
Jessica Bagger ◽  
Russell Cropanzano
Keyword(s):  
Job Performance ◽  
Family Conflict ◽  
Role Theory ◽  
Performance Ratings ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Conflict ◽  
Work Family ◽  
The Impact ◽  
The Relationship

We draw on gender role theory to examine the relationships among employee-rated work–family conflict, supervisor perceptions of employee work–family conflict, employee gender and supervisor-rated job performance. We found that the relationship between employee-rated work–family conflict and supervisor perceptions of employee conflict varied based on both employee gender and the direction of conflict under consideration. Specifically, the relationship between the two rating sources (employee and supervisor) was stronger for male employees when conflict was considered. However, the relationship between the two rating sources was stronger for female employees when family-to-work conflict was considered. Supervisor perceptions of employee work–family conflict were negatively related to employee job performance ratings. More generally, we found support for a moderated mediation model such that the relationship between employee-rated work–family conflict and job performance was mediated by supervisor perceptions of employee work–family conflict, and the effect was moderated by employee gender. Implications for research and practice are discussed.

scholarly journals Prevalence and Predicting Factors of Chronic Pain among Workers of Petrochemical and Petroleum Refinery Plants

2020 ◽  
Vol 11 (1) ◽  
pp. 3-14 ◽  
Author(s):  
Maryam Shaygan ◽  
Maryam Yazdanpanah
Keyword(s):  
Chronic Pain ◽  
Job Stress ◽  
Family Conflict ◽  
Work Experience ◽  
Petroleum Refinery ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Occupational Factors ◽  
Screening Programs ◽  
Work Family

Background: Taking into account the differences in job requirements and conditions, it is expected that workers in some occupations are more susceptible to pain than others. Objective: To examine the prevalence of chronic pain among workers of several petrochemical and petroleum refinery plants. We also examined the predictive role of psycho-familial variables (depression, work-family conflict and job stress) in causing chronic pain when controlling for demographic and occupational factors. Methods: This cross-sectional study was carried out among 674 workers. Those with chronic pain were identified by affirmative answers to screening questions based on the ICD-11 criteria. Results: There were 162 (24.0%; 95% CI 20.8% to 27.3%) workers meeting the ICD11 criteria for chronic pain. Headache was the most frequently reported pain (29.9%). We found a significantly (p=0.03) higher prevalence of pain among the middle age than in other age groups. Chronic pain more frequently affected divorced/widowed workers (p<0.001), and those with more work experience (p=0.04). Workers with chronic pain reported significantly higher levels of depression (p<0.001), job stress (p=0.007), and work-family conflict (p<0.001). After controlling for demographic and occupational factors, depression (p<0.001) and work-family conflict (p=0.003) were found to be independent predictors of chronic pain among studied workers. Conclusion: Workers who experience higher levels of depression, work-family conflict and job stress might be more prone to chronic pain. The majority of these factors are modifiable, and the problem may thus be solved by establishing appropriate screening programs, and availability of proper services and education.

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