scholarly journals Work-Family Balance, Participation in Family Work and Parental Self-Efficacy in Chilean Workers

2017 ◽  
Vol 9 (1) ◽  
pp. 1-25
Author(s):  
Andrés Jiménez Figueroa ◽  
Verónica Gómez Urrutia ◽  
Gonzalo Palomo-Vélez
Keyword(s):  
Self Efficacy ◽  
Public And Private ◽  
Organizational Policies ◽  
Family Work ◽  
Private Organizations ◽  
Family Balance ◽  
Work Family Balance ◽  
Gender Patterns ◽  
Work Family ◽  
The Impact

The article analyzes differences regarding work-family balance, participation in family work, and parental self-efficacy in workers (N=300) in Chile according to their sex and their status as income providers. Three instruments (Survey Work-Home Interaction-Nijmegen, Questionnaire of Participation in Family Work, and the Parental Evaluation Scale) were applied to workers from public and private organizations. Our results show that participation in family work is positively related to work-family balance, while the latter, in turn, is positively associated with parental self-efficacy. Furthermore, sex and being the main income provider in the household shows differential effects in both participation in family work and perception of parental self-efficacy. These results, we conclude, suggest the persistence of some elements of traditional gender patterns. This underlines the need to examine organizational policies from a gender perspective and to analyze the impact of public policy on organizational practices.

scholarly journals The Influence Of Coaching On Employee Perceptions Of Supervisor Effectiveness And Organizational Policies

2011 ◽  
Vol 9 (6) ◽  
pp. 15
Author(s):  
Joseph F. Rocereto ◽  
Joseph B. Mosca ◽  
Susan Forquer Gupta ◽  
Stuart L. Rosenberg
Keyword(s):  
Management Style ◽  
Full Time ◽  
Organizational Policies ◽  
Family Balance ◽  
Supervisor Effectiveness ◽  
Organizational Work ◽  
Work Family Balance ◽  
Organizational Rewards ◽  
Work Family ◽  
Rewards Programs

This study investigates the effects of the use of coaching as a management style on supervisor effectiveness and key employee-related organizational policies. Specifically, we examine the direct effects of coaching on employee perceived supervisor effectiveness and organizational work-family balance support, as well as the impact of supervisory effectiveness on employee perceived effectiveness of organizational rewards programs. Ordinal regression was used to test the hypotheses, and data from 134 undergraduate and graduate business students enrolled in a Northeast university who indicated that they were currently employed on a full-time basis support these relationships. Results show that the degree to which employees view their supervisor as acting as a coach positively influences perceived supervisor effectiveness and organizational work-family balance support. Additionally, results support the notion that organizational work-family balance support also leads to perceived supervisor effectiveness which, in turn, positively influences employee perception regarding the effectiveness of organizational rewards programs.

scholarly journals The Relationship of Self-Efficacy and Social Support on Work-Family Balance

2020 ◽  
Vol 3 (1) ◽  
pp. 18-25
Author(s):  
Afra Hasna ◽  
Mungin Eddy Wibowo ◽  
Mulawarman Mulawarman
Keyword(s):  
Social Support ◽  
Family Support ◽  
Significant Relationship ◽  
Self Efficacy ◽  
Hierarchical Regression ◽  
Family Balance ◽  
Ex Post ◽  
Work Family Balance ◽  
Work Family ◽  
The Relationship

This study conducted based on the phenomenon of complex problems faced by the students who have dual roles, namely students who are married and also working. The study aims to find out the empirical data and to ensure the relationship between self-efficacy and social support with work-family balance. The research design used a correlation with the ex-post-facto model that had 214 samples were selected using purposive sampling techniques with the criteria of students who were married and also working. The data assessed by using the General Self-efficacy (GSE) Scale, Multidimensional Scale of Perceived Social Support (MSPSS), and Work-Family Balance Scale (WFBS). The data analyzed by using hierarchical regression analysis techniques. The results showed that: 1) there was a significant relationship between self-efficacy and work-family balance (∆R=0.351; ∆F=63.927; P=<0.01) with a contribution of 22.8%, 2) there was a significant relationship between social support and work-family balance (∆R=0.145; P<0.01) with a contribution of 16.6% based on the significant aspects of other support, family support, and friend support, the results obtained significant relationships in each aspect of family support and friends’ support with work-family balance, and 3) there was a significant simultaneous relationship between self-efficacy and social support with family balance (R=0.645; F=24.618; P<0.05) with the most frequent based on R2 for 41.6%. This study concluded that there is a partially and simultaneously significant relationship between self-efficacy, social support, and work-family balance. The implications of these findings are discussed in the discussion.

A Study on the Balance Between Work and Family of Nepali Army Officers

Unity Journal ◽  
2021 ◽  
Vol 2 ◽  
pp. 105-115
Author(s):  
Laxmi Bilas Koirala
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
Research Papers ◽  
Family Relation ◽  
Family Balance ◽  
Army Officers ◽  
Work Family Balance ◽  
Work Family ◽  
The Impact

This study tries to explore and examine the relationships of work-family balance among army officers of the Nepal Army.The objectives of the study is to discover the issues and consequences of the work family confl ict by examining and discussing the impact of time, stress and job satisfaction on work-family relation and to suggest some recommendations to maintain the balance between the two. This study is simply base on desk review of research papers and information on work-family relation of army officers. Unprecedented problems of work family conflict are a common phenomenon within modern organizations. Stress, low performance, absenteeism, quitting from the force and committing suicide are the consequences of the work-family conflict So, the organizations are compelled to manage all causes of conflict before escalating the adverse effects. The study has followed a step-by-step approach to undertake review of the research papers. The results of this study reveal that work-life conflict and stress have a significant positive relationship. The findings of the study will encourage the Nepal Army for further research on work family balance and the additional examination may provide better understanding of truth. It is also hope that the results and recommendations gleaned from this study may assist the Nepal Army in making policies and programs related to work family conflict in future. Should the Nepal Army leadership fail to work proactively to ensure this balance, this may provide ground for a new kind of conflict.

Research on the Psychological Capital and Job Burn-Out of Mechanical Engineers in Chinese Enterprises

2014 ◽  
Vol 971-973 ◽  
pp. 2394-2397
Author(s):  
Zhao Hui Guo
Keyword(s):  
Self Efficacy ◽  
Psychological Capital ◽  
Chinese Enterprises ◽  
Family Balance ◽  
Job Transfer ◽  
Burn Out ◽  
Work Family Balance ◽  
Work Family ◽  
The Relationship

This paper utilized questionnaires to conduct a research on a total of 160 mechanical engineers in five enterprises in Wuhan, China in search of the relationship between psychological capital and job burn-out of mechanical engineers. The result shows that the psychological capital and job burn-out are obviously negatively correlated. The elements of psychological capital such as self-efficacy, optimism, hope and toughness can negatively predict the elements of job burn-out such as emotional burn-out, depersonalization, and decreasing accomplishment. Enterprises of China should take measures such as psychological capital diagnosis, professional mindset training, work-family balance project, job transfer and career culture construction to develop the psychological capital of mechanical engineers and reduce job burn-out.

Work–Family Balance and Alternative Work Schedules

2016 ◽  
Vol 45 (4) ◽  
pp. 382-404 ◽  
Author(s):  
Lori L. Wadsworth ◽  
Rex L. Facer
Keyword(s):  
Age Groups ◽  
Work Schedules ◽  
Organizational Changes ◽  
Traditional Schedules ◽  
Positive Attitudes ◽  
Family Balance ◽  
Work Family Balance ◽  
Traditional Work ◽  
Work Family ◽  
The Impact

In 2008, the State of Utah implemented a 4-day workweek for their employees. This article examines the impact on employees using a postimplementation survey. For employees on the 4-day schedule, there were no significant differences by gender on work–family balance or on the impact of the schedule. However, women did demonstrate slightly more positive attitudes toward the 4-day schedule. Employees with children at home reported lower work–family balance and greater impact of the 4-day schedule. In contrast, no difference in attitudes toward the 4-day schedule was found by age, although work–family balance differed among age groups. There were differences in work–family balance between employees on the 4-day schedule and those on traditional schedules; however, the more substantial factor was whether an employee selected his or her schedule. The current study highlights the importance of engaging employees when making significant organizational changes, such as transitioning from traditional work schedules to alternative schedules.

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