scholarly journals The Influence of Work - family Conflict on Young Employees' Turnover Intention: The Role of Self-efficacy

2017 ◽  
Author(s):  
Huimin Qi
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Self Efficacy ◽  
Work Family Conflict ◽  
Work Family

scholarly journals WORK-FAMILY CONFLICT TOWARD MARITAL SATISFACTION WITH SELF-EFFICACY AS A MODERATOR VARIABLE

2020 ◽  
Vol 8 (2) ◽  
pp. 373-380
Author(s):  
Ujam Jaenudin ◽  
Tahrir ◽  
Dian Jasmine ◽  
Zulmi Ramdani
Keyword(s):  
Marital Satisfaction ◽  
Family Conflict ◽  
Self Efficacy ◽  
Negative Relationship ◽  
Married Couples ◽  
Work Family Conflict ◽  
Moderator Variable ◽  
Positive Role ◽  
Work Family

Purpose of the study: The aim of the study to determine the effect of work-family conflict on marital satisfaction and try to see whether self-efficacy can be a moderator variable in the relation among work-family conflict and marital satisfaction in PKK mothers who work in District X. Methodology: The subjects of this study were 200 PKK mothers working in District X. Data collection used three scales, namely the scale of work-family conflict, the scale of marital satisfaction, and self-efficacy scale. Main Findings: The first hypothesis obtained with a t-value of -0.33, and then there is a negative relationship between work-family conflict with marital satisfaction. Then for the second hypothesis, self-efficacy has a positive role in marital satisfaction. And the third hypothesis is obtained by the statistical value of 2.71, which means that self-efficacy can be moderated variable in the relationship between work-family conflict and marital satisfaction. Applications of this study: This study can be used as an appropriate foundation, especially as consideration for married couples to maintain and increase marital satisfaction. Novelty/Originality of this study: This research focuses on the role of self-efficacy as a moderator variable that functions to strengthen marital satisfaction and reduce work-family conflict in the family. The causality relationship built in this research is an important value that must be a major concern for potential couples who will get married to busy conditions in their work.

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

scholarly journals Illegitimate Tasks and Employees’ Turnover Intention: A Serial Mediation Model

2021 ◽  
Vol 12 ◽  
Author(s):  
Xiaoye Zeng ◽  
Yafu Huang ◽  
Shouying Zhao ◽  
Lianping Zeng
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Cultural Context ◽  
Attrition Rate ◽  
Intention To Quit ◽  
Work Family Conflict ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Work Family

In the historical and cultural context of developing countries, such as China, illegitimate tasks have become an important source of workplace pressure for employees. Guided by the framework of the stress-as-offense-to-self theory, we explored how illegitimate tasks increase turnover intention. A total of 474 employees from China effectively completed the online survey. The results showed a positive correlation between illegitimate tasks, effort–reward imbalance, work–family conflict, and turnover intention. Illegitimate tasks can affect intention to quit directly and through two indirect paths: the separate intermediary effect of work–family conflict and the continuous mediating role of effort–reward imbalance and work–family conflict. The results indicate that illegitimate tasks increase employees’ intention to quit through the role of effort–reward imbalance and work–family conflict. This study contributes to our understanding of the mechanisms underlying the relationship between illegitimate tasks and workers’ turnover intention in the context of Chinese history and culture. Additionally, the findings have implications for reducing attrition rate.

scholarly journals Does Flow Experience Really Matter among Hotel Employees in Sarawak?

2018 ◽  
Vol 7 (3.30) ◽  
pp. 11
Author(s):  
Mark Kasa ◽  
Zaiton Hassan ◽  
Azizan Yatim
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Working Environment ◽  
Flow Experience ◽  
Full Time ◽  
Work Family Conflict ◽  
Hotel Employees ◽  
Important Approach ◽  
Work Family

Studies on flow in the Malaysian hotel context are still very limited even though it is an important psychological phenomenon toward developing human resources. This present study aims to investigate the role of flow experience as a mediator between the causes of burnout and its outcomes (turnover intention and work-family conflict) among the hotel employees in Sarawak, Malaysia. In the hotel industry, which has a highly demanding working environment, employee burnout would eventually lead to turnover intention and work-family conflict (WFC). To minimize these causes and outcomes, flow is hypothesized as a possible mediator in this study. The data were collected from 210 full time hotel employees, selected by random sampling method, and analyzed using SPSS version 20 and PROCESS version 2.11. The findings revealed that flow played a direct and indirect significant role between the causes of burnout and its outcomes. The findings suggest flow to be an important approach in alleviating the effects of burnout – turnover intention and work-family conflict.  

scholarly journals Psychosocial Predictors of Medically Unexplained Infertility in Urban Working Women

2021 ◽  
pp. 263183182098782
Author(s):  
Moumita Chakraborty ◽  
Parama Gupta ◽  
Deepshikha Ray
Keyword(s):  
Decision Making ◽  
Family Conflict ◽  
Self Efficacy ◽  
Working Women ◽  
Unexplained Infertility ◽  
Work Family Conflict ◽  
Medically Unexplained ◽  
Work Family ◽  
Urban Working

Background: Infertility is one of the major causes of mental health issues among couples. Interestingly, a large percentage of this infertility cannot be always explained in terms of a medical diagnosis. Psychological distress has long been suspected as having an important impact on infertility. However, the exact nature of association between psychological factors and infertility has been a subject matter of scientific debate. For modern urban women, there is an additional obligation of balancing work and home responsibilities; this dual role inevitably leads to stress. In this context, an important yet less-explored area of infertility is the role of work-related stress on female infertility. Aims: This study tries to investigate the mediating role of certain psychosocial constructs viz (a) Self-efficacy related to work-family conflict—measured in terms of “work-family conflict self-efficacy scale” by Cinamon (2003), (b) perceived occupational stress—measured in terms of “work-to-family conflict scale” by Netemeyer et al (1996), (c) decision-making in family—measured in terms of “decision-making scale” by Blood and Wolfe, (d) perceived infertility stress—measured in terms of “fertility problem inventory” by Newton et al (1999) in 25 urban working women of the age range 28 to 40 years who have been experiencing medically unexplained infertility for at least 1 year; the severity of infertility being measured in terms of duration of involuntary childlessness. Results: The analysis reveals that severity of medically unexplained infertility can be explained in terms of “self-efficacy related to work-family conflict” and “perceived infertility stress”; 28.6% of variation in severity of unexplained infertility being contributed by “self-efficacy related to work-family conflict” and 46.9% of the variation in the severity of unexplained infertility being contributed by a conjunction of “perceived infertility stress” and “self-efficacy related to work-family conflict.” Conclusion: The findings imply that urban educated women tend to place more psychological emphasis on “motherhood,” and “perceived deficit in attaining motherhood” seems to be the important source of personal stress for these women in comparison to stressors emanating from occupational hazards and family dynamics related to decision-making.

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.

scholarly journals The Influence of Work-Family Conflict on Taiwanese Expatriates' Burnout and Turnover Intention in China: Guanxi as a Moderator

2019 ◽  
Vol 64 ◽  
pp. 140-155 ◽  
Author(s):  
Kuo-Shu YUAN ◽  
Tung-Ju WU ◽  
Margaret FLYNN
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Job Demands ◽  
Work Family Conflict ◽  
Chinese Context ◽  
Intent To Return ◽  
Assignment Management ◽  
Low Levels ◽  
Work Family

Guanxi has been shown to play an important role in the management of Taiwanese expatriates assigned to China. In this study, we examined the relationships between expatriates’ work-family conflict, burnout, and intent to return early and the moderate role of supervisor-subordinate Guanxi in these relationships from the perspective of job demands-resources model. We used a two-waved data from a sample of 257 Taiwanese expatriates in China, and the results supported the moderating hypotheses of supervisor-subordinate Guanxi. Besides, burnout mediated the effect of work-family conflict on intent to return early, only when Taiwanese expatriates perceived low levels of supervisor-subordinate Guanxi. Finally, Guanxi would be a buffer for expatriate assignment management in the Chinese context.

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