The Impact of Demographic Characteristics, Work Family Balance and Family Friendly Policies on Job Satisfaction of Dual Career Couples in Sri Lankan Commercial Banking Industry

2012 ◽  
Author(s):  
M.T. Senanayake
Keyword(s):  
Job Satisfaction ◽  
Banking Industry ◽  
Demographic Characteristics ◽  
Commercial Banking ◽  
Sri Lankan ◽  
Dual Career Couples ◽  
Family Balance ◽  
Family Friendly ◽  
Work Family ◽  
The Impact

Family-friendly practices, high-performance work practices and work–family balance

2016 ◽  
Vol 14 (1) ◽  
pp. 2-23 ◽  
Author(s):  
Lorena Ronda ◽  
Andrea Ollo-López ◽  
Salomé Goñi-Legaz
Keyword(s):  
Job Satisfaction ◽  
High Performance ◽  
Working Hours ◽  
Work Practices ◽  
Content Type ◽  
Family Balance ◽  
Family Friendly ◽  
High Performance Work Practices ◽  
Work Family Balance ◽  
Work Family

Purpose This paper aims to establish to what extent family-friendly practices and high-performance work practices are positively related to work–family balance and to identify the role played by job satisfaction and working hours as mediators of this relationship Design/methodology/approach We use data for a representative sample of almost 17,000 employees of dual-earner couples from European countries. To test the mediation mechanism implied by our hypotheses, we follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit and regression models were estimated in the analysis. Findings The results show that, in general, family-friendly practices and high-performance work practices increase work–family balance and that these positive relationships are partially mediated by job satisfaction and working hours. While both family-friendly practices and high-performance work practices increase job satisfaction, only the first increase working hours. Moreover, job satisfaction increases work–family balance, while working hours reduces it. The net effect of these opposing forces on work–family balance is positive. Research limitations/implications The use of secondary data posits some constraints, such as the type of measures and the failure to control for a higher number of family-friendly practices and high-performance work practices. Additionally, the non-longitudinal nature of the data set implies that some relationships cannot be considered causal in the intended direction. Practical implications Managers should implement family-friendly practices and high-performance work practices, as, in general, they increase work–family balance. A significant portion of this positive effect is channeled through job satisfaction and working hours. Originality/value The paper contributes to understanding the relationship between different subsets of human-resources management practices and work–family balance, proposing a model that aims to disentangle the mediating mechanisms through which this relationship occurs.

scholarly journals Impact of work-family balance results on employee work engagement within the organization: The case of Slovenia

PLoS ONE ◽  
2021 ◽  
Vol 16 (1) ◽  
pp. e0245078
Author(s):  
Jasmina Žnidaršič ◽  
Mojca Bernik
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Positive Impact ◽  
Family Balance ◽  
Family Friendly ◽  
Work Family Balance ◽  
Work Family ◽  
The Impact ◽  
Employee Work Engagement ◽  
Policies And Practices

Background and purpose Organizations strive to increase the work engagement of their employees, as engaged employees are more productive employees, but often neglect the significant effects of work-family balance on work engagement. Numerous studies confirm the importance of work-family balance and work engagement, but there is lack of research that explores the relationship between the concepts. Our research fills a research gap in investigating the impact of work-family balance on work engagement, both directly and through individual perceptions of organizational support for work-family balance. The main aim of our research is to empirically test the relationships between the policies and practices of organizations regarding work-family balance, work-life balance and work engagement. Methods Using validated questionnaires, we collected data on organizational support for work-family balance (family-friendly policies and practices, support by leader, support by co-workers, working hours and complexity of work), work-family balance and work engagement. The quantitative data for our analysis was collected through a survey of 343 online participants who were employees in various positions in companies in Slovenia. The results Our results show that the organization's work-family balance policies and practices, such as support by leader, co-workers, and family-friendly policies and practices, have a positive impact on the individual's work-family balance, that work-family balance leads to an increase in work engagement, and that the individual's perception of the organization's work-family balance support leads to an increase in work engagement. Conclusion Knowledge of important work-family balance implications with an understanding of organizational support for work-family balance and the relationships between the constructs of work-family balance and work engagement can be beneficial to business leaders. This understanding can help them to strengthen employee work engagement through family-friendly policies and practices, and thereby contributing to the area of employee behavior and improving employee productivity.

scholarly journals The Impact of Occupational Stress on Job Satisfaction and Counterproductive Work Behaviour

2020 ◽  
Vol 7 (2) ◽  
pp. 30-39
Author(s):  
Horia Pitariu ◽  
Andreea Budean
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Financial Services ◽  
Job Strain ◽  
Organizational Outcomes ◽  
Family Balance ◽  
Present Context ◽  
Work Family ◽  
Counterproductive Work Behaviour ◽  
The Impact

The present economical challenges increase the level of demand and pressure on people in their workplaces, eventually affecting the efficiency of organizations. Given the relationship between job strain and individual and organizational outcomes (Robertson, 2009), the present context places an even higher importance on understanding and dealing correctly with these issues. The research at hand examines the predictive value of different occupational sources of pressure on job satisfaction and counterproductive work behaviour, using an occupational sample in the financial services field. The participants were asked to complete two questionnaires: OSI-90 (Cooper, Sloan & Williams, 1996) and Workplace Deviance Scale (Bennett & Robinson, 2000). The results indicate that stressors related to the organizational climate, the work relationships, organizational hassles and workload predict counterproductive work behaviour. Furthermore, job satisfaction was positively related to the high quality of the work relationship and low levels of tension in the organizational climate and hassles, while the level of satisfaction with the organization was associated with the work-family balance and the organizational climate. Implications for developing programs that help employees effectively cope with these sources of stress as well as recommendations for developing healthier organizations are discussed.

Family matters: The impact of family functioning on co-worker outcomes

2020 ◽  
pp. 001872672093006
Author(s):  
Merideth J Thompson ◽  
Dawn S Carlson ◽  
K Michele Kacmar
Keyword(s):  
Job Satisfaction ◽  
Family Functioning ◽  
Organizational Citizenship ◽  
The United States ◽  
Task Interdependence ◽  
Full Time ◽  
Mediated Effects ◽  
Family Balance ◽  
Work Family ◽  
The Impact

Does family really matter when it comes to work? To answer this question, we tested the relationships between a job incumbent’s family life and a co-worker’s work life and found that one person’s family may impact another person’s work. We hypothesized that job incumbent family functioning influences workplace outcomes through work–family balance (WFB) to shape a co-worker’s job attitudes and experiences. Further, we proposed that task interdependence moderates the mediated effects of WFB on the relationship between family functioning and these outcomes. Our sample was 226 married job incumbents living in the United States who work full time, along with responses from both their spouses and co-workers. We found that WFB mediates family functioning’s relationship with the co-worker’s job satisfaction, job incumbent’s incivility, and job incumbent’s task-focused organizational citizenship behaviors. Task interdependence moderated family functioning’s indirect effect on co-worker job satisfaction and the incumbent’s incivility through WFB. There were no significant effects of job incumbent family functioning on co-worker organizational commitment. Thus, family does matter as positive family functioning not only allows the employee to reap the benefit of WFB, but also co-workers benefit through increased job satisfaction and the job incumbent performing more helpful and collegial behavior toward the co-worker.

scholarly journals The Role Of Flextime Appeal On Family And Work Outcomes Among Active And Non-Active Flextime Users: A Between Groups And Within Groups Analysis

2011 ◽  
Vol 9 (3) ◽  
Author(s):  
Joseph F. Rocereto ◽  
Susan Forquer Gupta ◽  
Joseph B. Mosca
Keyword(s):  
Job Satisfaction ◽  
Work Outcomes ◽  
Job Outcomes ◽  
Work Related ◽  
Schedule Flexibility ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
The Impact

The influence of schedule flexibility, including flextime, on work-family balance and job outcomes has been of great interest to both members of academia and practitioners. However, the role that the desirability of flextime has on such constructs has been largely ignored in past literature. Additionally, relatively few studies have investigated differences between work-family balance and job satisfaction among those who are actively using flextime and those who are not currently using flextime. Results of this study strengthen the need for an increased understanding of the role that flextime appeal serves in work-family balance and job satisfaction, and the impact that flextime has on enhancing these important work-related constructs. Other meaningful differences between flextime users and non-flextime users, including the roles of gender and the presence of children living at home are also explored.

Virtual work intensity, job satisfaction, and the mediating role of work-family balance: A study of employees in Germany and China

2021 ◽  
pp. 239700222199822
Author(s):  
Feng Qiu ◽  
Tobias Dauth
Keyword(s):  
Job Satisfaction ◽  
Empirical Evidence ◽  
Cultural Context ◽  
Virtual Work ◽  
Work Outcomes ◽  
Work Intensity ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
The Impact

This paper targets virtual work, an increasingly crucial alternative work arrangement in today’s interconnected world. Based on a survey of 308 employees working in Germany and China, we investigate the relationship between virtual work intensity, work-family balance, and job satisfaction through a mediator model. We find empirical evidence for an inverted U-shaped relationship between virtual work intensity and job satisfaction. When virtual work intensity is below a particular level, it is positively related to job satisfaction. However, increasing virtual work intensity begins to decrease job satisfaction when this threshold is exceeded. Our findings suggest this relationship between virtual work intensity and job satisfaction is mediated by work-family balance. Furthermore, empirical evidence demonstrates that the inverted U-shaped relationship has different optimums in different cultures. The research outcome demonstrates that the threshold is lower for Chinese employees than their German colleagues. This paper contributes to literature relating to job satisfaction, work-family balance, and virtual work by focusing on individual virtual work outcomes in a cross-cultural context. It also attempts to provide an alternative explanation for the generative mechanism of the impact of virtual work intensity on job satisfaction.

Sign in / Sign up

Export Citation Format

Share Document