scholarly journals An Empirical Study of Work-Family Field: Identifying Psychographic Predictors of WorkFamily Conflict

2019 ◽  
Vol IV (III) ◽  
pp. 154-164
Author(s):  
Afsheen Masood ◽  
Muhammad Sulman ◽  
Arooj Arshad
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Family Conflict ◽  
Self Efficacy ◽  
Linear Regression Analysis ◽  
Negative Relationship ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Female Lawyers ◽  
Work Family

This study propounds to examine the dynamics of relationship among emotional intelligence, job satisfaction, and self-efficacy and work-family conflict in female lawyers. Correlational Cross-sectional research design was implicated in this research in order to test the hypothesis that emotional intelligence, self-efficacy and job satisfaction are likely to predict work-family conflict in young female lawyers. The sample comprised of n= 200 female lawyers, age ranging between 30-50 years, recruited from the civil and high court of Lahore, Pakistan. SPSS 23.0 was used to execute analyses that revealed that emotional intelligence was somehow having negative relationship with work-family conflict yet positively associated with self-efficacy. Findings of linear regression analysis divulge that emotional intelligence and self-efficacy are significant negative predictors of work-family conflict. Results from the current research provide insight for future researchers in seeking line of further inquiry on psychosocial dynamics of work-family life patterns of female lawyers.

scholarly journals PENGARUH WORK FAMILY CONFLICT DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASIONAL KARYAWAN PT. PASIFIC EXPRESS GARMENT

2020 ◽  
Vol 9 (1) ◽  
pp. 257
Author(s):  
Pasek Putu Agung Wendhastra Dura Dharsan ◽  
I Made Artha Wibawa
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Family Conflict ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Descriptive Statistics ◽  
Sampling Techniques ◽  
Work Family Conflict ◽  
Work Family ◽  
Positive Effect

Organizations hold a very important key in helping employees to build organizational commitment. The purpose of the study was to analyze, to determine the effect of work family conflict and job satisfaction on organizational commitment at PT. Pacific Express Garment Denpasar. The sample was determined by 45 people with saturated sampling techniques. Data collection is done by distributing questionnaires directly to employees of PT. Pacific Express Garment Denpasar and analyzed using descriptive statistics on average counts and descriptive statistics in the form of classic assumption tests and multiple linear regression analysis. The results of data analysis showed that work-family conflict variables had a negative and significant effect on the organizational commitment of employees of PT. Pacific Denpasar Garment Garment and Job Satisfaction variables have a positive effect on Organizational Commitment of employees of PT. Pacific Express Garment Denpasar. Keyword : Organizational commitment, job satisfaction, work-family conflict.  

Work-Family Conflict and Job Satisfaction: Emotional Intelligence as a Moderator

2012 ◽  
Vol 29 (3) ◽  
pp. 222-228 ◽  
Author(s):  
Yongdong Gao ◽  
Junqi Shi ◽  
Qikun Niu ◽  
Lei Wang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Work Family

scholarly journals Emotional Intelligence, Work Family Conflict, and Job Satisfaction on Junior High School Teacher’s Performance

2019 ◽  
Vol 9 (1) ◽  
pp. 179 ◽  
Author(s):  
Dewie Tri Wijayati ◽  
Achmad Kautsar ◽  
Karwanto Karwanto
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Job Performance ◽  
Junior High School ◽  
Family Conflict ◽  
Sem Analysis ◽  
Performance Measurements ◽  
Work Family Conflict ◽  
Career Women ◽  
Work Family

Female workers do not always get the same rights as their male colleagues. Many women are forced to dispel their desires to become structural career women because they are unable to compete with men. Therefore, it is necessary to have clear performance measurements to prove that female teachers also have good performance. The research was conducted using explanatory research with a quantitative approach. The test was conducted by SEM analysis techniques using AMOS. The study found a significant influence between Emotional Intelligence on Job Satisfaction as well as Job Satisfaction on Commitment. In the next test it was found that Job Performance was only influenced by family conflict in a negative direction, while Commitment and Job Satisfaction had no effect on Job Performance.

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 Effect of Work-Family Conflict and Balancing Strategy towards Wive's Job Satisfaction

2020 ◽  
Vol 5 (1) ◽  
pp. 20-35
Author(s):  
Euis Sunarti ◽  
Risda Rizkillah ◽  
Novy Tri Muktiyah
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Random Sampling ◽  
Significant Negative Correlation ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Cross Sectional ◽  
Data Collection Process ◽  
Regression Test ◽  
Work Family

This study aims to analyze the effects of work-family conflicts and balancing strategies on job satisfaction felt by families in working husbands and wives. The design of this study was cross-sectional with a sample of 160 wives in families with working wives who have children aged 0-9 years chosen stratified non-proportional random sampling in West Bogor and Central Bogor District, Bogor City. The data collection process carried out using a questionnaire. This study's results indicate that there is a significant negative correlation between work-family conflict and job satisfaction. Besides, theBesidesnificant positive correlation between the strategy of balancing family and work with job satisfaction. Based on the results of the regression test, the data show that work-family conflict and the balancing strategy have an effect on job satisfaction 22.2 percent, and the rest is influenced by other variables not examined. The implications of these results require a broader study for the elaboration of wives' job satisfaction factors.

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 Does gender exacerbate the effect of Work-family conflict on employee Satisfaction in the hotel industry?

2020 ◽  
Vol 2 (2) ◽  
pp. 61-81
Author(s):  
Eunice Fay Amissah ◽  
Valerie Efua Kwansima Bempong ◽  
Emmanuel Gamor
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Family Conflict ◽  
Hotel Industry ◽  
Sem Analysis ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Work Conflict ◽  
Family Demands ◽  
Work Family

Hotel employees, in recent times, put in more effort at work, working for long hours and even on holidays and weekends. As a result, they find it difficult to efficiently meet the demands of both their work and personal life. This study used a cross-sectional research design to examine work-family conflict and its effects on job satisfaction and life satisfaction of hotel staff. The study also sought to examine the moderating effect of gender on the relationships between work-family conflict, job satisfaction and life satisfaction. A diverse sample of 286 respondents, conveniently selected, completed a structured questionnaire. Generally, the results of a PLS-SEM analysis showed that work-family conflict is not significantly related to job satisfaction but with employees’ life satisfaction. Specifically, work-to-family conflict has no significant relationship with job satisfaction whereas work-to-family and family-to-work conflict were uniquely associated with life satisfaction. The interference of family demands with the work of a hotel employee positively affects life satisfaction irrespective of the gender of employees. However, job satisfaction significantly relates to life satisfaction. Gender fully moderated employee work interfering with family and job satisfaction relationship. Theoretical and practical implications as well as directions for future studies were discussed in the paper.

Work-family conflict, health status and job satisfaction among nurses

2021 ◽  
Vol 30 (1) ◽  
pp. 54-58
Author(s):  
Hajah Marlita Haji Matarsat ◽  
Hanif Abdul Rahman ◽  
Khadizah Abdul-Mumin
Keyword(s):  
Job Satisfaction ◽  
Health Status ◽  
Family Conflict ◽  
Cross Sectional Study ◽  
Work And Family ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Brunei Darussalam ◽  
High Dependency ◽  
Work Family

Objective: Research studies have demonstrated that nurses face difficulty balancing family roles and responsibilities with work. This study aimed to explore the relationship between work-family conflict and health status and job satisfaction among nurses. Methods: This was a cross-sectional study of 426 nurses working in high-dependency and general settings in a large referral hospital in Brunei Darussalam. Results: Work-family conflict inversely affects health status and job satisfaction for nurses working in high-dependency and general settings. However, general nurses experienced higher work-family conflict albeit better job satisfaction and health status compared to high-dependency nurses. Older, single and non-smoker nurses reported higher job satisfaction. Conclusion: This study further informs healthcare and nursing administrators and policymakers, who should foster effective strategies and interventions to support the balance of nurses' work and family life.

scholarly journals Sex and Employment-Setting Differences in Work-Family Conflict in Athletic Training

2015 ◽  
Vol 50 (9) ◽  
pp. 958-963 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Christianne M. Eason ◽  
William A. Pitney ◽  
Megan N. Mueller
Keyword(s):  
Secondary School ◽  
Athletic Training ◽  
Family Conflict ◽  
Negative Relationship ◽  
Work Family Conflict ◽  
Traditional Practice ◽  
Cross Sectional ◽  
Occupational Setting ◽  
Work Family ◽  
Willingness To Use

Context  Work-family conflict (WFC) has received much attention in athletic training, yet several factors related to this phenomenon have not been examined, specifically a practitioner's sex, occupational setting, willingness to leave the profession, and willingness to use work-leave benefits. Objective  To examine how sex and occupational differences in athletic training affect WFC and to examine willingness to leave the profession and use work-leave benefits. Design  Cross-sectional study. Setting  Multiple occupational settings, including clinic/outreach, education, collegiate, industrial, professional sports, secondary school, and sales. Patients or Other Participants  A total of 246 athletic trainers (ATs) (men = 110, women = 136) participated. Of these, 61.4% (n = 151) were between 20 and 39 years old. Main Outcome Measures(s)  Participants responded to a previously validated and reliable WFC instrument. We created and validated a 3-item instrument that assessed willingness to use work-leave benefits, which demonstrated good internal consistency (Cronbach α = 0.88), as well as a single question about willingness to leave the profession. Results  The mean (± SD) WFC score was 16.88 ± 4.4 (range = 5 [least amount of conflict] to 25 [highest amount of conflict]). Men scored 17.01 ± 4.5, and women scored 16.76 ± 4.36, indicating above-average WFC. We observed no difference between men and women based on conflict scores (t244 = 0.492, P = .95) or their willingness to leave the profession (t244 = −1.27, P = .21). We noted differences among ATs in different practice settings (F8,245 = 5.015, P <.001); those in collegiate and secondary school settings had higher reported WFC scores. A negative relationship existed between WFC score and comfort using work-leave benefits (2-tailed r = −0.533, P < .001). Comfort with using work-leave benefits was different among practice settings (F8,245 = 3.01, P = .003). Conclusions  The ATs employed in traditional practice settings reported higher levels of WFC. Male and female ATs had comparable experiences of WFC and willingness to leave the profession.

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