A model of work-family conflict and well-being among Malaysian working women

Work ◽  
2015 ◽  
Vol 52 (3) ◽  
pp. 687-695 ◽  
Author(s):  
Sanaz Aazami ◽  
Syaqirah Akmal ◽  
Khadijah Shamsuddin
Keyword(s):  
Family Conflict ◽  
Working Women ◽  
Well Being ◽  
Work Family Conflict ◽  
Work Family

scholarly journals Work Family Conflict, Recovery Experience, & Employee’s Weel Being in Working Women (Case Study of Nurses in Inpatient Division at Hospital in Bandung)

2020 ◽  
Vol 11 (1) ◽  
pp. 124-138
Author(s):  
Wiendy Puspita Sari
Keyword(s):  
Family Conflict ◽  
Working Women ◽  
Well Being ◽  
Partial Least Square ◽  
Least Square ◽  
Survey Method ◽  
Work Family Conflict ◽  
Moderator Variable ◽  
Family Work ◽  
Work Family

AbstractWork Family Conflict (WFC) often occurs in working women. This study discusses the influence of WFC on Employee’s Well Being with Recovery Experience as a moderator variable. The purpose of this study are to analyze WFC, Recovery Experience, & Employee’s Well Being for working women, and to find out the influence of WFC on Employee’s Well Being directly or indirectly through Experience Recovery for working women. The method used was the survey method by giving questionnaires to 30 nurses in Inpatient Division at Hospital in Bandung. This study use Partial Least Square (PLS) to analyze the relation between variables. The measurements of WFC are work-family conflict & family-work conflict. The measurements of Recovery Experience are psychological detachment from work & verbal expression of emotions. The measurement of Employee’s Well Being are psychological strain & life satisfaction.

Relationships Between Bidirectional Work-Family Interactions and Psychological Well-Being

2014 ◽  
Vol 13 (2) ◽  
pp. 87-96 ◽  
Author(s):  
Xi-Chao Zhang ◽  
Oi Ling Siu ◽  
Jing Hu ◽  
Weiwei Zhang
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Time Lag ◽  
Well Being ◽  
Equation Modeling ◽  
Family Interactions ◽  
Work Family Conflict ◽  
Psychological Well Being ◽  
Direct Model ◽  
Work Family

This study investigated the direct, reversed, and reciprocal relationships between bidirectional work-family conflict/work-family facilitation and psychological well-being (PWB). We administered a three-wave questionnaire survey to 260 married Chinese employees using a time lag of one month. Cross-lagged structural equation modeling analysis was conducted and demonstrated that the direct model was better than the reversed causal or the reciprocal model. Specifically, work-to-family conflict at Time 1 negatively predicted PWB at Time 2, and work-to-family conflict at Time 2 negatively predicted PWB at Time 3; further, work-to-family facilitation at Time 1 positively predicted PWB at Time 2. In addition, family-to-work facilitation at Time 1 positively predicted PWB at Time 2, and family-to-work conflict at Time 2 negatively predicted PWB at Time 3.

scholarly journals Custodial Single Fathers before and during the COVID-19 Crisis: Work, Care, and Well-Being

2021 ◽  
Vol 10 (3) ◽  
pp. 94
Author(s):  
Aimzhan Iztayeva
Keyword(s):  
Family Conflict ◽  
Leisure Time ◽  
Extended Family ◽  
White Collar ◽  
Well Being ◽  
Support Networks ◽  
Blue Collar ◽  
Single Fathers ◽  
Work Family Conflict ◽  
Work Family

As both paid and unpaid work were disrupted during the COVID-19 crisis, the two roles that working custodial single fathers occupy—breadwinners and caregivers—have intensified significantly. Using two independent sets of interviews, this study examines how custodial single fathers navigated work and caregiving responsibilities prior to COVID-19 and compares them to the experiences of single fathers interviewed during the pandemic. The findings are organized into three key themes. First, men with white-collar jobs experienced less work-family conflict than men with blue-collar jobs. The COVID-19 crisis further widened this divide as lack of flexibility put men with blue-collar jobs in a precarious position in the labor market. Second, the way single fathers arranged childcare varied with the availability of extended family and the coparenting relationship with the child(ren)’s mother. The pandemic significantly complicated these arrangements by removing men’s access to extended family and intensifying already conflicted coparenting relationships. Finally, prior to the pandemic, many single fathers struggled with lack of leisure time and diminished social support networks that shrunk with their initial break from their child(ren)’s mother. The resulting feelings of fatigue and loneliness seeped into men’s psychological well-being. COVID-19 and related social distancing measures further exacerbated single fathers’ isolation.

The role of personal resources in work–family conflict: Implications for young mothers' well-being

2012 ◽  
Vol 80 (2) ◽  
pp. 317-325 ◽  
Author(s):  
Hedva Braunstein-Bercovitz ◽  
Smadar Frish-Burstein ◽  
Benny A. Benjamin
Keyword(s):  
Family Conflict ◽  
Well Being ◽  
Personal Resources ◽  
Young Mothers ◽  
Work Family Conflict ◽  
Work Family

scholarly journals Examining Behavioural Coping Strategies as Mediators between Work-Family Conflict and Psychological Distress

2015 ◽  
Vol 2015 ◽  
pp. 1-7 ◽  
Author(s):  
Sanaz Aazami ◽  
Khadijah Shamsuddin ◽  
Syaqirah Akmal
Keyword(s):  
Psychological Distress ◽  
Coping Strategies ◽  
Family Conflict ◽  
Working Women ◽  
Work And Family ◽  
Stressful Situation ◽  
Adaptive Coping ◽  
Work Family Conflict ◽  
Maladaptive Coping ◽  
Work Family

We examined the mediating role of behavioral coping strategies in the association between work-family conflict and psychological distress. In particular, we examined the two directions of work-family conflict, namely, work interference into family and family interference into work. Furthermore, two coping styles in this study were adaptive and maladaptive coping strategies. This cross-sectional study was conducted among 429 Malaysian working women using self-reported data. The results of mediational analysis in the present study showed that adaptive coping strategy does not significantly mediate the effect of work-family conflict on psychological distress. However, maladaptive coping strategies significantly mediate the effect of work-family conflict on psychological distress. These results show that adaptive coping strategies, which aimed to improve the stressful situation, are not effective in managing stressor such as work-family conflict. We found that experiencing interrole conflict steers employees toward frequent use of maladaptive coping strategies which in turn lead to psychological distress. Interventions targeted at improvement of coping skills which are according to individual’s needs and expectation may help working women to balance work and family demands. The important issue is to keep in mind that effective coping strategies are to control the situations not to eliminate work-family conflict.

Work–family conflict and firefighters’ satisfaction with life: The autonomous motivation role

2021 ◽  
Vol 19 (3) ◽  
pp. 307-315
Author(s):  
Daniel Dominguez, MSc, CICPSI ◽  
Maria José Chambel, PhD ◽  
Rui Pedro Ângelo, PhD ◽  
Hugo Raposo, PhD
Keyword(s):  
Family Conflict ◽  
Satisfaction With Life ◽  
Work Motivation ◽  
Autonomous Motivation ◽  
Well Being ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Theoretical Frameworks ◽  
Work Family ◽  
The Relationship

Using the Conservation of Resources Theory and the Self-Determination Theory1-3 as theoretical frameworks, a model for this study was tested, which considers firefighters’ autonomous motivation, work–family conflict, and well-being. The hypothesized model was tested using a sample of 201 firefighters from the Special Civil Protection Force in Portugal. Results revealed that autonomous work motivation was significantly related to both work–family conflict and satisfaction with life. In addition, work–family conflict was negatively related to satisfaction with life. More interestingly, the results showed that work–family conflict acted as a mechanism that helped to explain the relationship between autonomous motivation and satisfaction with life. These results underline the importance of understanding the mechanisms through which higher satisfaction with life occurs, with a view to the creation of appropriate interventions.

scholarly journals Work-family conflict and work engagement among mothers: Conscientiousness and neuroticism as moderators

2013 ◽  
Vol 39 (1) ◽  
Author(s):  
Tracy J. Opie ◽  
Carolina M. Henn
Keyword(s):  
Work Engagement ◽  
Family Conflict ◽  
Working Mothers ◽  
Well Being ◽  
Work And Family ◽  
Personal Factors ◽  
Work Family Conflict ◽  
Cross Sectional Survey ◽  
Low Levels ◽  
Work Family

Orientation: The study investigates factors that impact work-family conflict and work engagement among working mothers.Research purpose: The job demand-resources model is utilised to investigate the moderating role of conscientiousness and neuroticism on the relationship between work-family conflict and work engagement.Motivation for the study: Working mothers are challenged to establish a balance between work and family life. The resulting work-family conflict can negatively affect well-being. It is thus necessary to explore personal factors that relate to work-family conflict, particularly in the South African context.Research design, approach and method: A quantitative, cross-sectional survey design was used. The sample (N = 267) was comprised of working mothers from several organisations. Data was gathered using the work-to-family conflict questionnaire, the Basic Traits Inventory and the Utrecht Work Engagement Scale.Main findings: The results indicated that work-family conflict negatively predicts work engagement. Conscientiousness positively predicts work engagement, and neuroticism negatively predicts work engagement. A significant interaction effect was found for conscientiousness but not for neuroticism. The findings showed that for participants with high levels of conscientiousness, work engagement decreases significantly more with an increase in work-family conflict than for participants with low levels of conscientiousness.Practical/Managerial implications: Organisations should consider those individuals who have high levels of conscientiousness and low levels of neuroticism in the selection and placement of employees. In addition, organisations have a responsibility to provide conscientious women, particularly mothers, with adequate support to ensure that work-family conflict does not adversely impact their levels of work engagement.

Sign in / Sign up

Export Citation Format

Share Document