scholarly journals Antecedents and Consequences of Work-Family Conflict in Qatar

2019 ◽  
pp. 1010-1019
Author(s):  
Rima Charbaji El-Kassem
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Supervisor Support ◽  
Well Being ◽  
Work Life ◽  
Work Family Conflict ◽  
Convenience Sample ◽  
Spouse Support ◽  
Antecedents And Consequences ◽  
Work Family

Purpose This paper examines the effect of causal factors, such as work-life harmony, work- family conflict, co-worker and supervisor support, as well as spouse support, on workload and job stress and employee psychological ill-being (depression/anxiety). Design/methodology/approach A large convenience sample of 807 families from Qatar was surveyed. Using SPSS, the researchers used factor analysis to establish construct validity, based on two suitability tests: the Kaisers-Meyer-Olkin (KMO) measure of sampling adequacy and the Bartless test of sphericity. The dimensions were found to be reliable and valid. Findings Findings from regression analysis show that five independent variables, as well as gender, are significant in predicting staff members’ perceived employee psychological ill-being in Qatar. In addition, results of the recursive model reveal that work-life harmony, supervisor’s and spouse’s support lead to less perceived employee psychological ill-being. However, workload, job stress and work-family conflict lead to more perceived employee psychological ill-being in Qatar. Practical implications Findings of this investigation provide strategic insights and practical thinking that have important implications for understanding and overcoming employee psychological ill-being. What’s more, this paper contributes to the limited knowledge about the effects of stressful working conditions in combination with low levels of spouse support and co-worker and supervisor support on work-life conflict and higher levels of depression and anxiety. Originality This article empirically correlates three fields of management research: Managerial Psychology, Employee Well-Being and Work-Life Balance.

scholarly journals Antecedents and outcomes of enrichment among working family caregivers of people with dementia: A longitudinal analysis

2020 ◽  
Author(s):  
Hiroshi Morimoto ◽  
Yoshitake Takebayashi
Keyword(s):  
Family Caregivers ◽  
Longitudinal Analysis ◽  
Family Conflict ◽  
Self Efficacy ◽  
Supervisor Support ◽  
Well Being ◽  
Moderating Effect ◽  
Work Family Conflict ◽  
People With Dementia ◽  
Work Family

Abstract Objectives Despite evidence of negative aspects of the work–caregiving interface (e.g., work–family conflict) among family caregivers of people with dementia (PWD), little is known about the positive aspects (e.g., enrichment). We examined antecedents and outcomes of family-to-work enrichment (FWE) and work-to-family enrichment (WFE) among working family caregivers of PWD. In terms of antecedents, we investigated whether factors that alleviated work–family conflict increased enrichment. Method We conducted a three-wave 6-month-interval longitudinal online survey of Japanese working family caregivers of PWD (N = 747). We examined the mediational effects of WFE and FWE on associations between participants’ work resources (job control, supervisor support, co-worker support, and organizational support) and caregiving support and their well-being (psychological distress and quality of life). We also examined the moderating effect of caregiving self-efficacy on the relationships between caregiving support/caregiving demands and FWE. Results Our longitudinal analysis confirmed supervisor support had a positive effect on WFE. FWE had no significant longitudinal mediating effect on the association between caregiving support and well-being, and self-efficacy had no longitudinal moderating effect on FWE. Discussion Supervisor support is important for WFE, but greater enrichment does not necessarily improve family caregiver well-being. Caregiving experience (i.e., caregiving demands and caregiving support) has little effect on the work–caregiving interface. Policy makers should focus on supporting companies to create family-friendly work environments. More research is needed on factors that increase FWE and moderate the relationship between enrichment and working family caregivers’ well-being.

scholarly journals Effect of job stress on commitment of female entrepreneurs: Evidence from Abuja, Nigeria

2021 ◽  
Vol 10 (5) ◽  
pp. 28-33
Author(s):  
Isah Kabir ◽  
Umar Abbas Ibrahim
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Online Survey ◽  
Well Being ◽  
Business Environment ◽  
Role Overload ◽  
Work Family Conflict ◽  
Design Data ◽  
Cross Sectional ◽  
Work Family

Job stress affects and influences the mental, physical, and well-being of an entrepreneur. The objectives of this study were to examine the relationship between work-family conflict, role overload, and the business environment on the commitment of microentrepreneurs in Abuja. The study adopted a cross-sectional research design, data were obtained via an online survey, only the 65 questionnaires were returned. Data were analyzed using SPSS 23 and hypotheses were tested with linear regression. Findings from the study indicate a positive relationship between work-family conflict, role overload, and work environment. and the study recommended that future studies should enlarge the sample size of this study and identify other job stress variable that was not included in this study.

Organizational Justice, Job Stress, and Work-family Conflict: Their Interrelationships in Universities' Personnel

2019 ◽  
Author(s):  
Sorush Niknamian
Keyword(s):  
Organizational Justice ◽  
Job Stress ◽  
Family Conflict ◽  
Negative Relationship ◽  
Interactional Justice ◽  
Well Being ◽  
Work And Family ◽  
Work Family Conflict ◽  
Work Family ◽  
Stress At Work

Presence of justice in an organization plays a crucial role on employees' well-being and remarkable success of the organization itself. This fair environment may be an important factor in lower levels of stress, which is associated with balancing demands between work and family domains among employees at university. The main purpose of this study is to investigate the relationship between distributive, procedural, and interactional dimensions of organizational justice and job stress, between work-family conflict and job stress, and whether the perception of organizational  justice elements do influence work-family conflict. In sum, drawing upon 146 non-academic employees at 5 state universities in Iran, our result indicated that interactional justice had the strongest negative relationship with stress at work and work-family conflict. Moreover, the reciprocal correlation was found between job stress and work-family conflict. Hence, in order to decrease level of stress and to better manage the work and family lives, organizations need to promote justice in workplace.

Work–Family Conflict and Enrichment Mediates the Relationship Between Job Characteristics and Well-Being at Work With Portuguese Marine Corps

2017 ◽  
Vol 44 (2) ◽  
pp. 301-321 ◽  
Author(s):  
Vânia Sofia Carvalho ◽  
Maria José Chambel
Keyword(s):  
Family Conflict ◽  
Job Demands ◽  
Marine Corps ◽  
Supervisor Support ◽  
Well Being ◽  
Job Characteristics ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Work Family ◽  
The Relationship

This study of 175 military employees working in three units of the Portuguese Marine Corps tested the mediated effect of work–family conflict and enrichment on the relationship between job characteristics and well-being at work (i.e., burnout; engagement). Using job demands, job autonomy, and supervisor support as job characteristics, and consistent with the assumptions of acclaimed work well-being models (i.e., job demands–control and support, job demands–resources model, and conservation of resources theory), the structural equation modeling analysis revealed that job characteristics are related to both work–family conflict and enrichment, which, in turn, explain militaries’ burnout and engagement. Work–family enrichment mediated the relationship between job characteristics (i.e., autonomy and supervisor support) and engagement, and work–family conflict not only mediated the relationship between job characteristics (i.e., demands and supervisor support) and burnout but also acted as a mediator between these variables and engagement.

Entwicklung und Validierung der Trierer Kurzskala zur Messung von Work-Life Balance (TKS-WLB)

Diagnostica ◽  
2011 ◽  
Vol 57 (3) ◽  
pp. 134-145 ◽  
Author(s):  
Christine Syrek ◽  
Claudia Bauer-Emmel ◽  
Conny Antoni ◽  
Jens Klusemann
Keyword(s):  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Life Balance ◽  
Reliabilität Und Validität ◽  
Work Family

Zusammenfassung. In diesem Beitrag wird die Trierer Kurzskala zur Messung von Work-Life Balance vorgestellt. Sie ermöglicht eine globale, richtungsfreie und in ihrem Aufwand ökonomische Möglichkeit zur Erfassung von Work-Life Balance. Die Struktur der Skala wurde anhand zweier Stichproben sowie einem zusätzlich erhobenen Fremdbild untersucht. Die Ergebnisse der Konstruktvalidierung bestätigten die einfaktorielle Struktur der Skala. Die interne Konsistenz der Skala erwies sich in beiden Studien als gut. Zudem konnte die empirische Trennbarkeit der Trierer Work-Life Balance Skala gegenüber einem gängigen Instrument zur Messung des Work-Family Conflicts ( Carlson, Kacmar & Williams, 2000 ) belegt werden. Im Hinblick auf die Kriteriumsvalidität der Skala wurden die angenommenen Zusammenhänge zu arbeits-, nicht-arbeits- sowie stressbezogenen Outcome-Variablen nachgewiesen. Die Eignung der Trierer Work-Life Balance Kurzskala zeigt sich auch daran, dass die Korrelationen zwischen den erhobenen Outcome-Variablen und dem Work-Family Conflict und denen der Trierer Work-Life Balance Skala ähnlich waren. Überdies vermochte die Trierer Work-Life Balance Skala über die Dimensionen des Work-Family Conflicts hinaus inkrementelle Varianz in den Outcome-Variablen aufzuklären. Insgesamt sprechen damit die Ergebnisse beider Stichproben für die Reliabilität und Validität der Trierer Work-Life Balance Kurzskala.

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.

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