scholarly journals Women Managers and the Experience Of Work-Family Conflict

2002 ◽  
Vol 1 (3) ◽  
Author(s):  
Megan Apperson ◽  
Heather Schmidt ◽  
Sarah Moore ◽  
Leon Grunberg ◽  
Ed Greenberg
Keyword(s):  
Family Conflict ◽  
Women Managers ◽  
Problem Drinking ◽  
Work Family Conflict ◽  
Large Organization ◽  
Men Managers ◽  
Job Attitude ◽  
Managerial Status ◽  
Work Family ◽  
And Coping

Gender and managerial status have previously been found to relate to work-family conflict, though the combination of gender and managerial status has received less attention. This study explores differences in levels of work-family conflict and related job attitude and health and coping variables among women managers, men managers, women non-managers, and men non-managers at a large organization. Women managers experienced higher levels of work-family conflict, work role overload, and problem drinking. However, the levels of work to family conflict were unexpectedly similar between women and men managers. Possible explanations for this are considered.

Promising research opportunities in emotions and coping with conflict

2006 ◽  
Vol 12 (2) ◽  
pp. 179-186 ◽  
Author(s):  
Ronald H Humphrey
Keyword(s):  
Job Performance ◽  
Emotional Labor ◽  
Family Conflict ◽  
Future Research ◽  
Special Issue ◽  
Work Family Conflict ◽  
Research Areas ◽  
Core Concepts ◽  
Work Family ◽  
And Coping

This epilogue reviews the highlights of the five articles in this special issue on emotions and coping with conflict. It develops 12 research areas that offer potential for future research breakthroughs. These areas link the five articles to core concepts in emotional intelligence/competencies and Affective Events Theory. Particular attention is given to empathy, the ability to recognize emotions in others, and the ability to express one's own emotions. These three variables are related to moods and job performance, leadership, emotional labor, trust, work-family conflict, and stress. These five articles, together with the 12 promising research areas, suggest practical ways to help employees and organizations cope with conflict in the workplace.

scholarly journals An Empirical Study about the Impact of Work-family Conflict on Female Staff’s Career Development in Hotels

2016 ◽  
Vol 9 (5) ◽  
pp. 100
Author(s):  
Manxiao Zhou ◽  
Biyan Wen
Keyword(s):  
Career Development ◽  
Family Conflict ◽  
Women Managers ◽  
Middle Managers ◽  
Hotel Industry ◽  
Work And Family ◽  
Work Family Conflict ◽  
Female Managers ◽  
Work Family ◽  
The Impact

Hotel industry is a labor-intensive industry for women and the proportion of women in the hotel industry is large while the number of women managers has also increased. However, the traditional gender, social support and work-family conflict and other various factors make the career development of women managers in hotels relatively more resistance. Work-family conflict has significant impacts on both work and family. Therefore, the paper chose the female middle managers in hotels as the research object, and used literature research and questionnaire method to gather data. Then, the reliability of scales was measured by SPSS19.0, and we performed the principal component analysis to measure the reliability of variables.After that, we conducted variance analysis to clarify the different stages of work and family lives as well as different departments whether have different influences on female middle managers. The paper analyzed the objective existence of universality, causes and the effects of work-family conflict for female middle managers in hotels. On this basis, the paper proposed some ways to ease the work-family conflict, such as implementing flexible management to weaken the time conflict, paying attention to females’ demands and take the mission of helping employees to achieve a balance, and designing family supporting programs for female managers to promote female advantages of middle managers, to promote the development of hotel female human resources and alleviate the negative impact of work-family conflict on female managers’ career development.

Understanding employees' response to work-related after-hours use of instant messaging apps: a stress and coping perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hsiang-Lan Cheng ◽  
Tung-Ching Lin ◽  
Wee-Kheng Tan ◽  
Chao-Min Chiu
Keyword(s):  
Family Conflict ◽  
Moral Disengagement ◽  
Job Strain ◽  
Stress And Coping ◽  
Job Engagement ◽  
Work Family Conflict ◽  
Content Type ◽  
Behavioral Disengagement ◽  
Work Family ◽  
And Coping

PurposeThe purpose of this paper is to examine the complex relationships between permeability, work-family conflict, moral disengagement, behavioral disengagement, job strain and job engagement. In addition, this study aims to determine whether moral disengagement acts as a moderator and mediator in the relationship between work-family conflict and behavioral disengagement.Design/methodology/approachThe authors apply partial least squares structural equation modeling to test the hypotheses, using a sample of 176 valid responses.FindingsThe results indicate that permeability is likely to promote work-family conflict, which in turn may trigger moral disengagement. Moral disengagement may lead to behavioral disengagement, which in turn may increase job strain and decrease job engagement. The findings also show that work-family conflict does not have a significant effect on behavioral disengagement, suggesting that moral disengagement fully mediates the influence of work-family conflict on behavioral disengagement. In addition, the moderating effect of moral disengagement is not significant.Originality/valueApplying the transactional model of stress and coping theory and the moral disengagement theory, this study contributes to a better understanding of employees' experience of job strain caused by work-family conflict (induced by permeability of IM usage), as well as the employee's coping response.

scholarly journals Human Resource Practices and Work-Family Conflict: the Role of Family and Work Status

2019 ◽  
Vol 9 (4) ◽  
pp. 110
Author(s):  
Kaumudi Misra
Keyword(s):  
Family Conflict ◽  
Family Status ◽  
Flexible Work ◽  
Work Family Conflict ◽  
Hr Practices ◽  
Individual Variables ◽  
Managerial Status ◽  
Work Family ◽  
Flexible Work Practices ◽  
The Relationship

According to role theory, employees experience conflict between their enacted roles in the work versus family domain, often resulting in negative individual and organizational outcomes. Flexible work practices such as flextime, in tandem with other HR practices such as higher pay levels or team-based work, have thus gained popularity for their positive impact on employees’ work-family conflict. Related individual variables such as age, gender or family status have also generated research interest owing to their anticipated effects on work-family conflict. However, extant studies have not tested the simultaneous effects of organizational and individual variables on the relationship between HR practices and employee work-family conflict. Using data from the UK Work-Life Balance Study 2011-12 funded by the Economic and Social Research Council, this study tests the effects of HR practices (compensation, team-based work, and flexible work practices) as well as individual variables (gender, family status and managerial status) on employees’ perceived work-family conflict. Results show that gender, family status and managerial status moderate the relationship between flextime and work-family conflict, shedding new light on the differential impact of flextime on different categories of employees – men versus women; married versus unmarried; and managerial versus non-managerial. Conceptual and practical implications are discussed.

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