scholarly journals Effects of Family Conflict and Social Support on Intention to Stay of Expatriates in Medical Technology Industry

2021 ◽  
pp. 104-114
Author(s):  
Shu-Ya CHANG ◽  
Chan-Fu CHUANG ◽  
Huan-Chang LIN ◽  
Hsiang-Chen HSU
Keyword(s):  
Social Support ◽  
Family Conflict ◽  
Medical Technology ◽  
Work And Family ◽  
Work Family Conflict ◽  
Intention To Stay ◽  
Positive Effects ◽  
Technology Industry ◽  
Retrieval Rate ◽  
Work Family

Expatriates, during expatriation, would appear inadaptable feelings on work, life, and diet in different environment. Besides, expatriates, in medical technology industry, leaving home might neglect the family to result in imbalance between work and family. In this case, work-family conflict reveals the importance on expatriates. Expatriates in medical technology industry would appear psychosocial stress and conflict between work and life due to expatriation. Taking expatriates’ supervisors and expatriates in medical technology industry in southern Taiwan as the research object, total 360 copies of questionnaire are distributed, and the 278 valid copies are retrieved, with the retrieval rate 77%. The research results show that social support presents negative and significant effects on work-family conflict, work-family conflict reveals negative and remarkable effects on intention to stay, and social support appears positive effects on intention to stay. According to the results to propose suggestions, it is expected to provide healthy workplace in medical technology industry to improve expatriates’ work-family conflict and turnover.

Family-Specific Social Support at Work: The Role of Open and Trustworthy Communication

2020 ◽  
pp. 232948842095517
Author(s):  
Charlotte Schulz-Knappe ◽  
Claartje Ter Hoeven
Keyword(s):  
Social Support ◽  
Online Survey ◽  
Work And Family ◽  
Work Family Conflict ◽  
Open Communication ◽  
Family Responsibilities ◽  
Organizational Policies ◽  
Positive Effects ◽  
Specific Support ◽  
Work Family

Family-friendly organizational policies are important for employees to manage work and family responsibilities. Besides formal policies, research has emphasized the importance of informal social support by organizational actors. The positive effects of organizational and supervisor support are already known, but findings are limited regarding family-specific support by coworkers. Taking a communicative perspective, this study tests the assumption that social support is contingent on trustworthy and open communication. To test this, 724 German employees participated in an online survey. Results confirm the relationship between family-specific support and the outcomes job satisfaction, policy use, and work-family conflict, through open and trustworthy communication. Additionally, the study illuminates the distinct roles of organizational actors’ (i.e., coworker, supervisor, organization) support on employee outcomes in the German context.

scholarly journals SOME DETERMINANTS OF THE PERCEPTION OF WORK–FAMILY CONFLICT: A DYADIC APPROACH

1970 ◽  
Vol 10 (2) ◽  
pp. 245
Author(s):  
Ana Šimunić ◽  
Maja Pandža ◽  
Ljiljana Gregov
Keyword(s):  
Social Support ◽  
Family Conflict ◽  
Married Couples ◽  
Work And Family ◽  
Work Family Conflict ◽  
Self Assessment ◽  
Work Conflict ◽  
Work Family ◽  
Work And Family Roles

The general aim of this study was to examine the contribution of perceived social support from family, the quality of family functioning, attitudes about marital roles, and striving for achievement to the perceived conflict between work and family roles by using a dyadic approach. Namely, the interaction of spouses’ perceptions was taken into account (actor and partner effects) in predicting work-to-family and family-to-work conflicts. This study was conducted on a sample of 176 employed married couples in the territory of central and western Herzegovina and central Dalmatia. Self-assessment questionnaires were used. In women, social support from family was a significant predictor for both examined types of work–family conflicts, and partner effects were greater than actor effects, especially for family-to-work conflict. Both partners’ striving for achievement was a positive predictor of family-to-work conflict in women, while there was only a contribution of the actor striving for achievement to both types of work–family conflict in men. In men, the only partner effect was obtained in the relationship between social support from family and family-to-work conflict. In general, the results indicated that the assessments of male spouses were more related to their wife’s work–family conflict than vice versa, and that these variables were more related to family-to-work conflict than to work-to-family conflict.

Clarifying relationships among work and family social support, stressors, and work–family conflict

2010 ◽  
Vol 76 (1) ◽  
pp. 91-104 ◽  
Author(s):  
Jesse S. Michel ◽  
Jacqueline K. Mitchelson ◽  
Shaun Pichler ◽  
Kristin L. Cullen
Keyword(s):  
Social Support ◽  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Social Support ◽  
Work Family

scholarly journals Juggling or Struggling? Work and Family Interface and Its Buffers among Small Business Owners

2016 ◽  
Vol 6 (2) ◽  
Author(s):  
Hieu Nguyen ◽  
Sukanlaya Sawang
Keyword(s):  
Mental Health ◽  
Social Support ◽  
Small Business ◽  
Family Conflict ◽  
Well Being ◽  
Business Owners ◽  
Work And Family ◽  
Small Business Owners ◽  
Work Family Conflict ◽  
Work Family

AbstractThis study responds to calls for theory and research on work–family aspects in entrepreneurship research. This study examines the role of work–family conflict, work–family enhancement and social support on small business owners’ (SBOs) well-being. Drawing from The Household Income and Labour Dynamics in Australia (HILDA) panel data, the sample is restricted to SBOs, married with children under the age of 14 during 2010–2011 (two waves), totaling 167 SBOs. Results revealed that work–family conflict has a negative direct effect on mental health, job, family and life satisfactions. Similarly, work–family enhancement was found to have a direct positive effect on job, family and life satisfaction but not mental health. A significant interaction term also suggested that work–family enhancement moderated the relationship between work–family conflict and SBOs’ job satisfaction. Finally social support was found to have positive main effect on both subjective and psychological well-being. The interventions to well-being of SBOs should aim to balance the work and family lives of SBOs as well as making sure they have adequate social support networks. For public policy makers, support programs should extend from traditional means to balancing work–family matters for this particular occupation. Aside from broadening existing knowledge on the effects of work–family conflict, enhancement and social support, this is one of the first studies to examine well-being as a measure of success for SBOs. Additionally, the use of cross-wave data in the present study helps us to reduce this problem and provide a much stronger causal relationship between the focal variables of interest.

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.

Technostress and the entitled employee: impacts on work and family

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kenneth J. Harris ◽  
Ranida B. Harris ◽  
Matthew Valle ◽  
John Carlson ◽  
Dawn S. Carlson ◽  
...  
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Negative Outcomes ◽  
Work Family Conflict ◽  
Personality Variable ◽  
Content Type ◽  
Employee Entitlement ◽  
Work Family ◽  
Moderating Role

PurposeThe purpose of this study is to understand the impact of techno-overload and techno-invasion on work and family. Specifically, we focus on intention to turnover in the work domain, work-family conflict in the work-family domain, and family burnout in the family domain. Furthermore, this study examines the moderating role of entitlement, a personality variable, in this process.Design/methodology/approachUsing a sample of 253 people who were using technology to complete their work over two time periods, the relationships were examined using hierarchical moderated regression analysis.FindingsThe results revealed that both techno-overload and techno-invasion were significantly related to greater turnover intentions, higher work-family conflict, and greater family burnout. In addition, entitlement played a moderating role such that those who were higher in entitlement had stronger techno-overload-outcome and technostress invasion-outcome relationships.Practical implicationsThese findings may provide managers key insights to help manage employees, especially those with an inflated sense of entitlement, to mitigate the serious negative outcomes associated with techno-overload and techno-invasion. In particular, both techno- overload and techno-invasion had minimal impact on negative outcomes when employee entitlement was lower. However, when employee entitlement was higher, techno-overload and techno-invasion had considerable negative effects.Originality/valueDue to the ubiquitous nature of information-communication technology (ICT) in organizations today, individuals often experience techno-overload and techno-invasion. This research utilized conservation of resources theory to examine these relationships. This study established the relationships of both techno-overload and techno-invasion with key organizational and family outcomes and points to the critical role of the personality variable, entitlement, in this process. The results provide theoretical and practical advancement in the role of technology with people in organizations today.

Consequences of Submissive Loyalty Corporations: An Empirical Analysis of Korean Female Employees’ Perception

2019 ◽  
Vol 34 (2) ◽  
pp. 51-74
Author(s):  
Kim Hwayeon ◽  
Nam Taewoo
Keyword(s):  
Life Satisfaction ◽  
Family Conflict ◽  
Structural Equation ◽  
Work And Family ◽  
Office Work ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Overtime Work ◽  
Female Employees ◽  
Work Family

The number of female employees in the Korean workforce has risen. However, the Korean corporate climate, characterized by collectivism, hierarchism, and senior and masculine privilege, leads them to experience worklife conflict and even halt their careers. This climate stems from a social and organizational culture deeply rooted in traditional Confucianism. In Korea, where housework and childcare have long been considered the province of women, female employees find it more difficult to balance office work and family life. The Korean corporate climate welcomes overtime work, and women who work outside the home must juggle this and family responsibilities. We conceptualize behavior such as acquiescing to overtime work as submissive loyalty and elucidate work-family conflict and decreasing job and life satisfaction as consequences thereof. The analysis, based on a structural equation model, revealed that submissive loyalty increases work-family conflict, which decreases job and life satisfaction.

Sign in / Sign up

Export Citation Format

Share Document