scholarly journals The Nature of Job Crafting: Positive and Negative Relations with Job Satisfaction and Work-Family Conflict

2019 ◽  
Vol 16 (7) ◽  
pp. 1176 ◽  
Author(s):  
Margherita Zito ◽  
Lara Colombo ◽  
Laura Borgogni ◽  
Antonino Callea ◽  
Roberto Cenciotti ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Well Being ◽  
Structural Equations ◽  
Job Crafting ◽  
Job Autonomy ◽  
Work Family Conflict ◽  
Mediated Effects ◽  
Work Family ◽  
Structural Equations Model

This study investigated job crafting as mediator and its relation with job satisfaction and work-family conflict, considering job autonomy as antecedent. The research involved 389 participants working in a public organization. A structural equations model was estimated revealing that job autonomy is positively associated with job crafting and job satisfaction, and negatively associated with work-family conflict. Job crafting is positively related with job satisfaction and work-family conflict, as adverse effect of job crafting. As regards mediated effects, results show positive associations between job autonomy and both job satisfaction and work-family conflict through job crafting. This study contributes to literature, considering positive and negative outcomes, covering the lacking literature on job crafting and work-family conflict, and suggesting implications for employees’ well-being.

Job resources and satisfaction across gender: the role of work–family conflict

2018 ◽  
Vol 33 (4/5) ◽  
pp. 372-385
Author(s):  
Marijana Matijaš ◽  
Marina Merkaš ◽  
Barbara Brdovčak
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Job Resources ◽  
Job Autonomy ◽  
Work Family Conflict ◽  
Content Type ◽  
Worker Support ◽  
Work Family ◽  
The Relationship

Purpose The purpose of this paper is to examine the direct effects of job autonomy and co-worker support on job satisfaction, and the mediational role of work–family conflict (WFC) in the relationship between these job resources and job satisfaction in men and women. Design/methodology/approach A cross-sectional design was used. Participants (n=653) completed the WFC scale (Netemeyer et al., 1996), the job autonomy scale (Costigan et al., 2003), a scale of co-worker support (Sloan, 2012) and a new short multidimensional scale of job satisfaction. Findings Higher job autonomy and co-worker support contribute positively to job satisfaction in women and men. Co-worker support has an indirect effect on job satisfaction via WFC in women, but not in men. The WFC did not mediate the relationship between job autonomy and satisfaction in men and women. Originality/value This paper contributes to the research on the effects of job resources on WFC and job satisfaction, and on gender differences in the relationship between work and family.

scholarly journals The Work-Life Conflict and Satisfaction with Life: Correlates and the Mediating Role of the Work-Family Conflict

2019 ◽  
Vol 21 (1) ◽  
pp. 3-10
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Satisfaction With Life ◽  
Well Being ◽  
Future Research ◽  
Negative Consequences ◽  
Work Family Conflict ◽  
Mediating Role ◽  
Work Family

The permeable boundary between family life and professional life allows interferences between them which could lead to either positive or negative consequences in both plans of the employees’ lives. Our paper aims to analyse the relationships between the work-family conflict, organizational attachment, positive and negative affectivity, work satisfaction and life satisfaction and last but not least, well-being. The sample consisted of 245 employees. The main hypothesis highlights the mediating role of the work-family conflict in the relationship between affectivity, workplace attachment and job satisfaction and satisfaction with life. Future research could focus on the environmental factors mediating the relationships between life and job satisfaction and on their interaction with the dispositional factors.

Chinese University Faculty’s Occupational Well-Being: Applying and Extending the Job Demands–Resources Model

2021 ◽  
pp. 089484532110370
Author(s):  
Chun Cao ◽  
Jian Zhang
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Research University ◽  
Job Demands ◽  
Well Being ◽  
Work Family Conflict ◽  
Leader Support ◽  
Chinese University ◽  
Work Family

This study aimed to explore predictors of Chinese university faculty’s occupational well-being in the reshaped work environment. To achieve this aim, the job demands-resources model was utilized to test the relationships of job demands (work–family conflict) and job resources (leader support) to occupational well-being among 375 university faculty (145 males and 230 females) at a comprehensive research university in China. We further intended to extend the theory by incorporating personal demands (the perfectionism personality) within the research model. Results indicated work–family conflict was indirectly related to job satisfaction via the mediator of emotional exhaustion. Leader support was indirectly related to job satisfaction via the mediators of emotional exhaustion and work engagement. The two perfectionism dimensions (concerns and strivings) functioned differently in the model. The concerns dimension positively predicted exhaustion but was nonsignificant for engagement. By contrast, the strivings dimension positively predicted engagement but was nonsignificant for exhaustion.

Career Stages, Satisfaction, and Well-Being among Police Officers

1989 ◽  
Vol 65 (1) ◽  
pp. 3-12 ◽  
Author(s):  
Ronald J. Burke
Keyword(s):  
Job Satisfaction ◽  
Police Officers ◽  
Family Conflict ◽  
Well Being ◽  
Career Stages ◽  
Work Setting ◽  
Career Stage ◽  
Work Experiences ◽  
Work Family Conflict ◽  
Work Family

This study examined the relation of career stage to work experiences and satisfactions of police constables. 522 police officers participated by anonymously completing questionnaires. Five career stages were considered: less than 1 yr., 1–3 yr, 6–15 yr., 16–25 yr., and over 25 yr. in policing. Constables in the midcareer stage reported the most negative work setting, greatest stress, least job satisfaction, greatest psychological burnout, and most work-family conflict. Constables in the most advanced career stage reported the poorest physical health, a function of their greater age.

Mediating Role of Job Satisfaction between Work-To-Family Conflict and Safety Participation among Commercial Drivers of Pakistan

2021 ◽  
Vol 12 (3) ◽  
pp. 792-801
Author(s):  
Mustafa R. Khan Et.al
Keyword(s):  
Job Satisfaction ◽  
Social Exchange ◽  
Family Conflict ◽  
Well Being ◽  
World Health ◽  
Work Family Conflict ◽  
Design Data ◽  
Mediating Role ◽  
Work Family

Employee’s safety has come under limelight of organizational policy. Organizations are investing on employee safety training and participation to build their image as well as to contribute in employee well-being. Previous literature suggested association between strains based work-to-family conflicts, job satisfaction, and safety participation. The purpose of this empirical paper is to investigate the effect of work family conflict on safety participation with mediating role of job satisfaction. Moreover, the social exchange theory was adopted to explain research framework of the study. The research was quantitative in nature and adopted cross-sectional research design. Data was collected from 217 respondents by using convenience sampling technique in Karachi region. The research finding reveal new insight by providing evidence of insignificant direct association between strains based work family conflict andsafety participation. Furthermore, finding also reveals that job satisfaction significantly mediates the relationship of strains based work family conflict with safety participation.This paper was originally inspired by world Health organization (WHO)news, which reported thatone million individual died every yeardue to street accidents in the world.

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.

DOES WORK-FAMILY CONFLICT AFFECT THE AUDITOR’S PERFORMANCE?: EXAMINING THE MEDIATING ROLES OF EMOTIONAL EXHAUSTION AND JOB SATISFACTION

2018 ◽  
Vol 20 (1) ◽  
pp. 89 ◽  
Author(s):  
Andi Ina Yustina ◽  
Tifanny Valerina
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Healthy Lifestyle ◽  
Mail Survey ◽  
Work Family Conflict ◽  
Performance Examining ◽  
And Performance ◽  
Work Family ◽  
Relationship Of

This paper examines whether the work-family conflict (related to both work-interfering-family and family-interfering-work) of auditors affects their performance and if so, whether the effect is mediated by emotional exhaustion and job satisfaction. A mail survey is used to deliver a questionnaire to 151 auditors from ten CPA firm in Indonesia. The result shows that emotional exhaustion and job satisfaction fully mediates the relationship of work-family conflict with job performance. The result also demonstrates that Work-Interfering-Family (WIF) has significant effects on emotional exhaustion and job satisfaction, but Family-Interfering-Work (FIW) has no significant influence on either emotional exhaustion or job satisfaction. This study suggests that maintaining a regular training program for auditors, having flexible working arrangements, and encouraging a healthy lifestyle may help to reduce the work-family conflict and will increase the job satisfaction and performance of auditors.

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