scholarly journals Differential effect of work-centrality

2021 ◽  
Vol 4 (3) ◽  
pp. 53-89
Author(s):  
Jungmi Seo ◽  
Kanghyun Shin ◽  
Jaesang Hwang ◽  
Jonghyun Lee
Keyword(s):  
Work Satisfaction ◽  
Family Satisfaction ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Hierarchical Regression ◽  
Work Family Conflict ◽  
Work Centrality ◽  
The Family ◽  
Work Family ◽  
The Relationship

This study examines the nature of work centrality by targeting married office workers. The results show that separated influences depend on which sphere (work/family) is perceived as more important. More specifically, work–family conflict, which is experienced through multitasking, influences work satisfaction and family satisfaction, and work centrality has different functions in each domain. Through hierarchical regression, we found that, in the work domain, work centrality has a buffering effect on the relationship between WIF and work satisfaction, although it does not enhance the relationship between social support and work satisfaction. In contrast, in the family domain, the mediation effect of WIF between work centrality, which is the preceding variable, and family satisfaction is significant. Spousal support also has a mediating effect on the relationship between work centrality and family satisfaction. The implications and limitations of this study are also discussed.

scholarly journals Effects of Optimism on Work Satisfaction Among Nurses: A Mediation Model Through Work-Family Conflict

2021 ◽  
Vol 12 ◽  
Author(s):  
Weiyu Zhang ◽  
Zhen Zheng ◽  
Romana Pylypchuk ◽  
Jinfeng Zhao ◽  
Kristin K. Sznajder ◽  
...  
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Work Satisfaction ◽  
Mental Health Research ◽  
Equation Model ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Work Family ◽  
The Relationship

Background: Nurses are suffering from various stressors which adversely impact their work satisfaction and mental health. Research is scarce on optimism, one of the positive psychological resource which may reduce work-family conflict and improve work satisfaction.Objectives: This study aims to assess work satisfaction among Chinese nurses and to observe and illustrate the relationships among optimism, work-family conflict, and work satisfaction.Methods: This study was designed as a cross-sectional study with stratified sampling. From September 2019 to December 2020, a self-administered WeChat questionnaire was collected from 768 nurses online in China to evaluate the nurses' work satisfaction, optimism, and work-family conflict. Spearman correlation and hierarchical multiple regression analysis were applied to examine associated factors of work satisfaction. A structural equation model was employed to test the mediating effect of work-family conflict in the relationship between optimism and work satisfaction.Results: Optimism were observed to have a positive correlation with work satisfaction while the correlation between work-family conflict and work satisfaction was observed to be negative. Optimism and work-family conflict explained 4.8 and 9.2% of the incremental variances of work satisfaction, respectively. Work-family conflict served as a mediator in the relationship between optimism and work satisfaction.Conclusions: Nurses in China experienced high levels of work satisfaction. Optimism could increase the chance of higher work satisfaction while work-family conflict increased the risk of lower work satisfaction. Psychological interventions and improvement of working conditions are essential to relieve work-family conflicts and enhance work satisfaction.

The impact of the work-family conflict on employee engagement, performance, and turnover intention

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neuza Ribeiro ◽  
Daniel Gomes ◽  
Ana Rita Oliveira ◽  
Ana Suzete Dias Semedo
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Content Type ◽  
And Performance ◽  
Work Family ◽  
The Impact ◽  
The Relationship

Purpose The incompatibility between the sphere of work and the family is a reality that plagues many workers today. The difficult articulation of these two domains leads to the experience of the phenomenon called work–family conflict (WFC). This paper aims to assess the impact that WFC may have on employee engagement and performance, as well as on their turnover intention. It is also intended to test the mediating effect of engagement on the relationship between WFC and performance, and between WFC and the turnover intention. Design/methodology/approach One hundred and sixty-seven employees from various Portuguese organizations were surveyed. Respondents reported their perceptions of own WFC, engagement, performance and turnover intention. Findings The results revealed that employees who feel a higher WFC have lower levels of engagement and greater intention to leave the organization. The WFC showed no relation to performance. Engagement takes on the mediating role in the relationship between WFC and the turnover intention. Practical implications The relevance of this study is related to the implications that it may bring to companies in the context of implementing work–family balance strategies to reduce the referred conflict. Originality/value This study contributes to WFC literature by attempting to integrate in the same model four concepts in a single study to provide a model that depicts the chain of effects between WFC, engagement, individual performance and turnover intention, which has never been done in the Portuguese context.

Conflict Segments of Women Employees of IT Sector in India

2012 ◽  
Vol 3 (1) ◽  
pp. 42-53 ◽  
Author(s):  
Aiswarya Balachandar ◽  
Ramasundaram Gurusamy
Keyword(s):  
Family Conflict ◽  
Well Being ◽  
Work Family Conflict ◽  
Moderating Variables ◽  
Women Employees ◽  
The Family ◽  
Work Family ◽  
The Impact ◽  
The Relationship ◽  
Women In India

The growth rate for women entering the workforce is expected to be greater than for men. Therefore it is possible that the financial well-being of the family may no longer fall to the male, it may be shared between the two partners or may be the sole responsibility of a single parent. These trends potentially increase the chance that work could interfere with family (WIF) or that family could interfere with work (FIW).The study is conducted to test the Impact of Organizational Commitment, Job Autonomy, Job Involvement and Climate as moderating variables on Work Family Conflict of Employed women in India. The sample size of 598 is identified and with the application of statistical tools the relationship among the said variables are estimated and its role on the Work family conflict is studied quantitatively.

Impact of ethical leadership on job satisfaction: the mediating effect of work–family conflict

2020 ◽  
Vol 41 (2) ◽  
pp. 319-330 ◽  
Author(s):  
Carla Freire ◽  
Claudia Bettencourt
Keyword(s):  
Job Satisfaction ◽  
Ethical Leadership ◽  
Family Conflict ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Content Type ◽  
Public Health Institutions ◽  
Health Institutions ◽  
Work Family ◽  
The Relationship

PurposeThe purpose of this paper is to explore the mediating effect of the work–family conflict in the relation between ethical leadership and job satisfaction.Design/methodology/approachA questionnaire was answered by 234 nursing professionals working in Portuguese public health institutions.FindingsRegression analyses indicate that there is a positive relationship between ethical leadership and satisfaction and a negative relationship between ethical leadership and the nurse's work–family conflict. Furthermore, it was revealed that the work–family conflict mediated (partially) the relationship between ethical leadership and job satisfaction.Research limitations/implicationsEthical leadership was measured by assessing the nurses' perceptions of their leaders' character. The cross-sectional data limited the possibility of establishing the causality of the study variables, where the generalization of results was not possible due to the fact that data were obtained in public health institutions alone.Practical implicationsConsidering that ethics precede good relations between the manager and collaborator, it is recommended that organizations develop ethical training for their leaders, more specifically in the case of head nurses.Originality/valueThe added value of this empirical study lies in the mediated role of the work–family conflict in the analysis of the relationship between ethical leadership and job satisfaction.

scholarly journals Gender as a moderator between work-family conflict, job and family satisfaction

2018 ◽  
Vol 7 (3) ◽  
pp. 1-12
Author(s):  
Abigail Opoku Mensah ◽  
Eunice Fay Amissah ◽  
Adjoa Afedua Nsaful
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Sampling Technique ◽  
Family Satisfaction ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Junior Staff ◽  
Multi Stage ◽  
Work Family ◽  
The Relationship

The study examined the effect of work-family conflict on job and family satisfaction among university junior staff in Ghana. It further tested the moderating role of gender on the relationship between work-family conflict dimensions and job and family satisfaction. A quantitative approach was adopted. A multi-stage sampling technique was employed to select 339 respondents. Descriptive and inferential statistics were used to analyse the data. The results revealed a negative effect of work-family conflict on both job satisfaction and family satisfaction. Further analysis showed that gender moderates the relationship between work-family conflict (FIW) and family satisfaction. Recommendations are made to the University authorities and employees on how to minimize the negative effects of work-family which can lead to better job and family satisfaction in this paper.Keywords: work-family conflict, job satisfaction, family satisfaction, gender, junior staff

Management and supervisory support as a moderator of work–family demands and women’s well-being

Humanomics ◽  
2017 ◽  
Vol 33 (3) ◽  
pp. 335-356 ◽  
Author(s):  
Meguellati Achour ◽  
Shahidra Binti Abdul Khalil ◽  
Bahiyah Binti Ahmad ◽  
Mohd Roslan Mohd Nor ◽  
Mohd Yakub Zulkifli Bin Mohd Yusoff
Keyword(s):  
Well Being ◽  
Family Satisfaction ◽  
Management Support ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Demands ◽  
Work Family ◽  
Relationship Of ◽  
The Relationship

Purpose This study aims to examine the relationship of work–family demands with employees’ well-being, and the role of management/supervisory support in this relationship. The following hypotheses were proposed: work–family demands would be negatively related to employees’ well-being; management/supervisory support would moderate the relationship of work–family demands with employees’ well-being. Design/methodology/approach The researchers used 250 working female academicians as respondents, working in the research universities in Kuala Lumpur, Malaysia. Their ages ranged from 30 to 60 years. Findings The findings of the present study proved that the work–family demands were negatively associated with employees’ well-being. Results also revealed that management and supervisory support strengthens the relationship between work–family demands and employees’ well-being. Thus, management and supervisory support plays an important role in balancing work demands and family roles and also in increasing working female academicians’ well-being. Originality/value In this study, management and supervisory support was found to be directly related to well-being, including life satisfaction, job satisfaction and family satisfaction. However, the direct relationship between management/supervisory support and well-being was positive and significant. This study also found that management/supervisor support reduced work–family conflict and work–family demands. Also, supervisory and management support was found to have a significant and positive relationship with well-being. Given these findings, supervisory and management support plays a very important role as a moderator of work–family demands and in developing and improving well-being in working women.

Stress and health among the Indian police

2017 ◽  
Author(s):  
Vaijayanthee Kumar ◽  
T. J. Kamalanabhan
Keyword(s):  
Emotional Intelligence ◽  
Psychological Stress ◽  
Subjective Experience ◽  
Hierarchical Regression ◽  
Work Family Conflict ◽  
Political Interference ◽  
Experience Of Stress ◽  
Work Family ◽  
The Relationship ◽  
Stress And Health

This chapter examines the predictors of psychological stress among police personnel and the role that emotional intelligence might play in moderating the relationship between the determinants of psychological stress and the subjective experience of stress itself. The results of multiple hierarchical regression revealed that factors such as inflexible work schedules, work–family conflict, political interference and lack of fairness significantly influenced stress. Moreover, emotional intelligence was found to buffer the relationship between a number of stressors and the experience of stress. The findings of the study suggest that those who possess the qualities of an emotionally intelligent person will deal with the stressors in an appropriate way, which may eventually prevent an individual from experiencing stress.

scholarly journals The Relationship between Organizational Citizenship Behavior and Team Performance: The Mediating Effect of Team Conflict

2017 ◽  
Vol 5 (1) ◽  
pp. 15 ◽  
Author(s):  
Nishad Nawaz ◽  
Anjali Mary Gomes
Keyword(s):  
Organizational Citizenship ◽  
Team Performance ◽  
Organizational Citizenship Behavior ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Citizenship Behavior ◽  
Hierarchical Regression ◽  
Conflict Task ◽  
Team Conflict ◽  
The Relationship

The present study was conducted in colleges, universities in India to understand the relationship between the teamperformance, organizational citizenship behavior and team conflict. The data has been collected throughquestionnaire and analyzed data to know the team conflict mediation effect on relationship conflict, task conflict,team performance and organizational citizenship behavior. The study consist of 204 team members whichparticipated from 25 different colleges and universities and the data analysis was performed through SPSS 22 versionused for hierarchical regression to get desire results. The detailed analysis was performed and discussed in detail.

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