The Effects of Work-Family Conflict on Job Stress, Job Satisfaction, and Organizational Commitment

Job Stress ◽

Family Conflict ◽

Survey Method ◽

Work Family Conflict ◽

Negative Effects ◽

Positive Effects ◽

Work Conflict ◽

The aim of this chapter is to investigate the effects of work-family conflict on the employees' attitudes towards their jobs and their behaviours in the workplace within the framework of job stress, job satisfaction, and organizational commitment concepts in the Turkish Pharmaceutical Industry. The data used in this study were obtained by the questionnaire survey method. One of the results of this study reveals that work-family conflict and work to family conflict have positive effects on job stress. However, family to work conflict has no effect on job stress. Secondly, work-family conflict and work to family conflict have positive effects on job satisfaction, while no evidence has been found regarding the effects of family to work conflict on job satisfaction. Thirdly, work-family conflict and work to family conflict have negative effects on organizational commitment while no evidence has been found regarding the effects of work to family conflict on organizational commitment.

Can We Rely on Job Satisfaction to Reduce Job Stress?

THE INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION ◽

10.18775/ijmsba.1849-5664-5419.2014.33.1002 ◽

2017 ◽

Vol 3 (3) ◽

pp. 17-26 ◽

Cited By ~ 1

Author(s):

Elisabet Siahaan

Keyword(s):

Job Satisfaction ◽

Organizational Performance ◽

Multiple Regression ◽

Job Stress ◽

Family Conflict ◽

Work Family Conflict ◽

Strong Positive Relationship ◽

Commitment Level ◽

Stress has been a hot topic to discuss since several years ago. Stress triggered a negative behaviour from employees. In a long term, stress would decrease the whole organizational performance. This study aimed to understand the factor which led to employees’ stress within state-owned organization in Indonesia. All this time, each organization tried to improve their employees’ job satisfaction as it would commonly lead to a positive attitude from the employees. Employees’ organizational commitment was a key which led to organizational success. Work-family conflict had been manifested as a problem in the work-life as the employees could not balance their role as employees and as a family member. These variables were hypothesized to affect employees’ job stress level.The research was conducted at PT Pelabuhan Indonesia I Medan, one of major state-owned firm in Indonesia. The research was focused on married employees and had been working for at least 3 years. There were 72 employees across division selected in the research. The sample was proportionally taken from each division. Data was collected using self-administered questionnaires. The data was analysed with correlation and multiple regression analyses.Correlation analysis showed that stress had a strong positive relationship with work-family conflict. Stress moderately correlated with the employees’ organizational commitment level and satisfaction level. Multiple regression analysis showed that job satisfaction might reduce employees’ job stress but it was insignificant. Job stress was positively and significantly affectedby employees’ satisfaction and commitment. Employees’ organizational commitment negatively and significantly affected the stress level. These relationships explained 64% of job stress variance.

Work–Family Conflict’s Association With the Work Attitudes of Job Involvement, Job Satisfaction, and Organizational Commitment Among Southern Prison Staff

Criminal Justice Policy Review ◽

10.1177/08874034211003235 ◽

2021 ◽

pp. 088740342110032

Author(s):

Eric G. Lambert ◽

Weston Morrow ◽

Samuel G. Vickovic ◽

Matthew C. Leone ◽

Linda D. Keena ◽

...

Keyword(s):

Job Satisfaction ◽

Correctional Officers ◽

Job Involvement ◽

Work Attitudes ◽

Work Family Conflict ◽

Negative Effects ◽

Positive Effects ◽

Family Based ◽

Prisons depend on their employees, and staffing a prison is expensive. Approximately 80% of a prison’s budget is for staff wages and benefits. Prisons are not generally viewed as desirable places to work, thus recruiting and retaining correctional officers can be difficult. Work-related stress can negatively affect staff members’ home lives, and home stress can make an employee distracted and endangered at work. Time-, strain-, behavior-, and family-based work–family conflicts were hypothesized to impact three work attitudes (job involvement, job satisfaction, and organizational commitment) negatively. Time-based conflict had no significant effects on any of the work attitudes. Strain-based conflict had significant negative effects on job satisfaction and organizational commitment but not job involvement. Behavior-based conflict had significant negative effects on all three work attitudes. Contrary to our hypotheses, family-based conflict had significant positive effects on all three. Work–family conflict is a significant work attitude-associated stressor for correctional staff; therefore, policy recommendations to address it are made.

Examining the Influence of Work–Family Conflict on Job Stress, Job Satisfaction, and Organizational Commitment Among Correctional Officers

Criminal Justice Review ◽

10.1177/0734016819863099 ◽

2019 ◽

Vol 45 (1) ◽

pp. 5-25 ◽

Cited By ~ 2

Author(s):

Samuel G. Vickovic ◽

Weston J. Morrow

Keyword(s):

Job Satisfaction ◽

Job Stress ◽

Family Conflict ◽

Correctional Officers ◽

Policy Implications ◽

Work Family Conflict ◽

Discussion Section ◽

Organizational Attitudes ◽

Correctional officers perform a unique job that can lead to various negative outcomes. Understanding factors that can have harmful effects on important organizational attitudes like job stress, job satisfaction, and organizational commitment is imperative for the effective management of correctional institutions. Using survey data from 641 correctional officers employed at two Southwestern state-run prison facilities, the current study examines the influence of two measures of work–family conflict (WFC, strain- and time- based) on job stress, job satisfaction, and organizational commitment while controlling for many known antecedents of these variables. The results suggest that strain-based conflict is a significant predictor of job stress and job satisfaction, while time-based conflict only predicted job satisfaction. Neither measure of WFC had a significant relationship with organizational commitment. These findings are further contextualized in the discussion section with an emphasis on potential policy implications.

Antecedents of Perceived Job Commitment among Employees of Local Government in Ilesha Metropolis

Quest Journal of Management and Social Sciences ◽

10.3126/qjmss.v2i2.33272 ◽

2020 ◽

Vol 2 (2) ◽

pp. 225-239

Author(s):

Zaccheaus O. Olonade ◽

Kolawole Sunday Ajibola ◽

Oluwatobi O. Omotoye

Keyword(s):

Local Government ◽

Job Stress ◽

Family Conflict ◽

Employee Commitment ◽

Self Concept ◽

Survey Method ◽

Work Family Conflict ◽

Job Commitment ◽

Positive Effects ◽

Background: Employee commitment primarily focuses on strong bonds between the organization and its employees. It has massive positive effects on organizations. Investigating the combined influence of the assorted psychological factors like work-family conflict, job stress and self-concept on perceived job commitment among employees of Local Government authority is helpful. Objective: The study investigates the antecedents of perceived job commitment among employees of Local Government in Ilesha Metropolis. Methods: Antecedents of perceived job commitment in this study are work-family conflict, job stress, and self-concept. The study has adopted survey method within a descriptive research design. The objective of the study was to determine the influence of work-family conflict, job stress and self-concept on perceived job commitment. Primary data were used. Data were collected using a structured questionnaire that had five scales in likert scale including personal data. 238 respondents, randomly selected across the three local government areas in Ilesha Metropolis, were used for the study. Only 189 questionnaires were returned, out of which 124 were found to be useful for the study. Results: Three hypotheses were tested and they revealed that self-concept, work-family conflict and job stress jointly have a positive and significant impact on perceived job performance. Furthermore, work-family conflict (β = 0.173; t = 9.119; p<.05), job stress (β = 1.170; t = 7.458; p<.05), and self-concept (β = 0.064; t = 2.444; p<.05) independently predicted perceived job commitment to be at 5% level. Conclusions: The study has found that factors, like work-family conflict, job stress and self-concept, significantly predict the perceived job commitment among employees of local government in Ilesha Metropolis. The finding of the study implies that the antecedents of employee's job commitment are important variables. Governments, employers of labour, human resource practitioners and psychologists need to give more attention to these variables, especially among local government employees and related workforce, for the increase in employee commitment. The study recommends that governments should adopt welfare approaches in tackling issues around work-family conflict, job stress and self-concept to improve employee job commitment. Originality: This article is original and there is no potential conflict of interest.

WORK FAMILY CONFLICT, STRES KERJA, KEPUASAN KERJA BEPENGARUH TERHADAP KOMITMEN ORGANISASIONAL PEGAWAI

E-Jurnal Manajemen Universitas Udayana ◽

10.24843/ejmunud.2020.v09.i06.p16 ◽

2020 ◽

Vol 9 (6) ◽

pp. 2374

Author(s):

Ni Nyoman Ayu Manik Ankgaryta Pramana ◽

Ni Wayan Mujiati

Keyword(s):

Job Satisfaction ◽

Linear Regression ◽

Job Stress ◽

Work Stress ◽

Family Conflict ◽

Work Family Conflict ◽

Saturated Sample ◽

Work Family ◽

Sample Method

Organizational commitment is a force that binds individuals to an action related to the target. When employees are committed to the organization they will be loyal to the organization and provide the best for the organization. The purpose of this study was to determine the effect of work family conflict, job stress, and job satisfaction on organizational commitment of Bank BRI Diponogoro Denpasar Unit employees with a sample of 45 people, using the saturated sample method. Data collection through interviews and questionnaires, analyzed by Multiple Linear Regression. The results show that work family conflict and work stress have a negative and significant effect on organizational commitment, while job satisfaction has a positive and significant effect on organizational commitment. This study provides an understanding that Work Family Conflict, Job Stress decreases employee Organizational Commitment and Job Satisfaction can significantly increase employee Organizational Commitment. Keywords: Work Family conflict, Job Stress, Job Satisfaction, Organizational Commitment