Workload and Burnout From a Gender Perspective

2021 ◽  
pp. 393-410
Author(s):  
Nihan Yılmaz
Keyword(s):  
Gender Roles ◽  
Working Hours ◽  
Social Phenomenon ◽  
Work Family Conflict ◽  
Long Working Hours ◽  
Men And Women ◽  
Biological Sex ◽  
Women Employees ◽  
Work Family ◽  
Production Conditions

Men and women are two words that describe whether an individual is biologically female or male, as well as whether she or he fits into the society's role system. Gender is a social phenomenon that is the institutionalized form of biological sex. People are born as either women or men and learn their gender roles as they grow up. While female workers face the same challenges as male workers in any workplace, they are also obliged to deal with a variety of issues that come with being a woman. Women employees, who are seen as alternatives to male employees with long working hours and low wages, do not apply the principle of equality in recruitment, prevent women from working as a result of work-family conflict, inequality in finding employment and promotion, and experience nursery problems for women with children in production conditions that do not require qualified workforce. All of these negative circumstances have an impact on women's workload and burnout. The aim of this research is to use gender to justify workload levels and burnout scenarios.

scholarly journals Long working hours, poor sleep quality, and work-family conflict: determinant factors of fatigue among Indonesian tugboat crewmembers

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Muchtaruddin Mansyur ◽  
Risna Sagitasari ◽  
Grace Wangge ◽  
Astrid B. Sulistomo ◽  
Aria Kekalih
Keyword(s):  
Alcohol Consumption ◽  
Sleep Quality ◽  
Family Conflict ◽  
Smoking Status ◽  
Working Hours ◽  
Poor Sleep ◽  
Work Family Conflict ◽  
Poor Sleep Quality ◽  
Long Working Hours ◽  
Work Family

Abstract Background Tugboat crewmembers are susceptible to fatigue during their 24-h work shifts, despite the availability of rest time. The fatigue experienced by seafarers contributes to marine accidents and metabolic and cardiovascular diseases, which have long-term effects. This study aimed to analyse the association between working hours and fatigue and other possibly related factors in tugboat crewmembers. Method This comparative cross-sectional study included 127 tugboat crew members from 15 randomly chosen tugboats in Samarinda Harbor, Indonesia. Their fatigue levels while at work were measured using a reaction timer and standardised questionnaire. Personal and occupational data of crewmembers, including age, marital status, rating (job ranking), duration on board, length of seafaring experience, watch system, smoking status, coffee and alcohol consumption, and working hours, were collected. Moreover, sleep quality and stress levels related to work-family conflict were measured and analysed using the Pittsburgh Sleep Quality Index (PSQI) and Work-Family Conflict Scale (WCFS), respectively. Results The study found that 40.2% of the subjects were classified as having fatigue. The determinant factors were long working hours (> 72 h/week), poor sleep quality, and work-family conflict [adj. OR = 13.32; 95%-CI (4.78–31.23)] and p < 0.001, [adj. OR = 4.49 (1.39–14.52)] and p = 0.012, [adj. OR = 2.87 (1.12–7.33)] and p = 0.028, respectively. However, personal and occupational factors, including age, marital status, duration on board, length of seafaring experience, smoking status, and coffee and alcohol consumption, were not significantly associated with crewmember fatigue. Conclusion The incidence of fatigue among Indonesian tugboat crewmembers operating on the Mahakam River was considerably high. Working hours, sleep quality, and work-family conflict were strongly associated with fatigue in tugboat crewmembers; therefore, the working hours of tugboat crewmembers need to be improved. Crewmember lifestyle variables need to be studied further.

Leader’s Perceptions on Family-Work Conflict of Subordinates Affecting Nomination and Promotion of Women Employees in Bali

2014 ◽  
Vol 2 (1) ◽  
pp. 79
Author(s):  
Agung A. I. N. Marhaeni ◽  
I. Ketut Sudibia ◽  
I. G. A. P. Wirathi ◽  
Surya Dewi Rustariyuni
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Men And Women ◽  
Family Work ◽  
Female Employee ◽  
Analysis Technique ◽  
The Status ◽  
Statistical Analysis Technique ◽  
Work Family ◽  
Questionnaire Method

The purposes of this study were to determine the perception of leaders on work-family conflict among subordinates, the influence of the status or condition of subordinates and the influence of leader’s perceptions of work-family conflict experienced by subordinates against superior perceptions on the former nomination and promotion. The research was conducted in Denpasar, Badung, Gianyar, and in the Province of Bali. The respondents were the super-ordinates holding Echelon II, III, and IV both 40 men and women, with each having 1-3 subordinates, totaling 111 people. The method of sampling used was non-probability sampling, and data were collected via questionnaire method and interviews. Statistical analysis technique used was multiple linear regression. The results of the study showed among others that female employee has work-family conflict higher than male, the differing conditions have a significant effect on the perception of leaders on work-family conflict experienced by subordinates and such perceptions significantly influence the nomination and promotion of subordinates. As a result, the recommendations for the study include empowerment for both men and women, staff mobility as an important agenda in terms of the suitability of employees at work. Additionally, there should be active participation of the male-female employee in the domestic affair which can be accomplished jointly with husband-wife cooperation.

scholarly journals Beyond Formal Access: Organizational Context, Working From Home, and Work–Family Conflict of Men and Women in European Workplaces

2018 ◽  
Vol 151 (2) ◽  
pp. 383-402 ◽  
Author(s):  
Tanja van der Lippe ◽  
Zoltán Lippényi
Keyword(s):  
Family Conflict ◽  
Organizational Context ◽  
Work And Family ◽  
Work Family Conflict ◽  
Men And Women ◽  
Organizational Survey ◽  
Working From Home ◽  
Work Family ◽  
Ideal Worker

AbstractWorking from home has become engraved in modern working life. Although advocated as a solution to combine work with family life, surprisingly little empirical evidence supports that it decreases work–family conflict. In this paper we examine the role of a supportive organizational context in making working from home facilitate the combination of work and family. Specifically, we address to what extent perceptions of managerial support, ideal worker culture, as well as the number of colleagues working from home influence how working from home relates to work–family conflict. By providing insight in the role of the organizational context, we move beyond existing research in its individualistic focus on the experience of the work–family interface. We explicitly address gender differences since women experience more work–family conflict than men. We use a unique, multilevel organizational survey, the European Sustainable Workforce Survey conducted in 259 organizations, 869 teams and 11,011 employees in nine countries (Bulgaria, Finland, Germany, Hungary, Netherlands, Portugal, Spain, Sweden, United Kingdom). Results show that an ideal worker culture amplifies the increase in work family conflict due to working from home, but equally for men and women. On the other hand, women are more sensitive to the proportion of colleagues working from home, and the more colleagues are working from home the less conflict they experience.

scholarly journals The Role of Work-Family Conflict and Relationship Satisfaction in the Sexual Well-Being of Working Adults

2020 ◽  
Vol 29 (4) ◽  
pp. 621-641
Author(s):  
Luka Jurković
Keyword(s):  
Relationship Satisfaction ◽  
Family Conflict ◽  
Well Being ◽  
Work And Family ◽  
Work Family Conflict ◽  
Men And Women ◽  
Working Adults ◽  
Work Family ◽  
The Relationship

Juggling the responsibilities of work and family domains has become a part of everyday life for most working adults. Research has shown that work-family conflict can potentially have negative effects on general well-being, health, relationship quality and job satisfaction. However, the potential effects of work-family conflict on sexual well-being of working adults is presently unknown. The primary aim of this study is to analyze the association between two directions of work-family conflict (work-to-family conflict – WIF, and family-to-work conflict – FIW) and sexual well-being among working adults, while taking into account the mediating role of relationship satisfaction. Data was collected in an online survey on a sample of 584 Croatian men and women that are currently living with a partner. The data was analyzed within a structural equations modelling framework. The analyses show that WIF conflict was negatively associated with sexual well-being, but only among women. On the other hand, relationship satisfaction mediated the relationship between FIW conflict and sexual well-being for both men and women. This study contributes to sparse and inconsistent knowledge on the relationship between work- -family conflict and sexual well-being among working adults.

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.

Convincing the toilers?

2006 ◽  
Vol 20 (2) ◽  
pp. 349-368 ◽  
Author(s):  
Brigid van Wanrooy ◽  
Shaun Wilson
Keyword(s):  
Multivariate Analysis ◽  
Family Life ◽  
Working Hours ◽  
Social Attitudes ◽  
Working Time ◽  
Long Working Hours ◽  
Men And Women ◽  
Time Regime ◽  
Part Time ◽  
Per Capita

Australians work comparatively long hours and, in recent years, most of the growth in per capita working hours has come from workers already employed full time.Yet, despite the problems long working hours can cause, this trend has not attracted political attention. Increasingly, the Australian working time regime is a weak regulator of working hours and promotes only limited equality between the working hours of men and women. This article uses responses from the Australian Survey of Social Attitudes 2003 to investigate whether workers' preferences are in accord with regime institutions. We find that people who work long hours are no less inclined than those who work standard hours or part time to see working hours as a choice and they do this despite more often reporting that their work interferes with family life and that employers expect long hours from them. We contend that seeing long working hours as a choice may be the product of the ‘liberal’ working time regime itself. Multivariate analysis of the responses suggest that structural pressures work to strengthen perceptions that there is a problem with long working hours and prompt the belief that long hours are not freely chosen. Implications of these findings tell us something about possible future regulation.

Gender role beliefs and fathers’ work-family conflict

2014 ◽  
Vol 29 (7) ◽  
pp. 774-793 ◽  
Author(s):  
Ann Hergatt Huffman ◽  
Kristine J. Olson ◽  
Thomas C. O’Gara Jr ◽  
Eden B. King
Keyword(s):  
Gender Roles ◽  
Gender Role ◽  
Family Conflict ◽  
Work Hours ◽  
Work Family Conflict ◽  
Gender Role Beliefs ◽  
Family Experiences ◽  
Content Type ◽  
Traditional Gender Role ◽  
Work Family

Purpose – The purpose of this paper is to investigate the part that gender roles play in fathers’ work-family experiences. The authors compared two models (gender role as a correlate and as a moderator) and hypothesized that gender role beliefs play an important factor related to fathers’ experiences of work-family conflict. Design/methodology/approach – Participants completed an online survey that consisted of questions related to work and family experiences. The final sample consisted of 264 employed, married fathers. Findings – Results showed a relationship between traditional gender role beliefs and number of hours spent at work and at home. Additionally, number of work hours was related to time-based work-to-family conflict, but not strain-based work-to-family conflict. The results supported the expectation that work hours mediate the relationship between a father's traditional gender role beliefs and time-based work-to-family conflict. Research limitations/implications – Limitations of this study include the use cross-sectional and self-report data. Future research might want to expand the theoretical model to be more inclusive of fathers of more diverse demographic backgrounds, and assess the model with a longitudinal design. Practical implications – A key theoretical implication gleaned from the study is that work-family researchers should include the socially constructed variable of gender roles in their work-family research. Findings provide support for the contention that organizations need to ensure that mothers’ and fathers’ unique needs are being met through family-friendly programs. The authors provide suggestions for specific workplace strategies. Originality/value – This is one of the first studies that focussed on fathers’ experiences of the work-family interface. The results clarify that traditional gender role beliefs give rise to fathers’ gendered behaviors and ultimately work-family conflict.

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