scholarly journals INFLUENCE OF WORK/FAMILY CONFLICT ON OCCUPATIONAL FUTURE OF IT EMPLOYEES

2022 ◽  
Vol 13 (1) ◽  
pp. 0-0
Keyword(s):  
Information Technology ◽  
Family Conflict ◽  
Hierarchical Regression ◽  
Positive Relation ◽  
Work Family Conflict ◽  
It Industry ◽  
Environmental Support ◽  
Employee Welfare ◽  
Work Family ◽  
Information Technology Companies

Introduction: In recent years, with the increase in growth of Information Technology (IT) companies and diversified workforce, there is an increased research on Work\family conflict and occupational future. Objective: The objective is to study about the work\family conflict relation with occupational future with the effect of environmental support (support from organization and family) as moderator. Methodology: The data is gathered from 392 Information Technology employees working in different Information Technology companies in India. The data is analyzed with hierarchical regression and correlation Results: The outcomes of the study divulged a positive relation between work\family conflict and occupational future. And also, the results showed that every environmental item does not moderate between work family conflict and occupational future. Conclusion: Therefore work and occupational future is significant for the existence of IT industry, provide practical awareness of employee welfare and improve balanced life which might differ under certain specific conditions.

Employee engagement and the work-family conflict relationship: The role of personal and organisational resources

2019 ◽  
Vol 40 (2) ◽  
pp. 118-138
Author(s):  
Okechukwu Ethelbert Amah
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Empirical Studies ◽  
Hierarchical Regression ◽  
Personal Resources ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
The World ◽  
Work Family ◽  
Operational Issues

Organisations in Africa face constant challenges on account of internal operational issues, and the economic and political situation on the continent. Hence, organisations in Africa and indeed all over the world are expected to be continuously efficient and effective in the use of scarce resources in order to survive. Accordingly, studies conducted all over the world, including in Africa, have established that high employee engagement is beneficial to organisations, because engaged employees exhibit discretionary behaviour that achieves superior business results. However, some studies suggest that organisations are also faced with the undesirable situation in which highly engaged employees experience high levels of work-family conflict. This relationship has implications for both productivity and ethical aspects, and past empirical studies have been unable to suggest a way out. This study proposes that, on the basis of the conservation of resources model and job demand and resources model, organisational and personal resources could play a major role in resolving the dilemma. Hierarchical regression analysis confirmed that organisational resources, servant leadership and personal resources were able to provide a solution, so that individuals with high values of these resources experienced less work-family conflict. The study also discussed the practical implications of the results for HRM and sustainability HRM.

The impact of different supports on work-family conflict

2018 ◽  
Vol 40 (5) ◽  
pp. 903-920 ◽  
Author(s):  
Laura Maria Ferri ◽  
Matteo Pedrini ◽  
Egidio Riva
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Hierarchical Regression ◽  
Human Resource Managers ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Content Type ◽  
Effective Work ◽  
Work Family ◽  
The Impact

Purpose The purpose of this paper is to explore whether and how the actual use of supports available from the state, organisations and families helps workers reduce perceived work–family conflict (WFC), explored from both works interfering with family (WIF) and family interfering with work (FIW) perspectives. Design/methodology/approach The study is based on a survey of 2,029 employees at six large Italian firms. To test hypotheses, a hierarchical regression analysis was performed. Findings WFC should be explored considering its bi-directionality, as supports have different impacts on WIF and FIW. Workplace instrumental support elicits mixed effects on WFC, whereas workplace emotional support and familiar support reduce both FIW and WIF. Research limitations/implications The study is limited to the Italian national context, and data were collected in a single moment of time, which did not allow for observing changes in employees’ lives. Practical implications Human resource managers, as well as policy makers, will find this study’s results useful in designing effective work–life balance policies and supports, in which attention is devoted mainly to promoting workplace emotional supports and facilitating familiar support. Social implications The study highlights that by reducing pressures from work and family responsibilities that generate WFC conditions, organisational and familiar supports elicit different effects, which should be considered carefully when defining policies and interventions. Originality/value This study is one of the few that compare the role of supports provided by actors in different sectors on FIW and WIF, thereby allowing for an understanding of whether the bi-directionality of the conflicts is a relevant perspective.

scholarly journals Impact of Work–Family Conflict, Job Stress and Job Satisfaction on Seafarer Performance

2020 ◽  
Vol 17 (7) ◽  
pp. 2191 ◽  
Author(s):  
Ji An ◽  
Yun Liu ◽  
Yujie Sun ◽  
Chen Liu
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Stress ◽  
Family Conflict ◽  
Hierarchical Regression ◽  
Shipping Industry ◽  
Work Family Conflict ◽  
Merchant Ship ◽  
Work Family ◽  
Moderating Role

A lack of research has been undertaken to explore work–family conflict and its impact on the shipping industry. The objective of the present study was to empirically examine the effects of work–family conflict, job stress, and job satisfaction on seafarer performance. Data were collected from merchant ship seafarers in the Yangshan Port, Shanghai, China (n = 337). A data analysis was performed using hierarchical regression analysis. The research results revealed that work–family conflict and job stress negatively affects seafarer self-reported performance, while job satisfaction positively influences seafarer job performance. Findings also show that job satisfaction plays a moderating role in the relationships between work–family conflict, job stress and seafarer performance. Our findings demonstrate that work–family conflict, job stress and job satisfaction manifested are significant predictors for seafarer performance. Important applications and implications are provided for managers and researchers.

scholarly journals PERAN KONFLIK KERJA-KELUARGA DALAM MEMEDIASI KONTRIBUSI DUKUNGAN SOSIAL TERHADAP KEPUASAN KERJA PADA PERAWAT PEREMPUAN

2018 ◽  
Vol 2 (1) ◽  
pp. 11-21
Author(s):  
Alparisi Sirajuddin ◽  
M. Zein Permana
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Family Conflict ◽  
Hierarchical Regression ◽  
Positive Contribution ◽  
Work Family Conflict ◽  
Nurse Job Satisfaction ◽  
Work Family ◽  
Female Nurses

This study to examine the role of work-family conflict in mediating relationships of social support and job satisfaction in female nurses. The approach used hierarchical regression analysis with social support as independent variable, job satisfaction as dependent variable, and work-family conflict (WFC) as mediator. Each variable was measured using a questionnaire given to participants consisting of 80 female nurses. The study found that social support had a significant positive contribution to nurse job satisfaction, and the contribution was mediated by work-family conflict.

Crossover of work–family conflict in supervisor–subordinate dyads in India: does LMX matter?

2020 ◽  
Vol 9 (3) ◽  
pp. 373-390
Author(s):  
Pavithra Sampath ◽  
Rupashree Baral ◽  
Mansi Rastogi
Keyword(s):  
Family Conflict ◽  
Hierarchical Regression ◽  
Work Family Conflict ◽  
High Quality ◽  
Content Type ◽  
Work Settings ◽  
Work Family ◽  
Work Family Enrichment ◽  
Practical Implications

PurposeThis study investigated the crossover of work–family conflict (WFC) from supervisors to subordinates employed in conventional work settings. The authors hypothesized that the supervisor’s WFC would impact the subordinate’s level of WFC, and the level of crossover would vary with relationship quality or LMX.Design/methodology/approachThe authors surveyed a matched set of 150 supervisors and 193 subordinates from several services organizations who were recruited using a snowballing technique. Data were analysed using hierarchical regression analyses and moderation testing.FindingsResults confirmed a significant direct crossover path. Further, the crossover was found to be lowered in the event of higher LMX quality.Research limitations/implicationsThe findings provide significant insights into the conditions under which transmission of WFC takes place by broadening crossover research in the work–family area. Future studies must explore the crossover of work–family enrichment and the role of leadership styles, empathy and perspective taking of subordinates in the crossover.Practical implicationsSupervisors must endeavour to reduce the level of WFC of subordinates by trying to build high-quality LMX by regularly interacting with them and by providing them a supportive climate. Employees in turn must support supervisors in various means, which will help them gaining manager’s trust and support.Originality/valueExamination of the potential mitigating effect of high-quality LMX in the crossover of WFC in supervisor–subordinate dyads has rarely been investigated in the past.

Work–Family Conflict and Job Burnout among Correctional Staff

2010 ◽  
Vol 106 (1) ◽  
pp. 19-26 ◽  
Author(s):  
Eric G. Lambert ◽  
Nancy L. Hogan
Keyword(s):  
Multivariate Analysis ◽  
Family Conflict ◽  
Response Rate ◽  
Job Burnout ◽  
Correctional Staff ◽  
Positive Relation ◽  
Work Family Conflict ◽  
State Prison ◽  
Work Conflict ◽  
Work Family

Work–family conflict and job burnout are both issues for 272 correctional staff (response rate of 68%). The two major forms of work–family conflict are work-on-family conflict and family-on-work conflict. Multivariate analysis of survey data from 272 correctional staff at a state prison indicated work-on-family conflict had a significant positive relation with job burnout, while family-on-work conflict did not.

The Role of Savoring in Work-Family Conflict

2014 ◽  
Vol 42 (2) ◽  
pp. 177-188 ◽  
Author(s):  
Selin Metin Camgoz
Keyword(s):  
Family Conflict ◽  
Hierarchical Regression ◽  
Regression Analyses ◽  
Work Family Conflict ◽  
Dual Earner ◽  
Work Family ◽  
The Moment ◽  
The Individual ◽  
The Impact

Building on positive psychology research, I examined savoring as an important positive psychological asset of the individual, and investigated its impact on work-family conflict (WFC). Data were gathered from 354 dual-earner couples working in different organizations. Hierarchical regression analyses revealed that savoring was negatively related to WFC, indicating that individuals who are high in the capacity for overall savoring, experience lower levels of work-family conflict than do those low in that capacity. When I considered the components of savoring, I found that WFC was also negatively associated with savoring the moment, but not associated with savoring through anticipation and savoring through reminiscence. I have contributed to the literature by presenting empirical evidence supporting the impact on WFC of individuals' beliefs about their ability to savor positive circumstances.

scholarly journals The Moderating Role of Self-Consciousness in the Effect of Work-Family Conflict on Work Engagement

2020 ◽  
Vol 9 (31) ◽  
pp. 71-81
Author(s):  
Ferda Üstün ◽  
Şeyma Ersolak ◽  
Burcu Toker
Keyword(s):  
Work Engagement ◽  
Family Conflict ◽  
Public Universities ◽  
Relational Model ◽  
Hierarchical Regression ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Work Family ◽  
Moderating Role

In this study, it was aimed to determine the moderating role of self-consciousness in the effect of work-family conflict on work engagement. This research conducted on 438 academics working in two public universities in Turkey has the relational model. The model created for research purposes was tested with SPSS Process macro software. As a result of the research, significant negative relations were found between work-family conflict and work engagement. Again, As a result of the hierarchical regression analysis, it was observed that self-consciousness does plays a moderating role in the effect of work-family conflict on the job attachment and vigor, sub-dimension of vigor and dedicatin. Accordingly, individuals with high self-consciousness feel less of the negative effects of work-family conflict than individuals with low self-consciousness.

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