scholarly journals Women’s Adaptability, Multiple Roles Maintained in the Work-Family Context: Covid-19 Experiences

2021 ◽  
Vol 28 (2) ◽  
pp. 77-96
Author(s):  
B.G.V.A.S.D.T. Batuwanthudawa ◽  
B.K.D. Lakmali ◽  
H.V.K. Piyumali

COVID-19 emerged in December 2019 in Wuhan, China, and since then has impacted work, family, and social life of people around the globe. The working community had to face difficulties and barriers due to increasing job insecurity and changing working environments during the pandemic. Employees around the world have experienced sudden, significant changes in their work and family roles. This study aims to examine the impact of COVID-19 on married women’s work-family balance during the lockdown in Sri Lanka. The research problem of the study is: Does the working woman maintain the balance of work-family environment? By applying the mixed research methodology, we draw on the quantitative data by surveying married women working from home to understand and analyse their adaptability to work from home during the lockdown within two months (from May to July 2020). In addition, in-depth interviews were conducted to gather qualitative data of the study selecting the purposive sampling method. The sample consisted of women with diversity in age, employment, and educational level. A majority of women reported working for long hours without any leave during the lockdown period. This study revealed that 57% of women could manage their household work and job-related work during the period, in contrast, only 43% of respondents could not do so. Even though there were several difficulties faced by married women, they successfully managed both, i.e., their job-related work and their family chores. While 43% of the respondents belonged to nuclear families, 57% of them belonged to extended families. Eighty-three percent of respondents reported high levels of support from husbands for housework and office work. In conclusion, although Sri Lankan women encounter significant difficulties, they are inclined to maintain a balance and adaptability between work-family tasks.

Author(s):  
Rafiduraida Abdul Rahman Et.al

This paper explores work and family roles salience in the context of dual-career couples in Malaysia. Semi-structured qualitative interviews has been conducted on 18 couples in professional and managerial position. The data were transcribed and analyzed using template analysis. The findings revealed that several factors namely culture, religious values, gender, work characteristics and personal preferences influence the couples’ role salience. Women tend to face more struggles to maintain the salience of both roles despite the fact that couples regard both roles to be central to their lives. Factors such as culture and religious values influence the couples’ role salience making them holding to traditional gender attitude and reduce the impact of family to work. Some couples are more affected with spouse work condition or personal preferencesleading them to practice less traditional roles in their family arrangements.Conflicting views within couples also exist, which influence their challenges and satisfaction. This study adds to the work and family research using couple-level analysis in a non-Western context. The qualitative data gained has also enabled the study to extend the understanding on how the dynamic of the interaction between culture, religion, gender, work characteristics and personal preferences come into play to shape couples’ role salience and consequently their work-family experiences and perceptions.


2019 ◽  
Vol 34 (2) ◽  
pp. 51-74
Author(s):  
Kim Hwayeon ◽  
Nam Taewoo

The number of female employees in the Korean workforce has risen. However, the Korean corporate climate, characterized by collectivism, hierarchism, and senior and masculine privilege, leads them to experience worklife conflict and even halt their careers. This climate stems from a social and organizational culture deeply rooted in traditional Confucianism. In Korea, where housework and childcare have long been considered the province of women, female employees find it more difficult to balance office work and family life. The Korean corporate climate welcomes overtime work, and women who work outside the home must juggle this and family responsibilities. We conceptualize behavior such as acquiescing to overtime work as submissive loyalty and elucidate work-family conflict and decreasing job and life satisfaction as consequences thereof. The analysis, based on a structural equation model, revealed that submissive loyalty increases work-family conflict, which decreases job and life satisfaction.


BMJ Open ◽  
2017 ◽  
Vol 7 (8) ◽  
pp. e017851 ◽  
Author(s):  
Domingo Palacios-Ceña ◽  
Beatriz Neira-Martín ◽  
Lorenzo Silva-Hernández ◽  
Diego Mayo-Canalejo ◽  
Lidiane Lima Florencio ◽  
...  

ObjectivesThe aim of this study was to explore the views and experiences of a group of Spanish women suffering from chronic migraine (CM).SettingHeadache clinic at a university hospital in Madrid (Spain).ParticipantsPurposeful sampling of patients that attended a specialised headache clinic for the first time between June 2016 and February 2017 was performed. The patients included were females aged 18–65 and with positive diagnoses of CM according to the International Classification of Headache disorders (third edition, beta version), with or without medication overuse. Accordingly, 20 patients participated in the study with a mean age of 38.65 years (SD 13.85).DesignQualitative phenomenological study.MethodsData were collected through in-depth interviews, researchers’ field notes and patients’ drawings. A thematic analysis was performed following appropriate guidelines for qualitative research.ResultsFive main themes describing the significance of suffering emerged: (a) the shame of suffering from an invisible condition; (b) treatment: between need, scepticism and fear; (c) looking for physicians’ support and sincerity and fighting misconceptions; (d) limiting the impact on daily life through self-control; and (e) family and work: between understanding and disbelief. The disease is experienced as an invisible process, and the journey to diagnosis can be a long and tortuous one. Drug prescription by the physician is greeted with distrust and scepticism. Patients expect sincerity, support and the involvement of their doctors in relation to their disease. Pain becomes the main focus of the patient’s life, and it requires considerable self-control. The disease has a strong impact in the work and family environment, where the patient may feel misunderstood.ConclusionsQualitative research offers insight into the way patients with CM experience their disease and it may be helpful in establishing a more fruitful relationship with these patients.


2018 ◽  
Vol 40 (5) ◽  
pp. 903-920 ◽  
Author(s):  
Laura Maria Ferri ◽  
Matteo Pedrini ◽  
Egidio Riva

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.


Author(s):  
Chantal Remery ◽  
Joop Schippers

Today, as an increasing share of women and men is involved in both paid tasks at work and unpaid care tasks for children and other relatives, more people are at risk of work-family conflict, which can be a major threat to well-being and mental, but also physical health. Both organizations and governments invest in arrangements that are meant to support individuals in finding a balance between work and family life. The twofold goal of our article was to establish the level of work-family conflict in the member states of the European Union by gender and to analyze to what extent different arrangements at the organizational level as well the public level help to reduce this. Using the European Working Conditions Survey supplemented with macro-data on work-family facilities and the economic and emancipation climate in a country, we performed multilevel analyses. Our findings show that the intensity of work-family conflict does not vary widely in EU28. In most countries, men experience less work-family conflict than women, although the difference is small. Caring for children and providing informal care increases perceived work-life conflict. The relatively small country differences in work-family conflict show that different combinations of national facilities and organizational arrangements together can have the same impact on individuals; apparently, there are several ways to realize the same goal of work-family conflict reduction.


2020 ◽  
Vol 32 (5) ◽  
pp. 242-249
Author(s):  
Jee-Seon Yi ◽  
Hye-Sun Jung ◽  
Hyeoneui Kim ◽  
Eun-Ok Im

This study aimed to analyze trends of South Korean working women’s childbearing intentions to provide directions for strategies to increase South Korea’s birth rate. This study used the data generated by the Korean Longitudinal Panel Survey of Women and Families in South Korea from 2007 to 2016, and included 2,341 working women. This study showed that female workers’ intention to bear children is decreasing. In 2007, age and the number of children were considered in predicting the characteristics of those with childbearing intentions. In 2016, the provision of maternity leave at work, job satisfaction regarding relationships and communication, and work-family conflicts were added. When identifying the factors by category, the impact level of occupational factors increased, although the impact level of individual factors decreased. There should be a balance between work and family roles, and employers should provide ample maternity leave and promote an organizational culture that supports job satisfaction.


2018 ◽  
Vol 12 (2) ◽  
pp. 469-484 ◽  
Author(s):  
Mashal Ahmed Wattoo ◽  
Shuming Zhao ◽  
Meng Xi

Purpose Considering work and family responsibility has become an important issue due to changes in the lives of people, understanding work and family responsibilities is essential for organizations in assisting employees to increase their well-being. Therefore, the purpose of this paper is to find the impact of perceived organizational support (POS) on work–family facilitation (WFF) and work–family conflict (WFC) and eventually on employee well-being. Design/methodology/approach A survey questionnaire is administered to 1,340 employees of Chinese enterprises. Structural equation modeling is used to test the model fit. Findings Results of this study indicate a significant positive relationship between POS and WFF and significant negative relation between POS and WFC. Results of this paper also indicate that WFF and WFC partially mediate the relationship between POS and employee well-being. Originality/value Over the past two decades, the extent of research on work–family literature has been increased. Most of the work–family research works have been conducted in the Western countries. Very little is known about whether these results are applicable to Eastern societies. This study is extended to focus on work–family literature by drawing a sample from different regions of China. The findings of this study may provide a good understanding of WFC and WFF for Chinese employees. This study stresses the importance of providing organizational support to increase the well-being of employees.


2015 ◽  
Vol 34 (8) ◽  
pp. 726-741 ◽  
Author(s):  
Tri Wulida Afrianty ◽  
John Burgess ◽  
Theodora Issa

Purpose – The purpose of this paper is to examine the effectiveness of family-friendly programs at the workplace in the Indonesian higher education sector. The focus is the impact that these programs have on employees’ work family conflict. Design/methodology/approach – A survey of academic and non-academic staff from 30 higher education institutions across Indonesia participated in the research. A total of 159 completed questionnaires from 109 academic and 50 from non-academic staff are reported and statistically analysed using SPSS. Findings – Work and family experiences in Indonesia do not positively align with the findings reported in most academic literature pertaining to western societies where the use of family-friendly programs (i.e. flexible work options, specialized leave options and dependent care support) leads to a reduction in employees’ work family conflict. In fact, some of the programs were found to have the opposite effect in the Indonesian context. Research limitations/implications – The design of family-friendly support has to take into account the context in which the policies will operates; these policies are not transferable across countries in terms of their effectiveness. Originality/value – This is one of the first studies that has examined the operation and effectiveness of family-friendly support programs in an Indonesian context.


2001 ◽  
Vol 27 (1) ◽  
pp. 99-121 ◽  
Author(s):  
Margaret A. Shaffer ◽  
David A. Harrison ◽  
K. Matthew Gilley ◽  
Dora M. Luk

Using human capital theory, we develop hypotheses about the impact of perceived organizational support and two forms of work–family conflict on the psychological withdrawal of expatriates. We also consider the exacerbating effects of commitment to either domain. To test these hypotheses, we collected multisource data from 324 expatriates in 46 countries. Results indicate that perceived organizational support and the interplay between work and family domains have direct and unique influences on expatriates’ intentions to quit.


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