scholarly journals Conceptualizing Intersectionality between Work-family Conflict and Career Progress of Married Women Employed in Nepalese Financial Sector

2021 ◽  
Vol 4 (i) ◽  
Keyword(s):  
Corporate Culture ◽  
Family Conflict ◽  
Financial Sector ◽  
Work And Family ◽  
Married Women ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Women Employees ◽  
Work Family ◽  
Career Progress

This study examines the intersectional relationship between work-family conflict and career progress of married women employed in the financial sector within Kathmandu Valley. Although both work and family are important dimensions of human life, in Nepalese context the intersectional relationship between gender roles, work and family responsibilities and career progress has been inadequately studied. Hence, this research aims to conceptualize work-family conflict by examining the intersectional relationship between socio-demographic factors, antecedents of work-family conflict and career progress of married women employees in the context of Nepalese Financial Sector. In this study intersectional research design has been used to analyze relationships between variables together with ninety (N=90) married women employees as research participants. Results of both descriptive and inferential statistics indicate that asymmetry still remains prevalent and permeable among married women employees regarding their work-family interfaces and involvements. Hence, antecedents of work family conflict intersect a predictive association with subsequent existential experiences, ambition gaps and perceptions that negatively influences career progress of married women. Based on the findings, this study recommends a sustainable corporate culture and human resources management practices that remains sensitive to gender issues and also assimilates complex and conflicting necessities of both work and family involvements. Keywords: Work-family conflict, Career progress, Sustainable corporate culture, Human resource practices

Consequences of Submissive Loyalty Corporations: An Empirical Analysis of Korean Female Employees’ Perception

2019 ◽  
Vol 34 (2) ◽  
pp. 51-74
Author(s):  
Kim Hwayeon ◽  
Nam Taewoo
Keyword(s):  
Life Satisfaction ◽  
Family Conflict ◽  
Structural Equation ◽  
Work And Family ◽  
Office Work ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Overtime Work ◽  
Female Employees ◽  
Work Family

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.

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 How work and family caregiving responsibilities interplay and affect registered dietitian nutritionists and their work: A national survey

PLoS ONE ◽  
2021 ◽  
Vol 16 (3) ◽  
pp. e0248109
Author(s):  
Karla Williams ◽  
Dennis Eggett ◽  
Emily Vaterlaus Patten
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Registered Dietitian ◽  
Work Family Conflict ◽  
Intent To Quit ◽  
Family Responsibilities ◽  
Family Work ◽  
Work Family ◽  
Registered Dietitian Nutritionists ◽  
Work Family Enrichment

Healthcare professionals provide paid care at work and potentially have caregiving responsibilities outside of work; work responsibilities in addition to child and/or elder care is considered double- or triple-duty care. Employees may experience conflict and/or enrichment as their work and family responsibilities interface. This study’s purpose is to explore the work and family interface of Registered Dietitian Nutritionists (RDNs), determine the prevalence of work-family conflict and enrichment, and identify characteristics associated with higher work-family conflict and enrichment scores. A survey instrument assessing caregiving responsibilities and work-family conflict and enrichment was distributed electronically to 4,900 RDNs throughout the United States. Frequencies, means, correlative relationships, and ANCOVA were calculated using SAS software 9.04. Of 1,233 usable responses, nearly two-thirds of RDNs (65.5%) reported providing either double-duty or triple-duty care. About half of RDNs (47.2%) reported work-family conflict and fewer (14.8%) reported family-work conflict. Additionally, most RDNs (79.4%) reported work-family enrichment and even more (85.2%) reported family-work enrichment. Higher work-family conflict scores had correlative relationships with higher levels of burnout, lower life satisfaction, and higher intent to quit. Higher work-family enrichment scores had correlative relationships with lower burnout, higher job satisfaction, higher career satisfaction, higher life satisfaction, and lower intent to quit. Understanding the unpaid caregiving responsibilities of RDNs and the interface of work/family responsibilities may provide insight into career planning for RDNs and guide managers of RDNs in efforts to amplify the contribution of RDNs.

scholarly journals Making Volunteer-based Democracy “Work”: Gendered Coping Strategies in a Citizen Legislature

2017 ◽  
Vol 3 ◽  
pp. 237802311770553 ◽  
Author(s):  
Morgan C. Matthews ◽  
Kathryn J. Lively
Keyword(s):  
Coping Strategies ◽  
Family Conflict ◽  
Work And Family ◽  
Political Organizations ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Women Legislators ◽  
Women's Representation ◽  
Women’S Representation ◽  
Work Family

How do state legislators working in a volunteer political institution cope with work and family responsibilities? This article complicates the conventional notion of work-family conflict by illustrating how another dimension of work, performed voluntarily in the political sphere, is managed in concert with paid employment and domestic responsibilities. Based on interviews conducted with state representatives in 2014, we analyze the patterns of work-family conflict in a “citizen” legislature. We find that working under nearly voluntary conditions results in a variety of coping strategies that are uniquely structured by an absence of salaries and administrative resources. Gender constrains the range of coping strategies available to women legislators in practice and has implications for women’s representation in political organizations. Our findings make a sociological case for expanding how we think about work and family mechanisms that affect women’s representation in politics.

scholarly journals Influence of mediating variables onto interdependence between perceived difficulties in balancing work and family life and job satisfaction

2014 ◽  
Vol 4 (3) ◽  
pp. 158
Author(s):  
Agnieszka Maria Springer
Keyword(s):  
Job Satisfaction ◽  
Corporate Culture ◽  
Family Life ◽  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
Mediating Variables ◽  
Working People ◽  
Key Variables ◽  
Work Family

The main purpose of this paper is to assess the influence of mediating variables in the process of perceived work-family conflict onto job satisfaction. The study in question was conducted on the sample of 533 working people, 126 of whom stated that they had a significant problem with balancing work and family life (high WFC) and 269 of whom stated that this problem did not concern them (low WFC). Simultaneously, 136 respondents stated they often brought work problems home (PWtoF) and 278 claimed they did not do that (NPWtoF). The obtained results indicate that the key variables that moderate the influence of the perceived conflict onto job satisfaction are: one's professional position and the subjective work value. In the case of people in managerial and independent positions the perceived work-family conflict does not make job satisfaction decrease. Similar reactions were observed in the case of people for whom work is essential life value. Both the sex of the respondents and the fact that they had children were totally irrelevant in the process. The above mentioned results could become a prerequisite for employers to increase the complexity and autonomy of the tasks entrusted to employees and to create value-based corporate culture.

scholarly journals Work-family conflict and career development on performance of married women employees

2020 ◽  
Vol 9 (1) ◽  
pp. 151-162
Author(s):  
Ria Mardiana Yusuf ◽  
Hasnidar Hasnidar
Keyword(s):  
Statistical Analysis ◽  
Career Development ◽  
Family Conflict ◽  
Married Women ◽  
Partial Least Square ◽  
Least Square ◽  
Work Family Conflict ◽  
Women Employees ◽  
Negative Effect ◽  
Work Family

This research aims to analyze the direct and indirect effect of work-family conflict on performance and career development of married women bank employees. Work-family conflict is measured by using the indicator of work affect to family and family affect to work while performance is measured using indicators assessments: quality of work,  punctuality, attitude, and effectiveness. Career development is measured by indicators of education, training, reward and punishment, family support, and rotation. All assessment is based on self-evaluations.   Purposive sampling is used of 38 married women employees working in the state-owned bank, and using path analysis of PLS (partial least square) as a statistical analysis measurement combining with qualitative analysis to describe the results of statistical analysis for each independent variable and its effects on the dependent variable. The result of this study showed that work-family conflict has a negative effect on performance and career development. But performance has an insignificant effect on career development.   

scholarly journals WORK FAMILY CONFLICT CIRCLES AND THEIR IMPACT ON WORKPLACE DEVIANCE FOR WORKING COUPLES

2020 ◽  
Vol 18 (3) ◽  
pp. 473
Author(s):  
Sayyida Sayyida ◽  
Nindria Untarini
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Workplace Deviance ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Family Responsibilities ◽  
Production Deviance ◽  
And Gender ◽  
Work Family ◽  
Working Couples

Gender equality and the necessities of life in this era require many couples working both husband and wife. This has an impact on work family conflicts resulting from an imbalance between work and family responsibilities. This research aims to review various references related to work family conflict perceived by the working couples and their effect on production deviance. The results of the review indicate the existence of work family conflict circles that occur in workers ie work family conflict incumbent influenced by work family conflict partner and work family conflict incumbent and partner influenced by  work family conflict leader. and than work family conflict have impact on production deviance moderated by age and gender.

scholarly journals Balancing Work and Family in Canada - An Empirical Examination of Conceptualizations and Measurements

2008 ◽  
Vol 34 (2) ◽  
pp. 433-462 ◽  
Author(s):  
Annette Tézli ◽  
Anne H. Gauthier
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
Working Parents ◽  
Empirical Examination ◽  
Family Responsibilities ◽  
Time Stress ◽  
Nous Examinons ◽  
Work Family ◽  
The Impact

The issue of work and family balance has been on the agenda of many governmental and non-governmental organizations in recent years and has led to the adoption of various policies. However, combining work and family responsibilities remains a challenge for many parents. In this paper, we examine the work-family conflict experienced by Canadian working parents. For the purpose of this paper, work-family conflict is conceptualized as the time-related stress arising from the competing demands of the different roles imposed on working parents. Our objective is three-fold. First, we take a critical look at how time stress has been conceptualized and measured in previous studies. Using data from the 2005 Canadian General Social Survey on time use, we suggest an alternative multi-item scale. Second, we examine the impact of different predictors on parents' time stress, paying special attention to the impact of work-related factors. Finally, we discuss the impact of provincial variations in family policy on parents' time stress. Although Québec has introduced a number of family-oriented policies, we do not find evidence that these policies have resulted in less time stress for working parents in Québec. La balance entre le travail et la famille est un sujet qui a été présent sur l’agenda de plusieurs gouvernements et organisations non-gouvernementales au cours des dernières années et qui a donné lieu à l’adoption de diverses politiques. Cependant, la combinaison des responsabilités reliées au travail et à la famille demeure un défi pour de nombreux parents. Dans ce papier, nous examinons le stress temporel (time stress) vécu par les parents Canadiens qui ont un emploi rémunéré. Notre objectif est triple. Premièrement, nous portons un regard critique sur la façon dont le stress temporel a été conceptualisé et mesuré dans les études antérieures. Sur la base des données de l’enquête canadienne générale sur l’emploi du temps de 2005, nous suggérons une échelle multi-items. Deuxièmement, nous examinons l’impact de différentes variables sur le stress temporel des parents tout en portant une attention toute spéciale sur les variables reliées au travail. Finalement, nous discutons de l’impact des variations provinciales en matière de politique familiale sur le stress temporel des parents. Bien que le Québec ait introduit un nombre de politiques reliées à la famille, nous n’obtenons pas de résultats qui suggèrent que ces politiques ont réduit le stress temporel pour les parents québécois qui ont un emploi.

Linking demands to work-family conflict through boundary strength

2016 ◽  
Vol 31 (8) ◽  
pp. 1327-1342 ◽  
Author(s):  
Liliane Furtado ◽  
Filipe Sobral ◽  
Alketa Peci
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Active Management ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Content Type ◽  
Role Based ◽  
Work Family ◽  
Role Demands ◽  
Boundary Strength

Purpose The purpose of this paper is to propose and test a model to examine how the active management of work-family boundary strength acts as behavioral mechanism through which role-based factors – role demands and role identity – influence the conflict experienced by individuals. Design/methodology/approach Three studies were conducted to examine the proposed model. Studies 1 and 2 used an experimental design to test the causal effects of role demands on the strength of work and family boundaries, whereas Study 3 surveyed 389 working professionals to test the interactional and mediating effects of the model variables on inter-role conflict. Findings Results suggest that increasing demands in one domain weaken the boundary strength around the cross-domain to make resource drain possible, which, in turn, increases the conflict experienced in that domain; moreover, results show that work identity reinforces the weakening of the boundary strength at home caused by increasing work demands. Research limitations/implications The study of boundary management decisions as an underlying mechanism through which individuals’ role-based factors affect work-family conflict (WFC) can offer new insights into how to manage increasing work-family responsibilities. Practical implications This study findings can help individuals to cope with role demands and organizations to promote a culture that supports work-family balance. Originality/value This paper advances WFC research by examining alternative mechanisms through which role demands influence WFC. Methodologically, the research improves on past studies by bringing together experimental and correlational designs.

scholarly journals Conflict Between Work and Family Roles and Satisfaction among Nurses in Different Shift Systems in Croatia: a Questionnaire Survey

2012 ◽  
Vol 63 (2) ◽  
pp. 189-197 ◽  
Author(s):  
Ana Šimunić ◽  
Ljiljana Gregov
Keyword(s):  
Life Satisfaction ◽  
Family Conflict ◽  
Questionnaire Survey ◽  
Night Shift ◽  
Work And Family ◽  
Family Roles ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Work Family ◽  
Work And Family Roles

Conflict Between Work and Family Roles and Satisfaction among Nurses in Different Shift Systems in Croatia: a Questionnaire SurveyThe objective of this study was to examine the perception of conflict between work and family roles and job, family, and life satisfaction among nurses in Croatia. One hundred and twenty-nine nurses (married mothers) working in hospitals in Zadar, Šibenik, and Split were divided in four groups according to their worktime schedule. The participants completed a survey, which included a set of sociodemographic-type questions, questions about the level and allocation of family responsibilities between spouses, and scales measuring the perceived negative effects of worktime, psychological demands of the work, work-family conflict, and semantic differential scales for measuring the affective and cognitive-evaluative component of job, family, and life satisfaction. This was the first study in Croatia to deal with work-family conflict among nurses or workers with different shift systems.The results of this study indicate that nurses working morning shifts only experienced less conflict between work and family than other groups of nurses, who worked the morning, afternoon, and the night shift. The cognitive-evaluative component of job satisfaction was the highest among morning shift nurses and the lowest in nurses who worked 12-hour shifts, while the affective component of life satisfaction was the lowest in nurses working irregular and backward rotated shifts. These results confirm that shiftwork makes the work-family role conflict even worse. They also support the view that the type of shift rotation matters.

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