scholarly journals An Empirical Study about the Impact of Work-family Conflict on Female Staff’s Career Development in Hotels

2016 ◽  
Vol 9 (5) ◽  
pp. 100
Author(s):  
Manxiao Zhou ◽  
Biyan Wen
Keyword(s):  
Career Development ◽  
Family Conflict ◽  
Women Managers ◽  
Middle Managers ◽  
Hotel Industry ◽  
Work And Family ◽  
Work Family Conflict ◽  
Female Managers ◽  
Work Family ◽  
The Impact

Hotel industry is a labor-intensive industry for women and the proportion of women in the hotel industry is large while the number of women managers has also increased. However, the traditional gender, social support and work-family conflict and other various factors make the career development of women managers in hotels relatively more resistance. Work-family conflict has significant impacts on both work and family. Therefore, the paper chose the female middle managers in hotels as the research object, and used literature research and questionnaire method to gather data. Then, the reliability of scales was measured by SPSS19.0, and we performed the principal component analysis to measure the reliability of variables.After that, we conducted variance analysis to clarify the different stages of work and family lives as well as different departments whether have different influences on female middle managers. The paper analyzed the objective existence of universality, causes and the effects of work-family conflict for female middle managers in hotels. On this basis, the paper proposed some ways to ease the work-family conflict, such as implementing flexible management to weaken the time conflict, paying attention to females’ demands and take the mission of helping employees to achieve a balance, and designing family supporting programs for female managers to promote female advantages of middle managers, to promote the development of hotel female human resources and alleviate the negative impact of work-family conflict on female managers’ career development.

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 Work-Family Conflict in the European Union: The Impact of Organizational and Public Facilities

2019 ◽  
Vol 16 (22) ◽  
pp. 4419
Author(s):  
Chantal Remery ◽  
Joop Schippers
Keyword(s):  
European Union ◽  
Family Conflict ◽  
Well Being ◽  
Work And Family ◽  
Organizational Level ◽  
The European Union ◽  
Work Family Conflict ◽  
European Working ◽  
Work Family ◽  
The Impact

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.

Family-friendly support programs and work family conflict among Indonesian higher education employees

2015 ◽  
Vol 34 (8) ◽  
pp. 726-741 ◽  
Author(s):  
Tri Wulida Afrianty ◽  
John Burgess ◽  
Theodora Issa
Keyword(s):  
Higher Education ◽  
Family Conflict ◽  
Academic Staff ◽  
Work And Family ◽  
Support Programs ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Friendly ◽  
Work Family ◽  
The Impact

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.

Struggling for balance amid turbulence on international assignments: work–family conflict, support and commitment

2001 ◽  
Vol 27 (1) ◽  
pp. 99-121 ◽  
Author(s):  
Margaret A. Shaffer ◽  
David A. Harrison ◽  
K. Matthew Gilley ◽  
Dora M. Luk
Keyword(s):  
Organizational Support ◽  
Family Conflict ◽  
Perceived Organizational Support ◽  
Work And Family ◽  
International Assignments ◽  
Work Family Conflict ◽  
Capital Theory ◽  
Intentions To Quit ◽  
Work Family ◽  
The Impact

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.

Impact of workplace characteristics on work-family conflict of dual-career couples

2016 ◽  
Vol 24 (5) ◽  
pp. 883-907 ◽  
Author(s):  
Subhash C. Kundu ◽  
Rina S. Phogat ◽  
Saroj Kumar Datta ◽  
Neha Gahlawat
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Primary Data ◽  
Dual Career ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Content Type ◽  
Dual Career Couples ◽  
Work Family ◽  
The Impact

Purpose The purpose of this paper is to assess the effects of various workplace characteristics on work-family conflict among dual-career couples in India. Design/methodology/approach Primary data based on 393 employees belonging to dual-career couples were analyzed. Using multiple regression analysis, the study has attempted to find out the effects of workplace characteristics on work-family conflict in dual-career couples. Findings The findings indicate that not all workplace characteristics effect work-family conflict in dual-career couples. Out of 13 characteristics, 8 workplace characteristics, namely, development and flexibility, co-worker support, supervisory support, job competence, self-employee control, practicing overtime, flexibility and discrimination, are found to have significant effects on work-family conflict in dual-career couples. Research limitations/implications As this study is limited to the dual-career couples employed mainly in organizations operating in India, these results may not be generalized to other areas such as traditional career couples, self-employed member of couples and in other national contexts. Practical implications It would be beneficial for organizations to understand and implicate that adoption of certain workplace characteristics provide appropriate choices, freedom and environment for dual-career employees, which further encourage them to build effective amalgamation of work and family roles suiting their individual circumstances. Originality/value This study is an important and almost first study on dual-career couples in India on such issues. As a very scant number of researches have examined the impact of workplace characteristics on work-family conflict on such extensive basis, it definitely contributes to HR literature.

A Study on the Balance Between Work and Family of Nepali Army Officers

Unity Journal ◽  
2021 ◽  
Vol 2 ◽  
pp. 105-115
Author(s):  
Laxmi Bilas Koirala
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
Research Papers ◽  
Family Relation ◽  
Family Balance ◽  
Army Officers ◽  
Work Family Balance ◽  
Work Family ◽  
The Impact

This study tries to explore and examine the relationships of work-family balance among army officers of the Nepal Army.The objectives of the study is to discover the issues and consequences of the work family confl ict by examining and discussing the impact of time, stress and job satisfaction on work-family relation and to suggest some recommendations to maintain the balance between the two. This study is simply base on desk review of research papers and information on work-family relation of army officers. Unprecedented problems of work family conflict are a common phenomenon within modern organizations. Stress, low performance, absenteeism, quitting from the force and committing suicide are the consequences of the work-family conflict So, the organizations are compelled to manage all causes of conflict before escalating the adverse effects. The study has followed a step-by-step approach to undertake review of the research papers. The results of this study reveal that work-life conflict and stress have a significant positive relationship. The findings of the study will encourage the Nepal Army for further research on work family balance and the additional examination may provide better understanding of truth. It is also hope that the results and recommendations gleaned from this study may assist the Nepal Army in making policies and programs related to work family conflict in future. Should the Nepal Army leadership fail to work proactively to ensure this balance, this may provide ground for a new kind of conflict.

scholarly journals Precarious contours of work–family conflict: The case of nurses in Turkey

2019 ◽  
Vol 31 (1) ◽  
pp. 59-75
Author(s):  
Canet Tuba Sarıtaş
Keyword(s):  
Health Services ◽  
Family Conflict ◽  
Work And Family ◽  
Full Time ◽  
Work Family Conflict ◽  
Health Service Provision ◽  
Work Family ◽  
Neoliberal Restructuring ◽  
Female Nurses ◽  
The Impact

This article examines the impact of the neoliberal restructuring of health services on female nurses in Turkey. It provides a qualitative analysis of work–family conflict, establishing that not only work but also family life has become more precarious. The contours of precariousness of both work and family are analysed through interviews with 50 female nurses working full time in different areas of health service provision. The findings suggest that the neoliberal restructuring of health services has led to staffing deficits along with workload intensification, unpredictable work schedules and poor organisational support. This has increased work–family conflict, defined as a form of precariousness because it heightens the difficulties, risks and insecurities entailed in balancing family-related expectations with increasing work demands for female nurses. This precariousness makes spousal support critical if nurses are to be able to address work–family conflict and leads to nurses’ compliance with unfavourable working conditions as a way to resolve the mutual interference of family and work. The increased subordination of life to work has resulted from the neoliberal managerialisation of health services, creating precarisation in the lives of female nurses. JEL Codes: D1, J2, J7, J81

scholarly journals The Impact of Instant Messaging Software on Work Stress and Work and Family conflict and Pressure

2018 ◽  
Vol 3 (2) ◽  
Keyword(s):  
Information Technology ◽  
Work Stress ◽  
Family Life ◽  
Family Conflict ◽  
Instant Messaging ◽  
Work And Family ◽  
Work Family Conflict ◽  
Negative Affects ◽  
Work Family ◽  
The Impact

Work and family life are the most important part of life for men and women in today’s workplace. The individuals are required to take the responsibilities of work and family roles. However, the development and popularization of information technology results in the time of division between work and family life becomes blurred trend. The message and information of work dumps to us by ubiquitious transmission technique everywhere and everytime even afterwork. Information technology not only increases efficency of work, but also induces pressure. It really interrups our leisure time and bothers our life. This study will examine the impact of work stress, job conflict and stress effects, and further explore the effect of communication with the instant messaging software using intelligent mobile devices to work with job stress and workplace conflicts. This study uses a web-based questionnaire to collect sample data and send a questionnaire through community sites, instant messaging tools, and e-mail. This study is intended to pressure theory and work-family conflict model, coupled with the technical pressure to do the relevant factors. The data analysis method was used to model the structural equation, and SPSS and Smart PLS were used as the main statistical analysis tools to verify the causal relationship between the variables in the research model. The results are as follows: (1)The work pressure will “positive” affect the work-family conflict. (2)There is no positive correlation between work load and work-family conflict. (3)Scientific and technological violations will “positive” affect the work-family conflict. (4)There is no positive correlation between the overloading of science and technology and Work-family conflict. (5)Work-family conflict “negative” affects job satisfaction. (6)Work-family conflict “negative” affects family satisfaction. (7)Work-family conflict will be “negative” affect the work of physical and mental health.

Work-family conflict and female employees’ turnover intentions

2018 ◽  
Vol 33 (8) ◽  
pp. 636-653 ◽  
Author(s):  
Mamoona Rasheed ◽  
Salman Iqbal ◽  
Faisal Mustafa
Keyword(s):  
Family Conflict ◽  
Service Sector ◽  
Turnover Intentions ◽  
Work And Family ◽  
Future Research ◽  
Work Family Conflict ◽  
Content Type ◽  
Female Employees ◽  
Work Family ◽  
The Impact

Purpose The purpose of this study is to examine the influences of informal organisational and family support on work-family conflict (WFC) and its subsequent impact on turnover intentions among female employees. Design/methodology/approach To evaluate the WFC among female individuals, data were collected through a questionnaire distributed among female employees in the service sector in Lahore, Pakistan, by using convenience-sampling technique. The collected data were analysed through a well-known statistical technique, SEM, using AMOS software. Findings The findings suggest that supports (informal organizational and family) have no impact to resolving the issues of WFC arising because of female members of the family working. Also, it was found that WFC is positively linked to employee turnover intentions. Practical implications By addressing WFC issues, this research has key implication for WFC practically. This study has essential implications for organization, so it can reduce the WFC by creating a supportive environment to create balance amongst work and family life. Specifically, managers need to be aware of the impact that social support and WFC have on turnover intention. Originality/value This study provides the model of WFC that helps in future research. The research also improves past studies’ methodology by testing the direct and mediation impacts between the constructs specifically in female employees. This study is a valuable addition to the existing body of literature.

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