The Negative Relationship between Work Family Conflict and Career Satisfaction and the Role of Individual Differences

Purpose of the study: The aim of the study to determine the effect of work-family conflict on marital satisfaction and try to see whether self-efficacy can be a moderator variable in the relation among work-family conflict and marital satisfaction in PKK mothers who work in District X. Methodology: The subjects of this study were 200 PKK mothers working in District X. Data collection used three scales, namely the scale of work-family conflict, the scale of marital satisfaction, and self-efficacy scale. Main Findings: The first hypothesis obtained with a t-value of -0.33, and then there is a negative relationship between work-family conflict with marital satisfaction. Then for the second hypothesis, self-efficacy has a positive role in marital satisfaction. And the third hypothesis is obtained by the statistical value of 2.71, which means that self-efficacy can be moderated variable in the relationship between work-family conflict and marital satisfaction. Applications of this study: This study can be used as an appropriate foundation, especially as consideration for married couples to maintain and increase marital satisfaction. Novelty/Originality of this study: This research focuses on the role of self-efficacy as a moderator variable that functions to strengthen marital satisfaction and reduce work-family conflict in the family. The causality relationship built in this research is an important value that must be a major concern for potential couples who will get married to busy conditions in their work.

Download Full-text

THE MEDIATING ROLE OF SELF-EFFICACY ON THE RELATIONSHIP BETWEEN WORK-FAMILY CONFLICT AND ORGANISATIONAL CITIZENSHIP BEHAVIOUR

Journal of Nusantara Studies (JONUS) ◽

10.24200/jonus.vol4iss1pp246-272 ◽

2019 ◽

Vol 4 (1) ◽

pp. 246

Author(s):

Meor Rashydan Abdullah ◽

Sabitha Marican ◽

Nurul Liyana Mohd Kamil

Keyword(s):

Family Conflict ◽

Self Efficacy ◽

Negative Relationship ◽

Individual Characteristics ◽

Work Family Conflict ◽

Mediating Role ◽

Proactive Behaviour ◽

Work Family ◽

The Relationship

Organisational citizenship behaviour (OCB) is important in the organisational behavioural research. OCB contributes significantly to the success of an organisation through proactive behaviour in extra-role activity and active involvement in organisation operation to ensure efficiency and productivity in service delivery. The purpose of this study is to examine the relationship between work-family conflict as the antecedent of OCB and the role of self-efficacy as the mediating variable. Data were collected from 510 public administrators at Public Service Department, Ministry of Home Affairs, Ministry of Education and Ministry of Health in Putrajaya, Malaysia. Data analyses were conducted using partial least squares structural equation modelling (PLS-SEM) to test the research model hypotheses related to the relationship between work-family conflict, self-efficacy and OCB. The findings confirmed that there is a significant negative relationship between work-family conflict and self-efficacy and there is no relationship between work-family conflict and OCB. Self-efficacy is proven to be a fully mediation variable in the relationship between work-family conflict and OCB. The results suggest that organisations should be aware of individual characteristics and work-family domain to foster participation and engagement in OCB. The findings of this study contribute to the literature especially on OCB and open new avenues for future research by providing new perspective on factors that influence individual behaviour and also the role of personal efficacy on those relationship. Keywords: Mediation analysis, Organisational Citizenship Behaviour (OCB), self-efficacy, SmartPLS, work-family conflict. Cite as: Abdullah, M. R., Marican, S., & Mohd Kamil, N. L. (2019). The mediating role of self-efficacy on the relationship between work-family conflict and organisational citizenship behaviour. Journal of Nusantara Studies, 4(1), 246-272. http://dx.doi.org/10.24200/jonus.vol4iss1pp246-272

Download Full-text

Testing Main and Interactive Effect of Personal Coping and Social Support on Work Family conflict

Sukkur IBA Journal of Management and Business ◽

10.30537/sijmb.v1i1.81 ◽

2018 ◽

Vol 1 (1) ◽

pp. 87 ◽

Cited By ~ 3

Author(s):

Aneel Kumar ◽

Ghulam Ali Arain

Keyword(s):

Social Support ◽

Family Conflict ◽

Interactive Effect ◽

Negative Relationship ◽

Survey Method ◽

Work Family Conflict ◽

Use Of Resources ◽

The Social ◽

Work Family

Managing the work family conflict is essential to perform at work and home effectively. The individuals utilize lots of their efforts to ease the work family conflict (WFC). This research investigated the role of personal coping (PC) strategies and the social support (SS) an individual receives in decreasing the level of work family conflict (WFC). Survey method was used to collect the data from Pakistan. The results of this study revealed that PC and SS are negatively associated with WFC and SS was found as moderator in the relationship between PC and WFC. The negative relationship between the PC and WFC was stronger when SS was low as compared to when it was high, whereas the excessive use of resources (i.e., coping and social support) together increased the WFC. This research has contributed by determining the role of SS as moderator in relationship between PC and WFC. Implications of the study are discussed.

Download Full-text

Employee Political Skill, Supervisor-Subordinate Guanxi, and Work-Family Conflict: The Cross-Level Moderating Role of Family-Friendly Practices

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph17145185 ◽

2020 ◽

Vol 17 (14) ◽

pp. 5185

Author(s):

Le Tang ◽

Rentao Miao ◽

Lai Jiang

Keyword(s):

Family Conflict ◽

Negative Relationship ◽

Political Skill ◽

Hierarchical Linear Model ◽

Work Family Conflict ◽

Family Friendly ◽

Work Family ◽

The Relationship ◽

Moderating Role

Many studies have examined the negative effects of work-family conflict on society, organizations, and individuals. Nonetheless, alleviating employee work-family conflict is a topic worthy of further investigation. Few studies examine the antecedent variables of work-family conflict from personal skill and Guanxi perspectives. Studies that test the moderating role of family-friendly practices at the organization level are also rare. Accordingly, we collected data from 404 employees of 51 organizations. The research data are time-lagged and multileveled. The results of hierarchical linear model (HLM) show: (1) Employee political skill negatively affects employee perceived work-family conflict; (2) Employee political skill positively affects supervisor-subordinate Guanxi; (3) Supervisor-subordinate Guanxi partially mediates the relationship between employee political skill and employee work-family conflict (that is, employees can use their political skill to build high-quality supervisor-subordinate Guanxi, further reducing their perceived work-family conflict); (4) Organization family-friendly practices negatively moderate the relationship between supervisor-subordinate Guanxi and work-family conflict (that is, in organizations with high level family-friendly practices, the negative relationship between supervisor-subordinate Guanxi and work-family conflict becomes weak); Furthermore, by coding with Mplus software (Muthen & Muthen, Los Angeles, CA, USA), we also find: (5) Organization family-friendly practices moderate the indirect effect of employee political skill on employee work-family conflict. The results have both theoretical and empirical implications. Further research directions are addressed at the end.

Download Full-text