...the work family conflict which is in simple term refer to the situation which occurs due to the imbalance in the working area and family where an individual cannot fulfill the role in the both areas. The main purpose of this paper is to unfold what the work family conflict and dual professionalism is. Furthermore, this paper reviews the article that pinpoint the factors that is responsible for work family conflict. The main aim of this paper is to figure out how the factors like gender, culture, job satisfaction and stress end up in work family conflict. Likewise, this paper also reviews the ways to control the work family conflict to some extent. Keywords: Work family conflict, Gender, Culture, Job Satisfaction, Stress Introduction Work-family conflict has been the important issue in the present scenario. Today both the couples are working in a particular field in order to pursue their goals. In the past decades, mainly women were responsible to balance the work and family. As the time changes, men have been also responsible to balance family and work. Female were only supposed to stay in home in the past era. These days the idea is completely changing. Both the couples work and pursue their dream. These days it is clear to us that both the couples work and share the responsibility of the family and care giving. (Greenhaus et. al, 2000). Both the couples are finding difficult to balance the work and family life. The term work family conflict and family work conflict seems...
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...A Sino-U.S. Comparison of Work-Family Conflict and Its Implications to American Managers A SINO-U.S. COMPARISON OF WORK-FAMILY CONFLICT 2 Abstract In this qualitative study, work-family conflict in China and the United States is compared and contrasted based on national culture, traditions, norms, and living standards. The analysis results in a proposition that Chinese employees will experience less work-family conflict when faced with the same work and family demand as their American counterparts, because of differences in their work and family priority, perception of work-family relationship, national culture, conflict handling style, social support, work-family communication, and economic pressure. The implications to American managers are discussed. A SINO-U.S. COMPARISON OF WORK-FAMILY CONFLICT 3 A Sino-U.S. Comparison of Work-Family Conflict and Its Implications to American Managers Work-family conflict has been a concern of many researchers (Carlson & Kacmar, 2000; Greenhaus & Beutell, 1985). Studies showed that work-family conflict had negative impact on employees, their families, and organizations (Beutell & Witting-Berman, 1999; Burke, 1988; Frone & Cooper, 1992; Goff, Mount, & Jamison, 1990; Martins, Eddleston, & Veiga, 2002). Recent changes in demographic characteristics of the U.S. work force have resulted in greater work-family conflict. Examples of these demographic changes include the...
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...Orientation 15 2.3.3 Job Type 16 2.3.4 Work Time Commitment 17 3.0 Research Methodology 18 3.1 Research Design 18 3.1.1 Types of Study 18 3.1.2 Sources of Data 19 3.2 Measurement 20 3.3 Data Collection Procedures 21 3.3.1 Data Collection and Administration 21 3.4 Data Analysis Techniques 22 4.0 References 24 1.0 Introduction 1.1 Introduction to the Study Nowadays, balancing work, housework, and childcare responsibilities can become strenuous which can result in work- family conflict. There are many studies that focus on the relationship between work-life and personal life, as well as the impact of one on another. People continuously get in touch with friends, relatives, organizations and colleagues in their life routine. They have different roles according to their positions in society and it is possible that they live role conflict once in a while. Furthermore, one of the most important problems in business life is work-family conflict in the modern world. While problems such as bad relations with superiors in the workplace deeply affect family relations, family problems such as divorce also reduce the performance of the staff (Ozdevecioglu and Doruk, 2009). It is evident that an employee's work life affects and is affected by his family life, whether negatively or positively. While inflexible and extensive hours, work overload, and job stress lead to stress in family life, child care and intensive involvement with family activities limit one's career aspirations...
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...females going out to work. However, several problems have arisen as a result of this, which need to be addressed in order to maintain an integrated society. This essay will discuss the causes and effects of two of these problems and suggest possible solutions. One of the main issues regarding the phenomenon of married females going out to work is women afford an intensive lifestyle. Dex [1998] supports that women experience more inter-role conflict than men. In addition, Aryee and Luk (1996) found out that women tend to support family at the expense of work. It reveals that women are bearing more stresses from work and family. Consequently, women need to bear more stress than men and it might affect their standard of living. Besides having intensive life, another issue related to married females going out to work is that the companies’ efficiency maybe decreased. Kanter (1977) observes that work and family cannot be considered as separate entities. That means the unpleasant moods can spill over from work to family and vice versa. As the majority of the organizations not allow their employees to choose their own working schedule. If women need to take care of their work and family at the same time, they may feel hard and may cause conflicts with their colleagues, family members or even supervisors. From the above, we can see that there are inconvenient for married women to go to work in Hong Kong. However, I am not talking about married women should not go to work. I just want to...
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...Buffering Work and Family Conflict Cyndi Willis Author note: This assignment was made by Cyndi Willis on July 25, 2014 for Kathryn Chiplis’ Work and Family course at Rasmussen College. Buffering Work and Family Conflict There are many things that create conflict when one is trying to balance their work life and their family life. Sometimes it becomes increasingly overwhelming trying to keep a job and move up the ranks to a higher paying position while still pleasing your spouse, kids, and just being there for your entire family. Both work and family come with obligations and it is often difficult to prioritize between the two as both are very important and rely on each other. There are certain buffers that help dissipate work and family conflict. One of them is family composition. There is a lot covered under a family’s composition. Having close family and friends nearby can help a single working mother or father or even dual working parents juggle their work and family lives. Extra hands on deck are always a plus with busy families. Depending on the ages of the children of a family, younger children tend to provide more stressors while older children who need less are more stable and can do a lot for themselves which relieves potential stress off the parents. If both parents work, having set chores for each of them is a good way to even the playing field making sure neither parent is more overloaded than the other. A housekeeper would also be a great option to take some...
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...stress and work-family conflict Abstract Stress, work-family conflicts and flexible scheduling are three of the most important elements in organizational studies. The focus of current study is to understand the effect of Stress, work-family conflicts and flexible scheduling on employee’s performance and also to understand whether flexible scheduling helps in reducing stress and work-family conflicts or not. A survey has also been conducted to strengthen the idea comprising of a sample of 70 employees from different organizations. 53 of them responded and the respond rate was 75%. Descriptive statistics is used to analyze the data. Results show that stress and work family conflict negatively affect the employee performance and flexible scheduling has a positive effect on employee performance. Primary study as well as literature review showed that flexible scheduling also helps in reducing stress and work-family conflicts. However, results are strongly based on the literature review i.e. secondary data. Introduction Work family balance is one of the most emerging concepts in the field of business and in the corporate world. Organizations are trying to reduce this conflict for the betterment of organization as well as for the employees. Western researchers have done a considerable work on this concept of work-family balance (Berg et al., 2003; Frone, 2003; Rossi, 2001; Marcinkus et al., 2007; Young, 1999). Actually work-family balance is used to reduce the work-family conflict...
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...Master of International Business Administration Business Research Methods for Managers-Fall 14086 THE REASONS BEHIND EMPLOYEE TURNOVER, ITS’ EFFECT AND THE METHODS TO REDUCE IT Supervised By Dr. Ashraf Elsafty Presented by: Yasser Hassan El Sayed Created Date: Oct 10, 2014 Last updated: Dec 11, 2014 Table of Contents LIST OF ABBREVIATIONS 3 1. CHAPTER 1: INTRODUCTION 4 1.1. AN OVERVIEW 4 1.2. PROBLEM DEFINITION 4 1.3. RESEARCH OBJECTIVE 4 1.4. THEORETICAL FRAMEWORK 5 1.4.1 MODEL VARIABLES 6 1.4.1.1 Dependent variable 6 1.4.1.2 Independent variables 6 1.4.2 RESEARCH ASSUMPTIONS 6 1.4.3 RESEARCH LIMITATIONS 6 1.5. RESEARCH QUESTIONS 7 1.5.1 MAJOR QUESTIONS 7 1.5.2 MINOR QUESTIONS 7 1.6. RESEARCH METHODOLOGY 7 1.6.1 RESEARCH TYPE 7 1.6.2 SAMPLING 7 1.6.3 DATA ANALYSIS METHODS 8 1.6.4 DATA ANALYSIS METHOD 8 1.7. THESIS STRUCTURE 8 2. CHAPTER 2: LITERATURE REVIEW 9 2.1. INTRODUCTION 9 2.1.1 SCOPE OF THE STUDY 9 2.1.2 SIGNIFICANCE OF THE RESEARCH 9 2.2. PREVIOUS STUDIES 9 2.2.1 REASONS BEHIND EMPLOYEE TURNOVER 9 2.2.2 SYMPTOMS THAT ORGANIZATION FACE IN RESPONSE OF TURNOVER 10 2.2.3 COSTS OF EMPLOYEE TURNOVER 11 2.2.4 MANAGING TURNOVER THROUGH SELECTION 11 2.2.5 THE FORMATION OF AN EFFECTIVE RETENTION MANAGEMENT PROGRAM 11 3. CHAPTER 3: THEORETICAL FRAMEWORK AND RESEARCH DESIGN 12 3.1. INTRODUCTION 12 3.2. PROBLEM DEFINITION 12 3.3. RESEARCH OBJECTIVE 12 3.4. THEORETICAL FRAMEWORK 13 3.4.1 DEPENDENT VARIABLES...
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...Capital on Work-Family Conflict and Its Outcomes Amna Binte Shehzad Malik Ahmed Bin Shehzad Malik Kaniz Fatima and Asbah Shujaat University of Central Punjab Author Note Research Article written by students of BBA at Faculty of Management Studies, University of Central Punjab, for the completion of Research Methodology course under the instruction of Inam-ul-haq, Assistant Professor at University of Central Punjab Any correspondence regarding this article should be addressed to Ahmed Bin Shehzad Malik. Email: ahmed.shehzad5@gmail.com INTRODUCTION The success of any organization is highly dependent on how its employees work and perform tasks (Lambert, 1990). For quite some time, employees have been facing difficulties in the form of work-family conflict because they are unable to fulfill the roles of their work life and family life properly. Work-family conflict affects the productivity of an employee which, consequently, has impact on the outcomes for the organization. The recent explosion of interest in the work-family interface has given rise to a number of concepts that try to explain these two major fields of life in terms of work-family balance, accommodation, compensation, spillover, work-family enrichment and work-family integration etc. (Barnett, 1998; Edwards & Rothbard, 2000; Friedman & Greenhaus, 2000; Greenhaus &Beutell, 1985; Lambert, 1990). One term commonly used and cited in these research works is work-family conflict. The relationship...
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...Affecting Work Life Balance among University Teachers: the case of Pakistan Noor Fatima: Shaheed Zulfikar Ali Bhutto Institute of Science and Technology, Pakistan. noor_e_fatimah@hotmail.com Dr Shamim A.Sahibzada: Shaheed Zulfikar Ali Bhutto Institute of Science and Technology, Pakistan. shamim@szabist-isb.edu.pk Abstract Balance in work and family life is an emerging challenge for both employees and employers. The present research categorises selected variables as work and family related factors to study work life balance. This paper analyses the determinants of work and life imbalance with respect to male and female university teachers. A total of 146 teacher’s responses from both private and public sector universities are included in the study. Statistical analysis reveals that partner support, colleague support and job resources are positively associated with the work life balance whereas unfair criticism at job is negatively associated with work life balance. Independent sample t-test is used to analyse the effect of independent variables on work life balance with respect to male and female university teachers. The variables, partner support, childcare responsibilities, elder dependency, and colleagues support have different effect when analysed by male and female university teachers as independent samples. Keywords: Work life balance, University, Teachers, 1. Introduction Work/life is commonly referred to as work and family. To balance between the family responsibilities...
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...relationships Goleman (1995). Researchers today are interested in finding the effects of emotional intelligence on employees and thereby, organizations, and analyzing the various other facets of EQ. Emotional intelligence improves individual and organizational performance. It plays a significant role in the kind of work an employee produces, and the relationship he or she enjoys in the organization. Work – Life Balance is a challenging issue for IT leaders, managers and has also attracted the attention of researchers. Work/life balance, in its broadest sense, is defined as a satisfactory level of involvement or ‘fit’ between the multiple roles in a person’s life. In this climate managing the boundary between home and work is becoming more challenging. Organizations need to ensure they not just encourage but mandate a practical and workable work/life balance policy, benefiting and meeting the needs of both the organization and its employees. Organizations not providing real opportunity for employees work/life balance are opening themselves up to increasing numbers of dissatisfied and unproductive employees and hence increased attrition rates. Merely creating a work/life policy framework is not enough; fostering an organizational...
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...Organizational behavior Q1. What are the causes of stress to Phil’s life? Give evidence from the case to support your views. Firstly, it is the work overload stressors. For the case mentioned, Phil worked six days a week. He worked for too many hours per week and his workload was heavy. Also, as Phil was one of six vice-presidents, he needed to maintain and build a positive image to his colleges and subordinates. Therefore, he might demand himself to do better. Secondly, it is the low task control stressors. It means the jobs required high responsibilities. Phil had many important responsibilities. He might need to have some important meetings. Or he might need to decide a long term strategy and goals within the company. Besides, he wanted to be promoted but the competition was quite keen. Finally, it is the work family conflicts. As Phil used too much time on work so he might ignore the communication in the family. He had insufficient time to satisfy his non-work roles of being a father. For example, he had nothing to say with his daughter. He may feel stress for that. Q2 What are the consequences of the above stressors to Phil’s professional (work) and personal life? Firstly, Phil didn’t have time to relax. Besides golf game, he had no ‘extracurricular interests’. Just sit in front of the computer and lack of enough exercise would lead to some health problems like heart diseases, especially he was in the middle age. Secondly, Phil might have some health...
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...of the company 5 1.2 Products and brand name 6 1.3 Business Objectives 6 1.4 HSBC bank to commitments to its employees 7 1.5 Human resource manager system 8 II. RESEARCH INTRODUCTION 9 2.1 Problem statement 9 2.2 Main construct 9 2.3 Research objective 9 2.4 Research questions 10 CHARPTER II: LITERATURE REVIEW 11 I. JOB STRESS 11 II. TYPES OF JOB STRESS 13 CHARPTER III: RESEARCH MODEL AND HYPOTHESES 16 I. RESEARCH MODEL 16 II. RESEARCH HYPOTHESES 17 2.1. Work Interference With Family and Family interference with work. 17 2.2 Job –Family Role Strain Scale……………………………………………......19 2.3 Work to family Conflict Scale 21 CHARPTER IV: RESEARCH METHODS 24 I. RESEARCH DESIGN 24 II. RESEARCH METHODS 24 2.1 Data collection method 24 2.2 Measures 24 2.2.1 Work interference With Family and Family interference with work…….25 2.2.2 Job- Family Role Strain Scales 28 2.2.3 Work to family conflict 29 2.2.4 Control over areas of work and familu 31 III. DATA ANALYSIS AND REPORT 33 3.1 Demographic Characteristics of the Respondents 34 3.2 Reliability Analysis 36 3.3 Descriptive Analysis 38 3.4 Correlation of all Variables Statistics 39 3.5 Hypothesis Testing 40 CHARPTER V: DISCUSSION AND CONCLUSIONS 45 I. DISCUSSION...
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...achievement,” where my favor of seeing successful people fall was 24 and 47 for seeing successful people rewarded. Basically what it says is that I think highly of people who become successful and believe they deserve all the benefits that come along with success. This is true about me because I am all for success and I feel like if I work really hard at it that I deserve the outcome. I guess the 24 points of my favor in them falling come from the question I answered no to them being publicly glorified. Just because you are successful doesn’t mean you deserve to be put on a pedestal above anyone else I also took an assessment on my “ethic value”. Where I averaged out with most people, and on the “what time of the day I am the most productive,” I scored a 37 meaning I am intermediate when I have something not so important to do I am an evening person but as far as working I rather get it out the way early so I can have the evening with my family because in the morning my children are in school so its best that we are all home together, on the “am I experiencing work family conflict,” I scored 24 meaning work doesn’t completely make my family life miserable but it has its affects on it, and a few minor changes can help out to calm...
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...PSY 2404 2/12/2016 Article Review: Work – Family Conflict and Emotions: Effects At Work and At Home I did not like reading this article because it reminded me of times where conflicts at home have affected my performance at work. Although it is common practice to leave your problems at home while at work, it is most definitely inevitable that those thoughts of the problem at home will arise while at your place of work. While working at a sales and marketing firm called Coast 2 Coast Marketing, it was imperative for me to keep a high PMA (Positive Mental Attitude) to perform well in the sales aspect of the position. The times where I had conflicts at home or worries about things at home would definitely affect my performance at work. I was not the only one also. I would see these same patterns in my recruits (The Spartans). While they were going through conflicts at home, they were more likely to get irritated by certain tasks I would assign to them, or be somewhere else completely mentally instead of focusing on the task at hand. There was one instance where a recruit of mine felt guilty about a home situation at work (he had stolen money out of his mother’s purse due to not having enough to get to work let alone buy food etc.) and I offered to talk to him about what was bothering him. After spilling his guts to me, I offered him some money and advised him to call me or ask me before the end of the day if he needed any money so that way he does not have to steal from his...
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...Community, Work & Family, Vol. 6, No. 3, 2003 •^ "^ | ^ Carfax Publishing ' f / V Taylor & Francis Croup Work- and family-related variables, work-family conflict and women's well-being: some observations NORAINI M. NOOR Department of Psychology, International Islamic University, Kuala Lumpur, Malaysia The present study was carried out to test an exploratory model consisting of three sets of variables (demographic, personality and work- and family-related variables) in the prediction of well-being. The model also provided a test of the indirect effect of these variables on well-being, via perceptions of work-family conflict. Both quantitative and qualitative analyses were used. In a sample of 147 employed British women with children, the results showed that these three sets of variables had both direct and indirect influence on well-being. Although work-related variables explained the most variance in the prediction of workinterfering-with-family conflict and job satisfaction, personality variables accounted for the most variance in the prediction of family-interfering-with-work conflict. Similarly, in the prediction of distress symptoms, demographic variables accounted for the most variance. The qualitative responses provided by the women complemented these findings. The proposed model appears to provide a better fit of the complex relationships that may exist between the many variables encompassing women's work and family lives than previous ones that have considered...
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