This book aimed at investigating the contribution of family friendly policies on work family conflict. Depressive symptoms and occupational self efficacy were examined as moderators. Data were collected from 191 banking sector employees. Linear regression was used to find out the contribution of family friendly policies on work family conflict. The effects of moderators are tested by using hierarchical regression analysis. Findings showed that the negative contribution of family friendly policies on the work family conflict is partially supported. The results also showed that the depressive symptoms and occupational self efficacy did not moderate the contribution of family friendly policies on work family conflict.
Women managers in Thai Five-Star hotels in Bangkok do experience some degree of work and family conflict. In terms of the antecedents of work and family conflict, the number of hour worked, flexible vacation, and need for a full-time maid have the greatest impact on time, organizational and personal related factors respectively. Partner and family support have the greatest influence in reducing the level of work and family conflict of Thai women managers. From interviewing four Human Resource Directors of these hotels, they believed that supportive training programs offered to all employees would benefit women managers as well. What is surprising is that there are few signs of any new strategic human resource policies to redress these work and family conflicts in Thai Five-Star hotels in Bangkok. This is important because work and family conflict is a common problem among female employees. As well as being socially undesirable, such conflict also negatively impacts a number of other areas. The research suggests a studying work and family conflict has the potential to benefit both organizations and employees.
The study examines work-family conflict, stress, and some demographic and occupational variables among female factory workers in East London, South Africa. The participants were female factory workers in East London, South Africa. The independent variables for the study were, demographic and occupational variables, while stress is the dependent variable. Work-family conflict is dependent on demographic and occupational variables, while on the other hand is independent to stress. The demographic variables concerned are age, marital status, number of children and age of the last born child. The occupational variable on the other hand is occupational level, i.e. managerial versus non-managerial. The measuring instruments were a self-designed questionnaire to measure the demographic and occupational variables, a questionnaire developed by Stephens and Sommer (1996) to measure work-family conflict (cronbach’s alpha = 0,90) and the Effort – Reward Imbalance (ERI) questionnaire (Pikhart, Bobak, Siegrist, Pajak, Rywick, Kyshegyi, Gostaus, Skodova& Marmot, 1996) to measure stress at workplace .Cronbach’s alpha for the whole questionnaire reaches the value of 0,89.
Work-family conflict has become a big matter of concern to individuals as well as organizations because of its negative consequences leading to reducing family satisfaction, job satisfaction and hence life satisfaction. Since work and family issues are strongly related to cultural beliefs, values and norms, the increasing participation of women in the workplace has created increasing pressure for diversity management and work-life balance strategies. Also the number of employees responsible for taking care of family members will continue to increase. Recently, there has been big concern about the role of religious coping aspects in health care. The importance of religious coping in helping people with this challenging disease should be given proper awareness and attention especially in the Malaysian context; because there is limited research on this variable to date. This book will provide Muslim women with some strategies to help them to manage the conflicting demands and family roles; furthermore, it will assist them in reducing anxiety, depression, and work-family conflict, and will also assist in making restitution for hope.
Work-life balance is usually associated with flexible working, reductions in working time, and practices that cater to the need to juggle both family and employer demands. Work-family conflict is defined as a type of inter-role conflict wherein some responsibilities from the work and family domains are not compatible and have a negative influence on an employee’s work situation. Family-work conflict also is a type of inter-role conflict in which family and work responsibilities are not compatible. Family-work conflict is more likely to exert its negative influences in the home domain, resulting in lower life satisfaction and greater internal conflict within the family unit. This book highlights the Work- family conflict (WFC) and Family Work Conflict (FWC) among the married women, the various coping patterns used by the married women employees, the quality of life of married women employees and the differences based on various socio-demographic factors and quality of life, coping patterns and work family conflict and family work conflict of married women employees.
Work & Family – Program Models & Policies 1997 Supplement
For centuries, it was the men who worked to make money and women remained at home to raise the children and fulfilled the household duties. Since World War II, there have been dramatic changes in the family and the workforce, including an increase in the number of women working in the paid labor force and more dual career couples. Participation of women in the workforce unavoidably resulted in remarkable changes in the families. Increasing number of families in which both husband and wife work likely creates even more important conflicts between work and family. In such families employed women have higher combined pressures from work and family responsibilities that lead them to experience work-family conflict. Therefore, this study intends to investigate the relationship between work factors, family factors and individual factor, with work-family conflict among nurses in Shiraz-Iran. It is expected that this book will provide useful implications for policy and program makers and will help married female nurses to balance their work and family responsibilities.
Conflict between family and work is a potential and serious problem . If not taken care of properly. The supervisor plays a important role by helping his subordinate to maintain a fair balance between these two. Especially the supervisor is family supportive, he can do a lot in this regard. However, this is newly emerged concept for which the authors acknowledge L.B Hammer et.al(2009) with gratitude.This study is the first one in Indian scenario.
Although there is growing awareness of the problems posed by work-family conflict, organizations in general do little to address the issues and take appropriate measures. Yet, employers can derive valuable benefits from organizational policies and practices designed to facilitate their employee's management of the work-family interface. This research presents the business case for family-responsible management. It covers eleven organizations in four sectors of the Nigerian economy and provides an interesting testimony of what can easily be done and yet have a noticeable positive impact on HR indicators and organizational performance. Work-family policies most wanted by employees generally are identified, as well as the main obstacles to the adoption and implementation of work-family arrangements. Recommendations are made to increase public awareness, and to point the way towards becoming a family-responsible employer.
In this book, the importance of communication generally is revealing to find out the ways of coping with conflicts in families. Family, communication and conflict are the main concepts of the book. In counselling, communication carries all meanings of the counselling process. People cannot not communicate as already known and people belong to families so that conflicts and problems are inescapable.
It is the demand of 21st century and competitive global environment that Nepalese women are stepping outside their home for work. But, inside every women, the culture and their social values remains strong and they know balancing the ‘progress and development’ with their ‘social values and the family’. Conflict and /or balancing between family and work responsibilities is concern to both male and female and also to both employees and employers. The balanced and hence dedicated and satisfied employee becomes highly productive and an important asset to an organization whereas, in other case the employee is the burden of the organization and becomes problem to the family. Thus, in organizations and on the home front, the challenge of balancing work and family responsibilities is rising to the top priority of many employers’ and employees’ consciousness. Knowledge regarding the factors that influence the balance of work and family would be beneficial to both employers and employees and the society as well. This study identifies and discusses the factors in work domain and family domain with respect to Nepalese women working in four sectors: civil service, financial sector, NGOs / INGOs
The world of today is having a lot of competition in it and the main source for the survival of the organizations is to invest in the assets that give the best profitable return. The most valuable asset today is the employees of the organizations. If the organizations are going well with the employees then there is no doubt in the success of the organization. So in order to be successful, the organizations should provide their employees with the environment that is stress free and having least role conflict. In addition to it the work life balance policies should be designed and implemented in a well manner so as to create a balance in the work life and the family life of the employees. The turnover intention is the phenomenon that leads to the quitting of employees from the organization. The main factors causing the turnover intentions of employees in the organization are the job stress, role conflict and the imbalanced work life policies. The organizations with a stressful job environment can not gain a high share of profit and success because the job stress is the phenomenon that deprives the employees of their creative capabilities and so they cannot give their best
More Than Kin and Less Than Kind – The Evolution of Family Conflict