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.
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.
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.
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.
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.
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.
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.
More Than Kin and Less Than Kind – The Evolution of Family Conflict
The Information Technology (IT) Professionals of India, while envied for their huge package and frequent visits in abroad, are also sympathized upon for their heavy workload, irregular work hours, shift duties, strenuous nature of job and constant need for up-gradation of knowledge. This book depicts a research attempt to assess their level of Work-Family Role Conflict, Quality of Work Life, Happiness and Emotional Intelligence. It also focuses on the interplay of all the variables. It emerges out that possession of greater amount of Emotional Intelligence, on one hand, tunes down the Work-Family Role Conflict and on the other hand, enhances Quality of Work Life and sense of Happiness among workers. Moreover, Females have been found to possess greater amount of Emotional Intelligence and suffer less from Role Conflict.
It is less common to remain in one job with one company for our entire working careers due to a variety of alternatives, including part time work, job sharing, virtual work, self-employment and contract work. As a contractual worker you are in charge of the work you do, you schedule your time and you can refuse or accept any projects. Contractual work, although may be more lucrative, does present with some degree of risk, such as employment uncertainty and lack of corporate benefits. The main goals of this study is to examine if a visible linkage exists between 1) the employment arrangement of a contractual worker and the work-family conflict, and 2) how their spouses/partner perceive their employment arrangement with regards to the work-family conflict. The analysis of the impact of contractual workers on work-family conflict has been made through a number of in-depth interviews with both contractual workers and their spouse/partner.
The present study investigates how empathy relates to the occupational health psychology topics of work-family conflict and emotional labor. Empathy has not been a focus in mainstream Industrial/Organizational research, and therefore there is some confusion surrounding the definition and impact of empathy on various outcomes. The present study examined both cognitive and affective components of empathy and their potential differential outcomes on work-family conflict and emotional labor. Results suggest that both cognitive and affective empathy may be beneficial for an individual. Implications and future research directions are discussed.