Does work–family conflict play a role in the relationship between work‐related hazards and musculoskeletal pain?

2021 ◽  
Author(s):  
Victoria Weale ◽  
Jodi Oakman ◽  
Els Clays
Keyword(s):  
Musculoskeletal Pain ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Work Related ◽  
Work Family ◽  
The Relationship

scholarly journals Bidirectional Work Family Conflict of Expatriates: Framework of Antecedents and Moderators

2019 ◽  
Vol 1 (1) ◽  
pp. 1-8 ◽  
Author(s):  
Farhan Sarwar ◽  
Tayyaba Zeeshan
Keyword(s):  
Family Conflict ◽  
Theoretical Framework ◽  
Work And Family ◽  
Research Literature ◽  
Work Family Conflict ◽  
Resource Model ◽  
Work Related ◽  
Work Family ◽  
The Relationship ◽  
Spousal Adjustment

Expatriates work family conflict is one of the least explored areas in expatriate research literature. Applying the conservation of resource model, the current study presents a theoretical framework to understand as to how expatriates’ work and non work related challenges like person group fit, person supervisor fit, cultural novelty and spousal adjustment relate to their work family conflict. The study also postulates the possibility of expatriate personality moderating the relationship between work and family domain challenges and the work family conflict. 

Returning to work after maternity leave: work-family policies and work related attitudes

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Work Engagement ◽  
Family Conflict ◽  
Maternity Leave ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Related ◽  
Female Managers ◽  
Returning To Work ◽  
Work Family ◽  
The Relationship

Purpose The purpose of this study is to examine processes in the relationship between WFP and work-family conflict in addition to work related attitudes of women returning to work after maternity leave who hold management positions. Design/methodology/approach Data is gathered from the responses of 238 female managers working for companies throughout Italy who have recently returned to work after maternity leave, to a self-report questionnaire. Findings The results show that the availability of WFP is directly or indirectly related to work attitudes among female managers. Work-family conflict is shown to partially mediate the relationship between the availability of WFPs and work engagement and the availability of WFPs moderates the relationship between work engagement and work-family conflict. Practical implications Therefore provision of communication and psychological support and flexible time-management policies would provide the organizational structure to produce a healthy work-life balance. Originality/value This paper has an original approach by examining the psychological mechanisms underlying the availability WFP on attitudes of women managers returning to work after maternity leave.

scholarly journals The Buffering Effect of Supervisor Support on the Relationship between Perceived Stress and Turnover Intention among Female Nurses in Saudi Arabia

2021 ◽  
Vol 6 (06) ◽  
pp. 372-378
Author(s):  
Dr. Sitah Alshutwi, PhD, RN.
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Work Related ◽  
Work Family ◽  
Female Nurses ◽  
Family Supportive Supervisor Behaviors ◽  
The Relationship

Background: The shortage of registered nurses is a worldwide concern; with many countries struggling to maintain adequate numbers of nurses. Many factors that contribute to nursing shortage have been studied, but the influence of work–family conflict has received little attention. Work–family conflict has been linked to a number of work-related consequences, including turnover intention among employees. The aim of this study was to evaluate the influence of supervisory support behaviours on the relationship among work–family conflict, Stress, and turnover intention. Sample: 113 nurses. Result: A significant positive correlation was found between work–family conflict and turnover intention. A negative correlation was found between supervisory support behaviours and turnover intention. Both work–family conflict and stress were associated with turnover intention; however, these associations were buffered (weaken), when nurses perceived higher supervisory support behaviours. Conclusion Supervisory support behaviours could be the tool to help married, female nurses play their professional role without compromising their family responsibilities. Nurses’ turnover is a complex issue that may require multiple prevention strategies; however, enhancing family supportive supervisor behaviors could be a key resource for maintaining a positive workplace environment and reducing turnover intention.

Moral leadership and employee work–family conflict: A moderated mediation model

2019 ◽  
Vol 47 (12) ◽  
pp. 1-12
Author(s):  
Lei Yao ◽  
Ping Li
Keyword(s):  
Indirect Effect ◽  
Family Conflict ◽  
Moderated Mediation ◽  
Moral Leadership ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Family ◽  
The Relationship

We applied conservation of resources theory to propose a moderated mediation model explaining how and when moral leadership influences employees' work–family conflict (WFC). Specifically, we hypothesized that both job clarity and workplace anxiety would mediate the relationship between moral leadership and employees' WFC, and that trust in supervisor would moderate the indirect effect of moral leadership and WFC through job clarity and workplace anxiety. We collected data from 258 employees of 3 companies in China, and their spouses. The findings indicated that job clarity and workplace anxiety mediated the relationship between moral leadership and employees' WFC, and that trust in supervisor strengthened the indirect effect through job clarity and workplace anxiety. Theoretical and practical implications of our findings are discussed regarding how and when moral leadership style reduces employees' WFC.

Gender Differences and Similarities in Coping Responses to Anticipated Work-Family Conflict

1994 ◽  
Vol 74 (1) ◽  
pp. 115-123 ◽  
Author(s):  
Kim A. Burley
Keyword(s):  
Gender Differences ◽  
Coping Strategies ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Family Coping ◽  
Coping Responses ◽  
Professional Educators ◽  
Gender And Work ◽  
Work Family ◽  
The Relationship

This study examined the relationships among gender, coping, and anticipated work-family conflict for career-bound men and women. 256 university students enrolled in a university in northern Louisiana participated. Multivariate and univariate analyses were used to examine (a) potential gender differences with respect to anticipated work-family conflict and work-family coping mechanisms and (b) the role coping processes may play in mediating the relationship between gender and anticipated work-family conflict. The results indicated significant differences between the sexes with respect to anticipated work-family conflict as well as to expected use of various coping strategies to manage anticipated work-family conflict. Contrary to expectations, coping strategies did not mediate the relationship between gender and work-family conflict. The issue of coping as a mediator variable as well as the study's primary implications for students and professional educators are addressed.

Work–family conflict and firefighters’ satisfaction with life: The autonomous motivation role

2021 ◽  
Vol 19 (3) ◽  
pp. 307-315
Author(s):  
Daniel Dominguez, MSc, CICPSI ◽  
Maria José Chambel, PhD ◽  
Rui Pedro Ângelo, PhD ◽  
Hugo Raposo, PhD
Keyword(s):  
Family Conflict ◽  
Satisfaction With Life ◽  
Work Motivation ◽  
Autonomous Motivation ◽  
Well Being ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Theoretical Frameworks ◽  
Work Family ◽  
The Relationship

Using the Conservation of Resources Theory and the Self-Determination Theory1-3 as theoretical frameworks, a model for this study was tested, which considers firefighters’ autonomous motivation, work–family conflict, and well-being. The hypothesized model was tested using a sample of 201 firefighters from the Special Civil Protection Force in Portugal. Results revealed that autonomous work motivation was significantly related to both work–family conflict and satisfaction with life. In addition, work–family conflict was negatively related to satisfaction with life. More interestingly, the results showed that work–family conflict acted as a mechanism that helped to explain the relationship between autonomous motivation and satisfaction with life. These results underline the importance of understanding the mechanisms through which higher satisfaction with life occurs, with a view to the creation of appropriate interventions.

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