A two-study examination of work–family conflict, production deviance and gender

2012 ◽  
Vol 81 (2) ◽  
pp. 245-258 ◽  
Author(s):  
Merideth Ferguson ◽  
Dawn Carlson ◽  
Emily M. Hunter ◽  
Dwayne Whitten
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Production Deviance ◽  
And Gender ◽  
Work Family

scholarly journals WORK FAMILY CONFLICT CIRCLES AND THEIR IMPACT ON WORKPLACE DEVIANCE FOR WORKING COUPLES

2020 ◽  
Vol 18 (3) ◽  
pp. 473
Author(s):  
Sayyida Sayyida ◽  
Nindria Untarini
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Workplace Deviance ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Family Responsibilities ◽  
Production Deviance ◽  
And Gender ◽  
Work Family ◽  
Working Couples

Gender equality and the necessities of life in this era require many couples working both husband and wife. This has an impact on work family conflicts resulting from an imbalance between work and family responsibilities. This research aims to review various references related to work family conflict perceived by the working couples and their effect on production deviance. The results of the review indicate the existence of work family conflict circles that occur in workers ie work family conflict incumbent influenced by work family conflict partner and work family conflict incumbent and partner influenced by  work family conflict leader. and than work family conflict have impact on production deviance moderated by age and gender.

Supervisor and mentoring effects on work-family conflict in logistics

2019 ◽  
Vol 49 (6) ◽  
pp. 644-661 ◽  
Author(s):  
Michael J. Maloni ◽  
David M. Gligor ◽  
Robin A. Cheramie ◽  
Elizabeth M. Boyd
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Intent To Leave ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Content Type ◽  
Behavior Based ◽  
And Gender ◽  
Work Family ◽  
And Behavior

Purpose A talent shortage and underrepresentation of women in logistics emphasize the need to assess the logistics work culture. As logistics practitioners face round-the-clock job pressures, work–family conflict presents one such opportunity for study. Consequently, the purpose of this paper is to assess the impact of supervisors and mentoring on work interference with family (WIF) and subsequent job satisfaction and intent to leave logistics. Design/methodology/approach Under role conflict theory, the authors apply structural equation modeling to survey data of logistics practitioners, focusing on time, strain and behavior WIF sources. Findings The results highlight the complexity of WIF in logistics. Strain and behavior-based WIF relate to job satisfaction, which then relates to intent to leave logistics. Family-supportive supervisors reduce time and strain-based WIF, and mentoring provides complementary support for behavior-based WIF. However, mentoring also yields unintended contradictory effects for women as detrimental to time-based WIF. Research limitations/implications The relatively small sample size, particularly for women, limits generalizability of the results. Practical implications To foster supportive work environments, logistics organizations must train supervisors and mentors to resolve employee WIF, including its different sources and gender-specific impacts. Originality/value The interplay of supervisors and mentors has not been well studied to date. Also, the contradictory impacts of mentoring for women based on WIF sources challenges WIF literature and issues warnings for mentoring in professional practice. Finally, the results provide insight into the talent shortage and gender imbalance in logistics that lack empirical study.

Work–family conflict related to culture and gender

2009 ◽  
Vol 12 (2) ◽  
pp. 251-273 ◽  
Author(s):  
Shahrnaz Mortazavi ◽  
Nisreen Pedhiwala ◽  
Maggie Shafiro ◽  
Leslie Hammer
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
And Gender ◽  
Work Family
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