Work-Family Conflict among Married Female Professionals in Pakistan

2019 ◽  
Vol 4 (2) ◽  
pp. 123-130
Author(s):  
Ambreen Khursheed ◽  
Mustafa , Faisal ◽  
Arshad , Iqra ◽  
Gill , Sharoon
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Work Family ◽  
Female Professionals ◽  
Married Female

Work-Family Conflict, Psychological Empowerment, and Turnover Intentions among Married Female Doctors

2021 ◽  
Vol 20 (4) ◽  
pp. 855-863
Author(s):  
Isra Tariq ◽  
Ms Sara Asad ◽  
Ms Asma Majeed ◽  
Urusa Fahim
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Family System ◽  
Psychological Empowerment ◽  
Medical Profession ◽  
Medical Science ◽  
Work Family Conflict ◽  
Work Family ◽  
Married Female

Objective: The aim of the present study was to examine work-family conflict and psychological empowerment as correlates and predictors of turnover intentions among married female doctors. It further aimed to identify significant differences in study variables among the sample in terms of the type of family system i.e., nuclear and joint. Materials and Methods: This correlational study analyzed a sample of 105 married female doctors aged 23-45 years (Mage=31.69; SD=5.20) working in different hospitals of Lahore, Pakistan. Participants completed Work-Family Conflict Scale, Psychological Empowerment Instrument and Turnover Intention Scale. Results and Discussion: Dimensions of work-family conflict had a significant positive relationship with turnover intentions. Furthermore, psychological empowerment had a significant negative relation with turnover intentions. Behavior-based family interference with work and psychological empowerment emerged as significant predictors of turnover intentions among the sample. No significant differences were found in study variables in terms of nuclear and joint family system. Conclusion: Implications of findings are discussed with reference to the medical profession. Bangladesh Journal of Medical Science Vol.20(4) 2021 p.855-863

Konflik Peran Ganda Perempuan Bekerja: Studi Pendahuluan Manajer Perempuan Bank BUMN di Provinsi Jawa Barat

2021 ◽  
Vol 10 (1) ◽  
pp. 57-64
Author(s):  
Silvy Sondari Gadzali
Keyword(s):  
Family Conflict ◽  
Validity And Reliability ◽  
Work Family Conflict ◽  
Family Work ◽  
Female Managers ◽  
Work Conflict ◽  
Work Family ◽  
Strongly Agree ◽  
Married Female ◽  
Family Work Conflict

This study aims to explore cause factors of work-family conflict and family-work conflict among married female managers at state owned bank in West Java. The sample consisted of 93 married female managers aged between 30 and 50 years, lived together with family and directly involved in work and. The questionnaire employed with a six-point Likert scale ranging from value 1 strongly agree to value 6 strongly disagree. The data used has been ascertained normality, validity and reliability, continued by testing the differences in significance of the two groups of data through ANOVA. Findings proposed in this study, there are differences in work-family conflict that is higher in female managers, namely the level of education, the number and age of children, the level of managers that have implications for work quantity, and motivation to work. Important implications of this research are the need of attention to the emergence to consider a comfortable work environment for women, the level of job satisfaction, communication and family support and flexibility of working hours.Penelitian ini bertujuan untuk mengeksplorasi faktor-faktor yang menyebabkan konflik pekerjaan-keluarga dan konflik keluarga-pekerjaan di antara manajer perempuan menikah di Bank BUMN di Jawa Barat. Sampel terdiri dari 93 orang manajer perempuan yang telah menikah, tinggal bersama dan terlibat langsusng dengan pekerjaan serta berusia antara 30 hingga 50 tahun. Survei dilakukan menggunakan kuisioner dengan skala likert enam poin mulai dari nilai 1 sangat setuju hingga nilai 6 sangat tidak setuju. Data yang digunakan telah dipastikan normalitas, validitas dan reliabilitasnya, dilanjutkan dengan menguji perbedaan signifikansi dua kelompok data melalui ANOVA. Beberapa temuan pada penelitian ini adalah terdapat perbedaan konflik pekerjaan-keluarga yang lebih tinggi pada manajer perempuan yaitu tingkat pendidikan, jumalh dan usia anak, tingkat manajer yang berimplikasi pada kuantitas pekerjaan, dan motivasi bekerja. Implikasi penting penelitian ini adalah perhatian akan timbulnya kebutuhan untuk mempertimbangkan lingkungan kerja yang nyaman bagi perempuan, tingkat kepuasan kerja, komunikasi dan dukungan keluarga serta fleksibilitas jam kerja.

Outcomes of Work-Family Conflict Among Married Male and Female Professionals

1988 ◽  
Vol 14 (3) ◽  
pp. 475-491 ◽  
Author(s):  
Arthur G. Bedeian ◽  
Beverly G. Burke ◽  
Richard G. Moffett
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Male And Female ◽  
Work Family ◽  
Female Professionals ◽  
Married Male

scholarly journals The Impact Work Family Conflict on Performance: The Case of Married Female Nurses

2021 ◽  
Vol 12 (1) ◽  
pp. 11-26
Author(s):  
Wiendy Puspita Sari ◽  
Puteri Andika Sari ◽  
Reka Tantia Aktrisa
Keyword(s):  
Family Conflict ◽  
Negative Impact ◽  
Working Women ◽  
Partial Least Square ◽  
Survey Method ◽  
Work Family Conflict ◽  
Work Family ◽  
Female Nurses ◽  
Married Female ◽  
The Impact

Abstract Work Family Conflict (WFC) is common problem for working women. The purpose of this study is to analyse the dimensions of WFC: WIF (Work Interference with Family) & FIW (Family Interference with Work), and Performance of Working Women, and also to examine the influence of WIF and FIW on Performance of Working Woman partially and simultaneously. The research used survey method by giving questionnaires to 60 married female nurses from several Hospitals in Bandung. This study uses Partial Least Square (PLS) to analyse the relation between variables. The measurements of WFC are WIF & FIW. The measurements of Performance are Quality, Quantity, Punctuality, Cost effectiveness, Supervision needs, Interpersonal impact, Communication (oral-written), Job understanding / personal effectiveness, Teamwork, Achievement of performance results, Initiative / commitment. WIF has significant and negative impact on Performance of Working Women, the impact is about 46.7% (moderate). FIW has significant and negative impact on Performance of Working Women, the impact is about 42.4% (moderate). WIF & FIW has moderate impact on Performance of Working Women simultaneously, the impact is about 47.4%.

scholarly journals When the past comes back to haunt you: The enduring influence of upbringing on the work–family decisions of professional parents

2017 ◽  
Vol 71 (2) ◽  
pp. 155-181 ◽  
Author(s):  
Ioana Lupu ◽  
Crawford Spence ◽  
Laura Empson
Keyword(s):  
Family Conflict ◽  
Professional Service ◽  
Service Firms ◽  
Work Family Conflict ◽  
Professional Service Firms ◽  
Relational Approach ◽  
The Past ◽  
Work Family ◽  
Female Professionals ◽  
Family Decisions

Prior research generally presents work–family decisions as an individual’s rational choice between alternatives, downplaying the crucial role that upbringing plays in shaping work and parenting decisions. This article emphasizes how habitus – historically constituted and embodied dispositions – structures perceptions about what is ‘right’ and ‘normal’ for working mothers and fathers. This relational approach explores how the entrenched dispositions of individuals interact dynamically with contextual imperatives to influence professionals’ work–family decisions. Drawing on 148 interviews with 78 male and female professionals, our study looks at much deeper rooted causes of work–family conflict in professional service firms than have hitherto been considered. We show how dispositions embodied during one’s upbringing can largely transcend time and space. These dispositions hold a powerful sway over individuals and may continue to structure action even when professionals exhibit a desire to act differently. In turn, this implies that the impediments to greater equality lie not only in organizational and societal structures, but within individuals themselves in the form of dispositions and categories of perception that contribute towards the maintenance and reproduction of those structures. Additionally, in a more limited number of cases, we show how dispositions adapt as a result of either reflexive distancing or an encounter with objective circumstances, leading to discontinuity in the habitus.

scholarly journals Kepuasan Kerja Ditinjau dari Adversity Quotient dan Work Family Conflict pada Perawat Wanita yang Telah Menikah di Rumah Sakit Umum Daerah Dr. RM. Djoelham Binjai

2018 ◽  
Vol 4 (2) ◽  
pp. 119
Author(s):  
Rina Mirza ◽  
Diny Atrizka
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Sampling Technique ◽  
Analysis Method ◽  
Work Family Conflict ◽  
Response Profile ◽  
Work Family ◽  
Female Nurses ◽  
Married Female ◽  
The Relationship

<h1>This research aims to determine the relationship between adversity quotient and work family conflict with job satisfaction. The hypothesis states that there is a relationship between adversity quotient and work family conflict with job satisfaction. This research uses quantitave method, especially the correlational technique. The subjects were 76 married female nurses at RSUD Dr. RM Djoelham Binjai. Total sampling technique was used in this study. The datum collected through Scale of Job Satisfaction, Adversity Response Profile (ARP) and Work Family Conflict Scale. The collected data then analyzed with multiple regression analysis method. The main result of this study showed that there was a significant correlation between adversity quotient and work family conflict with job satisfaction (R = 0,462; p &lt; 0,05). Based on the result, there is a relationship between adversity quotient and work family conflict with job satisfaction. It can be concluded that the hypothesis is accepted.</h1>

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