scholarly journals SOURCES OF WORK-FAMILY CONFLICT: A SINO-U.S. COMPARISON OF THE EFFECTS OF WORK AND FAMILY DEMANDS.

2000 ◽  
Vol 43 (1) ◽  
pp. 113-123 ◽  
Author(s):  
N. Yang ◽  
C. C. Chen ◽  
J. Choi ◽  
Y. Zou
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Demands ◽  
Work Family

scholarly journals Implementation of Management for Work-Family Conflict, Family-Work Conflict, and Job Stress that Affect Employee Satisfaction of PT Langgang Buana Perkasa

Society ◽  
2020 ◽  
Vol 8 (2) ◽  
pp. 458-469
Author(s):  
Nurlaila Nurlaila
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Employee Satisfaction ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Family Demands ◽  
Work Family ◽  
Family Work Conflict

This research aims to analyze the management of work-family conflict, family-work conflict, job stress, and its implementation that affect employee satisfaction of PT Langgang Buana Perkasa. Work and family are two important spheres in an adult’s social life. The need will not be met if unemployed. Today, a profession is also a mirror of self-actualization. Without family, individuals will feel alone and there is no place to give love. PT Langgang Buana Perkasa is a company engaged in ground handling services and transportation services on several airlines, which is located at Sultan Babullah airport, Ternate, North Maluku Province, Indonesia. This research used a qualitative descriptive method. Data were obtained through in-depth interviews and questionnaires. Literature and documentation studies are carried out to collect secondary data related to the object of research, including employees of PT Langgang Buana Perkasa, flight schedules, and PT Langgang Buana Perkasa. The data sources were selected using a purposive sampling technique. The results showed that (1) There are three characteristics of work-family conflict. Based on these three characteristics, it indicates that most employees experience conflict in work-family, but it does not affect job satisfaction; (2) There are five characteristics of family-work conflicts but employees still apply professionalism. This indicates that there is no direct conflict but it can trigger stress due to family demands on religious holidays and public holidays; (3) Physical exhaustion can lead to conflict when faced with family demands regarding that role.

scholarly journals Impact of Work-Family Conflict on Sleep Complaints: Results From the Longitudinal Study of Adult Health (ELSA-Brasil)

2021 ◽  
Vol 9 ◽  
Author(s):  
Aline Silva-Costa ◽  
Susanna Toivanen ◽  
Lúcia Rotenberg ◽  
Maria Carmen Viana ◽  
Maria de Jesus M. da Fonseca ◽  
...  
Keyword(s):  
Family Conflict ◽  
Self Care ◽  
Work And Family ◽  
Adult Health ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Sleep Complaints ◽  
Work Conflict ◽  
Family Demands ◽  
Work Family

Background: Balancing work and family demands is often a challenge. Family and job responsibilities may affect many aspects of health, and sleep is an important issue. Work-family conflict (WFC) refers to situations where it is difficult to reconcile family and professional demands. WFC can act in two directions: work-to-family conflicts occur when job demands interfere in family life; family-to-work conflicts arise when family demands interfere with job performance. This study evaluated whether dimensions of WFC—time- and strain-related, work-to-family conflict; family-to-work conflict; and lack of time for self-care and leisure due to work and family demands—were cross-sectionally and longitudinally associated with sleep complaints, by gender.Methods: The sample comprised 9,704 active workers (5,057 women and 4,647 men) from the Brazilian Longitudinal Study of Adult Health (ELSA-Brasil). Standardized questionnaires were used to collect data. WFC was measured at baseline (2008–2010), and sleep complaints were measured at baseline and approximately 4 years after the first visit (2012–2014). To test the association between the four WFC dimensions and sleep complaints, crude and multiple logistic regressions were conducted to estimate odds ratios and 95% confidence intervals. The adjusted model included age, education, marital status, hours worked and work schedule.Results: Mean age at baseline was 48.2 years. Most participants were educated to University degree level (54.5%), married (68.2%) and worked ≤ 40 h/week (66.1%). At baseline, 48.3% of women and 41.1% of men reported sleep complaints. Frequent WFC was reported by women and men, respectively, as follows: time-related work-to-family conflict (32.6 and 26.1%), strain-related work-to-family conflict (25.3 and 16.0%), family-to-work conflict (6.6 and 7.6%) and lack of time for self-care (35.2 and 24.7%). For both women and men, time- and strain-related work-to-family conflicts and conflicts for lack of time for self-care were cross-sectionally and longitudinally associated with sleep complaints. The findings also suggest a weaker and non-significant association between family-to-work conflict and sleep complaints.Conclusions: The statistically significant associations observed here underline the importance of reducing WFC. In the modern world, both WFC and sleep problems are increasingly recognized as frequent problems that often lead to ill health, thus posing a public health challenge.

scholarly journals Contribution of Work and Family Demands on Job Satisfaction Through Work-Family Conflict

2017 ◽  
Vol 2 (3) ◽  
pp. 49-54
Author(s):  
Endang Dhamayantie
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Family Interaction ◽  
Work And Family ◽  
Family Type ◽  
Work Demands ◽  
Work Family Conflict ◽  
Positive Interaction ◽  
Family Demands ◽  
Work Family

Objective - Work environment and family roles are two of the most important life domains; they are different but interconnected with each other. Each role requires energy and responsibilities to be handled effectively. Therefore, it is necessary to consider the experience of work-family interaction in this process. The purpose of this study is to develop an understanding of the effect of work and family demands on job satisfaction which is mediated by the experience in work-family interaction, in particular the work-family conflict. Methodology/Technique - Self-report questionnaires were given to permanent employees who work in non-banking financial sectors in Kalimantan Barat, Indonesia. They were selected by purposive sampling and 100 valid questionnaires were collected. Findings – The path analysis results show that work demands have a significant positive effect on work-family conflict, while family demands have no significant effect on work-family conflict, and work-family conflict has a significant negative effect on job satisfaction. Novelty - Although it is believed that work and family demands contribute to outcomes such as job satisfaction, it is unclear how this occurs. It is recommended that organizations need to manage work-related stressors through family-friendly policies and programs that enable work and family domains to integrate with each other, as well as developing an organizational culture that supports the positive interaction of work and family. Type of Paper - Empirical Keywords: Work Demands; Family Demands; Work-Family Conflict; Job Satisfaction. JEL Classification: J12, J23, J28

scholarly journals Work-Family Balance or Greedy Organizations?

2008 ◽  
Vol 63 (1) ◽  
pp. 108-133 ◽  
Author(s):  
Rosaria Burchielli ◽  
Timothy Bartram ◽  
Rani Thanacoody
Keyword(s):  
Family Conflict ◽  
Qualitative Data ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Balance ◽  
Conflicting Demands ◽  
Work Family Balance ◽  
Family Demands ◽  
Work Family

This paper re-examines the concept of work-family balance by analyzing qualitative data from interviews conducted with Australian senior female staff and managers at a major metropolitan bank and a large, regional hospital. Extant research suggests that managers and staff in senior roles, who have greater autonomy and discretion than other employees, are better able to balance their work and family demands. This paper finds evidence for work-family conflict among participants, who perceive they have “no balance” and must make many personal sacrifices to meet the conflicting demands of work and family. Our findings are confronted with the greedy institutions framework which provides a suitable metaphor to understand the role of organizations in supporting the dual demands of work-family.

scholarly journals Homeschooling during COVID-19: Gender Differences in Work–Family Conflict and Alcohol Use Behaviour among Romantic Couples

2021 ◽  
Vol 10 (7) ◽  
pp. 240
Author(s):  
Danika I. DesRoches ◽  
S. Hélène Deacon ◽  
Lindsey M. Rodriguez ◽  
Simon B. Sherry ◽  
Raquel Nogueira-Arjona ◽  
...  
Keyword(s):  
Alcohol Use ◽  
Family Conflict ◽  
Partner Violence ◽  
Poor Mental Health ◽  
Work And Family ◽  
Work Family Conflict ◽  
Romantic Couples ◽  
Family Demands ◽  
Work Family ◽  
Drinking Frequency

Homeschooling due to COVID-19 school closures is likely to increase conflict between work and family demands, potentially leading to adverse substance-use effects. We conducted a survey with 758 couples focusing on homeschooling, work–family conflict, and alcohol use (April 2020). The 211 homeschooling couples reported more work–family conflict than the 547 non-homeschooling couples; there also were stronger effects on family interference with work in women. Among the homeschooling couples, homeschooling hours were associated with greater partner drinking. In distinguishable dyad analyses by gender, women’s hours homeschooling were associated with greater drinking frequency by both parents. Men’s hours homeschooling were associated with lower drinking frequency in their partners. Increased work–family conflict in homeschooling couples is particularly worrisome given its link to increased stress and poor mental health. Moreover, women’s increased drinking may impede their ability to support their families during the pandemic. Men’s increased drinking could put homeschooling mothers at risk for escalating conflict/domestic violence, given links of male drinking to intimate partner violence. Finally, the protective-partner effects of men’s homeschooling hours on women’s drinking frequency suggests that more egalitarian division of homeschooling labor may have protective cross-over effects.

scholarly journals Sources of Work‐Family Conflict: A Sino‐U.S. Comparison of the Effects of Work and Family Demands

2000 ◽  
Vol 43 (1) ◽  
pp. 113-123 ◽  
Author(s):  
Nini Yang ◽  
Chao C. Chen ◽  
Jaepil Choi ◽  
Yimin Zou
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Demands ◽  
Work Family

scholarly journals I Am a Leader, I Am a Mother, I Can Do This! The Moderated Mediation of Psychological Capital, Work–Family Conflict, and Having Children on Well-Being of Women Leaders

2020 ◽  
Vol 12 (5) ◽  
pp. 2100 ◽  
Author(s):  
Laritza Machín-Rincón ◽  
Eva Cifre ◽  
Pilar Domínguez-Castillo ◽  
Mónica Segovia-Pérez
Keyword(s):  
Women Leaders ◽  
Family Conflict ◽  
Psychological Capital ◽  
Well Being ◽  
Work And Family ◽  
Work Family Conflict ◽  
Work Conflict ◽  
Study Results ◽  
Family Demands ◽  
Work Family

Gender equality is one of the Sustainable Development Goals. Management is one of the jobs that more clearly needs a gender perspective. Women leaders have found a way around the labyrinth to get to the top, which might have developed their personal resources such as psychological capital. Women leaders experience an inter-role conflict when work and family demands are mutually incompatible, affecting negatively their well-being. This study aims to analyze the mediation role that work–family and family–work conflict plays between psychological capital and well-being (engagement and burnout) when moderated by the number of children. In total, 202 Spanish women leaders participated in the study. Results of the mediated moderation model using Model 14 of the macro PROCESS for SPSS software show that psychological capital buffers the negative effects that experiencing work–family conflict has on well-being when having children. The well-being of women leaders is not affected when dealing with family interfering work conflict and having children. As such, women leaders who have children rely on their psychological capital to successfully manage the family demands affecting their work and to reduce the negative effect of work–family conflict on their well-being. Theoretical and practical implications are discussed from the psychology of a sustainability perspective.

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