scholarly journals Gender Socialisation and its Relation to Women’s Work and Family Conflict

2018 ◽  
Vol 1 (1) ◽  
pp. h11-18 ◽  
Author(s):  
ELAINE CHAI YEE NING ◽  
NWANESI PETER KARUBI
Keyword(s):  
Qualitative Methods ◽  
Family Conflict ◽  
Labour Force ◽  
Gender Socialization ◽  
Work And Family ◽  
Quality Data ◽  
Gender Ideologies ◽  
Depth Interview ◽  
Feminine Virtue ◽  
The Impact

This article examines the impact of gender socialization in Malaysian families, especially on daughters regarding their perception towards work inside and outside the home. Hence, this study utilized in-depth interview as part of the qualitative methods to obtain quality data needed. The study establishes, that patriarchy environment, especially one with the classic model of ‘breadwinner father, housewife mother’ creates a pressure on women to bear more household responsibility. Thus, the dominant gender ideologies are entangled with ‘motherhood mandate’ and ‘superior feminine virtue’ that is associated with the reason women left the labour force. It was equally necessary to point out here that other agents of socialization such as media, peers and education played its part as well and influenced the respondent’s conformity to patriarchal values.Keywords: Family conflict, gender, outside the home, socialisation, work inside

The impact of different supports on work-family conflict

2018 ◽  
Vol 40 (5) ◽  
pp. 903-920 ◽  
Author(s):  
Laura Maria Ferri ◽  
Matteo Pedrini ◽  
Egidio Riva
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Hierarchical Regression ◽  
Human Resource Managers ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Content Type ◽  
Effective Work ◽  
Work Family ◽  
The Impact

Purpose The purpose of this paper is to explore whether and how the actual use of supports available from the state, organisations and families helps workers reduce perceived work–family conflict (WFC), explored from both works interfering with family (WIF) and family interfering with work (FIW) perspectives. Design/methodology/approach The study is based on a survey of 2,029 employees at six large Italian firms. To test hypotheses, a hierarchical regression analysis was performed. Findings WFC should be explored considering its bi-directionality, as supports have different impacts on WIF and FIW. Workplace instrumental support elicits mixed effects on WFC, whereas workplace emotional support and familiar support reduce both FIW and WIF. Research limitations/implications The study is limited to the Italian national context, and data were collected in a single moment of time, which did not allow for observing changes in employees’ lives. Practical implications Human resource managers, as well as policy makers, will find this study’s results useful in designing effective work–life balance policies and supports, in which attention is devoted mainly to promoting workplace emotional supports and facilitating familiar support. Social implications The study highlights that by reducing pressures from work and family responsibilities that generate WFC conditions, organisational and familiar supports elicit different effects, which should be considered carefully when defining policies and interventions. Originality/value This study is one of the few that compare the role of supports provided by actors in different sectors on FIW and WIF, thereby allowing for an understanding of whether the bi-directionality of the conflicts is a relevant perspective.

Parenting Support in the Workplace

2017 ◽  
pp. 262-271
Author(s):  
Divna M. Haslam ◽  
Nicole Penman
Keyword(s):  
Family Conflict ◽  
Organizational Context ◽  
Population Level ◽  
Work And Family ◽  
Future Research ◽  
Demographic Changes ◽  
Parenting Support ◽  
Successful Program ◽  
Family Demands ◽  
The Impact

Demographic changes over the last 40 years means the majority of parents are now employed in some capacity. This chapter outlines some of the challenges parents face in balancing competing work and family demands. The concept of work and family conflict is defined, and the impact of work and family conflict on individuals and families is discussed. A rationale is provided for the provision of parenting support via the workplaces as a means of improving the lives of employees and as a way of increasing population-level access to parenting support. A brief review of the efficacy of workplace parenting support is provided alongside practical examples of how to ensure successful program delivery in an organizational context. The chapter concludes with a discussion about the implications and provides some directions for future research.

scholarly journals Work-Family Conflict in the European Union: The Impact of Organizational and Public Facilities

2019 ◽  
Vol 16 (22) ◽  
pp. 4419
Author(s):  
Chantal Remery ◽  
Joop Schippers
Keyword(s):  
European Union ◽  
Family Conflict ◽  
Well Being ◽  
Work And Family ◽  
Organizational Level ◽  
The European Union ◽  
Work Family Conflict ◽  
European Working ◽  
Work Family ◽  
The Impact

Today, as an increasing share of women and men is involved in both paid tasks at work and unpaid care tasks for children and other relatives, more people are at risk of work-family conflict, which can be a major threat to well-being and mental, but also physical health. Both organizations and governments invest in arrangements that are meant to support individuals in finding a balance between work and family life. The twofold goal of our article was to establish the level of work-family conflict in the member states of the European Union by gender and to analyze to what extent different arrangements at the organizational level as well the public level help to reduce this. Using the European Working Conditions Survey supplemented with macro-data on work-family facilities and the economic and emancipation climate in a country, we performed multilevel analyses. Our findings show that the intensity of work-family conflict does not vary widely in EU28. In most countries, men experience less work-family conflict than women, although the difference is small. Caring for children and providing informal care increases perceived work-life conflict. The relatively small country differences in work-family conflict show that different combinations of national facilities and organizational arrangements together can have the same impact on individuals; apparently, there are several ways to realize the same goal of work-family conflict reduction.

Family-friendly support programs and work family conflict among Indonesian higher education employees

2015 ◽  
Vol 34 (8) ◽  
pp. 726-741 ◽  
Author(s):  
Tri Wulida Afrianty ◽  
John Burgess ◽  
Theodora Issa
Keyword(s):  
Higher Education ◽  
Family Conflict ◽  
Academic Staff ◽  
Work And Family ◽  
Support Programs ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Friendly ◽  
Work Family ◽  
The Impact

Purpose – The purpose of this paper is to examine the effectiveness of family-friendly programs at the workplace in the Indonesian higher education sector. The focus is the impact that these programs have on employees’ work family conflict. Design/methodology/approach – A survey of academic and non-academic staff from 30 higher education institutions across Indonesia participated in the research. A total of 159 completed questionnaires from 109 academic and 50 from non-academic staff are reported and statistically analysed using SPSS. Findings – Work and family experiences in Indonesia do not positively align with the findings reported in most academic literature pertaining to western societies where the use of family-friendly programs (i.e. flexible work options, specialized leave options and dependent care support) leads to a reduction in employees’ work family conflict. In fact, some of the programs were found to have the opposite effect in the Indonesian context. Research limitations/implications – The design of family-friendly support has to take into account the context in which the policies will operates; these policies are not transferable across countries in terms of their effectiveness. Originality/value – This is one of the first studies that has examined the operation and effectiveness of family-friendly support programs in an Indonesian context.

Struggling for balance amid turbulence on international assignments: work–family conflict, support and commitment

2001 ◽  
Vol 27 (1) ◽  
pp. 99-121 ◽  
Author(s):  
Margaret A. Shaffer ◽  
David A. Harrison ◽  
K. Matthew Gilley ◽  
Dora M. Luk
Keyword(s):  
Organizational Support ◽  
Family Conflict ◽  
Perceived Organizational Support ◽  
Work And Family ◽  
International Assignments ◽  
Work Family Conflict ◽  
Capital Theory ◽  
Intentions To Quit ◽  
Work Family ◽  
The Impact

Using human capital theory, we develop hypotheses about the impact of perceived organizational support and two forms of work–family conflict on the psychological withdrawal of expatriates. We also consider the exacerbating effects of commitment to either domain. To test these hypotheses, we collected multisource data from 324 expatriates in 46 countries. Results indicate that perceived organizational support and the interplay between work and family domains have direct and unique influences on expatriates’ intentions to quit.

Impact of workplace characteristics on work-family conflict of dual-career couples

2016 ◽  
Vol 24 (5) ◽  
pp. 883-907 ◽  
Author(s):  
Subhash C. Kundu ◽  
Rina S. Phogat ◽  
Saroj Kumar Datta ◽  
Neha Gahlawat
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Primary Data ◽  
Dual Career ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Content Type ◽  
Dual Career Couples ◽  
Work Family ◽  
The Impact

Purpose The purpose of this paper is to assess the effects of various workplace characteristics on work-family conflict among dual-career couples in India. Design/methodology/approach Primary data based on 393 employees belonging to dual-career couples were analyzed. Using multiple regression analysis, the study has attempted to find out the effects of workplace characteristics on work-family conflict in dual-career couples. Findings The findings indicate that not all workplace characteristics effect work-family conflict in dual-career couples. Out of 13 characteristics, 8 workplace characteristics, namely, development and flexibility, co-worker support, supervisory support, job competence, self-employee control, practicing overtime, flexibility and discrimination, are found to have significant effects on work-family conflict in dual-career couples. Research limitations/implications As this study is limited to the dual-career couples employed mainly in organizations operating in India, these results may not be generalized to other areas such as traditional career couples, self-employed member of couples and in other national contexts. Practical implications It would be beneficial for organizations to understand and implicate that adoption of certain workplace characteristics provide appropriate choices, freedom and environment for dual-career employees, which further encourage them to build effective amalgamation of work and family roles suiting their individual circumstances. Originality/value This study is an important and almost first study on dual-career couples in India on such issues. As a very scant number of researches have examined the impact of workplace characteristics on work-family conflict on such extensive basis, it definitely contributes to HR literature.

A Study on the Balance Between Work and Family of Nepali Army Officers

Unity Journal ◽  
2021 ◽  
Vol 2 ◽  
pp. 105-115
Author(s):  
Laxmi Bilas Koirala
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
Research Papers ◽  
Family Relation ◽  
Family Balance ◽  
Army Officers ◽  
Work Family Balance ◽  
Work Family ◽  
The Impact

This study tries to explore and examine the relationships of work-family balance among army officers of the Nepal Army.The objectives of the study is to discover the issues and consequences of the work family confl ict by examining and discussing the impact of time, stress and job satisfaction on work-family relation and to suggest some recommendations to maintain the balance between the two. This study is simply base on desk review of research papers and information on work-family relation of army officers. Unprecedented problems of work family conflict are a common phenomenon within modern organizations. Stress, low performance, absenteeism, quitting from the force and committing suicide are the consequences of the work-family conflict So, the organizations are compelled to manage all causes of conflict before escalating the adverse effects. The study has followed a step-by-step approach to undertake review of the research papers. The results of this study reveal that work-life conflict and stress have a significant positive relationship. The findings of the study will encourage the Nepal Army for further research on work family balance and the additional examination may provide better understanding of truth. It is also hope that the results and recommendations gleaned from this study may assist the Nepal Army in making policies and programs related to work family conflict in future. Should the Nepal Army leadership fail to work proactively to ensure this balance, this may provide ground for a new kind of conflict.

scholarly journals An Empirical Study about the Impact of Work-family Conflict on Female Staff’s Career Development in Hotels

2016 ◽  
Vol 9 (5) ◽  
pp. 100
Author(s):  
Manxiao Zhou ◽  
Biyan Wen
Keyword(s):  
Career Development ◽  
Family Conflict ◽  
Women Managers ◽  
Middle Managers ◽  
Hotel Industry ◽  
Work And Family ◽  
Work Family Conflict ◽  
Female Managers ◽  
Work Family ◽  
The Impact

Hotel industry is a labor-intensive industry for women and the proportion of women in the hotel industry is large while the number of women managers has also increased. However, the traditional gender, social support and work-family conflict and other various factors make the career development of women managers in hotels relatively more resistance. Work-family conflict has significant impacts on both work and family. Therefore, the paper chose the female middle managers in hotels as the research object, and used literature research and questionnaire method to gather data. Then, the reliability of scales was measured by SPSS19.0, and we performed the principal component analysis to measure the reliability of variables.After that, we conducted variance analysis to clarify the different stages of work and family lives as well as different departments whether have different influences on female middle managers. The paper analyzed the objective existence of universality, causes and the effects of work-family conflict for female middle managers in hotels. On this basis, the paper proposed some ways to ease the work-family conflict, such as implementing flexible management to weaken the time conflict, paying attention to females’ demands and take the mission of helping employees to achieve a balance, and designing family supporting programs for female managers to promote female advantages of middle managers, to promote the development of hotel female human resources and alleviate the negative impact of work-family conflict on female managers’ career development.

scholarly journals Assessing Effectiveness of PPGIS on Protected Areas by Governance Quality: A Case Study of Community-Based Monitoring in Wu-Wei-Kang Wildlife Refuge, Taiwan

2019 ◽  
Vol 11 (15) ◽  
pp. 4154
Author(s):  
Ming-Kuang Chung ◽  
Dau-Jye Lu ◽  
Bor-Wen Tsai ◽  
Kuei-Tien Chou
Keyword(s):  
Participant Observation ◽  
Quality Data ◽  
Community Based ◽  
High Quality Data ◽  
Wildlife Refuge ◽  
Wu Wei ◽  
Depth Interview ◽  
Governance Quality ◽  
The Impact

Based on the criterion of governance quality, this study aimed to use the case of community-based monitoring in Taiwanese Wu-Wei-Kang Wildlife Refuge to evaluate the impact of public participation geographic information system (PPGIS) on its governance quality regarding inclusiveness, respect, competence, visions and scopes, accountability, and equity. Our research included 31 informants and 75 records (25 by in-depth interview and 50 from participant observation) collected in the field from 2009 to 2015. The results show that there are several effects attributable to the application of PPGIS in substratum elevation monitoring, including generating high quality data; strengthening monitoring processes and extending attributes of its outputs by lay knowledge; promoting stakeholders’ understanding of wetlands and their involvement in negotiations; increasing their capacity and degree to participate in refuge management; amending visions and scopes of this refuge; rearranging stakeholder divisions of labor; and assisting local communities as partners of this refuge. This study demonstrates that governance quality could provide a useful concept for evaluating PPGIS effectiveness on stakeholders’ participation, knowledge interpretation, capacity and consensus building, decision-making, and distribution of rights. Being a sole case with a qualitative approach, further case studies need to be undertaken to better understand the relationships between protected area governance quality and PPGIS.

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