scholarly journals Work–Family Conflict on Children’s Internet Addiction: Role of Parenting Styles in Korean Working Mother

2021 ◽  
Vol 18 (11) ◽  
pp. 5774
Author(s):  
Hwa-Mi Yang ◽  
Hye-Ryoung Kim
Keyword(s):  
Parenting Style ◽  
Parenting Styles ◽  
Family Conflict ◽  
Family System ◽  
Panel Study ◽  
Positive Association ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Korean Children ◽  
Work Family

Based on spillover and crossover models in the family system, we hypothesized the mediating effect of parenting style in the association between maternal work–family conflict (WFC) and children’s problematic internet (PIU). This is a cross-sectional study using data from the 10th wave Panel Study on Korean Children (PSKC) in 2017. The study subjects were 707 mothers and their children. The WFC was measured using the Marshall and Barnett scale, parenting style by the Parenting Styles and Dimension Questionnaire developed by Robinson, and the PIU of a child by the K-Scale for adolescent observers. As a result, maternal WFC had a positive association with the PIU of a child. Maternal WFC also had a link with parenting styles. Specifically, WFC had a negative association with an authoritative parenting style, and a positive association with authoritarian and permissive parenting styles. Regarding the relationship between maternal WFC and the PIU of a child, parenting styles showed a mediating effect for authoritative (z = 2.08, p = 0.037), authoritarian (z = 2.71, p = 0.007), and permissive (z = 3.14, p = 0.002). Based on the results, we assert that when planning an intervention to reduce children’s PIU for working mothers, a multifaceted approach is essential, including both WFC and parenting behavior.

The impact of the work-family conflict on employee engagement, performance, and turnover intention

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neuza Ribeiro ◽  
Daniel Gomes ◽  
Ana Rita Oliveira ◽  
Ana Suzete Dias Semedo
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Content Type ◽  
And Performance ◽  
Work Family ◽  
The Impact ◽  
The Relationship

Purpose The incompatibility between the sphere of work and the family is a reality that plagues many workers today. The difficult articulation of these two domains leads to the experience of the phenomenon called work–family conflict (WFC). This paper aims to assess the impact that WFC may have on employee engagement and performance, as well as on their turnover intention. It is also intended to test the mediating effect of engagement on the relationship between WFC and performance, and between WFC and the turnover intention. Design/methodology/approach One hundred and sixty-seven employees from various Portuguese organizations were surveyed. Respondents reported their perceptions of own WFC, engagement, performance and turnover intention. Findings The results revealed that employees who feel a higher WFC have lower levels of engagement and greater intention to leave the organization. The WFC showed no relation to performance. Engagement takes on the mediating role in the relationship between WFC and the turnover intention. Practical implications The relevance of this study is related to the implications that it may bring to companies in the context of implementing work–family balance strategies to reduce the referred conflict. Originality/value This study contributes to WFC literature by attempting to integrate in the same model four concepts in a single study to provide a model that depicts the chain of effects between WFC, engagement, individual performance and turnover intention, which has never been done in the Portuguese context.

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

Impact of ethical leadership on job satisfaction: the mediating effect of work–family conflict

2020 ◽  
Vol 41 (2) ◽  
pp. 319-330 ◽  
Author(s):  
Carla Freire ◽  
Claudia Bettencourt
Keyword(s):  
Job Satisfaction ◽  
Ethical Leadership ◽  
Family Conflict ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Content Type ◽  
Public Health Institutions ◽  
Health Institutions ◽  
Work Family ◽  
The Relationship

PurposeThe purpose of this paper is to explore the mediating effect of the work–family conflict in the relation between ethical leadership and job satisfaction.Design/methodology/approachA questionnaire was answered by 234 nursing professionals working in Portuguese public health institutions.FindingsRegression analyses indicate that there is a positive relationship between ethical leadership and satisfaction and a negative relationship between ethical leadership and the nurse's work–family conflict. Furthermore, it was revealed that the work–family conflict mediated (partially) the relationship between ethical leadership and job satisfaction.Research limitations/implicationsEthical leadership was measured by assessing the nurses' perceptions of their leaders' character. The cross-sectional data limited the possibility of establishing the causality of the study variables, where the generalization of results was not possible due to the fact that data were obtained in public health institutions alone.Practical implicationsConsidering that ethics precede good relations between the manager and collaborator, it is recommended that organizations develop ethical training for their leaders, more specifically in the case of head nurses.Originality/valueThe added value of this empirical study lies in the mediated role of the work–family conflict in the analysis of the relationship between ethical leadership and job satisfaction.

The mediating effect of work–life balance on the relationship between work–family conflict and life satisfaction

2017 ◽  
Vol 26 (1) ◽  
pp. 3-13 ◽  
Author(s):  
Arzu Taşdelen-Karçkay ◽  
Orkide Bakalım
Keyword(s):  
Life Satisfaction ◽  
Family Conflict ◽  
Work Life ◽  
Mediating Effect ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Life Balance ◽  
Family Work ◽  
Work Conflict ◽  
Work Family

The first purpose of this study was to develop a scale of work–life balance for Turkish working women and men. The second purpose was to investigate the mediating effect of work–life balance between work–family conflict, family–work conflict, and life satisfaction. In Study 1 ( N = 274), a work–life balance scale was developed and initial validity evidence was presented. In Study 2 ( N = 356), confirmatory factor analyses supported the scale’s unidimensionality. Cronbach’s alpha and the composite reliability for internal consistency were .92. All studies indicated that the Work–Life Balance Scale was valid and reliable for a Turkish employee sample. Structural equation modeling supported indirect effects of work–family conflict and family–work conflict on life satisfaction via work–life balance. Multi-group analysis showed that the structural paths of the full model did not differ by gender.

Negative Spillover Impact of Perceptions of Organizational Politics on Work–Family Conflict in China

2015 ◽  
Vol 43 (5) ◽  
pp. 705-714 ◽  
Author(s):  
Yanhan Zhu ◽  
Diwan Li
Keyword(s):  
Family Conflict ◽  
Mainland China ◽  
Organizational Politics ◽  
Mediating Effect ◽  
Full Time ◽  
Work Family Conflict ◽  
Staff Members ◽  
Perceptions Of Organizational Politics ◽  
Work Family ◽  
Negative Spillover

We explored the negative spillover impact of perceptions of organizational politics (POP) on work–family conflict (WFC), by examining the mediating effect of organizational cynicism (OC) on the relationship between POP and WFC. The results from a survey of 495 full-time staff members in public organizations in Mainland China indicated that POP exerted a significant positive effect on WFC, and that this relationship was mediated by OC. Theoretical and practical implications of our findings are discussed.

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