Transformational leadership, work-family conflict and enrichment, and commitment

2016 ◽  
Vol 79 (4) ◽  
pp. 339 ◽  
Author(s):  
Nicolas Gillet ◽  
Evelyne Fouquereau ◽  
Tiphaine Huyghebaert ◽  
Christian Vandenberghe
Keyword(s):  
Transformational Leadership ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Work Family

scholarly journals RELATIONSHIP BETWEEN HEALTHY LIFE STYLE AND WORK-RELATED FACTORS AMONG CALL CENTER WORKERS / SKAMBUČIŲ CENTRO DARBUOTOJŲ SVEIKATAI PALANKAUS GYVENIMO BŪDO IR ORGANIZACINIŲ DARBO VEIKSNIŲ RYŠYS

2012 ◽  
Vol 4 (4) ◽  
pp. 311-319
Author(s):  
Loreta Gustainienė ◽  
Aistė Pranckevičienė ◽  
Vita Briedaitytė
Keyword(s):  
Transformational Leadership ◽  
Organizational Support ◽  
Family Conflict ◽  
Perceived Organizational Support ◽  
Healthy Lifestyle ◽  
Physical Symptoms ◽  
Work Family Conflict ◽  
Decision Latitude ◽  
Related Factors ◽  
Work Family

Health-related issues are becoming very popular both in the broad spheres of the society and in organizations. Taking care of employee health helps the employer with maintaining and improving organizational effectiveness. The aim of the study was to identify and assess the relationship between the Five-Factor Wellness Model and work-related factors such as interpersonal conflicts, organizational constraints, workload, work-family conflict, decision latitude, transformational leadership, psychological job characteristics and perceived organizational support. The subjects of the study were 177 employees of a call center. Healthy lifestyle was measured applying a Five-Factor Wellness questionnaire (Myers, Sweeney 2005b). Physical symptoms, interpersonal conflicts, organizational constraints and workload were measured using respective scales designed by Spector and Jex (2007). Decision latitude was measured employing Karasek (1985) questionnaire. Work-family conflict was measured referring to a subscale of negative work-home interaction (Geurts et al. 2005). A transformational leadership style was measured using General Scale of transformational leadership (Carless et al. 2000). Perceived organizational support was measured using a short version of Perceived Organizational Support scale (Eisenberger et al. 1986). Research findings show that healthy lifestyle as measured by the Five-Factor Wellness Model was predicted by lower work-family conflict, whereas physical symptoms - by marked work-family conflict, decision latitude and gender (female). Santrauka Šiuolaikinėse organizacijose ir visuomenėje sveikatai palankaus gyvenimo būdo tema yra dažnai aptariama. Darbuotojų sveikata (sveikatingumu) organizacijos rūpinasi, siekdamos kelti darbuotojų gerovę ir savo organizacijos efektyvumą ir produktyvumą. Tam reikia žinoti, kokie veiksniai organizacijoje skatina ar trukdo sveikatai palankaus gyvenimo būdo realizavimą. Tyrimo tikslas buvo įvertinti ir nustatyti sveikatai palankaus gyvenimo būdo (pagal penkių faktorių sveikatingumo modelį, Myers, Sweeney 2005b) sąsajas su organizaciniais veiksniais: tarpasmeniniais konfliktais, organizaciniais trikdžiais, dideliu darbo krūviu, darbo ir šeimos konfliktu, sprendimų priėmimo laisve, transformaciniu vadovavimu ir suvokiamu organizacijos palaikymu.Tyrime dalyvavo 177 skambučių centro darbuotojai. Sveikatai palankus gyvenimo būdas buvo nustatomas pagal penkių faktorių sveikatingumo klausimyną (Myers, Sweeney 2005b), fiziniai simptomai buvo nustatomi pagal Spector ir Jex (1997) skalę, susidedančią iš 18 simptomų. Tarpasmeniniai konfliktai, organizaciniai trikdžiai, kiekybinis darbo krūvis buvo vertinami pagal atitinkamus kitus Spector ir Jex (1997) klausimynus. Sprendimų laisvei vertinti buvo naudojamas Karasek (1985) klausimynas. Transformaciniam vadovavimo stiliui tirti naudota bendroji transformacinės lyderystės skalė, sudaryta Carless ir bendradarbių (2000). Darbo ir šeimos konfliktams vertinti pasitelkta neigiama darbo ir namų sąveikos subskalė (Geurts et al, 2005). Suvokiamas organizacijos palaikymas buvo vertinamas sutrumpinta suvokiamo organizacijos palaikymo skale (Eisenberger et al. 1986). Gauti rezultatai rodo, kad sveikatai palankų gyvenimo būdą (pagal penkių faktorių sveikatingumo modelį) prognozuoja mažesnis darbo ir šeimos vaidmenų konfliktas bei didesnis darbo krūvis. Fizinę simptomatiką rodo stipresnis darbo ir šeimos vaidmenų konfliktas, didesnis suvokiamas organizacijos palaikymas ir moteriška lytis.

scholarly journals Work-family conflict and professional commitment: proactive effect of transformational leadership

2020 ◽  
Vol 18 (1) ◽  
pp. 97-106
Author(s):  
Arthi R. ◽  
Sumathi G.N.
Keyword(s):  
Transformational Leadership ◽  
Family Conflict ◽  
Leadership Behavior ◽  
Negative Relationship ◽  
Outcome Variable ◽  
Professional Commitment ◽  
Work Family Conflict ◽  
Moderation Effect ◽  
Work Family ◽  
The Relationship

The study aims to empirically test the moderation effect of transformational leadership characteristic on the relationship between work-family conflict and professional commitment among school teachers. A cross-sectional study was conducted among 752 teachers currently working in private schools from selected districts in Tamil Nadu, India. Purposive sampling technique is used, and data were collected using a questionnaire. The moderating effect of transformational leadership behavior is examined using hierarchical regression analysis. Grounded with the conservation of resource theory (COR) and transformational leadership theory, the results supported the negative impact of work-family conflict on the professional commitment of teachers. Further, the moderation effect of transformational leadership found to reverse the negative relationship between work-family conflict and professional commitment. Thus, the transformational leadership behavior of leaders (head/principal) was found to foster the professional commitment of teachers. This study is focused only on the dimensions of transformational characteristics on the relationship between work-family conflict and professional commitment of teachers. Also, it would be constructive to examine other mediating or moderating impacts of variables such as peer support, job satisfaction, which can also have a significant impact. Further, the outcome variable related to the perspective of students can also be researched.

Entwicklung und Validierung der Trierer Kurzskala zur Messung von Work-Life Balance (TKS-WLB)

Diagnostica ◽  
2011 ◽  
Vol 57 (3) ◽  
pp. 134-145 ◽  
Author(s):  
Christine Syrek ◽  
Claudia Bauer-Emmel ◽  
Conny Antoni ◽  
Jens Klusemann
Keyword(s):  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Life Balance ◽  
Reliabilität Und Validität ◽  
Work Family

Zusammenfassung. In diesem Beitrag wird die Trierer Kurzskala zur Messung von Work-Life Balance vorgestellt. Sie ermöglicht eine globale, richtungsfreie und in ihrem Aufwand ökonomische Möglichkeit zur Erfassung von Work-Life Balance. Die Struktur der Skala wurde anhand zweier Stichproben sowie einem zusätzlich erhobenen Fremdbild untersucht. Die Ergebnisse der Konstruktvalidierung bestätigten die einfaktorielle Struktur der Skala. Die interne Konsistenz der Skala erwies sich in beiden Studien als gut. Zudem konnte die empirische Trennbarkeit der Trierer Work-Life Balance Skala gegenüber einem gängigen Instrument zur Messung des Work-Family Conflicts ( Carlson, Kacmar & Williams, 2000 ) belegt werden. Im Hinblick auf die Kriteriumsvalidität der Skala wurden die angenommenen Zusammenhänge zu arbeits-, nicht-arbeits- sowie stressbezogenen Outcome-Variablen nachgewiesen. Die Eignung der Trierer Work-Life Balance Kurzskala zeigt sich auch daran, dass die Korrelationen zwischen den erhobenen Outcome-Variablen und dem Work-Family Conflict und denen der Trierer Work-Life Balance Skala ähnlich waren. Überdies vermochte die Trierer Work-Life Balance Skala über die Dimensionen des Work-Family Conflicts hinaus inkrementelle Varianz in den Outcome-Variablen aufzuklären. Insgesamt sprechen damit die Ergebnisse beider Stichproben für die Reliabilität und Validität der Trierer Work-Life Balance Kurzskala.

Relationships Between Bidirectional Work-Family Interactions and Psychological Well-Being

2014 ◽  
Vol 13 (2) ◽  
pp. 87-96 ◽  
Author(s):  
Xi-Chao Zhang ◽  
Oi Ling Siu ◽  
Jing Hu ◽  
Weiwei Zhang
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Time Lag ◽  
Well Being ◽  
Equation Modeling ◽  
Family Interactions ◽  
Work Family Conflict ◽  
Psychological Well Being ◽  
Direct Model ◽  
Work Family

This study investigated the direct, reversed, and reciprocal relationships between bidirectional work-family conflict/work-family facilitation and psychological well-being (PWB). We administered a three-wave questionnaire survey to 260 married Chinese employees using a time lag of one month. Cross-lagged structural equation modeling analysis was conducted and demonstrated that the direct model was better than the reversed causal or the reciprocal model. Specifically, work-to-family conflict at Time 1 negatively predicted PWB at Time 2, and work-to-family conflict at Time 2 negatively predicted PWB at Time 3; further, work-to-family facilitation at Time 1 positively predicted PWB at Time 2. In addition, family-to-work facilitation at Time 1 positively predicted PWB at Time 2, and family-to-work conflict at Time 2 negatively predicted PWB at Time 3.

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