scholarly journals The Effect of Job Satisfaction and Family Satisfaction on Work- Family Conflict (W-FC) and Family-Work Conflict (F-WC) among Married Female Nurses in Shiraz-Iran

2011 ◽  
Vol 7 (2) ◽  
Author(s):  
Hajar Namayandeh ◽  
Rumaya Juhari ◽  
Siti Nor Yaacob
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Family Satisfaction ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Female Nurses ◽  
Married Female ◽  
Family Work Conflict

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.

Parent and Child Experiences of Parental Work–Family Conflict and Satisfaction with Work and Family

2020 ◽  
Vol 41 (9) ◽  
pp. 1649-1673
Author(s):  
Mary Claire Morr Loftus ◽  
Veronica A. Droser
Keyword(s):  
Family Conflict ◽  
Family Satisfaction ◽  
Work And Family ◽  
Three Dimensions ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Behavior Based ◽  
Work Family ◽  
Family Work Conflict

This study examined the relationship between parent and young adult child perceptions of parental work–family conflict and work and family satisfaction. Data were collected from 112 parent–child dyads, and children perceived parents to experience significantly more strain-based work–family conflict than parents reported. Parent and child did not differ in ratings of five other dimensions of parent’s work–family and family–work conflict. Parent and child ratings of the parent’s experience of all three dimensions of work–family conflict and one of three dimensions of family–work conflict were positively correlated. Four actor–partner interdependence models using multilevel modeling tested dyadic effects of work–family or family–work conflict on work or family satisfaction. Negative actor effects were found for behavior-based work–family and family–work conflict and for strain-based family–work conflict on family satisfaction. Negative actor effects existed for behavior-based work–family and family–work conflict on work satisfaction, and behavior-based work–family conflict also had a negative partner effect on work satisfaction.

scholarly journals Association of work-life balance and job satisfaction in commercial pilots: a case study of Pakistan

2020 ◽  
Vol 11 (3) ◽  
pp. 998
Author(s):  
Mariyam Malik ◽  
Musarrat Shamshir ◽  
Khurram Khan
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Life Balance ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

The premise of this research was to investigate the state of work-life balance in commercial pilots of Pakistan. The objective was to investigate the impact of family-work conflict and work-family conflicts on job satisfaction. This study focused on commercial pilots of Pakistan that are currently employed by the four commercial aviation organizations of Pakistan. The sampling method utilized will be convenience sampling specifically focusing on chief pilots, captains and first officers who are flying commercially. The research was conducted on 192 pilots. It was concluded that Family-work conflict results in a higher level of job satisfaction, Work-family conflict leads to a lower level of job satisfaction and amid family-work conflict and work-family conflict; Work-Family conflict has a stronger correlation with job satisfaction.

scholarly journals MEASURING THE EFFECT OF WORK-FAMILY AND FAMILY-WORK CONFLICTS ON ORGANIZATIONAL COMMITMENT AMONG NURSING STAFF IN PAKISTAN

2013 ◽  
Vol 01 (02) ◽  
pp. 30-39
Author(s):  
Kanza Lodhi ◽  
Tayyaba Iftikhar ◽  
Sehrish Akhtar ◽  
Nazia Iqbal
Keyword(s):  
Organizational Commitment ◽  
Family Conflict ◽  
Negative Impact ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Female Nurses ◽  
The Impact ◽  
Family Work Conflict

The purpose of conducting this study is to analyze the impact of Work-Family conflict versus Family-Work conflict on employee’s organizational commitment. The moderating role of ollectivism on the relationship between work-family conflict versus family-work conflict and organizational commitment was studied as such behaviors can vary across cultures. Data was collected from 250 female nurses of different hospitals of Rawalpindi/ Islamabad using a questionnaire. The results reveal that work-family conflict has a more negative impact on organizational commitment as compared to family-work conflict, in a collectivist culture like in Pakistan, where females are unable to manage their family along with their work as their work starts interfering with their family lives. HR researchers need to focus on the strategies and policies that they can implement to reduce work-family versus family-work conflict in order to increase organizational commitment of nurses with their hospitals.

Der Einfluss von Elternstatus, erlebter Unterstützung und Befristung auf das Belastungserleben und die Karriereentwicklung von Ärztinnen und Ärzten am Ende der Weiterbildung

2021 ◽  
Author(s):  
Rüya Daniela Kocalevent ◽  
Nicole Grandke ◽  
Susan Selch ◽  
Sarah Nehls ◽  
Juliane Meyer ◽  
...  
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

Zusammenfassung Hintergrund Trotz einer hohen Zahl an Abschlüssen in der Humanmedizin ist in Deutschland immer häufiger von einem Ärztemangel die Rede. Ein Grund ist die schwierige Vereinbarkeit von Kliniktätigkeit und Familienleben, die vor allem Ärztinnen als Hauptgrund für die spätere Arbeit im nicht-kurativen Bereich nennen. Ziel der Arbeit Die vorliegende Arbeit befasst sich mit dem Einfluss des Elternstatus von Ärztinnen und Ärzten auf ihre Karriereentwicklung und das Belastungserleben am Ende der Weiterbildung. Darüber hinaus betrachtet werden die Auswirkungen von befristeten Arbeitsverträgen und erlebter Unterstützung durch den Partner auf das Belastungserleben. Material und Methoden Es wurden die Daten der KarMed-Studie, welche sich mit Karriereverläufen von Ärztinnen und Ärzten während der fachärztlichen Weiterbildung beschäftigt, ausgewertet. Die vorliegende Arbeit befasst sich mit der querschnittlichen Analyse des Erhebungszeitraums von Oktober 2015 bis Mai 2016. Zu diesem befanden sich 433 StudienteilnehmerInnen am Ende ihrer Weiterbildung. Eingesetzt wurden u. a. die Fragebögen Work-Family Conflict und Family-Work Conflict Skalen. Ergebnisse Ärztinnen mit Kind unterbrechen die Weiterbildung fünfmal häufiger als ihre Kolleginnen ohne Kind und achtzehnmal häufiger als Ärzte mit Kind. Ärztinnen mit Kind sowie Ärzte mit Kind weisen signifikant höhere Werte auf der Family-Work Conflict Skala auf, Ärztinnen ohne Kind hingegen höhere Werte auf der Work-Conflict Skala. Bei Ärzten zeigt sich kein signifikanter Unterschied auf der Work-Family Skala. Weder ein befristeter Arbeitsvertrag noch die Verteilung von Kinderbetreuung zwischen Ärztinnen/Ärzten und ihren Partnern/-rinnen haben einen signifikanten Einfluss auf das Belastungserleben zur Folge. Schlußfolgerung Es besteht ein Bedarf die Konflikte, die aus dem Familienleben auf das Arbeitsleben wirken insbesondere für Ärztinnen in Weiterbildung zu reduzieren.

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.

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