Work–family conflict

About: Work–family conflict is a research topic. Over the lifetime, 3201 publications have been published within this topic receiving 140403 citations.

Commitment in an organizational context: a SET-theoretic approach that provides management tools

Abstract: PurposeGrounded on the social exchange theory (SET), this paper aims to analyze the different networks of conditions that lead to the presence and absence of total commitment, in its affective, continuance and normative dimensions. Six conditions – competencies development, empowerment, work-family conflict, trust, transformational leadership and seniority – are studied to explore and explain the exchanges and reciprocity relationships between organizations and employees.Design/methodology/approachUsing a sample of 546 employees from Portuguese large companies, the study uses the fuzzy-set qualitative comparative analysis (fsQCA) to explore how causal conditions jointly link to the outcome of organizational commitment.FindingsThe results show more causal configurations leading to the most favorable dimensions of commitment (affective, normative and the absence of continuance commitment), which is a positive sign for organizations. Employees' seniority stands out in all types of commitment, reflecting the affective and emotional themes in Portuguese culture.Originality/valueThis study makes an original contribution to the literature on organizational commitment by showing the alternative complementarity of the conditions in the context of the SET, only possible through fsQCA. It also provides inputs for practitioners who can adopt strategies and measures to develop the paths that lead to successful outcomes (presence of commitment) and avoid those that lead to undesired ones (absence of commitment).

The influence of work-family conflict on employee silence among employees of secondary education al-hidayah medan indonesia

Abstract: Employee silence is used by employee in Indonesia as the way to solve the problem. Being silent, the employee tends to withhold the information that might be necessary for the organization. The silent employee affects the work-family conflict. This research is aimed to investigate the influence of work-family conflict on employee silence of SMP Al-Hidayah Medan. Quantitative research methodology (Ary et.all, 2002) is used in conducting and analyzing the data. The data were collected by applying relevant questionnaires. There are 10 respondents in this study, consisting of 5 females (50%) and 5 males (50%). SPSS Statistics software is used in analyzing the data. The finding reveals that Work-family conflict has a significant effect on employee silence. The result also parades that Work-family conflict has contributed 84.5% to employee silence and 15.5% to other factors outside the Work-family conflict described in this study. It indicates that employee silence does not only occur cause of Work-family conflict but also by other factors. It could be the further research about the causes of employee silence.

Investigating the Relationship between Work-Family Conflict (WFC) and Organizational Intelligence with the Mediating Role of Perceived Organizational Support and Job Performance of Nurses in Golestan Hospital of Ahvaz City, Khuzestan, Iran

Abstract: Background: Nurses constitute one of the most important occupational groups and pillars in organizations who provide healthcare services in all countries. Objectives: The present study aimed to investigate the relationship between work-family conflict (WFC) and organizational intelligence with the mediating role of perceived organizational support and job performance of nurses. Methods: The statistical population included all the nurses in Golestan hospital of Ahvaz city in 2019, 252 of which were selected as the sample of the study using convenience sampling. The research instruments included Paterson's Job Performance Questionnaire, the Work–Family Conflict Scale (WAFCS), the Organizational Intelligence Questionnaire, and Survey of Perceived Organizational Support (SPOS). The proposed model was evaluated using path analysis. Results: A direct and negative relationship was observed between work-family conflict and job performance (β= -0.456, P=0.000) and between work-family conflict and perceived organizational support (β= -451, P=0.000). There was a direct and positive relationship between organizational intelligence and perceived organizational support (β=0.289, P=0.000) and between perceived organizational support and job performance (β=0.204, P=0.000). There was no direct and significant relationship between organizational intelligence and job performance among nurses (β=0.092, P=0.120). The path analysis results indicated that perceived organizational support had a mediating role in the relationship between work-family conflict and job performance (β= -0.068, P=0.008) as well as the one between organizational intelligence and job performance (β=0.017, P=0.012). Conclusion: According to the results of this study, the proposed model was appropriate and can be considered as an important step towards identifying the factors affecting the job performance of nurses.

Work family conflicts in women employees in india

Abstract: Work family conflict is wide spread and harmful for employees and organisations. It is associated with classification and stress at work and home and has negative health outcomes, absenteeism and employee turnover. Work and family represent two of the most central realms of adult life. Although the study of work and family has spawned rich conceptual and empirical literature these two domains of life traditionally have studied independently until recently however, the interface between work and family roles has captured the interest of a growing number of work and family researchers this focus has been fuelled by several demographic trends that have emerged in modern society.