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Abstract
Introduction
Methodology and Finding
Conclusion and Recommendations
Future Research
References
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Sociology
Sociology of Work

Work-Family Conflict and Satisfaction: Does Gender Matters?

Profile image of Gouri JacobGouri Jacob

2024, ˜The œEuropean Proceedings of Social & Behavioural Sciences

https://doi.org/10.15405/EPSBS.2024.05.69
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Abstract

This article aims to explain the importance of gender in work-family conflict and job satisfaction. Workfamily conflict may be impacted by job demands and stress. The conflict between work and family can put a strain on employees internally. Research on work and family conflict began several decades ago, but due to the rise in the number of dual-earning families, it is now more pertinent than ever. The primary goal of this study is to determine the influence of gender on work-family conflict and job satisfaction. The research design for this study involved the quantitative method of convenience sampling and survey questionnaires that were developed based on a thorough and detailed analysis of the relevant literature. The researcher established the significance of gender and its functions in work-family conflict based on the study. Gender has also been found to have an impact on job satisfaction. The study's findings highlight the gender variations in work-family conflict. The distinctive role of gender and its significance in work-family conflict are identified by this study. The study also focuses on the job satisfaction of genders based on the work-family conflict they faced. The implications of this study were discussed.

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RELATIONSHIPS BETWEEN WORK-FAMILY CONFLICT AND FAMILY-WORK CONFLICT WITH JOB SATISFACTION.pdf
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This study was designed to investigate the relationships between work-family conflict, family-work conflict and job satisfaction. This study also attempted to study the personal background (age and gender) and family background (household size and family income) in affecting job satisfaction. There were a total of 361 bank employees working in Kuala Lumpur that participated in this study where they were randomly selected. The data were collected through a set of self-administered questionnaire survey. Participants responded to questionnaires which included items about personal background, family background, work-family conflict, family work-conflict and job satisfaction. Job Satisfaction Survey (JSS) was used to measure job satisfaction, Work-Family Conflict Multidimensional scale was used to measure work-family conflict and Family-Work Conflict Multidimensional scale was used to measure family-work conflict. The data was analysed using the Statistical Package for the Social Sciences (SPSS) v.21. Independent t-test was used to determine the difference in job satisfaction across gender among the participants and found no difference (t=-.955, p=.340). The findings demonstrated that age and job satisfaction was negatively correlated (r=-.137, p=.009), household size was also negatively correlated to job satisfaction (r=-.112, p=.034) while family income was found to be positively correlated to job satisfaction (r=.348, p=.000). Both work-family conflict and family-work conflict were shown to be negatively significant to job satisfaction with r=-.877, p=.000 and r=-.923, p=.000 respectively. When these five variables were further analysed using multiple regression, work-family conflict and family-work conflict, age, and family income were shown to have significant relationship to job satisfaction with family-work conflict being the most significant predictor. Organisations should plan and program better family-friendly policies to help employees to reduce conflict and improve satisfaction. Future research could be expanded to other types of banking in other states with increased sample size to increase the explanatory strength of the study.

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