Work-Family Conflict

Hayat EL ADRAOUI, (0009-0005-8890-7620) 1Université / Groupe ISCAE, Maroc ou Nom de l'entreprise et pays (pour les professionnels) Déclaration de divulgation : L'auteur n'a pas connaissance de quelconque financement qui pourrait affecter l'objectivité de cette étude. Conflit d'intérêts : L'auteur ne signale aucun conflit d'intérêts.

Recent societal changes have brought new challenges to contemporary organisations, e.g., how to properly manage the work-family/family-work dyad and, thus, promote adequate task performance. This paper aimed to study the relationship between conflict (work-family and family-work) and task performance, and whether this relationship was moderated by well-being. Thus, the following hypotheses were formulated: (1) conflict (work-family and family-work) is negatively associated with task performance; (2) conflict (work-family and family-work) is negatively associated with well-being; (3) well-being is positively associated with task performance; and (4) well-being moderates the relationship between conflict (work-family and family-work) and task performance. A total of 596 subjects participated in this study, all employed in Portuguese organisations. The results underlined that only family-work conflict was negatively and significantly associated with task performance. Work-family confli...

The Coronavirus Outbreak (COVID-19) is a crisis in the health sector that has a very significant impact on all levels of society. Economic, political, social, cultural, religious impacts and other aspects are felt by all people around the world because of this epidemic. in their distribution figures, all countries around the world make policies, advice to stay at home, do work from home, learn from home (learn from home), and so on. All of this is done so that people can avoid crowds and keep maintaining their distance (physical distance). In this study, the authors will discuss efforts to resilience (resilience) Muslim families whose research subjects are married couples. What are their roles and functions in maintaining family resilience during the Covid-19 outbreak, and so on. This research is a field research. The subject is a married couple in Bukit Mutiara Jaya Housing, Tembalang, Semarang. The investigation concluded that there are several new roles that a husband must play in family resilience, namely maintaining high-quality communication with the family, for example by holding meetings after each dinner together or in religious matters holding a new routine such as a cult after each dawn prayer, so that when he is worshiping from home, orders of morals are easy to carry out. Similar to a mother who previously served as a wife and a housewife, in the wabahc, she has increasingly become a "teacher at home" who participates and is proactive in guiding her child virtually. The functions that must be carried out by a married couple to support family resilience during the Covid-19 wabahc include the function of spirituality, the function of economic resilience, the function of communication, and the function of education.

This study shows that the organizational support and altruism play vital role in increasing the organizational citizenship behavior. In the service industry, service climate play moderator role where the individuals of the organization feel the high intensity of obligation to perform their duties. Employees contact directly with their customers and it is necessary for employees to perform the supportive and helping behavior to achieve the effectiveness of organization while delivering services. Results of this study are based on the conceptual theory. It indicates that the organizational support and altruism have positive impact on the citizenship behavior. In other words perceived organizational support and altruism increases the OCB in the moderating effect of service climate. This study also indicates that the intensity of the OCB depends on the service climate if it will be weak the OCB will be low and if it is high the OCB will be high. Its importance has increased in the servi...

This study empirically investigates the level of adoption of work-life balance practices among lecturers working in higher education institutions in the University of Economics Ho Chi Minh City. These factors include work-life conflict and work-life enrichment. We find that work-life conflict is not significantly associated with work-life balance. We also find that coping strategies that incorporate environmental and individual characteristics are perceived to alternatively help individuals attain work-life balance staff working in higher education institutions in the University of Economics Ho Chi Minh City. Moreover, work-life balance is positively associated with outcomes in both work and life dimensions. The findings of this study shed more light on the current work-balance practices in the higher education institutions sector of Vietnam. Further research is required to understand the link between work-life balance and job satisfaction. This study identifies the factors which affect on work-life balance to help lecturers to reduce pressure in life-work, in order for lecturers to achieve personal goals and organizational goals.

Previous research has established the presence of motherhood wage penalty in a significant number of industrialized societies. Yet, few studies have examined whether mothers face similar disadvantages in developing countries. This article assesses the motherhood wage penalty in five middle-income Latin American countries: Argentina, Brazil, Chile, Mexico and Peru. We analyze microdata from 31 national household surveys, all conducted between 2000 and 2014. After accounting for selection into employment and human capital characteristics, we find mothers receive lower wages than childless women in all five countries. Furthermore, mother's higher likelihood to work in the informal sector explains part of the wage penalty. For two countries -Argentina and Brazil-we find the penalties are greater in the informal sector. We discuss potential mechanisms driving the divergence. Over the past two decades, social science research on women's labor force participation has paid particular attention to the motherhood wage penalty. Indeed, while the movement for gender equality has made major progress, the gender pay gap persists, and is increasingly concentrated among parents (for the US, Budig, 2014). As a result, a burgeon body of research, using data for a number of countries, has demonstrated that mothers experience a sizeable wage penalty if compared with childless women . At the same time, research shows that parenthood is associated with a wage premium for men ). Yet, importantly, scholars also point out that motherhood penalties are not universal, nor similar across societies. For example, find penalties ranging from 33 percent in West Germany to zero in 9 out of the 22 countries analyzed. Among countries such as Australia, Belgium, East Germany, Finland and Sweden, the authors found that mothers do not receive lower earnings than childless women, after accounting for selection into the labor markets and individual-level characteristics. To account for these differences, scholars have largely focused on the role of family policies. Research has shown that policies contributing to the defamiliarization of childcare (mainly public-funded childcare) reduce the negative effect of children on mother's earnings and occupational status . Others, such as mandatory parental leaves, might have unintended negative consequences on mother's wages through mechanisms such as a larger human capital depreciation and the reinforcement of traditional gender roles. Without doubt, this strain of literature has made significant progress towards our understanding of motherhood penalties in industrialized countries. However,

The purpose of the paper is to examine the various factors that influence turnover intentions of working women at the threshold of motherhood. The impact and interrelationships of variables like organisational and supervisory support perceptions, flexible-work-options, work-family conflict, job and family satisfaction, and their effect on turnover intentions are examined. A questionnaire survey of 203 working women of three categories—women undergoing infertility treatment, pregnant women, and new mothers of the Indian IT sector—was conducted and hypotheses tested through structural equation modelling. Results validated the model developed and confirmed the causal relationships whereby employees working in family-supportive work environments experienced lower levels of work-family conflict, and reduced work-family conflict thereby led to greater job and family satisfaction followed by lesser turnover intentions. The study reiterates the need for organisations to offer specific polic...

Turnover intent is the tendency of employees to leave the organization, which can affect the stability and performance of the facility. The objective of this study is to analyze the role of job satisfaction as a mediator of the influence of ethical leadership and work-life balance on the initial intention of nurses at Puri Raharja Hospital. This is a quantitative associative study with a total of 154 respondents. Questionnaires on a Likert scale were used for data collection, while data analysis was performed using a partial least squares (SEM-PLS) structural equation modeling approach. The results showed that ethical leadership and work-life balance have a negative and significant impact on turnover intent. Work-life balance also has a positive and significant impact on job satisfaction. In addition, job satisfaction has a significant influence on rotation intent and has been shown to convey the influence of ethical leadership and work-life balance on rotation intent. These findings have practical implications for human resource management, particularly for the development of employee retention strategies in the healthcare industry.

Special thanks to my parents, Kenneth and Gloria Babin, who supported me emotionally and financially. You have always been there for me no matter what my endeavor or circumstance. Mama and Daddy, I could never repay you for all you have done for me, Travis and the children. I am forever in your debt. Special thanks to my brother, Michael Babin, for always being there for me no matter what my request. Thanks to my uncle, Louis Bellina, for his support and encouragement during this journey. Special thanks to my aunt and uncle, Karen & Charles Radcliff, for their prayers and support. Thanks to "my girls", Alex Davis, Dana Sweeney, Rachelle Richard, Kacey Tambling, Shanna Lavin and Emily Souvinette for encouraging me and helping me stay focused while providing comic relief and entertainment so I would not completely lose my mind. Thanks to my wonderful step-children, Stormi and Shade, who always understood when I told them I could not watch a movie or play a game with them because I was working on my school stuff. You were my motivation for finishing this project so that I could be a good role model to you. I also wanted you to know that nothing is impossible if you set your mind to it, no matter what obstacles life throws your way or how long it takes you. And above all, the greatest thanks to God. I firmly believe that through him ALL things are possible. I also would like to thank God for bringing Travis, Stormi and Shade into my life at the beginning of this journey which was the stimulus for me becoming interested in the topic of work-family balance in higher education. Co-worker Satisfaction .

This study aimed to analyse the effect of supervisor support on quality of work life, the effect of work family conflict on quality of work life, and the effect of supervisor support on quality of work life (QWL) through work family conflict as intervening variable. Design/methodology/approach: Primary data were collected from 721 train drivers working in the South Central zone of Indian railways. The data collection tool was a questionnaire that is distributed online to the participants. Hierarchical regression analysis and mediation analysis using PROCESS Model 4 were employed to test the hypotheses. Main findings: Supervisor support had a significant positive effect on quality of work life, work family conflict had a significant negative effect on QWL, supervisor support showed a significant negative effect on work family conflict and work family conflict was found to be partially mediating the effect of supervisor support on QWL. Practical implications: The current research reported that a supportive supervisor can enhance employees' QWL directly, as well as indirectly by reducing conflicts at work and family interface. This finding suggests that organizations aiming to promote employees' QWL should invest in training programs that cultivate supportive behaviors among supervisors and also equip them with the resources needed to help employees manage the competing demands of work and family roles. Originality/value: By investigating the mediating role of work family conflict, this research uncovered the underlying mechanism through which supervisor support influences quality of work life, thereby contributing to the existing literature on QWL.

Ulaşılabilir olmama, çalışma saatleri dışında, dijital araçlar vasıtasıyla işle ilgili faaliyetler veya haberleşmelerle doğrudan ya da dolaylı olarak meşgul olmama olarak ifade edilmektedir. Bu çalışmanın amacı, çalışanların ulaşılabilir olmama hakkına ilişkin görüşlerinin ve deneyimlerinin incelenmesidir. Bu gerekçeyle araştırma, fenomenoloji deseniyle yapılandırılmıştır. Araştırmanın katılımcılarını, Türkiye'de özel sektörde faaliyet gösteren işletmelerde çalışan/çalışmış olan beyaz yakalı çalışanlar oluşturmaktadır. Bu araştırmada farklı yaş, cinsiyet ve pozisyondan kişilere amaçlı örnekleme yöntemiyle ulaşılmıştır. Araştırma kapsamında farklı pozisyon ve sektörlerden 10 kişiyle yarı yapılandırılmış mülakatlar gerçekleştirilmiştir. İçerik analizi yöntemiyle analiz edilen veriler, temalar halinde sunulmuştur. Verilerin görselleştirilerek sunulmasında Maxqda 2020 Analitycs Pro programından yararlanılmıştır. Katılımcıların ulaşılabilir olmama fenomenine ilişkin deneyimleri, ulaşma aracı, cevap vermenin nedenleri, tepkiler ve önlemler temalar olarak belirlenmiştir. Çalışmanın sonuçlarına göre, katılımcıların çalıştıkları kurumlarda çalışanların ulaşılabilir olmama hakkıyla ilgili uygulamaların olmadığı ifade edilebilir. Katılımcıların en fazla vurguladıkları mesai dışında ulaşılabilirlik aracı telefon olmuştur. Çalışanların iş dışında iletişim araçlarıyla ulaşılabilir durumda olması ve her an işle meşgul olması iş-yaşam dengesini olumsuz etkilemektedir. Buna yönelik insan kaynakları politikalarının ve örgüt kültürünün inşa edilmesinin önemli olduğu düşünülmektedir. Bu çalışmanın, çalışanların ulaşılabilir olmama haklarıyla ilgili farkındalık kazandıracağı düşünülmektedir.

Penelitian ini bertujuan untuk menggali bagaimana komunikasi dalam keluarga berkontribusi terhadap penguatan resiliensi mental anggota keluarga di Perumahan Metland Cibitung. Di tengah meningkatnya tekanan psikologis akibat perubahan sosial dan ekonomi, komunikasi yang efektif dianggap sebagai elemen penting dalam meningkatkan daya tahan individu. Pendekatan kualitatif digunakan dalam penelitian ini dengan metode studi kasus, melibatkan wawancara mendalam terhadap sepuluh keluarga yang dipilih secara purposif. Temuan menunjukkan bahwa keluarga yang menerapkan komunikasi terbuka, penuh empati, dan saling mendukung memiliki anggota yang lebih mampu menghadapi stres, konflik, serta tekanan dari luar. Peran orang tua dalam mengelola emosi, kebiasaan menyediakan waktu berkualitas bersama, dan kemampuan untuk mendengarkan secara aktif menjadi kunci dalam membangun ketahanan mental. Sebaliknya, pola komunikasi yang kaku, otoriter, dan minim empati cenderung menimbulkan masalah emosional, khususnya pada anak-anak dan remaja.

Penelitian ini bertujuan untuk menggali bagaimana komunikasi dalam keluarga berkontribusi terhadap penguatan resiliensi mental anggota keluarga di Perumahan Metland Cibitung. Di tengah meningkatnya tekanan psikologis akibat perubahan sosial dan ekonomi, komunikasi yang efektif dianggap sebagai elemen penting dalam meningkatkan daya tahan individu. Pendekatan kualitatif digunakan dalam penelitian ini dengan metode studi kasus, melibatkan wawancara mendalam terhadap sepuluh keluarga yang dipilih secara purposif. Temuan menunjukkan bahwa keluarga yang menerapkan komunikasi terbuka, penuh empati, dan saling mendukung memiliki anggota yang lebih mampu menghadapi stres, konflik, serta tekanan dari luar. Peran orang tua dalam mengelola emosi, kebiasaan menyediakan waktu berkualitas bersama, dan kemampuan untuk mendengarkan secara aktif menjadi kunci dalam membangun ketahanan mental. Sebaliknya, pola komunikasi yang kaku, otoriter, dan minim empati cenderung menimbulkan masalah emosional, khususnya pada anak-anak dan remaja.

Penelitian ini bertujuan untuk menggali bagaimana komunikasi dalam keluarga berkontribusi terhadap penguatan resiliensi mental anggota keluarga di Perumahan Metland Cibitung. Di tengah meningkatnya tekanan psikologis akibat perubahan sosial dan ekonomi, komunikasi yang efektif dianggap sebagai elemen penting dalam meningkatkan daya tahan individu. Pendekatan kualitatif digunakan dalam penelitian ini dengan metode studi kasus, melibatkan wawancara mendalam terhadap sepuluh keluarga yang dipilih secara purposif. Temuan menunjukkan bahwa keluarga yang menerapkan komunikasi terbuka, penuh empati, dan saling mendukung memiliki anggota yang lebih mampu menghadapi stres, konflik, serta tekanan dari luar. Peran orang tua dalam mengelola emosi, kebiasaan menyediakan waktu berkualitas bersama, dan kemampuan untuk mendengarkan secara aktif menjadi kunci dalam membangun ketahanan mental. Sebaliknya, pola komunikasi yang kaku, otoriter, dan minim empati cenderung menimbulkan masalah emosional, khususnya pada anak-anak dan remaja.

Komunikator diartikan sebagai seseorang yang berakal dan berinisiatif dalam menyampaikan pesan untuk mewujudkan motif komunikasi. Ketika seseorang berkomunikasi, maka terpengaruh bukan hanya isi pesan yang disampaikan melainkan kondisi diri komunikator itu sendiri. Sementara itu, psikologi merupakan ilmu yang mempelajari secara ilmiah tentang perilaku manusia, fungsi mental, serta psikologis keluarga.
Psikologi komunikator adalah sebuah kajian mengenai seorang komunikator atau pembicara berinteraksi dengan komunikan atau pendengar yang dipengaruhi bukan hanya apa yang ia ucapkan, akan tetapi dengan pertunjukan dan karakter komunikator itu sendiri. Didalam psikologi komunikator, keberhasilan komunikasi sangatlah bergantung pada source credibility atau  kredibilitas sumber yang dimana komunikator dianggap dapat dipercaya dan memiliki keahlian oleh komunikan. Aristoteles mengatakan kalau komunikator ini sebagai ethos yang terdiri dari tiga dimensi utama, yaitu pemikiran yang benar (good sense), ahklak yang baik (good moral character), dan mempunyai maksud yang baik (good will). Pada kredibilitas ini bukanlah sesuatu yang melekat secara otomatis pada komunikator, akan tetapi persepsi yang dibentuk oleh komunikan berdasarkan sifat-sifat komunikator. Holand & Weiss mengatakan kredibilitas memiliki dua unsur penting yang harus dimiliki komunikator supaya dianggap kredibel, yaitu keahlian (expertise) dan dapat dipercaya (trust worthinnes), dua hal ini merupakan syarat mutlak bagi seseorang dalam menjalankan perannya sebagai komunikator.

Komunikasi interpersonal antara orangtua dan remaja merupakan wadah penting dalam pembentukan konsep diri pada masa transisi anak menuju dewasa. Persepsi remaja terhadap komunikasi yang dilakukan oleh orang tua berperan besar dalam pembentukan konsep diri anak dan menentukan bagaimana hubungan keluarga, psikologis, dan kemampuan dalam menghadapi tantangan kedepannya. Makalah ini bertujuan untuk menjelaskan secara teoritis bagaimana komunikasi interpersonal anak dalam keluarga yang dipersepsikan oleh remaja dan bagaimana hal tersebut mempengaruhi konsep diri mereka untuk kedepannya. kajian ini menunjukan bahwa komunikasi yang terbuka dan suportif dari orang tua akan menciptakan pengaruh positif pada remaja, yang akan mendorong terbentuknya konsep diri yang lebih baik. Dan sebaliknya jika pola komunikasi yang tertutup dan bersifat menekan dapat memicu konflik internal dan akan kesulitan dalam beradaptasi sosial. Kata Kunci: komunikasi interpersonal, persepsi, remaja, penyesuaian diri, hubungan orang tua dan anak. Interpersonal communication between parents and adolescents is a crucial platform for the formation of self-concept during the transition from childhood to adulthood. Adolescents' perceptions of parental communication play a crucial role in the formation of their self-concept and determine family relationships, psychological well-being, and ability to face future challenges. This paper aims to theoretically explain how adolescents perceive their children's interpersonal communication within the family and how this influences their future self-concept. This study shows that open and supportive communication from parents has a positive impact on adolescents, fostering a better self-concept. Conversely, closed and oppressive communication patterns can trigger internal conflict and difficulties in social adaptation.

This paper draws on Hobfoll's conservation of resources theory to examine the association of work interference with family (WIF) and family interference with work (FIW) with burnout among the primary school teachers in Chhattisgarh, India. The study also examines the moderating role of emotional intelligence (EI) in the relationship between work/family interference (WIF/FIW) and burnout. Data were collected from 713 teachers using a questionnaire survey. The study used partial least squares path modeling to test the proposed measurement and structural model. Findings reveal that WIF and FIW are positively associated with burnout. The association of WIF was found to be stronger than FIW with burnout. Moreover, EI was found to significantly moderate the associations of WIF and FIW with burnout. The research points toward practical ways of reducing burnout caused by WIF and FIW by recognizing EI as a potential personal resource to be developed through training and development for teachers. Using the conservation of resources theory, this study makes an early attempt to explore the moderating role of EI between WIF/FIW and burnout in primary school teachers in the Indian public education system.

Dalam konteks kehidupan modern yang penuh tekanan psikososial, kesehatan mental menjadi isu yang semakin mendesak untuk dikaji secara multidimensional. Salah satu faktor penting yang berkontribusi terhadap kesejahteraan psikologis individu adalah dukungan sosial, termasuk yang bersumber dari institusi keagamaan. Penelitian ini bertujuan untuk mengeksplorasi peran agama sebagai sumber dukungan sosial dan dampaknya terhadap kesehatan mental individu. Penelitian ini menggunakan pendekatan kualitatif melalui metode kajian pustaka (library research), dengan menelaah literatur akademik dari bidang psikologi, sosiologi agama, dan studi spiritualitas. Data dikumpulkan dari jurnal ilmiah, buku, dan laporan penelitian melalui penelusuran sistematis menggunakan kata kunci seperti religiosity, spiritual coping, dan psychological resilience. Analisis dilakukan secara tematik untuk mengidentifikasi hubungan antara religiositas, komunitas keagamaan, dan stabilitas psikologis. Hasil penelitian menunjukkan bahwa agama memberikan dukungan sosial dalam bentuk emosional dan spiritual, memperkuat ketahanan mental individu melalui komunitas yang suportif serta praktik religius yang membangun makna dan harapan. Temuan ini juga menunjukkan bahwa spiritualitas berfungsi sebagai mekanisme coping yang efektif terhadap stres dan kecemasan. Dengan demikian, agama dapat dipahami sebagai struktur sosial-psikologis yang berperan penting dalam memperkuat keseimbangan mental individu secara kontekstual.
Kata kunci: Agama, dukungan sosial, kesehatan mental, spiritualitas, komunitas keagamaan

Wanita yang bekerja lebih dilematis dalam menjalani perannya dalam keluarga (family role) dan pekerjaan (work role). Wanita yang bekerja atau wanita yang memiliki peran ganda lebih sering mengalami stres. Peran yang dijalankan seorang wanita baik sebagai sebagai ibu rumah tangga maupun wanita yang bekerja dapat menimbulkan konflik, baik itu konflik interpersonal ataupun intrapersonal dan hal tersebut dapat menyebabkan stress. Fenomena yang terjadi pada saat ini adalah banyaknya wanita yang bekerja untuk membantu suami mencari tambahan penghasilan, selain karena dorongan ekonomi keluarga, wanita juga dapat mengekspresikan dirinya di tengah-tengah keluarga dan masyarakat. Dari kasus diatas terdapat beberapa sumber stres kerja yaitu: Kondisi pekerjaan tersebut meliputi: 1. Lingkungan kerja: lingkungan kerja yang buruk memiliki potensi untuk menyebabkan karyawan mudah untuk jatuh sakit, stres, sulit berkonsentrasi dan menurunnya produktivitas kerja. 2. Overload: pekerjaan yang didapati sangat kompleks dan sulit serta target yang diberikan terhadap karyawan tersebut melebihi dari kapasitas karyawan tersebut.

A good SME performance is extremely important to every countries. This is because SME help the country improve the economic level by implementing on innovation process and technology [1]. In Malaysia, there are having a total of 907,065 of SMEs and consists of 98.5% of businesses are established by the SMEs. Thus, the most popular SME sector in Malaysia is services sector, it is consist of 89.2% [2]. Therefore, every SME need a good human capital to help them achieve goals and objectives in order to form a stable GDP in Malaysia [3]. This study investigated the effect of human capital on SME performanceservice industry in Klang Valley, Malaysia. The dimension used in the study consist employees' experience, employees' knowledge and employees' skill. Thus, 200 sample questionnaires were generated and distributed to the SME in Klang Valley in order to examine the effect of human capital on SME performance. The target population in the current study is focusing on the service industry of SME and targeted respondent are majority male and female, age 20 and above. The findings indicated that employees' knowledge and employees' skills have a significant positive effect on SME

Bu çalışma, COVID-19 pandemi sürecinde bir huzurevinde uygulanan Otago egzersizlerine katılan yaşlı bireylerin deyimlerini, yaşantılarını, algılarını keşfetmek ve programa yönelik düşüncelerini ortaya çıkarmak amacıyla gerçekleştirilmiştir. Gereç ve Yöntem: Nitel araştırma desenlerinden fenomenolojik teknik kullanılmıştır. Huzurevinde yaşayan, 65 yaş ve üzeri, üç ay boyunca programa katılan 16 yaşlı birey araştırmanın örneklemini oluşturmuştur. Veriler yarı yapılandırılmış görüşme formu ile toplanmıştır. Görüşme formunun birinci bölümünde bireylerin sosyodemografik özelliklerini, ikinci bölümünde de programa yönelik deneyimlerini ve görüşlerini içeren sorular yer almıştır. Verilerin çözümlenmesi sürecinde içerik analizi tekniği kullanılmıştır. Bulgular: Yedi katılımcı COVID-19 hastalığı geçirmiş ve altı katılımcı düzenli olarak fiziksel aktivite yaptığını belirtmiştir. Yaşlı bireyler, egzersizden elde ettikleri kazanımları fonksiyonel ve psikososyal terimlerle tanımladılar. Katılımcıların deyimlerine, yaşantılarına, algılarına ve programa ilişkin veri analizinde, toplam yedi kategori ile fonksiyonel etki ve psikososyal etki olarak iki tema elde edilmiştir. Bu süreçte huzurevinde yürütülen Otago egzersiz programı bireylerin hem fiziksel sağlığını hem de psikososyal sağlığına etki etmiştir. Sonuç: Pandemi gibi toplumları etkileyen olaylarda yaşam tarzlarındaki değişiklikleri incelemek, olumsuz davranışları benimseme riski en yüksek olan nüfus gruplarını belirlemek ve bu gruba özgü hedefli ve etkili halk sağlığı müdahaleleri planlamak kritik öneme sahiptir.

The present paper is an attempt to examine the effect of work-family pressure on demographic variable namely age and gender in service sector. Methodology: The conceptual framework of this paper was tested in government education sector. The primary data was collected from 220 college teachers of Jammu city, J&K. Reliability was tested through Cronbach alpha. t-test and Anova was used to test research hypothesis. Sample: The present paper intends to study the work-family pressure of Government College teachers working in Jammu city. The selection of colleges was based on simple random sampling. The scale of work-family pressure consists of 52 items were distributed among college teachers. Items of the questionnaire are measured using 5 point Likert scale from 5 = strongly agree to 1 = strongly disagre. The reliability of the scale was tested by Cronbach"s alpha. Cronbach"s alpha score was .820. Findings: The results revealed that there is no significant difference between two groups of gender (male and female) on work-family pressure. Similarly result also depicted that there is no difference in workfamily pressure between three age groups i.e. (25-35 years), (35-45 years), (45 and above) as work-family pressure. Limitations: The study is limited to service sector especially in government service sector. The present paper results were confined to test the role of work family pressure on two demographic characteristics namely age and gender. Further study examines these issues in detail.

Memelihara hubungan perkawinan sangat penting bagi suami istri terlebih pada pasangan dual career. Pasangan dual career yaitu pasangan suami istri yang berperan aktif mengejar karir dan kehidupan keluarga secara bersamaan. Pasangan dual career umumnya memiliki masalah berkaitan dengan komunikasi seperti waktu yang kurang flexibel dan minim kesempatan untuk berdialog. Apabila tidak segera diatasi, masalah dapat mengganggu kelangsungan kehidupan perkawinan dan berdampak pada komitmen perkawinan. Penelitian ini bertujuan untuk mengetahui hubungan antara kualitas komunikasi dengan komitmen perkawinan pasangan dual career. Penelitian dilakukan di kota Semarang, subjek penelitian pasangan sebanyak 104 subjek. Pengambilan sampel menggunakan teknik purposive sampling. Data penelitian diperoleh menggunakan skala komitmen perkawinan sebanyak 45 item dengan koefisien alpha cronbach sebesar 0,962. Skala kualitas komunikasi sebanyak 46 item dengan koefisien alpha cronbach sebesar 0,963. Metode analisis data menggunakan analisis korelasi product moment. Hasil penelitian (r:0,789 dengan p:0,000) menunjukkan ada hubungan yang signifikan antara kualitas komunikasi dengan komitmen perkawinan dual career.

Abstract
This study is based on modern family
members within the Madawachchiya
Divisional Secretariat Area in Sri
Lanka. The research aims to identify
how changing roles and social
statuses influence family cohesion,
expressiveness, and conflict among
members. Utilizing mixed-methods
approach encompassing quantitative data
from 297 participants and qualitative
insights from interviews, the study reveals
significant correlations between time
spent together, collaborative problemsolving, decision-making processes,
recreational activities engagement,
and religious practices with familial
collectivity. Results indicate that quality
time shared among family members
enhances their collective identity while
highlighting economic challenges
that reduce opportunities for such
interactions. Additionally, findings reveal
that collaborative problem-solving and
joint decision-making positively affect
interpersonal relationships within the
family unit. The discussion underscores
how traditional familial structures
are evolving due to modern societal
pressures, emphasizing that maintaining
strong emotional bonds is crucial for
fostering harmony. In conclusion,
this study suggests implementing
community programs to encourage
families to engage in recreational
activities together and facilitate open
discussions about roles within families.
Recommendations include promoting
awareness of the importance of shared
experiences in strengthening familial
ties amidst contemporary challenges,
rural households in Sri Lanka face. This
research contributes valuable insights
into understanding modern familial
dynamics and offers practical solutions
for enhancing collective relationships
among family members.
Keywords: Changing, Family Relationship, Role and Status, Sri Lanka

Achieving the balance between work and family life needs a holistic viewpoint on how these two aspects interact. It poses a significant challenge due to its impact on individuals, organizations, and society. Research suggests that employees engaged in both spheres tend to exhibit more favorable work attitudes, and experience improved health and wellbeing. In this study, we examined the interplay between work-family dynamics and work engagement among 654 university professors in Portugal. Using several statistical methods, including confirmatory factor analysis, correlation analysis, cluster analysis, and multivariate analysis, we identified distinct conflict and facilitation patterns within work-family relationships. Our findings revealed four clusters representing different conflict-facilitation profiles: those characterized by either work → family facilitation or conflict, and, similarly, family → work facilitation or conflict. Notably, we observed a significant association between work engagement and work-family facilitation, particularly evident in dimensions such as vigor and dedication. Absorption showed fewer significant effects than the other dimensions. We discuss these results, suggesting interventions within the university professors' careers, as well as further research directions.

Keluarga memiliki peran yang sangat penting dalam pembentukan karakter anak, karena lingkungan keluarga
merupakan tempat pertama bagi anak untuk belajar nilai-nilai kehidupan, kasih sayang, dan kedisiplinan. Namun, dalam kondisi keluarga broken home, anak sering kali menghadapi tantangan emosional dan psikologis yang dapat mempengaruhi perkembangan karakter mereka. Buku “Keluarga Broken Home dalam Pembentukan Karakter Anak”
ini hadir untuk memberikan wawasan mengenai dampak perpecahan keluarga terhadap perkembangan anak serta strategi dalam mendukung mereka agar tetap tumbuh dengan karakter yang kuat dan positif.
Melalui buku ini, pembaca akan diajak untuk memahami berbagai faktor yang mempengaruhi anak dalam keluargabroken home, mulai dari aspek psikologis, sosial, hingga pendidikan. Selain itu, buku ini juga menawarkan berbagai pendekatan dalam mendampingi dan membimbing anak agar tetap memiliki ketahanan diri serta nilai-nilai moral yang baik.

Employee shifting can be fatal to the organization because of the shortage of experts in the labor market and the high cost of education for novice employees. One of the factors that need to be the company's attention to reducing employee turnover is how companies manage work conflicts facing good and conducive employees in employee work activities and efforts to manage good and sustainable human resources to reduce stress levels that can experienced by employees. The purpose of this study is to determine whether job stress and work conflict affect simultaneously, partially and dominantly on the level of employee movement at PT. Kitosindo Jetis Mojokerto. The population in this study specified a certain criteria and characteristics in accordance with the intent and purpose of the study. The population in this study are employees of the production of PT. Kitosindo Jetis Mojokerto, amounting to 300 people. Of the study population of 300 subjects was determined to be taken 25% as a sample. The reason the author took 25% as a sample because of the ability of writers viewed from time, effort, and funds. By taking a random sample 25% then the number of samples in this study as many as 75 people or respondents. From the research results can be summarized as follows: 1. There is influence simultaneously work stress and work conflict to the level of employee movement at PT. Kitosindo Jetis. This can be interpreted that both work stress and work conflict variables should be monitored in tandem and alternate ways, thereby reducing the rate of employee movement. 2. There is a partial influence of work stress and work conflict on the level of employee movement at PT. Kitosindo Jetis. This can mean that each of the stress of work and work conflict have their respective reasons that can affect the rate of employee movement. 3. Occupational conflicts have a dominant influence on the level of employee movement this is seen by the occurrence of indicators of bickering, different opinions, differences in settlement and mental fatigue. The main thing that causes a conflict of work is a dispute.

Family conflict is an unavoidable social phenomenon in the dynamics of both traditional and modern societies. In the city of Padangsidimpuan, the role of Hatobangon as a customary leader or social mediator still holds a central position in resolving internal family conflicts. This research aims to analyze the role and effectiveness of Hatobangon in handling family conflicts from a sociological perspective, focusing on social structure, local values, and customary-based resolution mechanisms. The method used is a descriptive qualitative approach through in-depth interviews, participatory observation, and documentation studies. The results show that Hatobangon not only functions as a mediator but also as a symbol of social stability that reinforces community cohesion. This study emphasizes the importance of integrating local approaches in contemporary family conflict resolution practices.

The objectives of this study were to study the effect of job satisfaction on performance and whether this relationship is moderated by work regime (face-to-face, hybrid and remote) and to study the effect of work regime on performance and whether this relationship is mediated by job satisfaction. The sample consisted of 332 participants working in organizations based in Portugal. The results show that job satisfaction positively and significantly correlates with perceived performance. The work regime significantly affects perceived performance, with hybrid workers having the highest perceived performance. The work regime significantly affects job satisfaction, with remote workers having the highest levels of job satisfaction. Job satisfaction has a mediating effect on the relationship between work regime and perceived performance. Contrary to expectations, the work regime does not moderate the relationship between job satisfaction and perceived performance. Human resource management is recommended to keep employees satisfied and boost their performance. This study has shown how hybrid and remote working arrangements are fundamental to this.

Over the past decades, the changing nature of gender roles, families, work, and careers has spurred scholarly interest in work-life interaction. These changes have posed challenges for employees in managing work and non-work demands in increasingly complex scenarios, as well as for organizations, which are expected to provide resources—known as organizational work-life initiatives—to help employees meet both responsibilities effectively. While much research on work-life interaction has focused on work-life conflict and its negative effects on job performance, family, and life satisfaction; scholars have also highlighted the significance of work-life enrichment resulting from the positive dynamics between work and personal life. Despite their interconnected nature, work-life  conflict and work-life enrichment are often studied in isolation, limiting the understanding of the broader dynamics of work-life interaction. This study examines the role of organizational work-life initiatives in the relationship between work-life interaction and job satisfaction using a non-random sample of 362 Argentinian employees. Regression analysis reveals that initiatives, particularly those related to job flexibility, are essential in mitigating work-life conflict and promoting work-life enrichment. These findings  contribute to the literature by offering a more comprehensive understanding of how organizational worklife initiatives influence employees’ affective responses to work-life interaction.

This study examines the challenges confronted by female employees in Bangladesh, specifically focusing on the distinct difficulties experienced by married and unmarried women in the workplace, at home, and within society. The objectives of the research include identifying the unique obstacles that each group faces in professional settings, evaluating how marital status influences work-life balance and analyzing the perceptions of both male and female supervisors toward married and unmarried female staff members. Additionally, the study assesses institutional policies and support systems that aim to address these challenges. Employing a descriptive research methodology, raw data were gathered from 60 female employees across various sectors. The findings indicate that married women often encounter greater obstacles in balancing work and domestic responsibilities. Conversely, while unmarried women face fewer societal expectations, they are occasionally perceived as less committed. Supervisor perceptions are influenced by marital status; married women are frequently regarded as less flexible, whereas unmarried women may be viewed as transient employees. Despite the presence of policies intended to promote gender equality, institutional support remains insufficient in addressing challenges related to marital status. This research contributes significant insights to the domains of gender studies and workplace equality, offering recommendations for the development of more inclusive organizational policies that consider marital status and enhance work-life balance. The findings underscore the necessity of tailored interventions to promote gender equality, providing both theoretical and practical implications for policymakers, organizations, and advocates of gender equality in Bangladesh.

Bütün egitim sistemlerinde, temel üretim sistemi okullardir. Üzerindeki tüm üst sistemlerin varlik nedeni de olan okullar, egitim sisteminin en islevsel parçasidir. Egitim sisteminin diger parçalari, okulu yasatmak için vardir. Öte yandan okul, Açikalin (1994: 1)'in da belirttigi gibi, üretim alani sinirlari belli, ilk düzeyde, kritik ve somut bir örgütlenmedir. Bu örgütlenme içinde, dogrudan egitim sisteminin amaçlarina ve davranis gelistirmeye dönük etkinliklere yer verilir. Okul örgütünü amaçlarina uygun olarak yasatmak da, okul yönetiminin görevidir (Bursalioglu, 1991: 38) Okul yönetimlerinin yönetsel amaci, bulunduklari egitim kademesinin amaçlarini gerçeklestirmeye dönük olarak, egitim programlari, isgören, ögrerici, genel hizmetler ve örgüt gelistirme islerini etkili biçimde yönetmektir. Okul örgütünü amaçlarina uygun olarak yasatmak, insan ve madde kaynaklarini en verimli biçimde kullanmakla olanaklidir (Basaran, 1994; Bursalioglu, 1991: 8). Okul yönetimleri okulun yapisini etkin bir yönetim süreci ile çalistirarak örgütsel amaçlari, planlanan biçimde gerçeklestirebilmek için bir kisim yönetsel islevleri yerine getirmeye çalisirlar. Bu islevler, okul yönetiminin bir anlamda, rol alanlarinin belirleyicisi olarak da görülebilir. Günümüz yönetim ve egitim anlayislarinda ortaya çikan gelismeler ve yenilikler, okul yöneticilerinin rol ve görevlerini de farklilastirmakta ve gelistirmektedir (Basaran, 1994; Bolayir, 1994; Taymaz, 1985). Okul yöneticisi, toplumun tüm sistemlerinin gereksinim duydugu ögrenciyi yetistirmek üzere sistemi gelistirmeye çalisir (Taymaz, 2000: 149). Bu görevin basarilmasinda çagin gereklerine uygun bir yönetim anlayisina sahip olmasi son derece önemlidir. Çagdas yönetim anlayisinin olusmasinda yöneticinin yöneticilik deneyimi, kuramsal yeterligi, yönetim anlayisi gibi özellikleri yaninda; kurumun yapilanmasi, isgörenin yetismislik düzeyi, parasal kaynaklar ve teknoloji gibi faktörler de etkilidir. Bu noktada çagdas yönetim anlayisinin ne oldugu ortaya konmalidir. Çagdas yönetim anlayisi bu arastirmada çagin gereksinimlerini karsilayan yönetim anlayisi olarak ele alinmistir. Hangi özelliklerin bu gereksinimleri karsilamada etkili oldugu konusunda ise, literatürde farkli paremetrelerin ele alindigi görülmektedir. Bir kisim yönetim anlayislari, insana önem verme üzerine kuruludur. Artik yönetim, insanin önemli oldugunun fark edilmesinden bu yana daha karmasik bir hal almaya baslamistir. Bu, bütün yönetim aktiviteleri insanla ilgili sorunlarmis anlamina gelmemektedir ancak, yönetimsel problemlere insan iliskileri yaklasimiyla çözüm üretmeye çalisanlar kolaylikla bu egitim yönetimi _ bahar 2004

Objective: Fun, play, and humour are accepted as integral to understanding how individuals cope with adversity at work and thrive within an organization. Far from being merely about entertainment, Fun at Work embodies strategic elements via social bonding, essential for
bolstering employee well-being, fostering engagement, and enhancing productivity. However, no previous systematic review has been published on the available evidence examining the links between fun at work, work engagement, and burnout.
Methods: A systematic search was conducted to identify eligible studies reporting on the relationship between fun at work and work engagement or burnout. A random-effects model was used for the meta-analysis whereas a constant comparative approach was employed for the development of the narrative synthesis.
Results: The results of the meta-analysis showed a substantial overlap between work engagement and fun at work and a smaller overlap with emotional exhaustion. The relationship between fun at work and work engagement was stronger in non-western/non-westernized
countries and studies with samples including a higher proportion of men. The narrative review led to the proposition of two primary and bidirectional categories that capture the essence of workplace fun: Organization-Driven Fun and Employee-Driven Fun, providing the basis for a new conceptual approach to fun at work.
Conclusions: The proposed framework provides clear paths to future research directions and posits interesting theoretical questions concerning the role of fun as a resource/demand and challenge/hindrance in the Job-Demands Resources model.

Family communication does not occur randomly, but it patterns based on a particular scheme through two communication behavior: conversation and conformity orientations. The purpose of this study is to analyze communication pattern and family typology of the senior high schools’ students (adolescents) in Bogor. The research was conducted by survey at six senior high schools in Bogor. Total of respondents were 372 students, consisting of 206 females and 166 males ranging aged between 15-18 years old. The result are 50.5% with high category of the orientation conversation and 49.5% in low category. In conformity orientation, most of the teenagers (73.7%) have been as high categories and 26.3%  in  low categories. The study has also organized in four types of families: 46.2% of consensual (high both in conversation and comformity level),  4.3% of pluralist (high in conversation but low in conformity level),  27.4% of protective (low in conversation but high in comformity level) and 22.0...

The study aims to inspect the effect of work stress and work-family conflicts on job satisfaction in the context of institutional work-family support. Data was collected through a self-administered questionnaire of 400 employees working in the banking sector. The study applied AMOS software of SEM to test the hypotheses. The empirical results of the study showed that both work stress and work-family conflicts had significant detrimental effects on job satisfaction. In addition, work-family and institutional supports partially mediated the association between work stress and work-family conflicts on job satisfaction. Hence, to fortify job satisfaction, the study concluded that institutions must strengthen their support structure in the work and familial context as strategic tools to lessen the detrimental effect of work stress and work-family conflicts. Thus, the present psychological conditions of the employees in the context of work stress and work-family conflicts must be taken into account before assigning new tasks.

POLICY BRIEF I -Men, Male Roles and Gender Equality 1. LABOUR MARKET a. Activity / Employment / Unemployment rates b. Full-time employment / Number of working hours c. Business Sector 2. ECONOMIC SITUATION a. Income: Average Basic Monthly Income and Average Monthly Earnings b. At-Risk-of-Poverty rate before and after social transfers; At Risk of Poverty or Social Exclusion 3. FAMILY a. Attitudes towards division of household work Time spent on household / care tasks Conjugal division of unpaid work b. Co-residence (Censos 2011) 4. EDUCATION a. Population distribution by attainment level, by sex b. Population distribution by educational field, by sex c. Early dropout from education and training (Early leavers) d. NEETs 5. PORTUGAL IN THE EUROPEAN CONTEXT INDEX POLICY BRIEF I Current Situation 2011/2014 MEN, MALE ROLES AND GENDER EQUALITY POLICY BRIEF I -Men, Male Roles and Gender Equality This Policy Brief summarises the present situation regarding gender equality in Portugal in fundamental areas of men's and women's lives such as the labour market, the economic situation, family and education. Focusing in particular on the condition of men, this report seeks to offer a picture which is as up to date as possible of the situation in each of these areas, based on a secondary analysis of key indicators, taking sex and age group into account. The gender disparity has also been calculated for each indicator. The report also contains a short comparative analysis of a more restricted range of gender equality indicators, with a view to ascertaining Portugal's relative position visà-vis the other members of the European Union. Policy Brief I was prepared as part of the project entitled 'The Role of Men in Gender Equality' undertaken jointly by ICS-ULisboa and CITE and funded by the EEA Grants Programme and by the Committee on Citizenship and Gender Equality (Comissão para a Cidadania e Igualdade de Género).

The paper presents the results of the research of the relation of sex and gender roles, more precisely, how much the degree of egalitarianism in attitudes toward gender roles depend on the category and the level of adopted sex role. The sample included 236 subjects of both sexes with high education between the ages of 25 to 65, in central and south Serbia. For the evaluation of gender role, BSRI (Bem) was used, and for egalitarianism in attitude, SRES (Raboteg-Šarić, Ravlić). The results show that egalitarianism of attitudes is positively correlated with femininity (p<0.01) and negatively with masculinity (p<0.05). The adoption of androgyne sex role is evident in men (p<0.01) and the adoption of feminine but also masculine role in women which correlates positively with egalitarianism in attitudes (p<0.05). Younger respondents show more femininity, egalitarianism, and androgyny, which correlates negatively with egalitarianism (p<0.05). Considering the location of respondents, we found that those who grew up in urban areas show greater egalitarianism in attitudes (p<0.01) but greater masculinity as well (p<0.05).
Keywords: sex roles, gender roles, attitudes.

This chapter aims to provide a framework for improving organizational work processes and enhancing employee well-being and stability, thereby fostering a positive and productive work atmosphere that supports the achievement of organizational objectives. It highlights the rationale behind this framework by categorizing bullying behaviors and analyzing their impacts on various aspects of job performance. The chapter seeks to comprehensively address workplace bullying by integrating both quantitative and qualitative methodologies. This combined approach offers valuable insights for human resource professionals and researchers, helping them identify effective remedies for bullying and strategies to control or eliminate it. The implementation of this strategic framework is expected to mitigate workplace harassment and enhance employee effectiveness. Focused interventions targeting sustained complaints or discriminatory forms of workplace bullying can significantly reduce the negative effects on attendance, job commitment, and work quality. Beyond addressing bullying incidents, this framework seeks to build supportive workplace environments that promote employee resilience, well-being, and, ultimately, organizational success. For human resource experts, the framework provides a systematic methodology to identify and classify workplace bullying behaviors, enabling the development of effective regulations and interventions. For researchers, it offers a foundation for conducting similar studies to contribute to evidence-based practices and improve organizational strategies against workplace bullying. Ultimately, this strategic framework addresses the complex dynamics of workplace bullying, advocating for healthier work environments and optimizing organizational performance.

This report is an international literature review that evaluates the current state of knowledge about maternity protection in small and medium-sized enterprises (SMEs) and its outcomes. The objective is to understand whether, how and under what conditions, maternity protection in SMEs can generate positive outcomes for enterprises as well as broader society, and to consider implications for policy and practice.

This study examined the link between team satisfaction and work-family conflict and explored the mediating effects of flexible work options and job demands in this relationship. It consisted of a survey among employees from five Irish companies. The sample consisted of 220 employees, a response rate of 53%. Overall, findings showed that team satisfaction had a negative association with work-family conflict and negatively predicted work-family conflict; the Beta Coefficient for this regression was-.17, t(199) =-2.547, p < .05). Similarly, team satisfaction demonstrated direct effects =-.25, SE = .09, p < .01, 95%CI =-.43 and-.07; and total effects =-.33, SE = 0.95, p < .001, 95% CI =-.52 and-.14 on work-family conflict. The study further found an indirect effect of team satisfaction on work-family conflict through pace of the tasks which is an aspect of job demands; indirect effect =-.06, SE = .032, 95% (Bootstrap CI) =-.13 and-.01. Practical implications and future research lines are discussed.

Fast changes taking place in today’s world, globalisation, and developments in information and communication technologies has made the concept of entrepreneurship an important part of our lives. This concept presents the foundation of structuring in underdeveloped countries; of development in developing countries, and of dynamism in developed countries (Wickham, 2001). Entrepreneurship concept that has been used until today has several outcomes in terms of economical, social, and psychological. It became a concept that gained importance since it was first introduced and its significance increased especially in an uncertain environment due to globalisation and technology.

Defining and determining the responsibility of business organizations to provide and assist employees with work-family programs and initiatives (e.g., employee assistance programs, parental leave extensions, childcare, elder care benefits, flextime, compressed workweek, and telecommuting) is a current critical issue that has ignited controversy during the past few decades. The author argues that work-family programs (at some level) should be a part of every company and should be strongly linked to employer benefits. To expand and implement work-family programs and services in companies today, she argues that training and educating business leaders about work-family options and benefits is the best solution. This paper presents the author&#39;s opinions as she discusses and defines work-family programs and services, presents arguments in favor and against incorporating work-family programs, and offers suggestions and conclusions regarding how to find a balance.

This study advanced the understanding of the mechanism via which work engagement is related to work-family conflict by examining the mediating role of job demands (work overload and emotional demands) on the relationship between work engagement and work-family conflict among a sample of 156 working mothers drawn from Nigerian banking industry. Their ages ranged from 24 to 39 (M = 34.09, SD = 7.49). Data were collected using self-report questionnaires. Results of the mediation analysis showed that work engagement was positively related to work-family conflict (β = .28; p < .05). Work overload (β = .21; p < .05) and emotional demands (β = .37; p < .05) were positively related to work-family conflict respectively. Work overload mediated the association between work engagement and work-family conflict (β = .10; p < .05). Similarly, emotional demands mediated the relationship between work engagement and work-family conflict (β = -.11; p < .05). Therefore, it would be beneficial for organisation to optimize the job demands placed on working mothers.

This work was performed within the project Dnr 2014/730 B 22 entitled "Konflikten arbete-familj hos sjuksköterskor" [The work-family conflict in nurses]. In order to stimulate and facilitate a replication of this pilot study this working paper comprises extended parts regarding background, methods and detailed presentation of results. The goal is to sample data with similar questionnaires from the Swedish population of nurses. The results were orally presented at the 4th World Conference on Psychology

This study explores the impact of working responsibilities on students' learning engagement, extracurricular activities, school reports, psychological health, and teacher job performance. The research focuses on the 2020-2021 academic year and includes 69 teachers of varying qualifications from a secondary school in the Labuan District under the Department of Education-Zamboanga City Division (ZCD). Only newly hired teachers without an IPCRF rating were considered in this study. Using a quantitative research method with correlational analysis, the findings reveal that working responsibilities significantly influence the psychological health of teachers. However, this psychological health does not affect their job performance. Based on these insights, the study recommends that the Department of Education-National Administration develop policies to enhance teachers' psychological health and wellness. Additionally, it suggests that regional and division administrations reassess teachers' responsibilities to identify and eliminate redundant, irrelevant, and unattainable tasks. This strategic reassessment aims to reduce psychological challenges among teachers and foster interventions to support their mental well-being.