Work Family Conflict

Work and family play an important role in an individual's life. With the increased demands at work and changing gender roles, employees, today, are more concerned about how to maintain a balance between the demands of work and family roles. They can face difficulties in keeping a balance between the demanding roles in the spheres of work and family which has been referred to as work-family conflict . Being originated 132 RAFIQUE, MASOOD AND AHMAD from role theory (Merton, 1957), this construct has been playing important role in research in the area of work-family interface. According to , WFC is "a form of inter-role conflict in which the role pressures from the work and family domains are mutually incompatible" (p. 77). This definition hints at a bidirectional nature of relation between the domains of work and family which means that demands at work can effect an individual's family-life and the family-life can also interfere with the work-life.

Employee silence has attracted the attention of both academics and practitioners in recent times. When employees intentionally withhold potential input and useful information by displaying silence, organisations are deprived access to useful resource that may help garner a competitive advantage. Withholding ideas and inputs on critical success issues is a serious impediment not only to the organisation, but also to the employee's physical and mental well-being. Access to valuable information improves work and possibly working conditions that in turn affect other domains other than work. Thus, this study investigates the effects that the employee intentional withholding of organisationally relevant information has on the family work domain of employees in the tertiary education institutions of the North-West geopolitical zone of Nigeria. Data was collected from 228 married employees using selfadministered questionnaires. IBM SPSS Statistics and SmartPLS 3 were used to analyse the data. The findings reveal that employee silence has a significant negative relationship on work-family enrichment and no significant relationship on work-family conflict. The implications of the study and directions for future research are suggested.

Objectives This study aims to quantify the degree of work-family conflict (WFC) and financial issues among ready-made garment (RMG) workers in Bangladesh and to investigate their potential associations with self-reported health outcomes. Methods We conducted a cross-sectional survey among 1118 RMG workers in labor colonies in Dhaka, Bangladesh, in February and March 2021. Descriptive analyses were performed to characterize WFC (i.e., family life disturbing the job or facing problems in family due to the job) and financial issues (i.e., savings, debt, financial obligations, financial support). We ran multivariable Poisson regression models to examine possible associations between WFC and financial issues and workers' health (self-reported general health and 10 specific health complaints). We found low levels of WFC, low levels of savings, moderate levels of debt, and high levels of financial obligations: virtually all workers agreed they had to keep their job to financially support their spouse, children or other relatives. Only about a third of workers expected they would be able to receive financial support in case of a job loss. Work-family conflict was positively associated with poor health but not consistently with specific symptoms. Financial support was negatively associated, whereas being indebted was weakly positively associated with poor health. Conclusions Our findings suggest low levels of WFC among RMG workers but high levels of financial obligations. Workfamily conflict was positively associated with poor health, but not consistently with specific symptoms. Being indebted was weakly positively associated with poor health. Future prospective studies are needed to confirm these findings.

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...

This study aims to determine and analyze the effect of work family conflict and workload on the performance of female employees at Bank Sumsel Babel Syari'ah with work stress as an intervening variable. The sample in this study were female employees who worked at Bank Sumsel Babel Syariah who were married and had children, totaling 35 people. The results showed that work family conflict had no effect on the performance of female employees of Bank Sumsel Babel Syariah. However, workload has a positive and significant effect on the performance of female employees of Bank Sumsel Babel Syariah. Then work stress has a negative and significant effect on the performance of female employees of Bank Sumsel Babel and work family conflict has a positive and significant effect on stress. Workload has a positive and significant effect on work stress on female employees of Bank Sumsel Babel Syariah. Based on the results of the analysis of work stress is not able to mediate the effect of work ...

The present study was designed to test the impact of rotation and timing of shifts on work -home conflict, job attitudes, health and absenteeism among the military police. A total of 3122 employees participated in the study. Discriminant analysis was used to examine the relationships between rotation and timing of shifts on the one hand, and the outcome measures on the other. Whether employees had fixed dayshifts, fixed non-day shifts including weekends, or rotating shifts with or without weekends, could be predicted on the basis of the experienced work -home conflict, job attitudes, health and absenteeism. Each of the two parameters of shiftwork differentially affected the experience of the outcome measures. Rotation was most clearly related to unfavourable job attitudes (namely job satisfaction, cynicism, turnover intentions and professional efficacy), whereas timing was most clearly related to increased work -home conflict. The results suggest that fixed non-day shifts including weekends (i.e., during highly valuable times) should be avoided in order to minimize the conflict between work and home and that rotation rosters should be designed with a high degree of individualization and flexibility. These seem to be the most promising ways to reduce the negative consequences of shiftwork for employees, their families and organizations.

The present study explores the relations between work hours and the difficulty in leaving work on time to both work-to-family conflict (WFC) and burnout among female workers in Taiwan. A cross-sectional research design and questionnaire were employed to obtain the research data. In total, 738 full-time female workers took part in the study. The results of regression analyses showed that when age, marital status, economic status, occupation, parental status, and housework responsibilities were controlled, more work hours were positively associated with WFC and burnout. When the difficulty in leaving work on time was also considered in the analysis, long working hours were still significantly associated with burnout; however, the significant relation with WFC disappeared. It is surmised that if female employees work overtime voluntarily, the perception of WFC diminishes; nevertheless, the adverse effect of long working hours on health remains unabated. This study concludes that female...

The present study aims to apply gender-specific analyses to examine how work-to-family conflict (WFC) and burnout are related to well-being among the workers in Taiwan. A cross-sectional research design was adopted. A questionnaire was distributed to obtain information pertaining to demographic characteristics, WFC, burnout, and well-being. In total, 4259 full-time workers in the manufacturing industry were recruited. Gender-specific statistical analyses were used. The results showed that no significant gender difference occurred on WFC; however, females had higher scores on burnout compared to males. In the correlation analyses, WFC as well as burnout were negatively associated with well-being in both genders. In the regression analyses when demographic factors were controlled, burnout explained larger variances of well-being in both genders compared with WFC. WFC made a smaller contribution to the models predicting well-being in males in contrast to females. Moreover, the signific...

This study aims to analyze the influence of work-life balance and workload on turnover intention, with work stress as a mediating variable in employees of PT Semarang Garment. The phenomenon of high turnover in the garment industry is the background of this study, which is triggered by large production targets, high work pressure, and imbalance between work and personal life. These conditions have the potential to reduce employee welfare  and  increase  the  desire  to  leave  the  company.  This  study  uses  a  quantitative  method  with  Structural Equation Modeling (SEM) analysis techniques using AMOS version 24. The research sample of 360 respondents was  selected  through  a  simple  random  sampling  technique,  and  data  was  collected  using  a  structured  online questionnaire. The results of the analysis show that: (1) Work-life balance does not have a significant effect on turnover  intention,  but  has  a  significant  negative  effect  on  work  stress,  which  means  the  better  the  work-life balance, the lower the level of work stress; (2) Workload has a significant positive effect on work stress, but does not have a significant effect on turnover intention; (3) Work stress has a significant positive effect on turnover intention, which indicates that the higher the work stress, the greater the employee's desire to leave. Furthermore, it  was  found  that  job  stress  mediates  the  relationship  between  work-life  balance  and  turnover  intention,  so improving work-life balance can indirectly reduce turnover intention through reduced job stress. Theoretically, this  study  adds  to  the  human  resource  management  literature  on  factors  influencing  turnover  intention. Practically,  the  results  recommend  that  company  management  create  a  healthy  work  environment,  manage workloads proportionally, and design policies that support work-life balance to reduce turnover intention.

The background of this research aimed to: (1) determine the description of employee performance, workload, and work stress; (2) analyze the influence of Workload and Job Stress on employee performance both partially and simultaneously.The population in this research were employees of the Sikka Regency Regional Revenue Agency, totaling 61 people. This research was carried out with a sanmpling technique or saturated sampling (total sampling). Data was collected through questionnaires and analyzed using descriptive methods and inferential statistics, namely multiple linear regression. Hypothesis testing is carried out through the F-test and t-test.The results of the descriptive analysis showed that the employee performance. Work Load and Work Stress variables were categorized as good. The statistical results of the t-test showed that the Workload variable had a positive and insignificant effect on employee performance. Furthermore, the Job Stress variable has a positive and significant effect on employee performance. The statistical results of the F test showed that simultaneously the variables Workload and Job Stress had a significant effect on employee performance. The results of the determination analysis showed that the two independent variables in this research were able to explain the fluctuation ofemplovee performance of the Regional Revenue Agency of Sikka Regency by 12.5%.

Path Analysis is a procedure originating from Pearson correlation, which is then developed by Sewal Wright to be used to test the causal relationship among variables. This writing is to introduce what path analysis is; historical aspects, basic concepts, models and procedure of calculating.

The study explores how women perceive Flexible Work Arrangements (FWAs) in the period following the COVID-19 pandemic, focusing mainly on productivity, work-life balance and autonomy. The pandemic changed the way we work, pushing many organizations to move away from traditional office setups and embrace more modern methods like remote work, hybrid models and flexible schedules. This shift from traditional setups to flexible schedules has made FWAs an essential part of many businesses that operate today. This research is descriptive and quantitative, involving working women of various ages from different industries including Education, Healthcare, IT and Finance. A total of 119 women were chosen through specific method of selection to get a wide range of opinions from different jobs. The data was presented as percentages and visually displayed through bar graphs and pie charts to enhance clarity and understanding. The findings indicate that women generally feel flexible work arrangements boost their productivity, give them greater control over their tasks, and help them achieve a better balance between their work and personal lives. These ideas are true for women of all ages, whether they are married or not and whether they have children or not. The findings suggest that organizations should adopt flexible work policies and create supportive management practices. Creating flexible and gender-sensitive workplaces not only benefits women employees but also propels overall organizational growth. Companies that support women's needs through FWAs foster an environment where employees can perform well while maintaining harmony in their personal and professional lives. This research highlights the value of making workplaces more inclusive and adaptable, ensuring both employees and organizations thrive together in this new world of work.

First, many studies have shown the negative impact of organizational change on survivors. These negative consequences range from psychosocial strains to decreased performance. Second, because organizational change is often associated with downsizing, it is reasonable to think that such a reduction of the workforce modifies working conditions. Actually, it has been shown that organizational change contributes to the intensification of work, both quantitatively and qualitatively, and that these two forms of intensification are related to stress. Third, empirical data indicate that work to family conflict, defined by Greenhaus and Beutell (1985, p. 77) as "a form of interrole conflict in which role pressures from the work and family domains are mutually incompatible in some respect", has a negative impact on wellbeing. Our objective was to investigate relations between intermediate factors that would help us to better understand how well-being could be impaired in a context of organizational change. Our theoretical model hypothesized a double mediation between organizational change and stress through work intensification and work to family conflict. First, we hypothesized that the number of work environment changes employees have been confronted with would increase workload both quantitatively and qualitatively. Second, we assumed this intensification to be positively related to work to family conflict. Third, we hypothesized that stress would raise as work to family conflict increases. Our results confirmed that organizational change may have a negative impact on stress. As hypothesized, the number of changes increased work stress through quantitative intensification and work to family conflict. Surprisingly, qualitative intensification was not related to work environment changes. However, this form of work intensification appeared to have a more complex impact: qualitative intensification had a significant and positive impact on quantitative intensification as well as a significant and negative impact on stress.

The purpose of this paper is to find the impact of compensation on job performance and work-family conflict, in the Kingdom of Saudi Arabia and subsequently present a model illustrating a relationship between them. The study is based on primary data collected from 400 employees working in Saudi Arabia. The researchers also do a comprehensive literature review of the past theories and research material available on the specified topic. The illustrated model indicates a relationship between compensation, job performance and work-family conflict by showing the impact of compensation, which is directly and indirectly linked to work-family conflict, through job performance of an employee in the Kingdom of Saudi Arabia. The limitation of the study is that the model is based on data collected from employees working in the Kingdom of Saudi Arabia only, which could have been collected from other regions of the Middle East countries as well. According to this model, compensation to the employ...

consultants in gender equality. We thank all of them for the time they took to participate in discussion groups, in the parliamentary hearing, in the seminars and in the final conference, giving rise to in-depth, stimulating discussion and bringing informed views and recommendations which have greatly contributed to the final recommendations of the White Paper. A special vote of thanks goes to those men who granted interviews as part of the case study on sharing of initial parental leave, providing information on different aspects of this experience and its implications for the lives of fathers, mothers and children. We also thank our colleagues at ICS-ULisboa for helping to produce and reflect on some of the results of the White Paper: Mafalda

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...

Several studies of telecommuting and working at home have alluded to the blurring line between work and family that can result from such highly integrated work-family arrangements. However, little is known about working parents’ perceptions of the integration and blurring of their work and family roles. In this study, the authors created and validated the Work-Family Integration-Blurring Scale using a national sample of business professors raising children in two-parent families. Based on boundary theory and work-family border theory, the authors expected scores on this scale to be associated with the number of hours worked at home and on campus, the number of work-family transitions made when working at home, the presence of distractions when working at home, and the presence of work-family conflict. The scale’s significant and moderately high correlations with these variables supported its construct validity. The research implications and practical implications of the findings are...

A study of work interference with family (WIF) among managers is described, contrasting four clusters of countries, one of which is individualistic (Anglo) and three of which are collectivistic (Asia, East Europe, and Latin America). Country cluster (Anglo vs. each of the others) moderated the relation of work demands with strain‐based WIF, with the Anglo country cluster having the strongest relationships. Country cluster moderated some of the relationships of strain‐based WIF with both job satisfaction and turnover intentions, with Anglos showing the strongest relationships. Cluster differences in domestic help were ruled out as the possible explanation for these moderator results.

Nurses as one of the main primary caregivers experience burnout as a result of high workload, shortage of staff, lack of proper rest periods between shifts, etc. Previous studies on burnout focus more on organisational variables with scant attention on personal factors. This study therefore, examined the influence of mental health support, work-life balance, interpersonal relationships and workload on burnout among nurses in

Penelitian ini bertujuan untuk menganalisis pengaruh Work-Life Balance (WLB) dan lingkungan kerja terhadap kepuasan kerja pegawai PT Bank Pembangunan Daerah Jawa Barat dan Banten (BJB) KCP Baleendah. Pendekatan yang digunakan adalah kuantitatif deskriptif-verifikatif dengan metode sensus, melibatkan 30 responden. Data dikumpulkan melalui kuesioner yang telah diuji validitas dan reliabilitasnya menggunakan SPSS versi 25. Hasil analisis regresi linier berganda menunjukkan bahwa secara simultan WLB dan lingkungan kerja tidak berpengaruh signifikan terhadap kepuasan kerja. Namun, secara parsial, hanya lingkungan kerja yang memiliki pengaruh signifikan terhadap kepuasan kerja pegawai. Temuan ini menunjukkan bahwa lingkungan kerja merupakan faktor utama yang perlu diperhatikan dalam upaya meningkatkan kesejahteraan dan produktivitas pegawai. Oleh karena itu, manajemen disarankan untuk memfokuskan upaya pada peningkatan kualitas lingkungan kerja.

In recent years, a growing body of research has examined the interconnections between work and family . This research has been stimulated by contemporary societal changes impacting work and family roles, such as the influx of women into the work force, the increased prevalence of dual-earner couples, movement away from traditional gender-based family roles, and evidence debunking the myth that work and family are separate . This research has shed light on how structural and social aspects of work and family are related to perceived conflict between these two domains, how perceived conflict is related to satisfaction, well-being, and functioning in both domains, and how these relationships are influenced by individual differences, coping resources, and the availability of social support . The growing body of empirical work-family research has generated the need to develop theories to organize existing evidence and guide further inquiry

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 .

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 .

ABSTRAK

Penelitian ini dilakukan untuk melihat dengan sudut pandang  psikologi yang dengan jelas memberi  gambaran tentang Work Family Conflict dan Kepuasan pernikahan. Dengan  alat ukur yang digunakan untuk mengukur kepuasan pernikahan pada penelitian ini adalah ENRICH Marital Satisfaction Scale (EMSS) sedangkan alat ukur yang digunakan untuk mengukur work family conflict pada penelitian ini adalah Work Family Coflict Scale. Sehingga dapat ditarik kesimpulan bahwa terdapat hubungan negatif yang signifikan antara Work Family Conflict, dengan kepuasan pernikahan pada ibu bekerja. Penelitian ini melibatkan 350 ibu bekerja Di Jabodetabek dengan menggunakan Purposive Sampling . Penelitian ini menggunakan metode analisis Pearson Product Moment dengan bantuan aplikasi SPSS versi 20.0 for Windows. Hasil penelitian menunjukkan terdapat hubungan negatif yang signifikan antara Work Family conflict, dengan kepuasan pernikahan pada ibu bekerja.

Kata Kunci : Kepuasan Pernikahan, Work Family Conflict, Ibu Bekerja

The primary purpose of this study was to investigate Malaysians' perceived image, satisfaction, and behavioral intentions toward Malacca Portuguese cuisine. Self-administered questionnaire were distributed to customers who were dining at the Portuguese restaurant. A total of 187 respondents participated in the study. The 'quality' and 'variety and authenticity' was recognized as the essential images of Malaysia's Portuguese cuisine and on the other hand, the respondents were satisfied with the 'core value' and 'food choices' of the Portuguese food. Regression analyses showed that Portuguese food attribute satisfaction was significantly supported, and the overall satisfaction revealed a significant relationship with behavioral intentions.

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.

The study examines the relationship between workplace stress and job performance. A survey method was employed to gather self-administered questionnaires from executive and non-executive employees of a leading private investment bank in Peninsular Malaysia. The outcomes of SmartPLS path model analysis of the data showed two important findings: firstly, physiological stress was positively and significantly correlated with job performance. Secondly, psychological stress was positively and significantly correlated with job performance. This finding reveals that physiological and psychological stresses act as important predictors of job performance in the studied organization. The paper provides discussion, implications and conclusion.

The changing environment of banking and health care business is altering the demands of organizations regarding female employees’ performance and expectations. Consequently, this has led into believing that female employees need to be as apt and productive as their male counterparts. Questing for productivity, banking and hospital organizations expect from these female employees their full- time availability through organizational commitment. They often overlook the truth that female employees have a family to cater to and have simultaneous roles to play. This initiates the most commonly observed problem of Work-family conflict (WFC) amongst female full time banking and hospital employees in Pakistan. The study employed the survey methodology comprising 131 randomly selected full-time female banking and hospital workers through self-administered questionnaire. The study finds that there is no significant difference in the opinions of the employed female hospital and banking official...

Recent studies have indicated an increased occurrence of dual-earner households, which means less free time for working parents. This trend means many parents are expressing concern about finding adequate time for work and family obligations. This is especially true for mothers, as evidenced in the additional pressures entailed in the prevailing ideology of intensive mothering. As such, these worries and concerns might impact parents while they are working, with people's feelings about their parenting potentially shaping their experiences in the workplace. The purpose of this study, therefore, is to examine how perceived parental success predicts family-to-work conflict (negative spillover from family to work) and family-to-work enhancement (positive spillover from family to work) among dual-earner working mothers and fathers. The study focuses solely on dual-earners with children because these families experience intense stressors stemming from juggling two jobs with parenting responsibilities. Based upon bivariate analysis and OLS regression results, preliminary findings indicate that perceived parental success was significantly and negatively associated with family-to-work conflict for both dual-earner mothers and fathers. The model predicting dual-earner father's family-to-work enhancement was not significant, however the results for mothers showed that perceived parental success was positively and significantly related to their family-to-work viii enhancement. The implications of the findings are discussed along with directions for future research.

The rapid growth of the gig economy has transformed the nature of employment globally, including in the Philippines, providing flexible work opportunities while introducing challenges related to work-life balance and psychological well-being. Gig workers often face irregular schedules, blurred work-life boundaries, and limited institutional support, which can negatively affect their mental health. This study examined the moderating role of self-efficacy in the relationship between work-life balance and psychological well-being among Filipino gig workers. This study investigates the moderating role of self-efficacy in the relationship between work-life balance and psychological wellbeing among gig workers in the Philippines. Utilizing a predictive correlational research design, data were gathered from 367 gig workers through convenience and snowball sampling techniques. Standardized instruments were used, including the General Self-Efficacy Scale (GSE), the Work-Life Balance Scale (WLB-15), and Ryff's Scales of Psychological Well-Being (SPWB). Results revealed a significant positive correlation between work-life balance and psychological well-being (Spearman's rho = 0.431, p < 0.001). Specifically, two dimensions of work-life balance-Work Interference with Personal Life (WIPL) and Work-Personal Life Enhancement (WPLE)-significantly predicted psychological well-being (p = 0.01). However, Personal Life Interference with Work (PLIW) did not show a significant relationship (p = 0.69). Moreover, self-efficacy significantly moderated the relationship between worklife balance and psychological well-being (interaction estimate =-0.627, p = 0.0007), suggesting that individuals with higher self-efficacy are better able to mitigate the negative effects of work-life challenges. The findings emphasize the importance of enhancing self-efficacy to promote better work-life balance and psychological well-being among gig workers. These insights offer practical implications for employers, policymakers, educators, and mental health professionals in developing targeted interventions for the gig workforce.

The purpose of this research is to analyse the effect of religiosity and work-family conflict towards employee performance through job satisfaction as an intervening variable to the workers of the manufacturing industry by taking 120 workers as samples. This research used a questionnaire as the method of data collection. Whereas, the analysis method used Structural Equation Modelling (SEM), SmartPLS v.3.0. The result of this research showed that religiosity has a significant positive effect on job satisfaction, the work-family conflict has a significant negative effect on job satisfaction, religiosity has a significant positive effect on employee performance, work-family conflict does not significantly affect employee performance, job satisfaction has a significant positive effect to employee performance, religiosity has a significant positive effect to employee performance through job satisfaction as an intervening variable, work-family conflict does not significantly affect the em...

A study of work interference with family (WIF) among managers is described, contrasting four clusters of countries, one of which is individualistic (Anglo) and three of which are collectivistic (Asia, East Europe, and Latin America). Country cluster (Anglo vs. each of the others) moderated the relation of work demands with strain‐based WIF, with the Anglo country cluster having the strongest relationships. Country cluster moderated some of the relationships of strain‐based WIF with both job satisfaction and turnover intentions, with Anglos showing the strongest relationships. Cluster differences in domestic help were ruled out as the possible explanation for these moderator results.

We investigated relationships between four dimensions of work-family conflict (time-and strainbased work interference with family, time-and strain-based family interference with work) and three key national paid leave policies (paid parental leave, paid sick leave, paid annual leave) among a sample of 643 working married parents with children under the age of five across 12 industrialized nations. Results provided some evidence that paid sick leave has a small but significant negative relationship with work-family conflict. Little evidence was revealed of a link between paid parental leave or of a link between paid annual leave and work-family conflict. Family-supportive organizational perceptions and family-supportive supervision were tested as moderators with some evidence to suggest that paid leave policies are most beneficial when employees' perceptions of support are higher than when they are lower. Family-supportive organizational perceptions and family-supportive supervision were both associated with less work-family conflict, providing evidence of their potential benefit across national contexts.

The changing environment of banking and health care business is altering the demands of organizations regarding female employees’ performance and expectations. Consequently, this has led into believing that female employees need to be as apt and productive as their male counterparts. Questing for productivity, banking and hospital organizations expect from these female employees their full- time availability through organizational commitment. They often overlook the truth that female employees have a family to cater to and have simultaneous roles to play. This initiates the most commonly observed problem of Work-family conflict (WFC) amongst female full time banking and hospital employees in Pakistan. The study employed the survey methodology comprising 131 randomly selected full-time female banking and hospital workers through self-administered questionnaire. The study finds that there is no significant difference in the opinions of the employed female hospital and banking official...

As their social responsibility, companies are required to create more effective family−friendly working conditions amidst trends such as declining birthrate and rapid increase in aging. However, companies usually manage their operations on the basis of the principle of optimization to maximize profits. Therefore, they are less willing to launch family−friendly initiatives unless such initiatives yiel d profits, even if they are effective in supporting a harmonious balance between employee job performance and domestic life. In response to this situation, recent studies have been approaching family−friendly measures as part of profitable strategies for human resource management, not as part of a corporate welfare program for facilitating employee amenities. This study examined the effect of utilization measures for female employees and family− friendly policies on corporate performance by matching corporate data in the Japanese pharmaceutical industry surveyed in 1995 and data specifi...

Although the impact of job demands and work–family conflict (WFC) on burnout has been extensively discussed and analysed in the past literature, the role of WFC as a generative mechanism has been neglected. Therefore, the purpose of this study is to examine the mediating effects of WFC between job demands and burnout. The studied sample consisted of 713 Indian primary school government teachers who completed a self-report questionnaire assessing job demands, WFC and burnout. The results confirmed that WFC partially mediates the adverse association of job demands with burnout. Primary schools should, therefore, be encouraged to provide effective practices to manage work–family interfaces.

This study developed and tested a research model that examined the effects of working conditions and individual resources on work-family conflict (WFC) using data collected from physicians working at German clinics. This is a cross-sectional study of 727 physicians working in German hospitals. The work environment, WFC and individual resources were measured by the Copenhagen Psychosocial Questionnaire, the WFC Scale, the Brief Resilient Coping Scale and the Questionnaire for Self-efficacy, Optimism and Pessimism. Descriptive, correlation and linear regression analyses were applied. Clinical doctors working in German hospitals perceived high levels of WFC (mean=76). Sociodemographic differences were found for age, marital status and presence of children with regard to WFC. No significant gender differences were found. WFCs were positively related to high workloads and quantitative job demands. Job resources (eg, influence at work, social support) and personal resources (eg, resilient...

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.

This article is to explore the dimensions of 'mind-set' among Malaysian dualearners in the work-family context. The primary goal of this study is to understand the effect of spousal support in overcoming work-family conflict and as a 'tool' to break those 'mind-sets'. In this study an In-Depth interview methodology was used. A total of 18 dual-earners were interviewed to understand the mind-set of the dual-earners. Based on these interviews, it is evident that Gender Role Ideology has taken root in our society. The main themes are derived from the interviews and these themes are the root of the ideology and mind-set among these groups of people. Two dimensions of mind-set have been identified. The first mind-set is the "gender stereotype mind-set" based on how men and women are supposed to be influenced by religion, culture, beliefs and norms. The second mind-set is described as the "mother's mind-set". In this type of mind set, mothers believe that they cannot let go the responsibility of child care and nurturing to the fathers because they are not confident of the fathers' capability in taking care the children. The results from this study highlight the importance of mind-sets that cause work-family conflict among Malaysians. The implications of this study were discussed. This study identifies the specific themes for workfamily conflict in the Malaysian Perspective. The study also focuses on mindsets that create work-family conflict in the Malaysian Perspective.

Education tremendously impacts a woman&#39;s capacity to build relationships with others. Pakistan has one of the lowest schooling rates in South Asia, which limits its human resources and makes reforming the country more difficult. Patriarchal ideas heavily influence the societal structure in Pakistan. Education for young men is favored over education for young women. The Human Development Report lists Pakistan as having &quot;low human advancement&quot; The country&#39;s growth and prosperity depend on its educational system. So, this study aimed to analyze barriers to women’s educational empowerment in Pakistan. Subsequently, a descriptive content analysis was conducted through an intensive research review. Research shows that mentoring young women often yields more substantial income and benefit gains. A woman&#39;s ability to find well-paying work and support a healthy family can be significantly increased through education. Education is also greatly impacted by a girl or woman...

The research problem raised in this study is the high Work Family Conflict which is divided into 2 parts, namely Work Interference with Family and Family Interference with Work when Work From Home is based on profession, especially for employees and female entrepreneurs in Bandung. The author tries to formulate a model, which is thought to be able to solve the problem of high Work Family Conflict during Work from Home among female employees and entrepreneurs in Bandung. The data in this study were obtained from distributing 106 questionnaires to female employees and entrepreneurs in Bandung. The results of this study indicate that Work from Home has a significant effect on performance through Work Family Conflict in Female Employees. The effect of Work Interference with Family (33,4%) is greater than Family Interference with Work (29,6%). Because of WFH, female employees experience WIF especially time-based conflict and FIW especially stress based conflict. Work from Home has a significant influence on performance through Work Family Conflict, especially for Women Entrepreneurs. The effect of Family Interference with Work is greater (41,5%) than Work Interference with Family (22,6%). Because of WFH, female entrepreneurs experience WIF especially time-based conflict and FIW especially behavior based conflict.