Work-Family Conflict and Job Satisfaction: the Mediating Role of Person-Organization Fit Study on Employees of the BRI Aceh Region

The objective of this research is to analyze the influence of person–organizationfit (P-O fit) on work–family conflict (WFC) and job satisfaction (JS) relationships atBank Rakyat Indonesia, Aceh Regional in Banda Aceh. The sample includes 127employees, those who have worked more than two years. The data are collectedvia questionnaire. The equipment of data analysis is structural equation modeling(SEM), which proceeds using analysis of moment structure (AMOS). The results ofthe study show the varible P-O fit role as a mediator variable in the relationshipof WFC and job satisfaction. WFC does not have a direct effect on job satisfaction.&nbsp

An exploratory study of the perception of family conflict and it's [sic] relationship to family structure and birth order : effects on late adolescent male and female self-concepts : a thesis presented in partial fulfillment of the requirements for the degree of Master of Arts in Psychology at Massey University, Turitea, Palmerston North, New Zealand

The relationship between self-concept, birth order, family structure and family conflict is an area of potential interest to researchers due to the complexity of factors, which can influence development in adolescence. The purpose of the following study was to explore the relationship between self-concept, gender, birth order, family structure, family conflict, and family relationships for the late adolescent between the ages of 17 and 19. The sample consisted of 204 people, the vast majority of which came from three Palmerston North high schools. The sample also consisted of a few first year Massey university students. Demographic information along with a scale to measure family conflict and relations with family members came from a questionnaire designed by the researcher. Self-concept was measured by the Tennessee Self-Concept Scale (2 nd Edition). Results indicated there was a significant difference in the self-concept scores between those from high and low conflict families but no significant difference in self-concept scores between those in intact and non-intact families. Males scored significantly higher than females on the Total Self-Concept Scale, Moral Self Concept Scale, Academic/Work Self-Concept Scale, Social Self-Concept Scale, Physical Self-Concept Scale, Family Self-Concept Scale, and Personal Self-Concept Scale. There was no significant difference on total self-concept scores between birth orders. First borns did perceive significantly higher conflict in their families than last borns but did not perceive significantly higher conflict than middle borns. The total self-concept correlation coefficient was highest for first borns but this only differed from middle borns. Family relationships as a buffering measure did not interact with family conflict and therefore, does not moderate the relationship between total self-concept and conflict

Work-family conflict and stress

Over the past twenty years, increasing attention has been paid by researchers and organizations to the interface between people’s work and their family lives. In 1977, Rosabeth Kanter argued that the notion that work and life off the job are separate worlds is a ‘myth’. Since then there has been a growing volume to research on the interaction between job or work demands are experiences and family life. The burgeoning literature on this topic can be attributed to a variety of reasons, including changing family structures, with a significant increase in the number of dual-earner families and single-parent families; changing family orientations, with many couples now delaying the onset of children and also reducing the overall number of children; increasing participation of women in the workforce to the point where in many Western countries, in particular, employed women now out-number their male colleagues; and finally, a greater desire to achieve some kind of ‘balance’ between work and family responsibilities, to enhance both individual and family well-being

Single Mothers, Social Capital, and Work-Family Conflict

The purpose of this paper is to examine work-family conflict among low-income, unmarried mothers. I examine how social capital affects work-family conflict and how both social capital and work-family conflict affect employment. I analyze the Fragile Families and Child Wellbeing Study, a national sample of non-marital births collected in 1998-2000 and 1999-2002. Results show that social capital reduces unmarried mothers' reports of work-family conflict, especially for low-income women. In addition, mothers who report high levels of work-family conflict are less likely to be employed; this pattern holds for women who are not looking for work as well as those who are. However, even at high levels of conflict, low-income women are more likely to be employed. The results suggest that work-family conflict has two consequences for unmarried women: it keeps them out of the labor force and makes it more difficult for women who want to work to maintain employment stability.work-family, work, family, conflict, low-income, unmarried, mothers, social, capital

Relationships of Job and Family Involvement, Family Social Support, and Work–Family Conflict with Job and Life Satisfaction

A model of the relationship between work and family that incorporates variables from both the work-family conflict and social support literatures was developed and empirically tested. This model related bidirectional work-family conflict, family instrumental and emotional social support, and job and family involvement to job and life satisfaction. Data came from 163 workers who were living with at least 1 family member. Results suggested that relationships between work and family can have an important effect on job and life satisfaction and that the level of involvement the worker assigns to work and family roles is associated with this relationship. The results also suggested that the relationship between work and family can be simultaneously characterized by conflict and support. Higher levels of work interfering with family predicted lower levels of family emotional and instrumental support. Higher levels of family emotional and instrumental support were associated with lower levels of family interfering with work. (PsycINFO Database Record (c) 2013 APA, all rights reserved)

The Interface of Work to Family Conflict and Racioethnic Identification: An Analysis of Hispanic Business Professionals

This article examines work to family conflict for Hispanic Business Professionals with varied levels of Hispanic identity. Based on this study of 971 Hispanics from across the United States, results show that level of Hispanic identity moderates the relationship between work to family conflict and job satisfaction. The authors posit that identification with a culture of collectivism may attenuate the negative impact of work to family conflict on job satisfaction, enabling Hispanic professionals to view work as a way of supporting the family and contributing to the greater good of the groups to which they belong

Human Resource Practices as Predictors of Work-Family Outcomes and Employee Turnover

Drawing on a non-random sample of 557 dual- earner white collar employees, this paper explores the relationship between human resource practices and three outcomes of interest to firms and employees: work-family conflict, employees’ control over managing work and family demands, and employees’ turnover intentions. We analyze three types of human resource practices: work-family policies, HR incentives designed to induce attachment to the firm, and the design of work. In a series of hierarchical regression equations, we find that work design characteristics explain the most variance in employees’ control over managing work and family demands, while HR incentives explain the most variance in work-family conflict and turnover intentions. We also find significant gender differences in each of the three models. Our results suggest that the most effective organizational responses to work-family conflict and to turnover are those that combine work-family policies with other human resource practices, including work redesign and commitment-enhancing incentives

Analisa Pengaruh Work-family Conflict Dan Job Stress Terhadap Job Performance Perawat Di Rumah Sakit “X”

Penelitian ini bertujuan untuk mengetahui pengaruh work-family conflict dan job stress terhadap job performance perawat di RS “X”. Penelitian ini meng­gunakan analisis data kuantitatif bersifat causal. Sampel adalah seluruh perawat yang ada di Rumah Sakit “X” baik yang bekerja Full time. Teknik sampling menggunakan cara purposive sampling. Teknik analisis menggunakan The Structural Equation Model (SEM). Berdasarkan analisis dapat diambil kesimpulan bahwa Work-Family Conflict tidak berpengaruh signifikan namun me­miliki arah hubungan yang negatif terhadap job performance Perawat di RS “X”; Work-Family Conflict berpengaruh signifikan dan positif terhadap job stress perawat di RS “X”; serta job stress berpengaruh signifikan dan negatif terhadap job perfor­man­ce pe­rawat di RS “X”

Family Policy, Perceived Stress and Work-Family Conflict A Comparative Analysis of Women in 20 Welfare States

In what ways can family policy institutions be linked to women’s perceived stress and work-family conflict? This study combines new institutional information, enabling a multi-dimensional analysis of family policy legislation, with micro data on individuals’ perceived stress and work-family conflict for 20 welfare democracies from the International Social Survey Program of 2002. By use of multilevel regression, individual- and country-level factors are brought together in simultaneous analyses of their relationships with perceived stress and workfamily conflict. Our evaluations do not lend evidence to hypotheses predicting higher stress and role conflicts in countries where family policy design offers extensive support to dual-earner families. Findings are more in line with institutionalist ideas on work-family reconciliation, indicating that family policy institutions supportive of dual-earner families counterbalance stress emanatingfamily policy legislation; perceived stress; work-family conflict; International Social Survey Program of 2002