Impact of workplace characteristics on work-family conflict of dual-career couples

Abstract

Purpose The purpose of this paper is to assess the effects of various workplace characteristics on work-family conflict among dual-career couples in India. Design/methodology/approach Primary data based on 393 employees belonging to dual-career couples were analyzed. Using multiple regression analysis, the study has attempted to find out the effects of workplace characteristics on work-family conflict in dual-career couples. Findings The findings indicate that not all workplace characteristics effect work-family conflict in dual-career couples. Out of 13 characteristics, 8 workplace characteristics, namely, development and flexibility, co-worker support, supervisory support, job competence, self-employee control, practicing overtime, flexibility and discrimination, are found to have significant effects on work-family conflict in dual-career couples. Research limitations/implications As this study is limited to the dual-career couples employed mainly in organizations operating in India, these results may not be generalized to other areas such as traditional career couples, self-employed member of couples and in other national contexts. Practical implications It would be beneficial for organizations to understand and implicate that adoption of certain workplace characteristics provide appropriate choices, freedom and environment for dual-career employees, which further encourage them to build effective amalgamation of work and family roles suiting their individual circumstances. Originality/value This study is an important and almost first study on dual-career couples in India on such issues. As a very scant number of researches have examined the impact of workplace characteristics on work-family conflict on such extensive basis, it definitely contributes to HR literature.

Importance of flexibility for decrasing work-family conflict among employed mothers

“…As predicted it was found that high temporal flexibility was a significant predictor of WFC whereas high operational flexibility was a significant predictor of FWC. Study results are also consistent with the previous studies by Allen et al (2013), Kundu et al (2016), Rastogi et al (2016) and Shockley and Allen (2007). Thus, when mothers perceive higher autonomy over their work schedule they will report less WFC and when they have flexibility where they can complete their work they will report less FWC.…”

Dual-career couple counselling: An elaboration of life-design paradigm

“…Recent research chronicles dual careerism in Australian (Elloy & Smith, 2004), Canadian (Neault & Pickerell, 2005), Indian (Kundu, Phogat, Datta, & Gahlawat, 2016), Nigerian (Ugoani, 2013), and Taiwanese (Wang & Tien, 2011) contexts. The case of Dong and Lin contributes a contemporary Chinese perspective.…”

Panorama da Produção Acadêmica Internacional sobre Conflito Trabalho-Família

“…Destaca-se que as áreas de Psicologia ;DUMANI et al, 2015). Nos estudos na área de Economia de negócios, exemplos de trabalhos incluem: (1) agenda de pesquisa sobre conflito trabalho-família e emoção por meio de diferentes lentes paradigmáticas (BOCHANTIN; COWAN, 2016); (2) papel da identificação organizacional na redução do conflito trabalho-família em empregos de alto risco como, por exemplo, bombeiros (ALLEN; CROWE; BARAN et al, 2016); e (3) avaliação das características do trabalho e seus efeitos no conflito trabalho-família para casais em que ambos trabalham (KUNDU; PHOGAT;DATTA et al, 2016).…”

“…Algumas considerações sobre essas combinações são feitas a seguir. A satisfação no trabalho e a satisfação com a vida podem estar relacionadas ao equilíbrio entre os papéis do trabalho e da família bem como com o apoio organizacional, apoio do supervisor e dos colegas de trabalho (PATTUSAMY; JACOB, 2016; ALEGRE; MAS-MACHUCA; BERBEGAL- MIRABENT, 2016;LAMBERT;MINOR;WELLS et al, 2016). Nos casos em que não há satisfação com o trabalho ou essa satisfação é baixa, a intenção de sair do emprego pode aumentar, elevando, consequentemente, a rotatividade.…”