Marital Satisfaction among Dual‐Earner Couples: Gender Ideologies and Family‐to‐Work Conflict

Minnotte, Krista Lynn; Minnotte, Michael C.; Pedersen, Daphne E.

doi:10.1111/fare.12021

Cited by 30 publications

(13 citation statements)

References 42 publications

(56 reference statements)

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“…evolves due to the family duties that obstruct the job duties while the other depicts the inhibition created between the work responsibilities and the family duties (Beutell, 2010;Kinnunen et al, 2010). The previous studies by Minnotte et al (2013); Minnotte et al (2015) show that the relationship between work and family is reciprocal due to W-FC, hence, the negative effect of work on family and the family in turn, affecting work negatively. Briefly, the outcome of previous studies have ascertained that W-FC is associated with increased sales targets, parental discomfort, slowing down of family contentment, job fulfilment and corporate assurance (Karatepe and Kilic, 2007;Lu et al, 2010).…”

mentioning

confidence: 95%

Work-Family Conflict and Job Satisfaction: Does Organisational Support Matter?

Rahman

Ali

Mansor

et al. 2018

International Journal of Asian Social Science

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This study attempts to examine the moderation effects of organisational supports in the relationships between Work Family Conflict (WFC) and Job Satisfaction (JS) / Family Work Conflict (FWC) and Job Satisfaction (JS). The collection of data from 303 respondents who are academicians of private universities in Bangladesh was with aid of the convenience sampling technique. Multi-group analysis with the adoption of the Covariance Based-Structural Equation Modelling (CB-SEM) technique was used to complete the analyse procedure for this study. The findings of this study have shown that both directions of W-FC have significant negative relationships with JS, but in terms of effects, only WFC has negative significant effects on JS. Furthermore, the outcome of this research also shows organisational supports do not moderate the relationships among WFC/FWC and job satisfaction. However, the theories (work family border theory and conservation of resource theory) have partially supported the outcomes of this study. In addition, practically, there is the enhancement of the human resource management and organisational behaviour literatures through the evaluation of the influences of WFC and FWC on job satisfaction. This study has only utillised organisational supports as the moderator but other supports from family are good in future research efforts. Contribution/ Originality: This study is unique in relation to the academicians in the developing nation with the need to enhance the organisational supports by the higher authorities to mitigate both directions of W-FC in order to improve job satisfactions in the universities. 1. INTRODUCTION Every individual's adult life is a function of two significant factors such as work and family, which involve a person saddled with various responsibilities that demand high level of time and energy. Consequently, the multiplicity of duties in relation to the earlier stated factors related to W-FC. Empirical studies have reflected the fact that a two-dimensional construct is entailed in explaining the W-FC: one dimension relates to conflict that

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mentioning

confidence: 95%

Work-Family Conflict and Job Satisfaction: Does Organisational Support Matter?

Rahman

Ali

Mansor

et al. 2018

International Journal of Asian Social Science

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“…Studies have established that the workfamily conflict exists. [38][39][40] Total rewards programs are associated with employee retention. 41 The results of a recent study of 406 dualincome couples in India showed that dualincome couples had favorable perceptions of the following workplace initiatives: workfamily balance programs, supervisor support, coworker support, workplace autonomy and role clarity.…”

Section: Literature Reviewmentioning

confidence: 99%

One Size Fits All: Do Dual-Income Couples and Families Require Different Benefits?

Martin

2020

Compensation & Benefits Review

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Dual-income couples are increasing in all types of workplaces across the globe. Assumptions about the family structure of the typical employee must be challenged. Responsive compensation and benefits practitioners are advised to conduct a demographic and psychographic analysis of their workforce by applying design thinking to identify the unique needs of dual-income couples. This tailoring of total rewards necessitates that the organizational structure of human resource management departments also be challenged to better facilitate working across the silos within human resources management. A review of the extant literature is presented along with a typology of dual-income couples to inform compensation and benefits practitioners about novel and responsive ways to not simply meet but also exceed the expectations of this growing demographic group in organizations.

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“…Conversely, poor marriage relations seem to be associated with the development of physical and mental maladies (Gottman & Silver, 2000), to the disadvantage of relations with relatives (Benetti, 2006;Bolsoni-Silva & Marturano, 2010), family members in general and friends (Norgren, Souza, Kaslow, Hammerschmidt, & Sharlin, 2004). Personality traits (Solomon & Jackson, 2014), gender (Jackson, Miller, Oka, & Henry, 2014), the existence of offspring (Hernandez & Hutz, 2009), education (Mihalcea, Iliescu, & Dincă, 2013), social and fi nancial status (Ahmadi & Sadeghi, 2016), working for a living (Minnotte, Minnotte, & Pedersen, 2013), prior amorous experiences (Mirecki, Chou, Elliott, & Schneider, 2013), and the dynamics and changes brought by time (Norgren et al, 2004) can all affect the situation, Review of the Marital Satisfaction Scale's Factor Structure. 1993 increasing or decreasing a couple's marital satisfaction, depending upon each particular case.…”

Section: Palabras Clavementioning

confidence: 99%

Review of the Marital Satisfaction Scale’s Factor Structure

Hernandex¹,

Ribeiro²,

Carvalho³

et al. 2017

Temas Psicol.

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Marital satisfaction is a construct that is relevant to psychology research due to its signifi cance in terms of establishing this interpersonal relationship. The present study examines the factor structure of the Marital Satisfaction Scale (MSS). The MSS has frequently been employed in Brazilian studies, incorporated as a convergent measure for producing criterion validity evidence in the elaboration of new psychometric methods. Nonetheless, its psychometric properties have not been substantiated for 25 years. A non-probabilistic sample of 249 people from Rio de Janeiro participated in the present study, their ages ranging between 21 and 77 years (M = 45.3; SD = 13.26). They had been married or involved in a civil union (also known as a "domestic partnership" or "common-law marriage" depending on the location) for an average of 19.5 years (SD = 12.88). The collected data was assessed via exploratory and confi rmatory factor analyses. Such assessment revealed several items exhibiting poor psychometric performance. Nevertheless, an abridged version of the MSS provided simplicity and produced excellent fi t indices. It also yielded validity evidence of the existence of a second-order factor. The estimated reliability for both the factors and the entire scale ranged between 0.85 and 0.93. Keywords:Marital satisfaction, marital relationship, psychometric properties. Revisão da Estrutura Fatorial da Escala de Satisfação Conjugal ResumoA satisfação conjugal é um construto relevante para o estudo na Psicologia, dada sua importância no desenvolvimento deste relacionamento interpessoal. Esta investigação revisou a estrutura fatorial da Escala de Satisfação Conjugal (ESC). A ESC, frequentemente, tem sido utilizada na pesquisa brasileira, inclusa como medida convergente para gerar evidências de validade de critério no desenvolvimento de novas medidas psicológicas. Por outro lado, suas propriedades psicométricas não são verifi cadas há 25 1 Mailing address: Rua São Francisco Xavier, 524, 10° andar, sala 10028D,

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Marital Satisfaction among Dual‐Earner Couples: Gender Ideologies and Family‐to‐Work Conflict

Cited by 30 publications

References 42 publications

Work-Family Conflict and Job Satisfaction: Does Organisational Support Matter?

Work-Family Conflict and Job Satisfaction: Does Organisational Support Matter?

One Size Fits All: Do Dual-Income Couples and Families Require Different Benefits?

Review of the Marital Satisfaction Scale’s Factor Structure

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