The Negative Relationship between Work Family Conflict and Career Satisfaction and the Role of Individual Differences

Butt, Mattiullah; Hu, Bei; Shafi, Khuram; Malik, Babur Hayat

doi:10.6007/ijarbss/v5-i8/1766

Cited by 4 publications

(7 citation statements)

References 47 publications

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“…Conversely, the negative outcome of conflict can cause disruption in the work life of the organization. There are two important domains in employees work life (Madsen & Hammond, 2005), which by Greenhouse and Beutell are categorized as inter roles conflict (J. H. Greenhaus & Beutell, 2011a). Hall said that inter roles conflict are interface conflicts between non homes and homes roles or also known as work and family roles (J. H. Greenhaus & Beutell, 2011b).…”

Section: Work Family Conflict and Performancementioning

confidence: 99%

“…Some theoretical framework of WFC are based on the Role Conflict Theory, Spillover Theory, Gender Role Theory, Role Theory, Identity Theory, Work Stress Model, Segmentation Theory, Rational Theory, Self-control, Compensation Theory, Scarcity Theory or Hypothesis, Resource Protection Model, Multi-role Theory and Expansion Theory (Madsen & Hammond, 2005). Even today WFC-related research places more emphasis on tracing the causes of WFC and the consequences of WFC (Jeffrey H. Greenhaus, Ziegert, & Allen, 2012).…”

Section: Work Family Conflict and Performancementioning

confidence: 99%

“…Coupled with lifestyle changes, it triggers an increase in the number of women working. So the topic of research relating to women, families and workers becomes increasingly interesting to study (Madsen & Hammond, 2005). 152 Take Ambon, for example.…”

Section: Introductionmentioning

confidence: 99%

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Work-family conflict and career development on performance of married women employees

Yusuf

Hasnidar

2020

IJRBS

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This research aims to analyze the direct and indirect effect of work-family conflict on performance and career development of married women bank employees. Work-family conflict is measured by using the indicator of work affect to family and family affect to work while performance is measured using indicators assessments: quality of work, punctuality, attitude, and effectiveness. Career development is measured by indicators of education, training, reward and punishment, family support, and rotation. All assessment is based on self-evaluations. Purposive sampling is used of 38 married women employees working in the state-owned bank, and using path analysis of PLS (partial least square) as a statistical analysis measurement combining with qualitative analysis to describe the results of statistical analysis for each independent variable and its effects on the dependent variable. The result of this study showed that work-family conflict has a negative effect on performance and career development. But performance has an insignificant effect on career development.

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Section: Work Family Conflict and Performancementioning

confidence: 99%

Section: Work Family Conflict and Performancementioning

confidence: 99%

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Work-family conflict and career development on performance of married women employees

Yusuf

Hasnidar

2020

IJRBS

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“…Second, politically skilled employees tend to be proactive (Ferris et al, 2007) and successful in their careers (Todd, Harris, Harris, & Wheeler, 2009), and as such may be more aware of the effects that strained resources could have their career. This likelihood is only enhanced by emerging evidence suggesting that work-family conflict is linked with decreased career satisfaction (Butt, Hu, Shafi, & Malik, 2015) and decreased career success (Wayne, Lemmon, & Wilson, 2013), which may serve as warning signals to astute politically skilled employees. Research on career growth theorizes and finds empirical evidence to suggest that when employees believe their organization has violated its implicit contract by either withholding career growth or stymieing their progress, employees end their reciprocation by reducing both their attitudinal organizational (Nouri & Parker, 2013;Weng, McElroy, Morrow, & Liu, 2010) and occupational commitment (Weng & McElroy, 2012), which led them to consider turnover.…”

Section: Political Skillmentioning

confidence: 99%

The role of affective commitment and political skill in the work interfering with family (WIF) conflict–voluntary turnover relationship

Yang

Bently

Treadway

et al. 2016

The International Journal of Human Resource Management

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The present study explores how political skill affects an employee's coping behavior in response to Work Interfering with Family (WIF) conflict. Applying Conservation of Resource theory, we argue that politically skilled individuals are more cognizant of the social embeddedness of WIF, and because of cross-domain resource (e.g. time, attention, energy) depletion, lack the resources to cope with its effects. As such, they leverage their political skill to more effectively turnover from the organization than less politically skilled individuals by detaching their identity and lowering their affective commitment to their organization. We tested the hypotheses using a sample of 181 individuals from a retail firm, and results support the hypothesized model. First, a test of indirect effects confirmed that affective commitment partially mediated the link between WIF and voluntary turnover (measured six months later). Second, a moderated-mediation test revealed, as hypothesized, that affective commitment only functioned as a mediator for individual with high levels of political skill. Implications for practice and directions for future research are discussed.

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“…There are also rapid changes in the workplace society, and there are few people willing to accept the benefits of homebased organizations and family life. Many people have developed and talked about the difficulty in managing work and home life and seeking "balance" in their personal and professional lives (Butt, Hu, Shafi, &Malik, 2015).…”

Section: Resultsmentioning

confidence: 99%

Work-Family Conflict and Job Satisfaction Among Personnel

Bitco¹,

Dael²,

Macarayan³

et al. 2019

SHERJ

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The study aimed at assessing practical work-family conflict and job satisfaction, thus, exploring the prevalence of work-family conflict and the association between work-family conflict and job satisfaction level. The researchers were also apt to consider the common family conflict and job satisfaction as perceived by the full-time teaching basic education and full-time teaching college among the respondent, as well as to find

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The Negative Relationship between Work Family Conflict and Career Satisfaction and the Role of Individual Differences

Cited by 4 publications

References 47 publications

Work-family conflict and career development on performance of married women employees

Work-family conflict and career development on performance of married women employees

The role of affective commitment and political skill in the work interfering with family (WIF) conflict–voluntary turnover relationship

Work-Family Conflict and Job Satisfaction Among Personnel

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