The Relationship Between Work-to-Family Conflict and Family-to-Work Conflict: A Longitudinal Study

Huang, Yueng Hsiang; Hammer, Leslie B.; Neal, Margaret B.; Perrin, Nancy

doi:10.1023/b:jeei.0000016724.76936.a1

Cited by 112 publications

(93 citation statements)

References 29 publications

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“…As a result, many companies offer childcare benefits as an enticement to workers with families. The methods used to support workers are varied and few concepts are universally accepted (Huang, Hammer, Neal, & Perrin, 2004). In-house childcare facilities, after school programs, subsidized childcare, and referral services are all ways that employers use to help employees care for their children.…”

Section: Literature Reviewmentioning

confidence: 99%

Quality of Work Life on Performance Management

Oyomo¹

2017

ASSRJ

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Worldwide, Quality of work life (QWL) has been viewed to include some objective and subjective factors which may condition operations and other inner aspects concerning the quality of relationships and methods of management. The study analyzes the quality of work life indicators in a cohort of department of health workers. Semistructured interviews were conducted, to assess the quality of work life through the identification of the most important indicators and to evaluate the degree of Career Care Programs and the importance of each indicator. Target population was 300 employees with sample size of 180. The study pointed out some macro areas which are relevant to define work life quality of the analysed sample: relationships with colleagues, work organization, taking care of clients, professional ability and professional growth. The agile work environment, performance management, Social Service Care and the management styles seem to be important to determine the differences among the workers in the quality perceived in their work life. However, the study found out that there is low esteem among employees owing to the poor social service care, biased performance management and non-motivating reward systems. This could explain why employees come to work late and leave early yet at some point they are not in the office doing their personal activities during work time.

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Section: Literature Reviewmentioning

confidence: 99%

Quality of Work Life on Performance Management

Oyomo¹

2017

ASSRJ

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“…(2005), faktor dalam pekerjaan akan memengaruhi kehidupan keluarga (konflik antara pekerjaan-keluarga) dan sebaliknya faktor dalam keluarga akan memengaruhi pekerjaan (konflik keluarga-pekerjaan). Menurut Huang, et al (2004) dan Noor (2004) konflik pekerjaan dan keluarga mempunyai dua demensi: pertama, konflik pekerjaan-keluarga: pemenuhan peran dalam pekerjaan dapat menimbulkan kesulitan pemenuhan peran dalam keluarga. Kedua, konflik keluarga-pekerjaan: pemenuhan peran dalam keluarga dapat menimbulkan kesulitan pemenuhan peran dalam pekerjaan.…”

Section: Diskusiunclassified

“…Dampak negatif yang ditimbulkan antara lain depresi (Aycan & Eskin, 2005;Major Klein, & Ehrhart, 2002), distres (Major et al, 2002;Matthews Conger, & Wickrama., Mauno, Kinnunen, & Pyyko, 2005), stres (Judge & Colquitt, 2004;Parasuraman & Simmers, 2001). Selain itu pekerja juga mengalami kepuasan kerja yang rendah (Grandey, Cordeiro, & Crouter, 2005;Huang, Hammer, Neal, & Perrin, 2004;Judge & Colquitt, 2004;Parasuraman & Simmers, 2001), kepuasan keluarga yang rendah (Aycan & Eskin, 2005;Huang, et al, 2004;Parasuraman & Simmers, 2001), mengalami ketidakpuasan perkawinan (Aycan & Eskin, 2005) dan ketidakpuasan hidup (Aycan & Eskin, 2005). Dampak negatif konflik pekerjaankeluarga pada pekerja wanita ditemukan mengalami distres (Noor, 2002;Noor, 2004;Noor, 2001), kepuasan kerja yang rendah (Erdwins et al, 2001;Kim & Ling, 2001;Noor, 2002;Noor, 2004).…”

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Dukungan Suami dan Kepuasan Kerja yang Dimediasi oleh Konflik Pekerjaan-Keluarga pada Ibu yang Bekerja

Soeharto

Kuncoro

2015

Jurnal Psikologi

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Abstract. This study aimed to assess the effect of spousal support on job satisfaction of working mothers moderated by work-family conflict. The characteristics of the subjects of this study were (1) living with a partner and children under 12 years old and (2) working full-time. This research used four variables: job satisfaction, husband's support, workfamily conflict, family-work conflict. Based on the results of analysis using structural equation model for the variables of husband's support, work-family conflict, family-work conflict and job satisfaction, chi-square scored 0.070 with p = 0.791. Based on the predetermined criteria, the chi-square scored with p>0.05, GFI≥0.90, AGFI≥0.90. The analysis revealed that the results of fittingness test had met the criteria. Based on these results it can be concluded that the hypothesis of this study is accepted, showing that husband's support has effect on job satisfaction mediated by work-family conflict in a working mother. Keywords: husband's support, job satisfaction, work-family conflictAbstrak. Penelitian ini bertujuan untuk mengetahui pengaruh dukungan suami terhadap kepuasan kerja dengan dimediasi oleh konflik pekerjaan-keluarga pada ibu yang bekerja. Karakteristik partisipan penelitian dalam penelitian ini: (1) partisipan tinggal dengan pasangan dan mempunyai anak yang berusia dibawah 12 tahun dan tinggal dengan partisipan, (2) bekerja penuh waktu. Penelitian ini melibatkan empat variabel: kepuasan kerja, dukungan suami, konflik pekerjaan-keluarga, konflik keluarga-pekerjaan. Tehnik analisis data dalam penelitian ini menggunakan teknik analisis model persamaan struktural. Berdasarkan hasil analisis model persamaan struktural untuk model dukungan suami, konflik pekerjaan-keluarga, konflik keluarga-pekerjaan dan kepuasan kerja diperoleh nilai chi-square sebesar 0,070, p=0,791, Berdasarkan kriteria yang telah ditetapkan yaitu nilai kai-kuadrat dengan p>0,05; nilai GFI≥0,90; nilai AGFI≥0,90, hasil analisis dari model menunjukkan hasil uji fit telah memenuhi kriteria. Berdasarkan hasil maka dapat disimpulkan hipotesis yang diajukan dalam penelitian ini diterima. Hasil menunjukkan ada pengaruh dukungan suami terhadap kepuasan kerja yang dimediasi konflik pekerjaan-keluarga pada ibu yang bekerja.

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“…The process of building up work-life balance refers not only to conflict but one needs to take into consideration four different areas: work-to-family conflict, family-to-work conflict, work-to-family facilitation, and family-to-work facilitation (Frone 2003). These areas interrelate to each other significantly, which was proved by numerous empirical studies in which the influence of work onto family and family onto work were taken into consideration (Aryee et al, 2005;Huang et al 2004). …”

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confidence: 94%

Influence of mediating variables onto interdependence between perceived difficulties in balancing work and family life and job satisfaction

Springer

2014

ijhrs

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The main purpose of this paper is to assess the influence of mediating variables in the process of perceived work-family conflict onto job satisfaction. The study in question was conducted on the sample of 533 working people, 126 of whom stated that they had a significant problem with balancing work and family life (high WFC) and 269 of whom stated that this problem did not concern them (low WFC). Simultaneously, 136 respondents stated they often brought work problems home (PWtoF) and 278 claimed they did not do that (NPWtoF). The obtained results indicate that the key variables that moderate the influence of the perceived conflict onto job satisfaction are: one's professional position and the subjective work value. In the case of people in managerial and independent positions the perceived work-family conflict does not make job satisfaction decrease. Similar reactions were observed in the case of people for whom work is essential life value. Both the sex of the respondents and the fact that they had children were totally irrelevant in the process. The above mentioned results could become a prerequisite for employers to increase the complexity and autonomy of the tasks entrusted to employees and to create value-based corporate culture.Keywords: work-family conflict, work-family balance, job satisfaction Reasons for WFC occurrence and shaping WFBJob market requirements result in people spending more and more time at work which is the essential part of their lives. Employers expect not only fulfilling entrusted duties and obligations but also full commitment, creativity and loyalty. It is both men and women who face these requirements and the same applies to those who have and do not have children. Simultaneously, employees want to be satisfied with their jobs as work is not only a means of earning a living but it also satisfies higher needs such as the need of appreciation and self-actualization. Empirical research has often proved that there is interdependence between the level of work-life balance (WLB) and job satisfaction. However, this issue is still

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The Relationship Between Work-to-Family Conflict and Family-to-Work Conflict: A Longitudinal Study

Cited by 112 publications

References 29 publications

Quality of Work Life on Performance Management

Quality of Work Life on Performance Management

Dukungan Suami dan Kepuasan Kerja yang Dimediasi oleh Konflik Pekerjaan-Keluarga pada Ibu yang Bekerja

Influence of mediating variables onto interdependence between perceived difficulties in balancing work and family life and job satisfaction

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