Work environment characteristics as determinants of work to family conflict among working females, Egypt

Zayed, Hanaa A.; Kabbash, Ibrahim Ali; El-Sallamy, Rania Moustafa; Abdo, Sanaa Abd El-Fatah

doi:10.1007/s11356-021-13884-9

Cited by 3 publications

(7 citation statements)

References 23 publications

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“…Proper knowledge of their own abilities can help women to allocate appropriate time for their work and home tasks (6,19,43). Higher individual skills and a better ability to manage available resources to handle various work and family responsibilities play an important role in achieving work-life balance (12). In addition, physical and mental capacities are higher than the factors associated with fewer work-life conflicts (4,18,22,23,28,(32)(33)(34).…”

Section: Individual Capacities and Skillsmentioning

confidence: 99%

“…A supportive supervisor is able to increase the energy, enthusiasm, and positive attitudes of employees in the workplace and help create a collaborative work-oriented environment (12). The supervisor's perception of women's commitments to family is a determining factor in work-life conflicts (19,21,23,31,32,39,43).…”

Section: Support From the Managermentioning

confidence: 99%

“…In almost all studies, long working hours have led to exhausting lifestyles and worklife imbalance. Jobs that require long working hours (12,19,21,23,26,28,31,33,35,38,40,(42)(43)(44), have high urgency (44), impose great pressure on employees (6,12,19,21,23,27,32,40,42,44), and require to be performed on holidays (12,19,23,43,44) increase the degree of work-family conflicts. Also, jobs that require forced overtime or long journeys away from the family reduce work-life balance (23,31,43).…”

Section: Working Hours and Job Needsmentioning

confidence: 99%

“…Working women, in addition to their job responsibilities, are also responsible for most household chores, child care, and caring for the family's elderly members (11). According to a study by Zayed et al, 82.4% of working women were responsible for all household chores (12). This is while 25% of women were not able to fulfill their family responsibilities due to job responsibilities (13).…”

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confidence: 99%

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Investigating the Factors Related to Work-Family Conflicts Experienced by Working Women: A Systematic Review

et al. 2023

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Context: In recent decades, women’s participation in the labor market has increased dramatically. However, this has confronted working women with work-family conflicts. Objective: This systematic review aimed to find the factors related to work-family conflicts befallen women working. Methods: All scientific articles published on the subject from June 2000 until June 2021 were searched in five databases (Science Direct, Web of Science, PubMed, Embase, Scopus, and Google Scholar) using the Keywords of factor, female, working, work-life balance, life-work imbalance. Results: We found 3967 articles in the databases mentioned. After removing duplicate items, the titles and abstracts of 2573 articles were screened, 34 full-texts of which were reviewed, leading to the final selection of 31 articles (13 qualitative studies and 17 quantitative studies). Then we searched for the documents that cited any of the initially included studies, as well as the references of the primarily included studies; however, no additional articles were found in this step. We categorized the factors related to work-life conflicts into four categories and 22 sub-categories. The first category was individual factors (e.g., individual capacities and skills); the second category was interpersonal factors (e.g., spousal support and lack of family support); the third category was organizational factors (e.g., organizational policies and working hours), and the fourth category was cultural factors (e.g., patriarchal hegemony in society and family-friendly culture). Conclusions: First, individual skills are needed to be paid more attention to, such as planning, which may be simply modifiable and has the potential to inform therapeutic interventions and preventative strategies. Second, foremen and directors should be informed about the importance of work-life conflicts experienced by women and their decisive role in creating a work-life balance to help improve their working conditions.

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Section: Individual Capacities and Skillsmentioning

confidence: 99%

Section: Support From the Managermentioning

confidence: 99%

Section: Working Hours and Job Needsmentioning

confidence: 99%

mentioning

confidence: 99%

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Investigating the Factors Related to Work-Family Conflicts Experienced by Working Women: A Systematic Review

et al. 2023

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“…In terms of work factors, Zayed et al (2021) found that individual employees' skill discretion, job needs, decision-making authority, and support from colleagues and supervisors were significantly related to work-family conflict. In addition, the work-family balance policy and leadership support provided by employers in the workplace can significantly reduce the work-family conflict level of employees.…”

Section: Precedent Variablesmentioning

confidence: 99%

How Does Online Telecommuting Affect Teachers’ Work? The Relationship Between Workplace Flexibility and Job Involvement: A Moderated Mediation Model

Leung

Choo

2022

JARE

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In the context of online telecommuting, based on conservation of resource theory, boundary theory and role pressure theory, the research conducted a survey on 690 teachers from 16 senior high schools in China, and verified the relationship between workplace flexibility and job involvement. The results show that: 1) Workplace flexibility has a significant positive impact on work-family conflict; 2) Workplace flexibility has a significant negative impact on job involvement; 3) Work-family conflict has a significant negative impact on job involvement; 4) Work-family conflict partially mediates the relationship between workplace flexibility and job involvement; 5) Job demands positively moderate the relationship between workplace flexibility and work-family conflict; 6) Job demands play a positive role in moderating the relationship between workplace flexibility and job involvement through work-family conflict.

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A Model of Factors Affecting Work-Family Conflict and Its Indicators: A Fuzzy Total Interpretive Structural Modeling Approach

arghavan,

Alimohammadlou,

amini

2024

Preprint

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Objective The imbalance between work and family life, otherwise called work-family conflict, represents one of the major challenges that individuals encounter in the twenty-first century. Given this issue, the present study seeks to identify the factors affecting work-family conflict and its indicators and to interpret the relationships between them. Method The study used qualitative and quantitative approaches and involved three stages. At stage 1, the meta-synthesis method was employed to screen 3204 publications, as a result of which 391 ones were selected. The contents of these publications were analyzed to identify work-family conflict indicators. At stage 2, all of the employees working for the branches of such banks as Melli, Mellat, Pasargad, Sepah, Shahr, Tejarat, and Iran Zamin, and Refah Kargaran in Lar city, Iran, were included as samples based on the census method. Next, the impacts of the factors identified on the employees’ work-family conflict were measured and examined. At stage 3, the opinions of 22 experts in the banking industry of Lar city were analyzed based on paired comparisons through the fuzzy total interpretive structural modeling (FISM) method. Findings : The study revealed that the effective factors fell under four dimensions, namely “occupational”, “familial”, “individual”, and “environmental.” Furthermore, the work-family conflict indicators were “doubt, hesitation, and caution”, “anxiety and distress”, “a sense of emptiness”, “physical health issues”, “occupational problems”, and “family problems.” There was a cause-effect relationship between the factors affecting work-family conflict and its indicators. The factors and indicators were divided into eight level partitions as described below: (a) the first level (receiving the highest impact): “quality of family life”, “psychological growth”, “adaptive behavior”, “a sense of emptiness”, and “family problems”; (b) the second level: “inability to self-organize” and “physical health issues”; (c) the third level: “locus of control” and “spiritual intelligence”; (d) the fourth level: “passion for work and the organization”, “time pressure imposed by family”, “pressure of family expectations”, “doubt, hesitation, and caution”, “anxiety and distress”, and “occupational problems”; (e) the fifth level: “occupational welfare and support schemes”, “a supportive leadership style”, “caregiving and nursing courses”, and “cultural conditions; (f) the sixth level: “time pressure at work” and “occupational risks and conflicts”; (g) the seventh level: “background characteristics”, “the importance of occupational roles”, “dynamic inter-role demands”, “social conditions”, and “economic insecurity”; and (h) the eighth level (most effective level): “the pressure of job demands” and “a human-centered organizational architecture”

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Work environment characteristics as determinants of work to family conflict among working females, Egypt

Cited by 3 publications

References 23 publications

Investigating the Factors Related to Work-Family Conflicts Experienced by Working Women: A Systematic Review

Investigating the Factors Related to Work-Family Conflicts Experienced by Working Women: A Systematic Review

How Does Online Telecommuting Affect Teachers’ Work? The Relationship Between Workplace Flexibility and Job Involvement: A Moderated Mediation Model

A Model of Factors Affecting Work-Family Conflict and Its Indicators: A Fuzzy Total Interpretive Structural Modeling Approach

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