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

Abstract

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

Work to family, family to work conflicts and work family balance as predictors of job satisfaction of Malaysian academic community

“…JS. With a view to understanding and gaining the knowledge for finding out the relationship between W to FC and JS in a better way, it has been explored in various occupations, fields and even different cultures (Rahman et al, 2019(Rahman et al, , 2018Bakalım and Karçkay, 2017;Kalliath and Kalliath, 2013;Anafarta, 2011 association between W to FC and satisfaction. Different meta-analyses also showed that W to FC harms satisfaction (life, job and family).…”

The Effect of Work Demand, Role Conflict, and Role Ambiguity on Work-Family Conflict (Impact of Work From Home due to The Covid-19 Pandemic)

“…Being able to meet the demands of a job, doing all tasks well is an obligation that must be fulfilled. The results of this study indicate that professionalism is needed in carrying out a job while also having to take care of the family, as research conducted by (Rahman et al, 2018) and states that female workers who are married have multiple roles, have responsibilities both for work and for their families (Boyar et al, 2003). Especially when working from home, there is a role conflict.…”

“…The development of study related to Work-Family Conflict (WFC) has been done by several researchers, such as the research about WFC related to the role (Ryan, Ma, & Ku, 2009), work demand, and turnover intention (Boyar, Maetz, Jr, Pearson, & Keough, 2003;Asghar, Gull, Bashir, & Akbar, 2018), work demand and job satisfaction (Boles, Howard, & Donofrio, 2001;Rahman et al, 2018), and work demand and stress, exhaustion (Boyar et al, 2003). Those researches show that many researchers interested in studying the woman who has double roles have a responsibility both for her work and family.…”

E-Learning in Era of COVID-19 Pandemic: Impact of Flexible Working Arrangements on Work Pressure, Work–Life Conflict and Academics’ Satisfaction

“…Although limited attention is paid to relationship between FWAs, WLC and job satisfaction, some attempts were developed in this perspective showing that employees who have flexible work and experienced less conflict between work and family tend to carry positive aspects from daily life to their job (Obrenovic et al, 2020). In other words, the more individuals feel balanced the more they enjoy their daily life and their work (Qu & Zhao, 2012;Rahman et al, 2018).…”