Work-family conflict, fear of success, and organizational commitment in working women

Sari, Wiendy Puspita

doi:10.12988/ref.2018.817

Cited by 4 publications

(5 citation statements)

References 4 publications

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“…This study is supported by previous research by (Cao et al, 2020;Finthariasari et al, 2020;Hatam et al, 2016;Karya et al, 2021;Lambert et al, 2020Lambert et al, , 2021Nurul Hidayati et al, 2021) which found that work-family conflict has a significant negative effect on organizational commitment. However, the findings of this study contradict those of (Nwugballa, 2016;Sari, 2018) who found a favorable link between work-family conflict and organizational commitment. Apart from that, these findings contradict the results of another study (Vickovic & Morrow, 2020) which found that any WFC measure has significant connections with organizational commitment.…”

Section: Discussioncontrasting

confidence: 99%

“…As a mother, women have the responsibility to carry out domestic roles such as taking care of the family and home. On the other hand, they have a responsibility to carry out their public role as employees (Sari, 2018(Sari, , 2020Sari et al, 2021). One profession that is dominated by women, both those who are not yet married and those who are married, is the nursing profession in health services.…”

Section: Introductionmentioning

confidence: 99%

“…WFC can cause stress, fatigue, and decreased work productivity. WFC has a higher probability of occurring in female workers than in male workers (Sari, 2018). Specifically, given the priority that exists between one rule and another, workers frequently find it difficult to strike a balance between their families and careers (Zain, 2017).…”

Section: Introductionmentioning

confidence: 99%

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Organizational Commitment Mediating Work-Family Conflict and Job Satisfaction in Nursing Performance

Sarman,

Sari

2024

trikonomika

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This study examines how nurses' performance is perceived regarding work-family conflict and job satisfaction and how organizational commitment plays a role in mediating this relationship at Pindad Bandung General Hospital. The research used a quantitative survey methodology with a sample of 66 female nurses. Data was collected through interviews, questionnaires, and observations, and path analysis was used to analyze the data. The results indicate that work-family conflict has a negative and significant impact on organizational commitment, while job satisfaction has a positive and significant impact on organizational commitment. Work-family conflict also has a negative and significant impact on nurse performance, while job satisfaction has a positive and significant impact on nurse performance. Furthermore, organizational commitment has a positive and significant impact on nurse performance. These findings suggest that work-family conflict and job satisfaction influence nurse performance and that organizational commitment mediates this relationship.

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Section: Discussioncontrasting

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Organizational Commitment Mediating Work-Family Conflict and Job Satisfaction in Nursing Performance

Sarman,

Sari

2024

trikonomika

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“…Working Women have two roles: as a mother & wife that is obligated to take care of family and as employee that is obligated to do her work (Sari W. P., 2020). Work Family Conflict (WFC) has higher possibility to occur in working women than men (Sari W. P., 2018). In the past, especially in Indonesia, people believe that public role was for man and domestic role was for woman.…”

Section: Introductionmentioning

confidence: 99%

The Impact Work Family Conflict on Performance: The Case of Married Female Nurses

Sari

Aktrisa

2021

HOLISTICA – Journal of Business and Public Administration

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Work Family Conflict (WFC) is common problem for working women. The purpose of this study is to analyse the dimensions of WFC: WIF (Work Interference with Family) & FIW (Family Interference with Work), and Performance of Working Women, and also to examine the influence of WIF and FIW on Performance of Working Woman partially and simultaneously. The research used survey method by giving questionnaires to 60 married female nurses from several Hospitals in Bandung. This study uses Partial Least Square (PLS) to analyse the relation between variables. The measurements of WFC are WIF & FIW. The measurements of Performance are Quality, Quantity, Punctuality, Cost effectiveness, Supervision needs, Interpersonal impact, Communication (oral-written), Job understanding / personal effectiveness, Teamwork, Achievement of performance results, Initiative / commitment. WIF has significant and negative impact on Performance of Working Women, the impact is about 46.7% (moderate). FIW has significant and negative impact on Performance of Working Women, the impact is about 42.4% (moderate). WIF & FIW has moderate impact on Performance of Working Women simultaneously, the impact is about 47.4%.

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“…This gives rise to work-family conflict (WFC), which has been defined by Flippo 9 as a form of inter-role conflict in which role pressures from the work and family domains are mutually incompatible in some respect. Though WFC is prevalent in both working men and women, it is more likely to occur in women 10 because social processes are more likely to interfere with women’s performance in the organized work sector.…”

Section: Introductionmentioning

confidence: 99%

An Exploration of the Psycho-sexual Aspects of the Motivation to Avoid Success and its Association with Gender Roles and Work-Family Conflict Using a Mixed Method

Moulik,

Ray

2023

Journal of Psychosexual Health

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Aims: The current study attempted to explore how gender roles and work-family conflict contribute to fear of success in urban, married, middle-aged, and working women. Materials and Methods: A mixed method was used in which “gender role,” “work family conflict,” and “fear of success” were measured using the Indian Gender Role Identity Scale, 1 the Work Family Conflict Scale (Carlson et al.), 2 and the Fear of Success Scale (Canavan-Gumpert et.al.), 3 respectively, followed by an interview of 10 voluntary participants for a period of 30 min each. Analysis: A stepwise multiple regression analysis of work-family conflict and gender roles on fear of success was computed as part of the quantitative analysis of the data. Open codes and focus codes were computed as part of the qualitative analysis of the data. Results and Conclusion: The results of quantitative data analysis revealed that both dimensions of “work-family conflict,” i.e., “time-based work to family” and “time based family to work,” are significant predictors of “fear of success” and that there is a significant negative correlation between “masculinity” and “fear of success.” The analysis of qualitative data revealed that the majority of the participants have talked about unpleasant consequences related to success in or being engaged in a formal job. The findings have been discussed in the context of the internalization of societal expectations and implicit coercions in urban, middle-aged, and married working women.

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Work-family conflict, fear of success, and organizational commitment in working women

Cited by 4 publications

References 4 publications

Organizational Commitment Mediating Work-Family Conflict and Job Satisfaction in Nursing Performance

Organizational Commitment Mediating Work-Family Conflict and Job Satisfaction in Nursing Performance

The Impact Work Family Conflict on Performance: The Case of Married Female Nurses

An Exploration of the Psycho-sexual Aspects of the Motivation to Avoid Success and its Association with Gender Roles and Work-Family Conflict Using a Mixed Method

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