Work in the family and employing organization.

Zedeck, Sheldon; Mosier, Kathleen L.

doi:10.1037//0003-066x.45.2.240

Cited by 86 publications

(5 citation statements)

References 67 publications

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“…Dual role conflict for women has been delineated by prior scientific research (Ahuja et al, 2007). The focus of much of the prior researches was on the dual role conflict, expressed as the incompatibility between the demands of one's life role with the professional role (Kahn et al, 1964;Zedeck & Mosier, 1990). It has been found that work often intrudes on the family and social life, while at other times, family pressures affect work performance.…”

Section: Quality Of Work Life and Dual Role-conflictmentioning

confidence: 99%

“…Moreover, there have not been many studies on personal factors related to stress levels at work. However, there have been several studies on personality correlates of people at different levels in an organisation and how certain personality traits contribute to better performance and career advancement (Zedeck & Mosier (1990). Furnham, Crump, and Chamorro-Premuzic (2007) examined individual difference factors related to management level intelligence, personality traits and personality disorders.…”

Section: Introductionmentioning

confidence: 99%

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Facilitating Quality of Work Life of Women Faculty in Medical Colleges

J S

2023

Abhigyan

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Indian medical education system is one of the largest in the world. Although several discussions were raised in research regarding the challenges of medical education and health care professionals, few researches have effectively addressed the problems of women faculty in medical education. This study identifies the prevalence of dual role conflicts among women faculty in medical colleges. The study also analysed the quality of work life of women faculty across the four domains of medical discipline, followed by dental, pharmacy and nursing. The stress level of women faculty was also ascertained, and the root cause of stress for women faculty working in medical colleges was identified with the application of the Myers-Briggs Type Indicator (MBTI). The MBTI analysis results suggest that women faculty are best motivated with well-defined policies and norms, significantly reducing role ambiguity, and the faculty has clarity about what is expected. This also paves the way for prompt recognition for exemplary performance, substantially reducing the amount of stress.

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Section: Quality Of Work Life and Dual Role-conflictmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Facilitating Quality of Work Life of Women Faculty in Medical Colleges

J S

2023

Abhigyan

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“…The concept of the work–family interface has been observed from different perspectives (Friedman and Greenhaus, 2000; Greenhaus and Beutell, 1985; Greenhaus and Powell, 2006; Grzywacz and Carlson, 2007; Zedeck and Mosier, 1990). However, the importance of understanding work–family negotiations through the lens of conflict remains critical as conflict creates several negative individual and organisational outcomes, requiring employers to design solutions to reduce such conflicts (Greenhaus and Parasuraman, 1999).…”

Section: Introductionmentioning

confidence: 99%

Tussle of identities: Indian women engineers on work–family conflict

Purang,

Dutta,

Biwalkar

2024

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Purpose This study aims to focus on understanding the work–family conflict of Indian women engineers through the lens of identity conflict. Design/methodology/approach Semi-structured interviews conducted with 20 Indian women engineers working in India and abroad of varying ages and work experience helped in understanding the types, sources and coping decisions about work–family conflicts experienced by them. Thematic analysis was conducted to analyse the qualitative data. Findings The findings reveal that as women engineers negotiate their “engineering” and “woman” identities, work–family conflict manifests as a battle of time and responsibilities, psychological strain and behaviour-based conflict. Furthermore, self-expectations and negative social sanctions play an important role in augmenting the experiences of these conflicts. The results also reveal how women re-strategize their career decisions to conciliate their conflicting identities. Originality/value This study furthers the literature on resolving work–family conflict by taking an identity perspective. Recommendations in literature such as work flexibility and part-time work, place the onus on women to increase their capacities to perform different roles better. Examining work–family conflict from an identity perspective allows us to look at the psychological processes underlying the challenges women face in balancing work and home in a male-dominated profession. These give insights into the need to go beyond accommodations in the workplace to redefine gender roles and relations for equal participation of women in the modern workforce.

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“…Many of the arguments presented in the literature fail to clearly differentiate between the effects of work and family. For example, it is common for individuals to transfer their emotions, behavior and attitudes from one domain to the other [ 5 ].…”

Section: Introductionmentioning

confidence: 99%

Turning the tide on turnover: The impact of empowering leadership on the work-family spillover of managers

Khan,

Bahadur,

Maialeh

et al. 2023

PLoS ONE

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The aim of this study is to examine the direct and indirect relationships between empowering leadership (EL), work-family spillover and manager turnover intentions, and to explore the moderating impact of perceived organizational support (POS) on these relationships. The study collected data from 220 participants—middle-level managers and their immediate subordinates working in hotels and tourism-related enterprises in central China. The results highlighted a significant relationship between EL and work-family positive spillover (WFPS) and manager turnover intentions, whereas the mediating effect of work-family negative spillover (WFNS) was found to be insignificant. The results further indicated that POS exerted a significant moderating impact on the association between EL and manager turnover intentions, and a significant mediating impact on WFPS. The study also determined that neither the mediating impact of WFNS nor the relationship between EL and WFNS was affected by POS. The study provides a unique perspective on empowering leadership based on the Conservation of Resources theory, and contributes to the understanding of its effects on manager turnover intentions.

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Work in the family and employing organization.

Cited by 86 publications

References 67 publications

Facilitating Quality of Work Life of Women Faculty in Medical Colleges

Facilitating Quality of Work Life of Women Faculty in Medical Colleges

Tussle of identities: Indian women engineers on work–family conflict

Turning the tide on turnover: The impact of empowering leadership on the work-family spillover of managers

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