Work-Life Balance: An Exploratory Analysis of Family-Friendly Policies for Reducing Turnover Intentions Among Women in U.S. Federal Law Enforcement

Yu, Helen H.

doi:10.1080/01900692.2018.1463541

Cited by 56 publications

(58 citation statements)

References 34 publications

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“…Family-friendly policies can help working parents have a more balanced life, which may benefit not only the parents themselves but also their children, their families, and even their organizations. For instance, several studies have demonstrated that family-friendly policies promote a greater commitment to work and higher levels of job satisfaction (Yu, 2018), greater productivity (Dex and Smith, 2002; Bae and Yang, 2017) and fewer turnover intentions (Bae and Yang, 2017).…”

Section: Discussionmentioning

confidence: 99%

“…These findings underline the importance of assessing, in clinical context, the relationship that anxious parents establish with their children, in order to provide them strategies that not only reduce their anxiety but also promote a greater acceptance of perceived mistakes and limitations as parents, a greater self-regulation in parenting, and a greater ability to defuse from their problems and to be present when interacting with their children. Although the literature has predominantly emphasized the negative role that parental depression plays in parenting behaviors and in child development (Yu, 2018), our study draws attention to the important role of anxious symptomatology. In addition, parenting stress has been shown to be the mediator that best explains the relationship between work-family conflict and mindful parenting, since it has been shown to be associated with all the dimensions of this parenting style.…”

Section: Discussionmentioning

confidence: 99%

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Work-Family Conflict and Mindful Parenting: The Mediating Role of Parental Psychopathology Symptoms and Parenting Stress in a Sample of Portuguese Employed Parents

et al. 2019

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Aims: The aims of the current study are to examine whether parents’ work-family conflict, emotional distress (anxiety/depressive symptoms and parenting stress) and mindful parenting vary according to the type of employment (full-time, part-time, and occasional), the type of work schedule (fixed, flexible, and shift), and the number of working hours per week and to explore whether parental emotional distress mediates the association between work-family conflict and mindful parenting dimensions. Methods: A sample of 335 employed parents (86.3% mothers) of children and adolescents between the ages of 1 and 19 years old completed a sociodemographic form and measures of work-family conflict, anxiety/depression symptoms, parenting stress, and mindful parenting. The differences in study variables among types of employment, work schedules and number of weekly working hours were analyzed. A path model was tested through structural equation modeling in AMOS to explore the indirect effect of work-family conflict on mindful parenting dimensions through anxiety, depression and parenting stress. The invariance of the path model across children’s age groups (toddlers, preschool and grade school children, and adolescents) and parents’ gender was also examined. Results: Parents with a shift work schedule, working full-time and 40 h or more per week, presented significantly higher levels of work-family conflict than those with a fixed or flexible schedule, working part-time and less than 40 h per week, respectively. Parents with a flexible work schedule presented significantly higher levels of self-regulation in parenting and of non-judgmental acceptance of parental functioning than parents with a shift work schedule. Higher levels of work-family conflict were associated with lower levels of mindful parenting dimensions through higher levels of anxiety/depression symptoms and parenting stress. The model was invariant across children’s age groups and parents’ gender. Discussion: Work-family conflict is associated with poorer parental mental health and with less mindful parenting. Workplaces should implement family-friendly policies (e.g., flexible work arrangements) that help parents successfully balance the competing responsibilities and demands of their work and family roles. These policies could have a critical impact on the mental health of parents and, consequently, on their parental practices.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Work-Family Conflict and Mindful Parenting: The Mediating Role of Parental Psychopathology Symptoms and Parenting Stress in a Sample of Portuguese Employed Parents

et al. 2019

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“…Given the limited time and energy of employees, relationship-oriented behaviors eventually may harm the interests of the organization [ 98 ]. Therefore, although providing FFPs requires a certain cost [ 72 ], organizations should carefully weigh the input-output ratio of providing FFPs to ensure the maximum benefit. Undoubtedly, the organization’s policies and environments influence employee behaviors.…”

Section: Discussionmentioning

confidence: 99%

“…Therefore, the role of the organization is indispensable in alleviating employee WFC. FFPs are a set of formal programs developed by organizations, aiming to provide support to employees in order to balance their family and work demands [ 72 ]. Previous studies show that employee perceived FFPs can directly or indirectly reduce WFC [ 73 ].…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

Employee Political Skill, Supervisor-Subordinate Guanxi, and Work-Family Conflict: The Cross-Level Moderating Role of Family-Friendly Practices

Tang

Miao

Jiang

2020

IJERPH

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Many studies have examined the negative effects of work-family conflict on society, organizations, and individuals. Nonetheless, alleviating employee work-family conflict is a topic worthy of further investigation. Few studies examine the antecedent variables of work-family conflict from personal skill and Guanxi perspectives. Studies that test the moderating role of family-friendly practices at the organization level are also rare. Accordingly, we collected data from 404 employees of 51 organizations. The research data are time-lagged and multileveled. The results of hierarchical linear model (HLM) show: (1) Employee political skill negatively affects employee perceived work-family conflict; (2) Employee political skill positively affects supervisor-subordinate Guanxi; (3) Supervisor-subordinate Guanxi partially mediates the relationship between employee political skill and employee work-family conflict (that is, employees can use their political skill to build high-quality supervisor-subordinate Guanxi, further reducing their perceived work-family conflict); (4) Organization family-friendly practices negatively moderate the relationship between supervisor-subordinate Guanxi and work-family conflict (that is, in organizations with high level family-friendly practices, the negative relationship between supervisor-subordinate Guanxi and work-family conflict becomes weak); Furthermore, by coding with Mplus software (Muthen & Muthen, Los Angeles, CA, USA), we also find: (5) Organization family-friendly practices moderate the indirect effect of employee political skill on employee work-family conflict. The results have both theoretical and empirical implications. Further research directions are addressed at the end.

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“…İş yaşam dengesi ile işten ayrılma niyeti arasındaki ilişkiyi inceleyen diğer çalışmalar; iş yaşam dengesi ile işten ayrılma niyeti arasında anlamlı ve negatif bir ilişki tespit etmişlerdir. Bir başka ifadeyle çalışanın iş yaşam dengesi arttıkça işten ayrılma niyetinde azalma görülecektir (Shankar ve Bhatnagar, 2010;Yu, 2018;Jabeen, Friesen ve Ghoudi, 2018;Cheng, Nielsen ve Cutler, 2019). İşten ayrılma niyetiyle ilgili hizmet işletmelerine yönelik yapılan çalışmalar incelendiğinde, iş tatmini arttığında işi bırakma eğiliminin azaldığı (Kaya, 2010;Chen ve Wang, 2019), çalışanların örgütsel bağlılığının iş performansı ve işten ayrılma niyetini belirleyen önemli bir etken olduğu (Akyüz ve Eşitti, 2015), işgörenlerin sahip olduğu iş stresi ile iş tatmini arasında negatif yönlü, iş stresi ile işten ayrılma niyeti arasında ise pozitif yönlü bir ilişkinin olduğu (Akova, Emiroglu ve Tanrıverdi, 2015), kurum iklimi ile işten ayrılma niyeti arasında anlamlı ve pozitif yönlü bir ilişki bulunduğu (Sökmen ve Akar Şahingöz, 2017), duygusal emek ile tükenmişlik ve işten ayrılma niyeti arasında anlamlı ilişkilerin olduğu (Karakaş, 2017) ve iş tatmini ile örgütsel bağlılık arasında pozitif yönlü, işten ayrılma niyetiyle ise negatif yönlü bir ilişki (Kong vd., 2018) Tablo 3'e göre, kadınların %80,4'ü, 8-10 arası çalışırken; bu oran erkeklerde %43,9'dur.…”

Section: İşten Ayrılma Niyetiunclassified

Restoran Çalışanlarının İş Yaşam Denge Düzeylerine Göre İş Tatmini ve İşten Ayrılma Niyetlerinin Karşılaştırılması

Erdem

Unur

Şeker

et al. 2019

TR1010

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Araştırmanın amacı, restoran çalışanlarının iş yaşam denge düzeylerini belirlemek ve iş yaşam denge düzeylerine göre iş tatmini ve işten ayrılma niyetinin farklılaşıp farklılaşmadığını tespit etmektir. Bu amaçla Ocak-Mart 2019 tarihleri arasında Mersin il merkezinde yer alan restoranlara gidilip, çalışanlara yüz yüze anket uygulanmıştır. Analizler, 270 kullanılabilir anket üzerinden gerçekleştirilmiştir. Kümeleme analizi sonucunda örneklem, iş yaşam dengesi düşük 151 kişi ve iş yaşam dengesi yüksek 119 kişi olmak üzere iki kümeye ayrılmıştır. Bu sonuca göre, iş yaşam dengesi düşük olan restoran çalışanlarının daha fazla olduğunu söylemek mümkündür. Demografik özelliklerden cinsiyet, çalışma saati, haftalık izin ve dini bayramlarda çalışma durumuna göre iş yaşam denge düzeyinin anlamlı farklılıklar gösterdiği tespit edilmiştir. Ayrıca, iş yaşam denge düzeyine göre hem iş tatmini hem de işten ayrılma niyeti anlamlı farklılıklar göstermektedir. İş yaşam dengesi nispeten daha yüksek olan restoran çalışanları, daha fazla iş tatminine sahiptir. Öte yandan iş yaşam dengesi nispeten daha yüksek olan çalışanların işten ayrılma niyeti daha düşüktür.

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Work-Life Balance: An Exploratory Analysis of Family-Friendly Policies for Reducing Turnover Intentions Among Women in U.S. Federal Law Enforcement

Cited by 56 publications

References 34 publications

Work-Family Conflict and Mindful Parenting: The Mediating Role of Parental Psychopathology Symptoms and Parenting Stress in a Sample of Portuguese Employed Parents

Work-Family Conflict and Mindful Parenting: The Mediating Role of Parental Psychopathology Symptoms and Parenting Stress in a Sample of Portuguese Employed Parents

Employee Political Skill, Supervisor-Subordinate Guanxi, and Work-Family Conflict: The Cross-Level Moderating Role of Family-Friendly Practices

Restoran Çalışanlarının İş Yaşam Denge Düzeylerine Göre İş Tatmini ve İşten Ayrılma Niyetlerinin Karşılaştırılması

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