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The aim of this longitudinal study was to explore reciprocal relationships between work/family pressure, work/family interference, and work/family satisfaction among Taiwanese employees (N ＝310). All study variables were assessed...
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The aim of this longitudinal study was to explore reciprocal relationships between work/family pressure, work/family interference, and work/family satisfaction among Taiwanese employees (N ＝310). All study variables were assessed three times. We found that within the work domain, earlier work pressure caused later work-to-family conflict (WFC), while earlier WFC reduced later job satisfaction. We also found that earlier WFC caused later work pressure, while earlier job satisfaction reduced later WFC. Similarly, we found that within the family domain, earlier family pressure caused later family-to-work conflict (FWC), while earlier FWC reduced later family satisfaction. We also found that earlier FWC caused later family pressure. In addition, family pressure and family satisfaction had reciprocal relationships over time. Together these longitudinal and reciprocal relations strongly support our hypothesized feedback loops linking pressure, work and family conflict, and role satisfaction, within each of the work and family domains. We made specific suggestions on breaking these vicious cycles to effectively manage both the work and family roles.
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For various reasons, the role of the medical social worker is often unclear to persons seeking medical treatment. Allied health professionals, such as nursing staff, tend to have a better understanding of the medical social worker...
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For various reasons, the role of the medical social worker is often unclear to persons seeking medical treatment. Allied health professionals, such as nursing staff, tend to have a better understanding of the medical social worker's role and of whether services are being provided to best meet each patient's needs. We aimed to illustrate the abilities of nursing staff to provide patient satisfaction feedback to medical social workers in such areas as responsiveness to patient requests and the satisfaction of patients and their family members with the social services provided. Use of this satisfaction measurement technique will hopefully resolve any confusion that patients, and others not familiar with the role of the medical social worker, may have. This method provides accurate measurement of patients' evaluation of medical social work services.
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The first aim of this study was to validate a French version of the Decent Work Scale(DWS) proposed by Duffy, Allan, Blustein, England, Douglass, Ferreira, and Santos (2017). Our second aim was to gain insight into French people's...
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The first aim of this study was to validate a French version of the Decent Work Scale(DWS) proposed by Duffy, Allan, Blustein, England, Douglass, Ferreira, and Santos (2017). Our second aim was to gain insight into French people's representations of decent work using a qualitative approach. A representative sample of 300 French employees completed the DWS, as well as measures of life satisfaction, work satisfaction, work-family conflict, meaningful work, and withdrawal intentions. Participants also responded to an open-ended question asking them to define decent work. Confirmatory factor analyses, as well as correlation and internal-consistency analyses, indicated satisfactory internal and convergent validity for the French version of the DWS. The qualitative results showed that French representations for decent work only partially overlapped with the initial conceptualizations of decent work in the United States. These findings are discussed in reference to notions of decent work in vocational psychology and to the cultural context of work within French society.
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The effectiveness of organizational interventions in reducing the adverse consequences of work-family conflict has produced mixed findings. This paper examines the relationship between the use of organizational 'family friendly' r...
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The effectiveness of organizational interventions in reducing the adverse consequences of work-family conflict has produced mixed findings. This paper examines the relationship between the use of organizational 'family friendly' resources (such as creche facilities, flexible working hours, and job sharing), with levels of work-family conflict, and job and family satisfaction over time. Using structural equation modelling, these associations were tested in 398 employed men and women who each completed a self-report questionnaire administered on two occasions. The use of organizational interventions directly predicted increased levels of concurrent (Time 1) work-family interference and increased levels of subsequent (Time 2) job satisfaction. Both organizational interventions and family interventions (i.e. support) positively predicted subsequent family satisfaction. The research demonstrates that the provision of organizational 'family-friendly' practices will produce improved psychological outcomes for employees.
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Till date, researchers done WLB have mainly focussed on work and the family domain. However, the present-day workforce is heterogenous in nature and the workers might even value the other domains of non-working apart from family. ...
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Till date, researchers done WLB have mainly focussed on work and the family domain. However, the present-day workforce is heterogenous in nature and the workers might even value the other domains of non-working apart from family. These researchers mainly aim at investigating the significance of the other domains of nonworking in work life balance with a special focus on the health of workers. Besides, the meaning of the effect of balance between serious and fun activities and work wellbeing balance on representative fulfilment was evaluated. Likewise, these examinations investigate the impact of balance between serious and fun activities and work wellbeing balance on change in the degree of representative fulfilment according to the qualities of the laborers including parental status, age, work capacity and sex. The consequences of studies show that the specialists believe wellbeing to be a significant factor in the space of balance between fun and serious activities. Work wellbeing balance clarifies a greater amount of change in representative fulfilment when contrasted with balance between fun and serious activities, A sample of 311 respondents was surveyed to find the factors related to work life balance and their impact on job switching behaviour. After applying factor analysis, a statistical tool and analysing the data the study concludes that Work health balance, Job satisfaction, Work environment, Relation with management and co-workers, and Work and personal life balance are the different factors related to work life balance that shows significant impact on job switching behaviour.
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The aim of the present study is to test the Greenhaus and Allen (2011) model on work-family balance (WFB). The model was tested using a survey based methodology. An online questionnaire was administered and data was collected from...
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The aim of the present study is to test the Greenhaus and Allen (2011) model on work-family balance (WFB). The model was tested using a survey based methodology. An online questionnaire was administered and data was collected from academicians from higher education institutes in India (492 samples) and USA (293 samples). Partial least square structural equation modeling (PLS SEM) results showed that work-family conflict and work-family facilitation predicted job and family satisfaction. Similarly both types of satisfactions (job and family) predicted feelings of WFB, which in turn results in life satisfaction. In both samples, the model was found to have adequate predictive relevance and goodness of fit with the data. Thus, academicians working in higher educational institutions in India and USA can attain work-family balance by achieving job and family satisfaction. Similarly, job and family satisfaction decreased and increased due to conflict and facilitation respectively. Finally, this work showed that if academicians can achieve balance between work and family, they can attain satisfaction in life as a whole.
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New strategies for attracting and retaining skilled workforce require organizations better evaluate Quality of Work Life (QWL) of their employees. They need more precise and more complete measurement instrument. Using the procedur...
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New strategies for attracting and retaining skilled workforce require organizations better evaluate Quality of Work Life (QWL) of their employees. They need more precise and more complete measurement instrument. Using the procedure specific to formative variables, this study employed multistage steps for investigation and analysis. The research results in a particularly comprehensive measurement index that culls four QWL dimensions (work stress, work occupy, job and career satisfaction and working conditions) from 30 items. The model has significant implications for the measurement as well as development of valid measures of QWL in Saudi Arabia and other countries with similar work environment.
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This research seeks for improved understanding regarding the interaction of meaningful work and the work-family interface. Existing literature suggests that experiencing a sense of calling toward work makes the work domain particu...
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This research seeks for improved understanding regarding the interaction of meaningful work and the work-family interface. Existing literature suggests that experiencing a sense of calling toward work makes the work domain particularly salient to employees compared to other life domains. In this article, we draw on this idea, rooted in identity theory, to hypothesize that a sense of calling toward work diminishes the effects of work-family conflict and work-family enrichment on employee's job and life satisfaction. We test these ideas in two studies. First, we surveyed an alumni sample of 598 employees from various jobs, industries, and job levels. Then, in a constructive replication, we surveyed 327 employees using a time-lagged design. Calling was found to significantly buffer the effect of work-family conflict on job satisfaction in Study 2, but not Study 1. Calling did not buffer the effect of conflict on life satisfaction in either study. However, both studies demonstrated that calling attenuated (substituted for) the effect of work-family enrichment on job satisfaction. Study 1 supported the idea that calling attenuates the effect of enrichment on life satisfaction; however, this interactive effect was reversed in Study 2, contrary to expectations. We discuss implications for theory and practice related to callings and career choices, as well as for the role of calling and work identity in the work-family interface.
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Purpose - The purpose of this paper is to explore reciprocal relationships between work/family resources, work/family enrichment (WFE), and work/family satisfaction in a Chinese society. Design/methodology/approach - A longitudina...
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Purpose - The purpose of this paper is to explore reciprocal relationships between work/family resources, work/family enrichment (WFE), and work/family satisfaction in a Chinese society. Design/methodology/approach - A longitudinal design was adopted using a three-wave panel sample. Data were obtained from 310 Taiwanese employees on three occasions, six months apart. Findings - Results of cross-lagged structural equation modeling analyses offered strong support for the hypothesized reciprocal relationships between the focal constructs. The authors found that while modeling WFE, work resources (supervisory support), WFE and job satisfaction were mutually related to one another over time. While modeling family-to-work enrichment (FWE), family resources (family support), FWE and family satisfaction were again mutually related to one another over time. Originality/value - This is the first longitudinal study on WFE with a non-Western sample. Basing upon the findings, the authors suggest that the common theoretical models postulating a linear causal chain of work/family antecedents → work/family interaction (WFI) → work/family consequences are inadequate. Instead it is recommended that more elaborate and recursive models including reciprocal relationships need to be formulated to better represent the dynamic and fluid nature of WFI processes.
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The purpose of this paper is to study the relationship between job satisfaction and work performance of sub- district municipality administrators in the eastern region. The population used in this research is the head and sub-head...
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The purpose of this paper is to study the relationship between job satisfaction and work performance of sub- district municipality administrators in the eastern region. The population used in this research is the head and sub-head of sub-district municipality, which have offices in 7 provinces of the eastern region of Thailand, totally 531 people. The sample size consisted of 400 people. Simple random sampling technique was used to collect data. The instruments used for collecting data were questionnaires. In the data analysis, pear son product moment correlation was used to analyse the relationship between job satisfaction and work performance of sub- district municipality administrators in the eastern region by setting statistical significance at the level of 0.01. The results showed that there is a relationship between job satisfaction and work performance of sub- district municipality administrators in the eastern region.
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