scholarly journals Relationship of Workplace Stressors and Organizational Commitment: A Study in the Education Sector

2021 ◽  
Vol VI (I) ◽  
pp. 140-152
Author(s):  
Sabita Mariam ◽  
Rohma Yousaf ◽  
Nausheen Syed
Keyword(s):  
Organizational Commitment ◽  
Role Conflict ◽  
Family Conflict ◽  
Role Ambiguity ◽  
Negative Relationship ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Workplace Stressors ◽  
Work Family ◽  
The Relationship

This study investigates the relationship between organizational commitment and workplace stressors, such as role ambiguity, role conflict, work-family conflict, and organizational injustice. A data of 150 respondents have been collected from the educational sector from university teachers of Faisalabad and analyzed through (SEM), using the least-squares method. The study included Pearson chi-square, correlation, and regression to verify determine how well theoretical distributions fit the empirical distributions. The study findings show the relationship between work-family conflict with organizational commitment, and the work-family conflict has a significant negative relationship with organizational commitment. The lack of commitment of teachers is due to their family responsibilities. The second purpose was to check the association between role ambiguity conflict and organizational commitment. Ambiguity/role conflict and organizational commitment have significant relations. Conflicts and ambiguity in the roles make them struggle to clear their role and prove themselves to the organization, which shows significant relation.

scholarly journals Relationship of Workplace stressors and Organizational Commitment: A study in the education sector

2021 ◽  
Vol 3 (1) ◽  
pp. 150-157
Author(s):  
Afshan Sultana ◽  
◽  
Nauheen Syed ◽  
Madiha Riaz
Keyword(s):  
Organizational Commitment ◽  
Role Conflict ◽  
Family Conflict ◽  
Role Ambiguity ◽  
Positive Relationship ◽  
Education Sector ◽  
Work Family Conflict ◽  
Workplace Stressors ◽  
Work Family ◽  
The Relationship

The present study investigated the relationship between organizational commitment and workplace stressors, such as work-family conflict, role conflict, and role ambiguity, and organizational injustice. Data has been collected from the education sector investigating university teachers of Faisalabad. The data was analyzed on 150 respondents through structural equation modeling (SEM), using the least-squares method. In this study, the Pearson chi-square, correlation, and regression test determine how well theoretical distributions fit the empirical distributions. The study's finding shows that the relationship between work-family conflict and organizational commitment; the work-family conflict has a significant negative relationship with organizational commitment. The teachers lack commitment due to their family responsibilities. The second purpose was to check the association between role ambiguity/role conflict and organizational commitment. The findings show a significant and positive relationship between role ambiguity/role conflict and organizational commitment. Conflicts and ambiguity in the roles make them struggle more to clear their role and prove themselves to the organization. There is a significant and positive relationship between organizational injustice and organizational commitment.

Work-Family Conflict, Support and Intention to Quit Among Kenyan Female Teachers in Urban Public Schools

2018 ◽  
Vol 41 ◽  
pp. 33-45
Author(s):  
Gladys Muasya
Keyword(s):  
Public Schools ◽  
Family Conflict ◽  
Negative Relationship ◽  
Intention To Quit ◽  
Work Family Conflict ◽  
Female Teachers ◽  
Urban Public Schools ◽  
Work Family ◽  
The Relationship ◽  
The City

Teaching is characterised by high reported levels of turnover and occupational stress. This study examined the nature of the relationship between work-family conflict (WFC), supervisor’s and colleagues’ support, and intention to quit among female teachers with young children in Kenyan urban public schools. The specific objectives were to: 1) compare the intention to quit of female teachers working in the city of Nairobi vis-à-vis those working in secondary urban centres; 2) examine the relationship between intention to quit and WFC; 3) examine the relationship between support and turnover intention; and 4) assess whether support moderates the relationship between WFC and intention to quit. Data were collected by means of 375 self-administered questionnaires and analysed using t-test and hierarchical regression. Questionnaires were distributed to teachers in primary and secondary schools in secondary urban centres and in the Nairobi city. Results show that intention to quit was statistically higher among secondary school teachers, and teachers working in the city. There was a positive relationship between WFC that originates from work and intention to quit, but not between WFC that originates from family and intention to quit. There was a negative relationship between supervisor’s support and intention to quit but not between colleagues’ support and intention to quit. Supervisor support did not moderate the relationship between WFC and intention to quit. Practical and theoretical implications of the study are also provided.

Personality meta–traits and time-based work–family conflict: the mediating role of work–home boundaries

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Maya Kroumova ◽  
Rakesh Mittal ◽  
Joshua Bienstock
Keyword(s):  
Family Conflict ◽  
Negative Relationship ◽  
Two Dimensions ◽  
Equation Modeling ◽  
Full Time ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family ◽  
The Relationship ◽  
Boundary Strength

Purpose This study aims to examine the complex relationship between the personality meta-traits of stability and plasticity and time-based work–family conflict (WFC). Stability and plasticity are hypothesized to influence WFC directly and indirectly, via boundary strength at work (BSW) and boundary strength at home (BSH) domains. WFC has two dimensions – conflict due to family interfering in work (FIW) and conflict due to work interfering in family (WIF). Design/methodology/approach Data was collected from 419 full-time employees in multiple US companies. Hypotheses were tested using structural equation modeling. Findings Stability was associated with lower levels of WFC and stronger boundaries around the work and home domains. BSW mediated the relationship between stability and FIW; BSH mediated the relationship between stability and WIF. plasticity was associated with weaker boundaries around the work and home domains. BSW and BSH had a negative relationship with FIW and WIF, respectively. Research limitations/implications The study is cross-sectional and limited to time-based work–family conflict. The results support the adoption of a more agentic view of personality in the boundary setting and WFC literatures. Practical implications Employers need to design flexible work programs that offer employees control over work–home boundary strength. Originality/value The study links stability and plasticity to WFC. It expands the nomological network of work–home boundaries.

scholarly journals Work-Family Conflict and organizational commitment workers in small and medium sized enterprises

2014 ◽  
Vol 27 (3) ◽  
pp. 543-563
Author(s):  
SooChan Choi ◽  
HeeJong Lee ◽  
SunA Chung ◽  
JiSun Lee
Keyword(s):  
Organizational Commitment ◽  
Metropolitan Area ◽  
Family Conflict ◽  
Moderating Effect ◽  
Employee Benefits ◽  
Work Family Conflict ◽  
Positive Spillover ◽  
Work Family ◽  
The Relationship ◽  
Negative Spillover

The purposes of this study were to confirm the effect of work-family spillover toward organizational commitment of workers in small and medium sized enterprises, who offered less benefits for maintaining balanced life between workplace and household than major company, and to verify moderate effects of benefits. This study carried out 269 workers in small and medium sized enterprises located in metropolitan area. The major findings were summarized as follows: First, work-family negative spillover, work-family positive spillover, employee benefits showed effects on organizational commitment. Second, the moderating effect of benefits was shown on the relationship between work-family negative spillover and organizational commitment.

scholarly journals THE MEDIATING ROLE OF SELF-EFFICACY ON THE RELATIONSHIP BETWEEN WORK-FAMILY CONFLICT AND ORGANISATIONAL CITIZENSHIP BEHAVIOUR

2019 ◽  
Vol 4 (1) ◽  
pp. 246
Author(s):  
Meor Rashydan Abdullah ◽  
Sabitha Marican ◽  
Nurul Liyana Mohd Kamil
Keyword(s):  
Family Conflict ◽  
Self Efficacy ◽  
Negative Relationship ◽  
Individual Characteristics ◽  
Work Family Conflict ◽  
Mediating Role ◽  
Proactive Behaviour ◽  
Work Family ◽  
The Relationship

Organisational citizenship behaviour (OCB) is important in the organisational behavioural research. OCB contributes significantly to the success of an organisation through proactive behaviour in extra-role activity and active involvement in organisation operation to ensure efficiency and productivity in service delivery. The purpose of this study is to examine the relationship between work-family conflict as the antecedent of OCB and the role of self-efficacy as the mediating variable. Data were collected from 510 public administrators at Public Service Department, Ministry of Home Affairs, Ministry of Education and Ministry of Health in Putrajaya, Malaysia. Data analyses were conducted using partial least squares structural equation modelling (PLS-SEM) to test the research model hypotheses related to the relationship between work-family conflict, self-efficacy and OCB. The findings confirmed that there is a significant negative relationship between work-family conflict and self-efficacy and there is no relationship between work-family conflict and OCB. Self-efficacy is proven to be a fully mediation variable in the relationship between work-family conflict and OCB. The results suggest that organisations should be aware of individual characteristics and work-family domain to foster participation and engagement in OCB. The findings of this study contribute to the literature especially on OCB and open new avenues for future research by providing new perspective on factors that influence individual behaviour and also the role of personal efficacy on those relationship. Keywords: Mediation analysis, Organisational Citizenship Behaviour (OCB), self-efficacy, SmartPLS, work-family conflict. Cite as: Abdullah, M. R., Marican, S., & Mohd Kamil, N. L. (2019). The mediating role of self-efficacy on the relationship between work-family conflict and organisational citizenship behaviour. Journal of Nusantara Studies, 4(1), 246-272. http://dx.doi.org/10.24200/jonus.vol4iss1pp246-272

The moderated relationship between job burnout and organizational cynicism

2014 ◽  
Vol 52 (3) ◽  
pp. 482-504 ◽  
Author(s):  
Aditya Simha ◽  
David F. Elloy ◽  
Han-Chung Huang
Keyword(s):  
Role Conflict ◽  
Family Conflict ◽  
Perceived Fairness ◽  
Work Family Conflict ◽  
Content Type ◽  
Moderating Variables ◽  
Organizational Cynicism ◽  
Work Family ◽  
The Relationship ◽  
Practical Implications

Purpose – The purpose of this paper is to examine the relationship between two components of job burnout (emotional exhaustion and depersonalization) and organizational cynicism. Another aim of this research was to examine the role of moderating variables such as role conflict, work-family conflict, perceived fairness, and trust in coworkers on the relationship between burnout and organizational cynicism. Design/methodology/approach – The methodology was a survey-based quantitative method. Totally, 172 nurses in a Taiwanese hospital were surveyed, and 169 completed responses were obtained. The nurses filled out self-report surveys that measured their levels of burnout, organizational cynicism, and various other variables including demographic variables. Findings – The results indicate that several variables acted as moderators in the relationship between emotional exhaustion and organizational cynicism, and in the relationship between depersonalization and organizational cynicism. Trust in coworker, perceived fairness, and role conflict all were found to negatively influence the relationship between a burnout component and cynicism, whereas work-family conflict had a positive influence on the relationship between depersonalization and cynicism. Research limitations/implications – The limitations of this research are that the study is cross-sectional in nature, and is based on a Taiwanese sample. Future research should aim to study these variables in a longitudinal fashion and in different contexts. Practical implications – The practical implications from this study include managers being able to harness various variables (such as perceived fairness and trust in coworkers) in order to reduce cynicism. Originality/value – The value of this study is that it connects burnout and organizational cynicism together. It also uncovers several moderating variables that influence the relationship between burnout and organizational cynicism. This is also one of the first studies that have obtained a positive effect of role conflict.

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

2020 ◽  
Vol 17 (14) ◽  
pp. 5185
Author(s):  
Le Tang ◽  
Rentao Miao ◽  
Lai Jiang
Keyword(s):  
Family Conflict ◽  
Negative Relationship ◽  
Political Skill ◽  
Hierarchical Linear Model ◽  
Work Family Conflict ◽  
Family Friendly ◽  
Work Family ◽  
The Relationship ◽  
Moderating Role

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.

Effect of Dual Role Conflict Work Family Conflict, Workload, and Job Stress on the Employee Performance of PT. Bank Negara Indonesia (Persero) Tbk at Bank Branch Pare-Pare

2019 ◽  
Vol 1 (3) ◽  
pp. 88-95 ◽  
Author(s):  
Samsinar Samsinar ◽  
Nurdjanah Hamid ◽  
Wahda Rasyid
Keyword(s):  
Role Conflict ◽  
Work Stress ◽  
Family Conflict ◽  
Primary Data ◽  
Multiple Role ◽  
Work Family Conflict ◽  
Female Employees ◽  
Work Family ◽  
The Relationship ◽  
Positive Work

This study aims to determine the effect of multiple role conflict (work-family conflict, workload and work stress on the performance of female employees of PT. Negara Negara Indonesia (Persero) Pare-pare. The type of data collected is in the form of quantitative and qualitative data. The population of this study was all employees of the PT. Bank Negara Indonesia Branch of Pare-pare who were married and had as many as 36 children. Sampling technique uses purposive sampling. Data sources used are primary data and secondary data. Data were analyzed using path analysis. The results of this study indicate that multiple role conflict and workload directly influence significantly the work stress of female employees of PT. Bank Negara Indonesia (Persero) Tbk. The relationship between a conflict of dual roles to positive work stress and the relationship between workloads to positive work stress means that an increase in workload can increase the work stress of female employees. Direct work stress also negatively affects the performance of female employees of PT. Bank Negara Indonesia (Persero) Tbk, meaning that when work stress increases, performance will decrease

scholarly journals Role Ambiguity and Role Overload as Important Predictors of Work-Family Conflict

Humaniora ◽  
2016 ◽  
Vol 7 (4) ◽  
pp. 473 ◽  
Author(s):  
NurIzzaty Mohamad ◽  
Azman Ismail ◽  
Nurul Muna Mohamad ◽  
Sholihien Ahmad ◽  
Zulkefli Yahy
Keyword(s):  
Research Design ◽  
Work Stress ◽  
Family Conflict ◽  
Role Ambiguity ◽  
Path Model ◽  
Role Overload ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Work Family ◽  
The Relationship

Work stress hadtwo important components: role ambiguity and role overload. This research used a cross-sectional research design because it permited the researchers to integrate the work stress literature and the actual survey as the main procedure of collecting data for this study. Therefore, this study was conducted to determine the relationship between the work stress and work-family conflict of workers using 97 questionnaires collected from navy in Malaysia. The outcomes of testing hypothesis by using smartPLS path model confirmed two important findings. First, role ambiguity was significantly correlated with work-family conflict. Second, role overload was significantly correlated with work-family conflict. This result confirms that the ability of employees to appropriately manage the ambiguity and overload in performing daily job may reduce reduce work-family conflict in the studied organization. 

scholarly journals Work-family conflict and professional commitment: proactive effect of transformational leadership

2020 ◽  
Vol 18 (1) ◽  
pp. 97-106
Author(s):  
Arthi R. ◽  
Sumathi G.N.
Keyword(s):  
Transformational Leadership ◽  
Family Conflict ◽  
Leadership Behavior ◽  
Negative Relationship ◽  
Outcome Variable ◽  
Professional Commitment ◽  
Work Family Conflict ◽  
Moderation Effect ◽  
Work Family ◽  
The Relationship

The study aims to empirically test the moderation effect of transformational leadership characteristic on the relationship between work-family conflict and professional commitment among school teachers. A cross-sectional study was conducted among 752 teachers currently working in private schools from selected districts in Tamil Nadu, India. Purposive sampling technique is used, and data were collected using a questionnaire. The moderating effect of transformational leadership behavior is examined using hierarchical regression analysis. Grounded with the conservation of resource theory (COR) and transformational leadership theory, the results supported the negative impact of work-family conflict on the professional commitment of teachers. Further, the moderation effect of transformational leadership found to reverse the negative relationship between work-family conflict and professional commitment. Thus, the transformational leadership behavior of leaders (head/principal) was found to foster the professional commitment of teachers. This study is focused only on the dimensions of transformational characteristics on the relationship between work-family conflict and professional commitment of teachers. Also, it would be constructive to examine other mediating or moderating impacts of variables such as peer support, job satisfaction, which can also have a significant impact. Further, the outcome variable related to the perspective of students can also be researched.

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