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Correa Rodríguez, Nieves, and Juan A. Rodríguez Hernández. "ESTRATEGIAS DE RESOLUCIÓN DE CONFLICTOS EN LA PAREJA: NEGOCIANDO EN LO COTIDIANO." International Journal of Developmental and Educational Psychology. Revista INFAD de Psicología. 6, no. 1 (January 12, 2017): 89. http://dx.doi.org/10.17060/ijodaep.2014.n1.v6.720.
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Abstract.STRATEGIES FOR CONFLICT RESOLUTION IN COUPLES: EVERYDAY NEGOTIATINGConflicts are normal situations in family life wich offer opportunities for personal growth and strengthening family relationships when constructive strategies are provided like negotiation, commitments and agreements. The frequent use of destructive strategies in everyday conflicts is associated with a growing unease in the family and a discontinuity in the family project. Couples show difficulties to implement courses of action culminating in agreements and commitments. This is a logical issue considering that the conflicts and the resolution strategies are complex situations. This work provides an analysis of daily conflict in couples contemplating conflict variables that mediate the use of resolution strategies and transactional processes that characterize these episodes. Finally, some guidelines are suggested to direct research and intervention in the field of conflict and family life.Keywords: Marital Conflict; Conflict Resolution Strategies; Negotiation; Situational Variables; Emotional Variables; Cognitive Variables.Resumen.Los conflictos son situaciones normales en la vida familiar. Suponen oportunidades para el crecimiento personal y el fortalecimiento de las relaciones familiares, siempre que se aborden con estrategias constructivas en las que prime la negociación, los compromisos y los acuerdos. El empleo frecuente de estrategias destructivas en los conflictos cotidianos se asocia a un creciente malestar en la familia poniendo en peligro la continuidad del proyecto familiar. Las parejas muestran dificultades para poner en marcha cursos de acción que culminen en acuerdos y compromisos. Lo que resulta comprensible si consideramos que los conflictos y las estrategias de resolución son situaciones complejas. Este trabajo ofrece un análisis del conflicto cotidiano en la pareja los conflictos contemplando las variables que mediatizan el uso de las estrategias de resolución y los procesos transaccionales que caracterizan estos episodios. Finalmente, se sugieren ciertas orientaciones para encauzar la investigación e intervención en el campo de los conflictos y la convivencia familiar.Palabras clave: Conflicto Marital; Estrategias de Resolución de Conflictos; Negociación; Variables emocionales; Variables Cognitivas, Variables Situacionales.
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Kebriaei, Ali, Fatemeh Abedizadeh, and Teyebehsadat Sharifian. "Study on the Conflicts between Work and Family at the Kashan University of Medical Sciences, Iran." International Letters of Social and Humanistic Sciences 74 (November 2016): 48–53. http://dx.doi.org/10.18052/www.scipress.com/ilshs.74.48.
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With both professional and personal responsibilities, employees often conflict when reconciling the demands of family and work. The study aimed to investigate whether work to family conflict experienced by employees of Kashan University of medical sciences differed from family to work conflict.A cross sectional study was carried out in 2014. A random sample of 202 employees in the four schools affiliated with Kashan University of medical sciences located in central of Iran was selected and responded to items of the questionnaires using a 7-point Likert scale. Work-family conflict was measured using Carlson et al.’s 18 items scale. Higher values indicate higher levels of work to family conflict and family to work conflict. Analysis was carried out using SPSS 16.Employees experienced work-family conflict in the two directions. Work to family conflict with mean of 31.5510.68 was significantly (t=9.87, P<0.001) more than family to work conflict with 25.588.77. They experienced different time-, strain-, and behavior-based work to family conflicts than time-, strain-, and behavior-based family to work conflicts (P<0.01).Work to family conflict was more than family to work conflict. Therefore, University authorities should try to improve working conditions through changing the working culture and re-looking into their work structure and employment policies to moderate the experience of work to family conflicts encountered by the employees.
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Caputo, Andrea, Giacomo Marzi, Massimiliano Matteo Pellegrini, and Riccardo Rialti. "Conflict management in family businesses." International Journal of Conflict Management 29, no. 4 (August 13, 2018): 519–42. http://dx.doi.org/10.1108/ijcma-02-2018-0027.
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PurposeThe purpose of this study is to map the intellectual structure of the field of conflict management and the field of family business to the investigation of conflicts in family firms, with the aim of contributing to the further integration of knowledge between the two fields.Design/methodology/approachFamily conflicts and work–family balance issues also received a lot of attention, yet studies in conflict management still seem to overlook a thorough investigation of conflict in family businesses. Conflict is a major aspect of family businesses, which differs highly from non-family businesses, and offers an important research avenue for conflict management scholars to contribute to the investigation of major characteristics of organisations that constitute a large part of the value created in the world.FindingsThe results of a bibliometric analysis and systematic literature review show that studies concerning conflict in family business aggregate around three clusters: organisational conflicts; firm growth and conflicts; and family control, performance and conflicts. An interpretative framework is also developed to interpret how antecedents, conflicts and growth dynamics in family business influence performances. Findings show how family conflicts and work–family balance issues received a lot of attention, yet studies in conflict management still seem to miss a thorough investigation of conflict in family businesses.Originality/valueThis paper contributes to the field of conflict management and family business by providing a systematic analysis of knowledge and family firms. This paper can be a starting point for researchers interested in understanding how conflicts affect family businesses.
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Qiu, Hong, and Mark Freel. "Managing Family-Related Conflicts in Family Businesses: A Review and Research Agenda." Family Business Review 33, no. 1 (December 9, 2019): 90–113. http://dx.doi.org/10.1177/0894486519893223.
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This review examines how family businesses manage family-related conflicts that occur at three interfaces: family-business, family-ownership, and family-business-ownership. We find that work-family conflicts, conflicts of interest, and relationship conflicts are prevalent family-related conflicts. Four conflict management strategies are frequently used to deal with these conflicts: vacillation, domination, separation, and third-party intervention. The popularity of these strategies is influenced by some unique characteristics of family businesses, such as high emotional attachment among family members. By integrating insights from the broader conflict research, paradox and dialectic studies, we develop a research agenda targeted at better connecting family-related conflicts to conflict management strategies.
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Li, Xuan, and Claudia Zerle-Elsässer. "Modern fathers' dilemma of work-family reconciliation. Findings from the German Youth Institute Survey AID:A II." Journal of Family Research 35 (January 9, 2023): 103–23. http://dx.doi.org/10.20377/jfr-792.
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Objective: This study investigated how work and family demands and resources relate to fathers’ perceived work-family conflicts. Background: Increasing expectations for family involvement and the lingering centrality of employment in the male life course pose challenges for fathers to combine different life domains. However, most studies on work-family interface continue to focus on mothers and examine work-to-family conflict and family-to-work conflicts separately. Method: First, we used cluster analysis to identify a typology of four groups, each with different manifestations of work-to-family and family-to-work conflict. We then analyzed the relationship between fathers’ group membership in this typology and a number of relevant work and family demands and resources using multinomial logistic regression on a sample of 5,226 German nuclear families with at least one child under 18. Results: Our findings revealed that the greatest proportion of fathers (38.2%) reported being primarily pressured from work (=work-to-family conflict predominates), 19.8% primarily from the family (=family-to-work conflict predominates), but another 13.4% reported feeling conflicted in both directions; only 28.6% of fathers reported being more or less free of conflicts. Results of multinominal logistic regression suggested that long work hours, intrusive work demands, and long commute associated with fathers’ work-to-family conflict or dual conflicts. The higher the fathers’ weekday time investment in childcare and the better the perceived couple and family relationship, the lower the likelihood of fathers’ experience of work-to-family and dual conflict, although the likelihood of family-to-work conflict is unaffected. In addition, a higher family income and having a non-working partner negatively associated with fathers’ perceived work-family conflicts. Conclusion: These findings have strong implications for family-supportive practices and policies that are yet to focus on fathers in their difficult position between work and family obligations.
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Briones Arcentales, Viviana Elizabeth, and Francisco Omar Cedeño Loor. "CONFLICTOS FAMILIARES Y SU INCIDENCIA EN EL TRASTORNO DE CONDUCTA DE LOS NIÑOS." Revista Cognosis. ISSN 2588-0578 5 (February 13, 2020): 71. http://dx.doi.org/10.33936/cognosis.v5i0.1918.
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El presente estudio se realizó con el objetivo de estimar la relación que existe entre los conflictos familiares y el trastorno de la conducta de los niños, es así que se pudo evidenciar que estos conflictos se convierten en factores claves para evidenciar problemas en el comportamiento de los niños y en los miembros de sus familias. Se aplicó una metodología de carácter exploratorio, utilizando las técnicas observación y encuesta, para realizar un análisis de datos de la conducta de los alumnos. Uno de los resultados más relevantes es la identificación de las causas que generan este tipo de conflicto en los hogares, de tal manera que se pueda aportar, de manera directa, a la mejora del proceso de enseñanza-aprendizaje y de la conducta de los estudiantes que sufren de tal ambiente familiar.
PALABRAS CLAVE: conflicto; familia; conducta; comportamiento; trastorno.
FAMILY CONFLICTS AND ITS INCIDENCE IN CHILDREN´S BEHAVIOR DISORDER
ABSTRACT
The present study was carried out with the objective of estimating the relationship between family conflicts and children's behavior disorder, so it was possible to show that these conflicts become key factors to show problems in the behavior of children and their family members. An exploratory methodology was applied, using the observation and survey techniques, to perform a data analysis of the students' behavior. One of the most relevant results is the identification of the causes that generate this type of conflict in the homes, in such a way that it can contribute, directly, to the improvement of the teaching-learning process and the behavior of the students which suffer from such family atmosphere.
KEYWORDS: conflict; family; conduct; behavior; disorder.
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Großmann, Steffen, and Arist Von Schlippe. "Family businesses: fertile environments for conflict." Journal of Family Business Management 5, no. 2 (October 12, 2015): 294–314. http://dx.doi.org/10.1108/jfbm-11-2014-0038.
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Purpose – The purpose of this paper is to present an innovative study with a twofold focus: on highly escalated family business (FB) conflicts and on the interactions between conflicts and the failure of the company as FB. The authors devoted this paper to the question of how family-related conflicts are connected with the demise of FB. Conflicts constitute an essential part of every FB and may definitely have the power to superimpose the performance of the FB as well as the family life in a destructive way. Especially, highly escalated so called relationship conflicts can be seen as one reason for the failure of FB. Design/methodology/approach – The research aims at analysing the meaning of conflict in FB with respect to the failure of the FB. Therefore, the authors use an explorative case study approach. The study is based on a total of five case studies. As the authors use theory of social systems as a theoretical background, the authors focused in the analysis in all cases on patterns rather than on individual characteristics. Findings – As an essential part of the study the authors formulated eight hypotheses describing specific patterns of the conflict process as a communicative system. These hypotheses convey a comprehensible impression of the effects conflicts may have within FB and present a number of new facets of conflict dynamics and patterns of escalation in FB. Originality/value – In particular, the authors provide new insights into the dynamics of highly destructive forms of conflicts in FB and the relationship between family-related conflicts and the failure of FB. The authors also pave the way for future research that aim to develop a more holistic understanding about when and why the outcomes from family and business systems will conflict or be harmonious.
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Kremer, Inbar. "The relationship between school-work-family-conflict, subjective stress, and burnout." Journal of Managerial Psychology 31, no. 4 (May 9, 2016): 805–19. http://dx.doi.org/10.1108/jmp-01-2015-0014.
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Purpose – School has been neglected as a source of stress and strain resulting from its inevitable conflict with work and family role demands among married, working students. The meager research available has examined only work-school (not school-work) conflict among adolescents and college students and only three studies (two unpublished) have developed measures of conflict involving work, family, and school without studying its antecedents and consequences. The purpose of this paper is to examine all six school-work-family interrole conflicts and their effects on subjective stress and burnout. It was hypothesized that the greater the conflict between family, work, and school roles, the greater the subjective stress and burnout and that women experience more work-family-school conflicts than do men. Design/methodology/approach – In total, 100 working married adult students completed self-report demographic questionnaire, school-work-family conflict, subjective stress, and burnout scales. Findings – Regression results revealed that school-work (but not work-school) conflict was the only one of the six interrole conflicts examined that contributed to subjective stress and burnout. Women reported greater work-family conflict and family-work conflict. There were no differences between men and women involving school; where gender plays no role, it causes no conflict. Research limitations/implications – Scholars interested in interrole conflict involving family and work should expand the scope of their theories and research to include the school role. Originality/value – The present study was the first to examine all six school-work-family interrole conflicts and their effects on subjective stress and burnout.
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Manurung, Yulinda Septiani, Jesica Tania Sirait, and Winida Marpaung. "The relationship of work-family conflict and quality of work life among female nurses in Medan." Psikologia: Jurnal Pemikiran dan Penelitian Psikologi 15, no. 1 (August 14, 2020): 7–12. http://dx.doi.org/10.32734/psikologia.v15i1.4385.
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This study examines the relationship between work-family conflict and the quality of work life among nurses in the city of Medan. The author hypothesized that higher level of work-family conflict would be associated with lower quality of work life. Participants were 105 female nurses from the city of Medan. We obtained the data using a questionnaire that measures work-family conflict and quality of work life. We analyzed the data using SPSS 17. The results showed a negative relationship between work-family conflict and quality of work life. Female nurses with higher work-family conflicts tended to have lower quality of work-life than those with lower work-family conflicts. Studi ini meneliti hubungan antara work-family conflict dengan quality of work life. Dihipotesiskan bahwa peningkatan work-family conflict akan diikuti dengan penurunan quality of work life. Partisipan penelitian adalah 105 perawat berjenis kelamin perempuan di kota Medan. Data diperoleh melalui kuesioner yang mengukur work-family conflict dan quality of work life. Data dianalisis menggunakan SPSS 17. Hasil penelitian menunjukkan hubungan negatif antara work-family conflict dengan quality of work life. Perawat dengan work-family conflict yang tinggi cenderung memiliki quality of work life yang rendah.
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Urbańska, Magda. "MEDIATION AS A TOOL FOR SOLVING SCHOOL AND FAMILY CONFLICTS FROM THE PERSPECTIVE OF STUDENT YOUTH." Zeszyty Naukowe Wyższej Szkoły Humanitas w Sosnowcu. Pedagogika 20 (June 10, 2019): 157–64. http://dx.doi.org/10.5604/01.3001.0013.2296.
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Conflicts accompany the life of every human being. Family and school, where different needs and interests cross, are also not free of conflicts. One of the ways of solving them is mediation during which with the assistance of an impartial and neutral mediator the conflicted members of a school or family communities can work out a mutually satisfactory agreement on their own. It is possible to solve a family or school conflict through mediation in a hasty manner, without any aggression or violence, in an atmosphere of mutual respect. Mediation is also a chance of maintaining or even enhancing the marital, family and student relationships disturbed as a result of the conflict. Hence, it is more and more frequently used as a tool for solving school and family conflicts. The author’s own research attempts to consider school and family mediation from the perspective of student youth – future counselors, form teachers, and family assistants
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Darcy, Colette, and Alma McCarthy. "Work‐family conflict." Journal of European Industrial Training 31, no. 7 (September 4, 2007): 530–49. http://dx.doi.org/10.1108/03090590710820042.
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DUXBURY, LINDA, CHRISTOPHER HIGGINS, and CATHERINE LEE. "Work-Family Conflict." Journal of Family Issues 15, no. 3 (September 1994): 449–66. http://dx.doi.org/10.1177/019251394015003006.
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Anbarini, Ratih, Henny Sri Mulyani Rohayati, and Kunto Adi Wibowo. "PENGARUH WORK-FAMILY CULTURE TERHADAP WORK-FAMILY CONFLICT PEGAWAI YANG BEKERJA DARI RUMAH." Jurnal Ekobis : Ekonomi Bisnis & Manajemen 12, no. 1 (March 31, 2022): 78–91. http://dx.doi.org/10.37932/j.e.v12i1.490.
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Pandemi Covid-19 di Indonesia membuat pemerintah memberlakukan sejumlah kebijakan, salah satunya bekerja dari rumah (work from home/WFH). WFH bagi pekerja di Indonesia masih menjadi sesuatu yang asing, sehingga sulit menempatkan urusan pekerjaan dan keluarga sesuai dengan kebutuhan. Penelitian ini membahas mengenai pengaruh bekerja dari rumah dengan work-family conflict dan akan melihat pula bagaimana work-family culture berpengaruh terhadap work-family conflict dengan menggunakan metode kuantitatif melalui survei. Hasil penelitian menunjukkan bahwa bekerja dari rumah menyebabkan work-family conflict, serta work-family culture berpengaruh terhadap work-family conflict. Karena adanya pengaruh inilah, maka organisasi disarankan menerapkan work-family culture yang mendukung pekerjaan pegawainya, sehingga tingkat work-family conflict tidak menjadi lebih tinggi. The Covid-19 pandemic in Indonesia has forced the government to implement many policies, one of which is working from home (WFH). Working from home is still an uncommon concept in Indonesia, so it is difficult for workers to place between work and family matters. This study discusses the effect of working from home with work-family conflict and will also see how work-family culture affects work-family conflict using quantitative methods through surveys. The results show that working from home causes work-family conflict, and work-family culture affects work-family conflict. Because of this influence, it is recommended that organizations implement a work-family culture that supports their employees’ work so that work-family conflicts do not become higher.
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Sayyida, Sayyida, and Nindria Untarini. "WORK FAMILY CONFLICT CIRCLES AND THEIR IMPACT ON WORKPLACE DEVIANCE FOR WORKING COUPLES." Media Mahardhika 18, no. 3 (May 31, 2020): 473. http://dx.doi.org/10.29062/mahardika.v18i3.185.
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Gender equality and the necessities of life in this era require many couples working both husband and wife. This has an impact on work family conflicts resulting from an imbalance between work and family responsibilities. This research aims to review various references related to work family conflict perceived by the working couples and their effect on production deviance. The results of the review indicate the existence of work family conflict circles that occur in workers ie work family conflict incumbent influenced by work family conflict partner and work family conflict incumbent and partner influenced by work family conflict leader. and than work family conflict have impact on production deviance moderated by age and gender.
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Liu, Jianhong, Eric G. Lambert, Thomas Kelley, Jinwu Zhang, and Shanhe Jiang. "Exploring the Association Between Work–Family Conflict and Job Involvement." International Journal of Offender Therapy and Comparative Criminology 64, no. 8 (December 24, 2019): 791–817. http://dx.doi.org/10.1177/0306624x19896463.
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Past research among U.S. correctional staff has found that work–family conflict has negative outcomes such as decreasing job satisfaction, decreasing organizational commitment, and increasing job stress. Little empirical research has addressed the association of the specific types of work–family conflict with job involvement. The present study contributes to the literature by separately analyzing the relationship of the four specific major types of work–family conflict (time-based conflict, strain-based conflict, behavior-based conflict, and family-on-work conflict) with job involvement among surveyed staff at two Chinese prisons. Job involvement varied by the type of work–family conflict. Specifically, time-based conflict and strain-based conflict had nonsignificant association with job involvement, but behavior-based and family-based conflicts had significant negative associations.
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Nørgaard, Maria Kümpel, and Karen Brunsø. "Family conflicts and conflict resolution regarding food choices." Journal of Consumer Behaviour 10, no. 3 (May 2011): 141–51. http://dx.doi.org/10.1002/cb.361.
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Hetty van Emmerik, I. J., and Maria C. W. Peeters. "Crossover specificity of team‐level work‐family conflict to individual‐level work‐family conflict." Journal of Managerial Psychology 24, no. 3 (March 27, 2009): 254–68. http://dx.doi.org/10.1108/02683940910939331.
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PurposeThis study aims to investigate the crossover specificity of team‐level stressors to individual‐level work‐family conflict.Design/methodology/approachThe paper takes the form of a multilevel analyses with data from 428 employees of a Dutch municipality working in 49 teams.FindingsThe results indicate the expected crossover specificity of different types of work‐family conflicts. After controlling for individual‐level demands there is little evidence that team‐level work demands influence work‐family conflict (WFC) or family‐work conflict (FWC), but team‐level WFC and FWC do influence individual‐level WFC and FWC, respectively.Research limitations/implicationsThe paper distinguishes two types of WFC, but it did not distinguish between strain‐ and time‐based conflicts. Further, it did not pay attention to individual differences (e.g., susceptibility to distress of team members), although such differences may be important moderators of the crossover process.Originality/valueThis study is one of the first that empirically linked team‐level stressors and WFC to individual‐level WFC and that tested crossover specificity. Findings indicated the associations of team‐level WFC and FWC and focal employees' WFC and FWC respectively, thereby underscoring the importance of crossover specificity.
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Matama, Rogers, and Kezia H. Mkwizu. "Antecedents of Family Conflict in Uganda." Canadian Journal of Family and Youth / Le Journal Canadien de Famille et de la Jeunesse 12, no. 3 (June 18, 2020): 35–54. http://dx.doi.org/10.29173/cjfy29549.
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The purpose of this study was to explore the antecedents of family conflict in Uganda. A qualitative approach was used in this study. A sample size of 139 participants provided data which was subjected to content analysis. Results revealed that the core themes associated with family conflict are finances and priority of resources. Further findings show that differences in tastes and interests, selfishness and lack of communication played a key role as causes of family conflicts. The implication of this study is that finances and priority of resources are antecedents of family conflict in the context of Uganda. Therefore, the antecedents of family conflict that emerged from this study can be understood, defined and analyzed through the lens of social identity theory. Future research may include conducting quantitative studies with a particular demographic using the themes that have emerged from this study.
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Matama, Rogers, and Kezia H. Mkwizu. "Antecedents of Family Conflict in Uganda." Canadian Journal of Family and Youth / Le Journal Canadien de Famille et de la Jeunesse 12, no. 3 (June 29, 2020): 35–54. http://dx.doi.org/10.29173/cjfy29584.
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The purpose of this study was to explore the antecedents of family conflict in Uganda. A qualitative approach was used in this study. A sample size of 139 participants provided data which was subjected to content analysis. Results revealed that the core themes associated with family conflict are finances and priority of resources. Further findings show that differences in tastes and interests, selfishness and lack of communication played a key role as causes of family conflicts. The implication of this study is that finances and priority of resources are antecedents of family conflict in the context of Uganda. Therefore, the antecedents of family conflict that emerged from this study can be understood, defined and analyzed through the lens of social identity theory. Future research may include conducting quantitative studies with a particular demographic using the themes that have emerged from this study.
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Matama, Rogers, and Kezia H. Mkwizu. "Antecedents of Family Conflict in Uganda." Canadian Journal of Family and Youth / Le Journal Canadien de Famille et de la Jeunesse 12, no. 3 (July 5, 2020): 35–54. http://dx.doi.org/10.29173/cjfy29589.
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The purpose of this study was to explore the antecedents of family conflict in Uganda. A qualitative approach was used in this study. A sample size of 139 participants provided data which was subjected to content analysis. Results revealed that the core themes associated with family conflict are finances and priority of resources. Further findings show that differences in tastes and interests, selfishness and lack of communication played a key role as causes of family conflicts. The implication of this study is that finances and priority of resources are antecedents of family conflict in the context of Uganda. Therefore, the antecedents of family conflict that emerged from this study can be understood, defined and analyzed through the lens of social identity theory. Future research may include conducting quantitative studies with a particular demographic using the themes that have emerged from this study.
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Mardhika, I. Putu Adhi, and Anak Agung Sagung Kartika Dewi. "PENGARUH KONFLIK PEKERJAAN KELUARGA TERHADAP KEINGINAN UNTUK KELUAR MELALUI MEDIASI KEPUASAN KERJA." E-Jurnal Manajemen Universitas Udayana 8, no. 6 (March 10, 2019): 3333. http://dx.doi.org/10.24843/ejmunud.2019.v08.i06.p02.
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The purpose of the research to be achieved is to analyze the effect of family work conflict on job satisfaction, the effect of family work conflict on the desire to leave, the effect of job satisfaction on the desire to leave, and the influence of family work conflict on the desire to leave through mediating job satisfaction. Analysis using path analysis states that family work conflict has a negative effect on job satisfaction, family work conflict has a positive effect on the desire to leave, job satisfaction negatively influences the desire to leave, and job satisfaction mediates family work conflicts against the desire to leave. Suggestions that can be given are the management of the personnel department of The Jayakarta Hotel Bali should always pay attention to the factors that cause work conflicts of the employee's family in the workplace so as not to cause difficulties in fulfilling roles in the family and difficulties in fulfilling roles in the work.
Keywords: family work conflict, desire to quit, job satisfaction
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Fitrianingrum, Nurul. "MODEL PENGEMBANGAN KARIR DOSEN WANITA BERPERAN GANDA." Jurnal Ekonomi dan Bisnis 18, no. 1 (January 19, 2017): 87. http://dx.doi.org/10.30659/ekobis.18.1.87-95.
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The purpose of this study is to describe and analyze the effect on work motivation, familyand social support dual role conflict to career development. Data were obtained from femalelecturers Unissula Semarang using a questionnaire by 67 respondents. The sampling techniqueusing non-random sampling method. Data analysis method used is multiple linear regression.The results of this study indicate that work motivation variable significant effect on careerdevelopment, family support significant effect on career development, while the dual role conflictno significant effect on career development. Work motivation no significant effect on the conflictof roles, family support does not significantly influence conflict dual role. However, motivationand family support direct effect on career development.Keywords: Motivation Work, Social Support Family, Dual Role Conflict, and Career Development.
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Xue, Ziyi, and Jingjing Lu. "A Cross-cultural Comparative Analysis of Sino-American Family Conflicts Management." Theory and Practice in Language Studies 8, no. 5 (May 1, 2018): 516. http://dx.doi.org/10.17507/tpls.0805.09.
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Based on Culture Dimension Theory, the author explores the dynamic factors causing family conflicts by observing and analyzing the behaviors in the episodes of the sitcoms Modern Family and Home with Kids. This paper attempts to answer two basic research questions: How do Chinese and American people deal with family conflicts? Is there any similarity or difference in the family conflicts of the two cultures? The paper compares the Sino-American family conflicts in three aspects: the cultural value context and the cultural reason leading to the conflicts; the conflict management styles being resorted to by the two families; and the changes and new findings in the conflict management strategies of two families. Through the comparative analysis on family conflict from two cultural contexts, the author is not only going to address the similarities and differences in family conflicts and conflict management strategies in those two cultures, but to explore whether different behaviors are driven by different cultures and values or not. Furthermore, through this cross-cultural comparative analysis, it would be helpful to understand globalization and integration and to avoid misunderstandings or conflicts in intercultural communication.
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Siswanto, Masyhuri, Nur Hidayati, Muhtadi Ridwan, and Rifki Hanif. "Impact of work-family conflict on job satisfaction and job stress: Mediation model from Indonesia." Problems and Perspectives in Management 20, no. 2 (April 19, 2022): 44–56. http://dx.doi.org/10.21511/ppm.20(2).2022.05.
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This paper analyzes the impact of work-family conflict on employees’ job satisfaction and job stress and determines how organizational commitment and social support reduce job satisfaction and job stress. The study employed a questionnaire to collect the data from 382 Islamic bank employees in Indonesia. After the data were collected, it was calculated using SEM-PLS. The results showed that work-family conflict was a significant predictor of job satisfaction and job stress. Furthermore, social support mediates the influence of work-family conflict on job stress. However, organizational commitment is not able to mediate the two variables. Practically, the results of this study indicate that bank employees have high work stress due to role conflicts that occur in their families. In addition, one of the causes of role conflicts is the government’s policy to work from home during the pandemic. Furthermore, social support can mediate the relationship between work-family conflict and job stress, meaning that social support can help employees reduce job stress due to role conflicts in their families. Therefore, companies must pay attention to the psychological condition of employees before giving assignments.
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Ishaq, Maulana, and Linusia Marsih. "THE DEPICTION OF RELIGIOUS CONFLICT IN BHAGAT’S THE GIRL IN ROOM 105." ANAPHORA: Journal of Language, Literary and Cultural Studies 4, no. 1 (July 30, 2021): 58–69. http://dx.doi.org/10.30996/anaphora.v4i1.5195.
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This study aims to discuss the issue of religious conflict in Bhagat’s The Girl in Room 105. The objectives of this study are to analyze the religious conflicts and characteristics of the religious conflict reflected in the novel. This study uses descriptive qualitative method using sociological approach and several theories of religious conflict. The result, this study depicts the religious conflicts between by Muslim and Hindu as well as the characteristics of the religious conflict. The religious conflicts are presented in the sphere of belief: conflict between Muslim and Hindu, ideology: conflict between Kashmiri and Indian, organization: conflict between separatist groups of Kashmir against Indian government, family: conflict between Keshav and Zara’s family, and individual: conflict between Zara and Keshav.
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Gali Cinamon, Rachel, Amatzia Weisel, and Kineret Tzuk. "Work—Family Conflict Within the Family." Journal of Career Development 34, no. 1 (September 2007): 79–100. http://dx.doi.org/10.1177/0894845307304066.
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Wongpy, Novensia, and Jenny Lukito Setiawan. "Konflik Pekerjaan dan Keluarga Pada Pasangan dengan Peran Ganda." Jurnal Psikologi Teori dan Terapan 10, no. 1 (September 28, 2019): 31. http://dx.doi.org/10.26740/jptt.v10n1.p31-45.
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Work-family interface can be viewed from two directions, work-to-family and family-to-work. The imbalance in carrying out two roles in the area of work and family will trigger conflict, which is known as work-to-family conflict and family-to-work conflict. The aim of this study was to compare work and family conflicts in working husbands and wives. The participants were 30 married couples (60 persons) who have one child and work as employees, managers and entrepreneurs. Work-family conflict was measured using a questionnaire that measures the level of conflict in two directions, work-to-family conflict and family-to-work conflict. The result shows that there is no difference in work-to-family conflict between husbands and wives. However, there is difference between work-to-family conflict and family-to-work conflict with the average of work-to-family conflict is higher than family-to-work conflict for both husbands and wives. The findings indicate that gender difference does not affect the ways in balancing between work and family roles among both husbands and wives.Keywords: Work-family conflict, family-work conflict, dual career coupleAbstrak: Work-Family Interface dapat ditinjau dari dua arah yaitu work-to-family dan family-to-work. Ketidakseimbangan dalam menjalankan dua peran di area pekerjaan dan keluarga akan memicu konflik yang disebut sebagai work-to-family conflict dan family-to-work conflict. Penelitian ini bertujuan untuk membandingkan konflik pekerjaan dan keluarga pada pasangan suami dan istri yang keduanya bekerja. Subjek penelitian adalah 30 pasangan suami istri (60 orang), minimal telah memiliki satu anak dan bekerja sebagai karyawan, manager maupun wiraswasta. Work-family conflict diukur dengan menggunakan angket tertutup yang mengukur level konflik dari dua arah yaitu work-to-family conflict dan family-to-work conflict. Hasil penelitian menunjukkan bahwa tidak terdapat perbedaan work-family conflict antara kelompok suami dan kelompok istri. Namun, terdapat perbedaan antara work-to-family conflict dan family-to-work conflict dengan nilai rata-rata work-to-family conflict lebih tinggi dibandingkan dengan family-to-work conflict baik pada kelompok suami maupun istri. Penelitian ini menunjukkan tidak ada perbedaan gender dalam cara menyeimbangkan peran dalam pekerjaan dan rumah tangga.
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Turino, Harris, and Adhi Setyo Santoso. "Book Review: Family Wars: Stories and Insights from Famous Family Business Feuds." International Journal of Family Business Practices 3, no. 1 (June 30, 2020): 55. http://dx.doi.org/10.33021/ijfbp.v3i1.1169.
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<p>Grant Gordon and Nigel Nicholson in their book with the title “Family Wars: Stories and Insights from Famous Family Business Feuds” (2010) argue that in the business world, family firms are common things. Many interesting things can be learned from them. Some people say that the family business is an inimitable advantage, but there are many conflicts in it, and some of them result in business failure. In this book, the author describes the various forms of conflict and its causes, proposing how a family should deal with conflict is and how to adapt to change. <span>This book is the result of the author's research on conflict cases in family companies and is supported by theories taken from references.</span><span>In this section, we provide the critical review as our response.</span></p>
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Malik, Mariyam, Musarrat Shamshir, and Khurram Khan. "Association of work-life balance and job satisfaction in commercial pilots: a case study of Pakistan." Independent Journal of Management & Production 11, no. 3 (June 1, 2020): 998. http://dx.doi.org/10.14807/ijmp.v11i3.1061.
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The premise of this research was to investigate the state of work-life balance in commercial pilots of Pakistan. The objective was to investigate the impact of family-work conflict and work-family conflicts on job satisfaction. This study focused on commercial pilots of Pakistan that are currently employed by the four commercial aviation organizations of Pakistan. The sampling method utilized will be convenience sampling specifically focusing on chief pilots, captains and first officers who are flying commercially. The research was conducted on 192 pilots. It was concluded that Family-work conflict results in a higher level of job satisfaction, Work-family conflict leads to a lower level of job satisfaction and amid family-work conflict and work-family conflict; Work-Family conflict has a stronger correlation with job satisfaction.
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Fukui, Chie, Mariko Sakka, Rachel Marry Amiya, Iori Sato, and Kiyoko Kamibeppu. "Validation of family conflict scales for family caregivers of persons with dementia in long-term care facilities and exploration of family conflicts and support." International Psychogeriatrics 30, no. 5 (November 8, 2017): 749–59. http://dx.doi.org/10.1017/s1041610217002356.
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ABSTRACTBackground:The aim of the study was to develop a family conflict scale for family caregivers of persons with dementia in long-term care facilities and to explore the relationship between family conflicts and family support.Methods:The scale was developed through forward- and back-translations, interviews with 12 staff members in long-term care facilities, and cognitive interviews with 12 family caregivers who met operational definitions in this study. The test was conducted with 334 family caregivers and a retest was conducted with 318 family caregivers who had indicated willingness to participate further.Results:The internal consistency was relatively high for all subscales (Cronbach's α >0.87); sufficient retest reliability was demonstrated for all subscales (intraclass correlation coefficient >0.69). Confirmatory factor analysis supported a three-factor model. Convergent and discriminant validity for each of the family conflict scale subscales, family APGAR, and the Symptom Check List–90 Items–Revised were acceptable. Family caregivers who received no family assistance for caregiving perceived more conflict in their family than those receiving family assistance.Conclusions:The Japanese version of the family conflict scale for family caregivers of persons with dementia in long-term care facilities was developed. The reliability and validity of the scale were verified. When providing support to family caregivers in long-term care facilities, it is necessary to consider the family from multiple viewpoints, including family conflicts and support conditions from other family members.
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Sverdlik, Noga. "The Content of Internal Conflicts: A Personal Values Perspective." European Journal of Personality 26, no. 1 (January 2012): 30–44. http://dx.doi.org/10.1002/per.814.
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This paper highlights the importance of considering two facets of the content of internal conflicts: The concrete subject theme of the conflict and the abstract motivations that people perceive as being conflicted (e.g. values implicated in the conflict). The paper demonstrates how personal value priorities contribute to the understanding of internal conflicts. In two studies I examined the relationship between values and the content of internal conflicts. In Study 1 ( N = 250), students described a central conflict that they were experiencing and analysed the values they perceived as opposing in their conflict. Results indicated that the reported conflicts were usually between values not conceptualized as motivationally opposite to each other. Furthermore, personal value priorities were related to the values implicated in the conflict both directly and indirectly by their effect on the themes of the conflicts. In Study 2 ( N = 230), working parents analysed the values they perceive as coming in conflict in two work–family dilemmas. Findings supported the premise that values explain individual differences in the motivational meaning attributed to a conflict even when the conflict theme is held constant. Copyright © 2011 John Wiley & Sons, Ltd.
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Wu, Mengyun, Linrong Zhang, Muhammad Imran, Jie Lu, and Xinting Hu. "Conflict coping strategy evolution of top management team members in China’s family enterprises." Chinese Management Studies 12, no. 2 (June 4, 2018): 246–67. http://dx.doi.org/10.1108/cms-08-2017-0227.
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PurposeConflicts among top management team (TMT) members have a significant impact on sustainable development of family enterprises in China. The complex attributes of different kinds of conflicts in a TMT have dual effects on firm performance and its stability. Thus, avoiding conflicts in a TMT through a systematic conflict management strategy is very important. This paper aims to therefore investigate how to maximize the performance and income level of the TMT in family enterprises through managing conflict systematically, while adopting the best conflict coping strategies.Design/methodology/approachIn this study, the authors apply conflict coping strategies as a useful tool of conflict management and propose five kinds of dynamic conflict coping strategies among TMT members. Repeated game and multi-agent simulation by computer experiment are used to dynamically simulate the rules and evolution of individual conflict coping strategy choices.FindingsIt is found that with the passage of time, different conflict coping strategies have different effects on earnings of individuals and teams at different conflict levels. It is also revealed that conflict coping strategies affect not only the earnings of individuals and teams but also their distribution; it also reflects the conflict level in TMT of a family enterprise but in reverse.Originality/valueThis study contributes to the existing literature on conflict management in relevance to the choice and revolution of conflict coping strategies in a Chinese business culture context. It focuses on strengthening the unity and cooperation of TMT members. Controlling the conflict level of TMT members at a reasonable level, investigating the primary cause of conflict and identifying its nature lead to better performance of the TMT and the sustainable development of Chinese family enterprises. Based on these outcomes, different conflict coping strategies can be appropriately used to solve TMT conflicts.
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Yasyifa, Afina Azka, and Sri Raharso. "Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja (Kasus Karyawan Bank BJB Cabang Utama Bandung)." Jurnal Riset Bisnis dan Investasi 4, no. 3 (February 6, 2019): 34–46. http://dx.doi.org/10.35313/jrbi.v4i3.1255.
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The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees Bank Bjb Office Main Branch Bandung obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.
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Yasyifa, Afina Azka, and Sri Raharso. "Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja (Kasus Karyawan Bank BJB Cabang Utama Bandung)." Jurnal Riset Bisnis dan Investasi 4, no. 3 (February 6, 2019): 34. http://dx.doi.org/10.35697/jrbi.v4i3.1255.
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The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees Bank Bjb Office Main Branch Bandung obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.
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Yasyifa, Afina Azka, and Sri Raharso. "Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja di Industri Perbankan." Jurnal Riset Bisnis dan Investasi 5, no. 2 (August 8, 2019): 33. http://dx.doi.org/10.35697/jrbi.v5i2.1625.
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The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees a bank in Bandung, obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.
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Jia, Cindy Xinshan, Chau-kiu Cheung, and Chengzhe Fu. "Work Support, Role Stress, and Life Satisfaction among Chinese Social Workers: The Mediation Role of Work-Family Conflict." International Journal of Environmental Research and Public Health 17, no. 23 (November 29, 2020): 8881. http://dx.doi.org/10.3390/ijerph17238881.
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The current study examined the relationships among work support, role stress, work-family conflict, and life satisfaction, with a sample of social workers in China’s Pearl River Delta (N = 1414). Using structure equation modelling, the study revealed that social workers’ life satisfaction reduced because of role conflict and work-family conflicts. Work-family conflict partially mediated the negative effects of role ambiguity and conflict on social workers’ life satisfaction. Work support from their director, manager, supervisor, and co-workers protectively reduced role stress and work-family conflict. The findings emphasize the significance of managing the interference between work and family for social workers’ well-being.
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Roseli Wünsch Takahashi, Adriana, Mariane Lemos Lourenço, Josué Alexandre Sander, and Carla Patricia da Silva Souza. "Competence development and work-family conflict." Gender in Management: An International Journal 29, no. 4 (May 27, 2014): 210–28. http://dx.doi.org/10.1108/gm-12-2012-0100.
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Purpose – This study aims to understand how the development of teaching and research competencies affects graduate (MS and PhD level – called stricto sensu courses in Brazil) management professors' work-family relations. Design/methodology/approach – This research is a case study about work-family conflicts in academic careers. The data collection and analysis occurred during the period between June 2009 and January 2012. The population is composed of 45 professors: 33 men and 12 women, corresponding, respectively, to 73 and 27 per cent of the professors in the programs. Eleven female professors and 26 male professors were interviewed in this research. Analysis of work-family conflicts was performed by means of open questions based on three conflict dimensions: time, strain and behavior. Findings – Investment in the development of teaching competencies brings conflicts into work-family relations. Among the three conflict dimensions considered, time stood out. When the conflict dimension was analyzed, more specifically in terms of behavior, it was evident that men perceive the effects of work-family conflicts to a lesser extent, as women suffer more from the triple impact (work, family and studies). Research limitations/implications – Context of a sector within a determined place. Practical implications – This text highlights the importance and current theme of gender and career for researchers and academy. Thus, this paper contributes so society can reflect on the roles men and women hold in the distribution of the responsibilities, highlighting the importance of balancing their division between couples, in family routines and in childcare. Such balance can improve a family's life, providing better conditions so women can manage their careers. Social implications – Likewise, this paper supports public policies that improve the life quality of women or those who will adopt children, such as policies that incentive public and private organizations to extend maternity leave for mothers and adoptive couples, and public policies that contribute so women can proceed in their careers and therefore can contribute to the advancement of society and their own bio-psycho-social development. This text also brings implications in order that organizations design policies that allow all employees to better balance work-time and other life activities in general. Originality/value – By selecting the graduate MS/PhD (stricto sensu) educational sector in particular, it was possible to learn the challenges, difficulties, achievements and limits inherent to the profession (professors), just as it was possible to verify existing conflicts, many times experienced and debated in organizational routines but not identified and shown by academic research in this sector.
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Koodoh, Erens Elvianus, Heddy Shri Ahimsa Putra, and Setiadi Setiadi. "The Involvement of Religious Leaders in Conflict Resolution within Tolaki People of Konawe District." Al-Albab 7, no. 1 (October 9, 2018): 75. http://dx.doi.org/10.24260/alalbab.v7i1.965.
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This study aims to identify the various socio-cultural conditions of Tolaki people in Konawe that often engaging in inter-family conflict. The process of identifying the socio-cultural conditions leads to find the correlation between socio-cultural conditions and the types of inter-family conflicts and how they get resolved at the community level. Religious leaders are part of the efforts of solving the conflicts. In addition, this study is also aimed to determine and analyze the types of inter-family conflicts that exist and the processes for conflict resolution among families in the Tolaki in Konawe. The research data is based on two categories of informant; traditional leaders and ordinary informants that are public figures such as religious leaders, government officials within the scope of sub-district, village, and community members both at the level of individuals, families, and communities. The traditional leaders get involved in conflict resolution while public figures have experience on dealing with such conflicts and are sometime involved in a conflict. The work indicates that the conflicts in the Tolaki people take the form of closed and open conflicts. While the sources or the causes of the conflict come from tulura (speech), peowai (actions), and powaihako (behavior). The sources of the conflict then are manifested in the daily life of Tolaki people and become sisala'aineperapua (conflict in marriage), sisala'aine hapo-hapo (conflict by treasure), and conflict in social relations. Social and cultural conditions that often lead to inter-family conflicts are the difference in social strata, economic inequality, and religious differences. Tolaki People then settle their conflict through the expertise and charisma of religious and cultural leaders by the completion of melanggahako, mesokei, peohala, mombopoo'rai, sombalabu, and mosehe.
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KÜÇÜKŞAKAR, Büşra, and Emre SEZİCİ. "THE IMPACT OF WORK-FAMILY CONFLICT ON EMOTIONAL LABOR: A RESEARCH ON SECONDARY SCHOOL TEACHERS." Kafkas Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 13, no. 25 (June 29, 2022): 160–80. http://dx.doi.org/10.36543/kauiibfd.2022.008.
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The aim of this study is to determine the effects of work-family conflicts on the emotional labor of secondary school teachers working in the education sector. The study was carried out with the participation of 280 secondary school teachers in Bafra, Samsun. The data of the research on the effect of work-family conflict on emotional labor were collected by questionnaire method. The findings show that there are significant relationships between variables. It has been determined that work-family conflict has a significant effect on emotional labor. In addition, it has been observed that work-family conflict has a positive and significant effect on surface acting, one of the emotional labor sub-dimensions. Finally, it was determined that work-family conflict did not have a significant effect on deep acting and genuine acting, which are sub-dimensions of emotional labor.
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Karakaş, Ayhan, and Nilüfer Tezcan. "The Relation Between Work Stress, Work-Family Life Conflict and Worker Performance: A Research Study on Hospitality Employees." European Journal of Tourism Research 21 (March 1, 2019): 102–18. http://dx.doi.org/10.54055/ejtr.v21i.361.
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One of the issues that has an impact on the business world is the relationship between employees’ work and family life. This study investigates the relationship among work–family conflict, family–work conflict, and work stress and occupational performance that hotel employees experience. A three-scale questionnaire form has been used for this research. Further, this study has been conducted on three-, four-, and five-star hospitality business employees in the Eastern Black Sea region. The fact that family–work conflict has an impact on employee performance and that work–family and family–work conflicts have an impact on work stress are concluded as a result of analyses. In addition, it has also been realized that work stress has a full mediating role in influencing the employee performance of the work–family conflict, and that work stress has no mediating role in influencing the employee performance of the family–work conflict. According to some demographic variables, it is ascertained that work–family conflict, family–work conflict, work stress, and employee performance are different.
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Fauziah. "Effects of Family Conflicts on Children's Personalities." International Journal Education and Computer Studies (IJECS) 2, no. 2 (October 30, 2022): 61–68. http://dx.doi.org/10.35870/ijecs.v2i2.793.
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Expecting good children can only be achieved through a harmonious family, but expecting to have good children is very difficult in a family that is constantly plagued with conflicts of various kinds. It is the first educational institution for children. There is evidence that unharmonious family relationships, especially between husbands and wives, adversely affect children's growth and personality development. Unless these efforts find effective solutions, it is feared that Muslims will not be able to realize their personalities in their lives. You must educate and teach children age-appropriate and practical worship. Within the home, children cannot be expected to serve as members of society. This study aims to predict how conflicts within the family affect a child's personality development. The method used is descriptive analysis and the data collection technology uses library research technology with a review system of a set of written sources within the library. As a result, it was found that conflicts within the family have a very large impact on the growth and development of a child's personality. A family that is not in harmony with itself cannot give its children the best advice and education. A child's personality in conflicted families influences the child's behavioral development, the child's intellectual development, and the child's religious development. As economic factors, early marriage and illness are the dominant factors causing family conflict, the younger generation is expected to prioritize economic maturity and pay attention to premarital age to avoid family conflict increase.
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Johnson, H. Durell. "Associations among Family Adaptability and Cohesion, Interparental Conflict, and Tactics Used during Young Adults' Conflict with Parents." Psychological Reports 91, no. 1 (August 2002): 315–25. http://dx.doi.org/10.2466/pr0.2002.91.1.315.
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The current study examined the association among characteristics of the marital relationship, family environment, and young adults' conflict interactions with parents. Reports from 124 17- to 20-yr.-olds indicated tactics used during conflicts with parents were associated with perceived magnitude of interparental conflict and family cohesion. Further, reports of frequency of conflict with parents were associated with young adults' use of aggressive conflict tactics. The current study indicates how young adults' perceptions of family adaptability and cohesion moderated the association between perceptions of interparental conflict and their reports of using aggressive tactics during conflict with parents. Findings are discussed in terms of implications of the associations among the marital relationship, family environment, and young adults' relationships with parents.
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Yezza, Hedi, Didier Chabaud, and Andrea Calabrò. "Conflict Dynamics and Emotional Dissonance during the Family Business Succession Process: Evidence from the Tunisian Context." Entrepreneurship Research Journal 11, no. 3 (May 31, 2021): 219–44. http://dx.doi.org/10.1515/erj-2019-0294.
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Abstract This article aims to understand how emerging conflicts evolve and generate negative emotions during family firms’ succession process. Relying on previous research on emotional dissonance and conflict, we conduct a single longitudinal case study by interviewing the successor, the predecessor, and other family members in a family firm in the Tunisian context. The results show that emotional dissonance plays a critical role in conflict escalation between successors and predecessors. Family systems and cultural factors explain challenges in managing emotions; however, emotions associated with family events can facilitate the evolution of the succession process by resolving conflict. This study thus reveals how and why emotions and conflicts arise during the succession process.
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Martinez-Sanchez, Angel, Manuela Perez-Perez, Maria-Jose Vela-Jimenez, and Silvia Abella-Garces. "Job satisfaction and work–family policies through work-family enrichment." Journal of Managerial Psychology 33, no. 4/5 (July 2, 2018): 386–402. http://dx.doi.org/10.1108/jmp-10-2017-0376.
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PurposeThe purpose of this paper is to analyze the effect of a bundle of work–family policies on employee’s job satisfaction and (affective) organizational commitment, by using work–family enrichment and conflict as explanatory.Design/methodology/approachEmpirical study is conducted with a sample of 322 employees from 30 Spanish firms that have been granted with the “Flexible Firm Award” or have been certified as “Family Responsible Firms.” Structural equation modeling is used to test hypotheses.FindingsThe results show that the higher the use of work–family policies the more positive effects on work–family enrichment and conflict, and that job satisfaction is positively related to (effective) organizational commitment.Research limitations/implicationsThis is a cross-sectional study which may limit the establishment of causal relationships.Practical implicationsWork–family policies may constitute a relevant management tool to balance work and family life by making employees more interested in their jobs, enhancing their well-being and reducing the conflicts between work and family domains. The positive role of work–family enrichment contributes to enhance employees’ job satisfaction and, at the same time, to increase their organizational commitment. Managers should pay attention at how work–family policies are justified because they may influence differently on their outcomes on satisfaction and commitment.Originality/valueThere are two main original contributions of the paper. First, the authors study the joint effect of work–family policies on different dimensions of enrichment and conflict. Second, the authors analyze the relationship between different dimensions of enrichment and conflict on job satisfaction and organizational commitment.
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Subkhan, Muhamad, Bunyamin Maftuf, Elly Malihah, Sri Rumiati, and Pat Kurniati. "CONFLICT RESOLUTION COUNSELING FOR A PEACEFUL FAMILY." JHSS (JOURNAL OF HUMANITIES AND SOCIAL STUDIES) 5, no. 2 (July 29, 2021): 160–66. http://dx.doi.org/10.33751/jhss.v5i2.3891.
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Humans are identical with a difference, because Allah Azza Wajalla created humans in different conditions. In fact, this difference has become a decree of Allah (Sunnatullah). On the other hand, humans are also given the nature of having a feeling of attraction to other types, especially when they hit puberty or adolescence. The feeling of attraction is the beginning of the feeling of belonging or the feeling of love. So for those who have reached a mature or mature age, they will focus their love on the desire to build a family or a household. Conflict in a household is a reality that cannot be avoided. Conflict can have a positive or negative impact. So managing conflict requires maturity to think. However, not all families are able to resolve their conflicts, therefore counseling is needed in resolving a conflict in the family, so that a peaceful family can be created or we are left with a sakinah mawadah warohmah family.
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Netemeyer, Richard G., James S. Boles, and Robert McMurrian. "Development and validation of work–family conflict and family–work conflict scales." Journal of Applied Psychology 81, no. 4 (August 1996): 400–410. http://dx.doi.org/10.1037/0021-9010.81.4.400.
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Yavas, Ugur, Emin Babakus, and Osman M. Karatepe. "Attitudinal and behavioral consequences of work‐family conflict and family‐work conflict." International Journal of Service Industry Management 19, no. 1 (March 14, 2008): 7–31. http://dx.doi.org/10.1108/09564230810855699.
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Trofimov, Andrii, and Anastasiia Skrypka. "Greed as a factor of family and organizational conflicts." Bulletin of Taras Shevchenko National University of Kyiv. Series “Psychology”, no. 2 (12) (2020): 93–97. http://dx.doi.org/10.17721/bsp.2020.2(12).17.
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The article considers the study of the peculiarities of greed as a factor in family and organizational conflicts, conducted an empirical study and presents the results of an empirical study on the manifestation of greed as a factor in family and organizational conflicts. The links between greed and indicators that reflect family and organizational conflicts have been identified and a conceptual model has been developed that reflects the content of the phenomenon under study. A proven greed reduction training has been developed that has been shown to be effective. Greed as a factor of conflict is manifested from and as resources to solve the problem, and as the destruction of relationships in the team, in families. The basis of dynamic changes in society is conflict. One of the psychological causes of destructive conflict in organizations and families is greed. Greed has an impact on all spheres of human life, because it is an individual property, has specific characteristics of its manifestation, which are not always well related to the social environment and other people in general, greed will inevitably manifest itself in interaction with others, which can lead to various conflicts. The results of the study and the identified trends of greed in family and organizational conflicts confirm the need to update actions aimed at creating theoretical concepts, conceptual model of greed as a factor in conflict in different environments, development of specialized training, developmental training, corrective programs and measures to reduce greed as factor of family and organizational conflicts.
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Pennbrant, Sandra, and Anna Dåderman. "Job demands, work engagement and job turnover intentions among registered nurses: Explained by work-family private life inference." Work 68, no. 4 (April 27, 2021): 1157–69. http://dx.doi.org/10.3233/wor-213445.
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BACKGROUND: The job demands on nurses have increased. Conflict between work life and family life may lead to stress and lower work engagement. Consequently, nurses may choose a different career path or leave the profession. OBJECTIVE: Examine the extent to which perceived job demands (interpersonal conflicts at work and workload), work engagement, work-family conflict and family-work conflict are associated with turnover intentions, and examine a possible moderating effect of work-family conflict on the relationship between the intention to leave the nursing profession, job demands and work engagement. METHODS: Cross-sectional study using Hobfoll’s Conservation of Resources theory. Data were collected from a sample of 807 registered nurses (RNs) from western Sweden. Tests of moderation were conducted using the PROCESS software macro developed by Andrew F. Hayes. RESULTS: Work-family conflict was a significant moderator in the relationship between the intentions to leave the nursing profession and work engagement as well as interpersonal conflicts at work. Low work engagement, high work-family conflict and high job demands intensify turnover intentions in well-educated and well-experienced nurses. CONCLUSIONS: The results imply that work-family conflict has a greater impact when RNs experience lower work engagement. In other words, higher motivation implies a lower moderation effect of work-family conflict. Managers should promote a positive working climate by listening to and providing nurses with opportunities to develop their skills. By so doing, managers can gain better understanding of nurses’ resources, knowledge and work situation, thus strengthening nurses’ confidence and ability to practice their profession.
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Alifah, Abdu. "EFEK MEDIASI WORK-FAMILY CONFLICT TERHADAP STRES KERJA PADA IBU BEKERJA DI RUMAH SELAMA PANDEMI COVID-19." Jurnal Ekobis : Ekonomi Bisnis & Manajemen 11, no. 1 (March 31, 2021): 1–16. http://dx.doi.org/10.37932/j.e.v11i1.171.
Full textAbstract:
Teleworking mothers in Indonesia have been stressed due to work-family conflicts during the Covid-19 pandemic. Whilst most scholars likely have been studied work-family conflict and work stress partially, this study proposed a more comprehensive structural model of causality by analyzing the effect of spousal and organizational support toward work stress on teleworking mothers during the Covid-19 pandemic through the mediation of work-family conflict. This study used a purposive sampling technique in collecting 57 respondents that appropriated to the criteria of study such as teleworking mother during the Covid-19 pandemic, live in Jabodetabek, and possess one child or more. This study used path analysis with two models of direct and indirect. The results indicated that spousal support and organizational support directly and negatively affected work-family conflict, but did not directly affect work stress. Work-family conflict directly and positively affected work stress, while spousal and organizational support indirectly and negatively affected work stress through the mediation of work-family conflict. Therefore, teleworking mothers who have been stressed during the pandemic due to work-family conflicts are recommended to improve their spousal dan organizational support in reducing their level of work stress.