How do work-family balance practices affect work-family conflict? The differential roles of work stress

Chang, Xiaoxi; Zhou, Yu; Wang, Chenxi; Heredero, Carmen de Pablos

doi:10.1186/s11782-017-0008-4

Cited by 27 publications

(28 citation statements)

References 60 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…However, the mechanism linking WLBP to intention to leave remains unclear and underdeveloped (Allen, 2001). Most of the existing research demonstrates the direct relationship between WLBP and turnover intention (Chang et al, 2017). A few of the studies focusing on intervening mechanism have shown that work-life balance supportive culture (Cegarra-Leiva et al, 2012) and job embeddedness (Thakur and Bhatnagar, 2017) explain the intervening mechanism between WLBP and turnover intention.…”

Section: Introductionmentioning

confidence: 99%

Work-life balance practices and turnover intention: The mediating role of person-organization fit

Kakar¹

2019

Int. j. adv. appl. sci.

View full text Add to dashboard Cite

The higher educational institutions in Pakistan are facing challenges to reduce the turnover of their faculty members. To date, research has failed to explore the antecedents of faculty members' turnover intention, especially in the context of Pakistan. The purpose of this study was to investigate worklife balance practices and person-organization fit as antecedents of faculty members' turnover intention. This study hypothesized that work-life balance practices and person-organization fit are negatively related to intention to leave the job. Furthermore, the study proposed that person-organization fit mediates the negative relationship between work-life balance practices and intention to leave the job. This study adopted a cross-sectional design and a quantitative approach. The data was collected from a total of 250 faculty members from the public sector colleges in Baluchistan, Pakistan, through self-administered questionnaires. This study used partial least square structural equation modeling (PLS-SEM) for the analysis of measurement and structural model. The results revealed that work-life balance practices and person-organization fit had a direct negative and significant effect on employees' intention to leave the job. Furthermore, the results also showed that person-organization fit mediated the relationship between work-life balance practices and intention to leave the job. This study contributes to work-life balance practices and person-organization fit literature by examining the mediating processes through which work-life balance practices and intention to leave are linked. These findings provide important implications for human resource professionals to reduce the turnover of faculty members. Limitations and directions for future research are discussed.

show abstract

Section: Introductionmentioning

confidence: 99%

Work-life balance practices and turnover intention: The mediating role of person-organization fit

Kakar¹

2019

Int. j. adv. appl. sci.

View full text Add to dashboard Cite

show abstract

“…Although work-family conflict is traditionally described using the principles of role theory (Kahn et al, 1964), certainly, the emergence of work-family conflict reflects the competition for an individual's limited resources (time and energy) between work and family role (Chang, Zhou, Wang, & de Pablos Heredero, 2017). However, a limited number of studies have investigated ways of decreasing work-family conflict through the lens of resources.…”

Section: Theoretical Perspectivementioning

confidence: 99%

“…However, a limited number of studies have investigated ways of decreasing work-family conflict through the lens of resources. In regard of resource perspective, Conservation of Resources theory-COR model is one of the widely used theories in the workfamily literature (Chang et al, 2017;Haines et al, 2013;Thein, 2014). COR is a general model that covers several stress theories and thus may provide a more appropriate framework for work-family studies to examine both W to FC and F to WC, which are necessary to create a better understanding of work-family conflict comprehensively.…”

Section: Theoretical Perspectivementioning

confidence: 99%

“…COR theory predicts that resource loss is the major factor in the stress process like work-family conflict. Resource gain (social support), on the other hand, is shown as of increasing importance in the context of loss (Chang et al, 2017). When resources of an individual are in danger or lost, stress and its subsequent strain outcomes (e.g.…”

Section: Theoretical Perspectivementioning

confidence: 99%

See 1 more Smart Citation

Relationship between Social Support and Work-Family Conflict: A Case Study of Women Employees in a Malaysian Higher Education Institution

Noor

Mohamad²,

Dahri³

2019

JTET

View full text Add to dashboard Cite

“…From the research that has been done, conflicts in Work-Life Balance are more common in women compared to men, women who are married compared to those who are not married, a mother who has a small child experiences conflict with Work-Life Balance more than a mother who has an older child [3]. In a study examining the relationship between gender and Work-Life Balance in terms of dimensions of work disruption and personal life as well as the presence or absence of a significant relationship to the dimensions of personal life disruption with work, get the results that the role of gender is very influential on Work-Life Balance in personal life the cause of which is conflict at work [7], or also called Work-Family Conflict.…”

Section: Introductionmentioning

confidence: 99%

Factors Affecting Work-Life Balance in Technology Era

Nurisman¹,

Sampurna²

2020

Proceedings of the 6th Annual International Conference on Management Research (AICMaR 2019)

View full text Add to dashboard Cite

Work-Life Balance began to develop in the twentieth century, especially in women who have difficulty balancing family responsibility and work duties. With the end of the 21st century, this problem is not limited to women but occurs to men and their partners, who work and have difficulty fulfilling both roles (family and work). One of the causes of disruption in fulfilling these roles is the existence of technology. Technology can make someone disturbed because when they are with their families they are still doing work mattres. It can cause conflict in the family or at work (work-family conflict) or it can also be caused by job stress (Job Stress). This research was conducted to determine the effect of work to family conflict and family to work conflict on work-life balance and job stress is used as a mediating factor affecting Work-Life Balance. This research also compares the effects that occur in men and women. By using 206 data of employees domiciled in JABODETABEK as the sample and applying a parsial least square-structural equation model (PLS-SEM) to analyze the data, this study tested five hypotheses. The results showed two important findings: [1] Work to family conflict can affect work-life balance even though job stress has no influence in mediating work-life balance. [2] Gender is not able to moderate the influence of Work to Family Conflict, Family to Work Conflict on Work-Life Balance through Job Stress. It implies that men and women have the same influence in achieving work-life balance.

show abstract

How do work-family balance practices affect work-family conflict? The differential roles of work stress

Cited by 27 publications

References 60 publications

Work-life balance practices and turnover intention: The mediating role of person-organization fit

Work-life balance practices and turnover intention: The mediating role of person-organization fit

Relationship between Social Support and Work-Family Conflict: A Case Study of Women Employees in a Malaysian Higher Education Institution

Factors Affecting Work-Life Balance in Technology Era

Contact Info

Product

Resources

About