Influence of Work Obligations on Family Commitment among Couples in the Private Sector in Kwara State

Fawole, Olufemi Adeniyi; Ogunbowale, Oluwakemi

doi:10.1108/s1530-353520160000010013

Cited by 2 publications

(1 citation statement)

References 27 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Gender stereotypes and workplace patriarchy remain prevalent as women generally work in socially acceptable positions and gender-segregated work settings (Salem and Yount, 2019;Alvinius and Dobson, 2017;Willea et al, 2018). Fawole and Ogunbowale (2016) argued that men perform better than females since women are struggling with work-and home-related tasks as there is a dearth of family friendly policies in the labor market which impacts both employee and organizational productivity (Bunglawala, 2011).…”

Section: Job Performance Inmentioning

confidence: 99%

Predictors of job performance in Qatar labor market: a micro-level model

Lari

2021

IJSE

View full text Add to dashboard Cite

PurposeThe purpose of this paper is to address the factors influencing the performance and productivity of Qatari citizens in organizational settings, with specific aims to maintain a high-quality performance standard in Qatar's labor market.Design/methodology/approachThe author applies job performance theory to explain the dynamics within organizational settings. Primary sources were utilized, and data was collected from a 2017 Qatari national survey using simple random sampling.FindingsThe results indicated associations between sociodemographic characteristics and work-related factors and job performance. As compared to their male counterparts, female employees reported lower job performance. Working in a private organization was associated with lower job performance as compared to working in the government sector. An older age (>50 years) and working in a family friendly organization was associated with higher job performance.Research limitations/implicationsThe approach used in this study contributed to a richer understanding of employees' positions in the Qatar workforce; yet, there are several methodological limitations in cross-sectional survey design. Further contributions to this research gap could include a wider scope of geographical locations within the Arab Gulf states with diverse industries; employing a robust experimental investigation, thus creating causation between the intervention and research outcomes.Originality/valueThe originality of this article lies in the micro-level model that recommends state-directed interventions to create family-friendly organizational cultures to assist in the retention of high-performing employees.

show abstract