The effects of work–family conflict and family–work conflict on nonattendance behaviors

Boyar, Scott L.; Maertz, Carl P.; Pearson, Allison W.

doi:10.1016/j.jbusres.2003.11.005

Cited by 134 publications

(112 citation statements)

References 52 publications

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“…Boles, Johnston, and Hair (1997), propose that WFC is not limited to marital status, adding that mothers and fathers may face difficulties in balancing work and family domains due to work, children and care of elderly parents. Also, increasing female employment and increasing number of the elderly who need care contribute to the conflict between work and family roles (Boyar, Maertz, & Pearson, 2005). Besides, in collectivist societies, individuals like getting family support and also they are ready to provide support to the elderly parents, and take on such a responsibility in addition to other family responsibilities (Spector et al, 2007).…”

Section: H4b Number Of Children Has An Impact On Work-family Conflicmentioning

confidence: 99%

Demographic Predictors of Work-Family Conflict for Men and Women: The Case of Nigeria

Adalikwu¹

2013

RBM

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This study investigates the impact of several demographic factors (gender, age, marital status, and position, number of children and employment of the spouse) on work-family conflict and family-work conflict. The study includes the employees in manufacturing and service sectors in Lagos. According to the results in this study, the level of work-family conflict of males and females is high, and no statistically meaningful difference is found between their means. Logistic regression analysis shows that the log of odds of males experiencing work-family conflict is negatively correlated with education and job tenure, but positively correlated with marital status. The log of odds of females experiencing work-family conflict is negatively correlated with education whereas it is positively correlated with marital status. Job tenure has an impact on family-work conflict of males, and age of children and having to care elderly parents are noted to have an impact on family-work conflict of females.

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Section: H4b Number Of Children Has An Impact On Work-family Conflicmentioning

confidence: 99%

Demographic Predictors of Work-Family Conflict for Men and Women: The Case of Nigeria

Adalikwu¹

2013

RBM

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“…Studies have shown that WFC has negative effects on individuals as well as on organizations (e.g., Frone et al, 1997a;1997b;Parasuraman et al, 1996). Boyar et al (2005) have shown that WFC increases absenteeism, which may, in turn, be very costly. As an example, Duxbury and Higgins (2003) estimate that absenteeism due to work WFC costs Canadian employers almost $3 to $5 billion a year.…”

Section: Work-family Conflict and Work-family Balancementioning

confidence: 99%

Beyond Work-Family Balance: Are Family-Friendly Organizations More Attractive?

Bourhis¹,

Mekkaoui²

2010

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Tous droits réservés © Département des relations industrielles de l'Université Laval, 2009Ce document est protégé par la loi sur le droit d'auteur. L'utilisation des services d'Érudit (y compris la reproduction) est assujettie à sa politique d'utilisation que vous pouvez consulter en ligne. Résumé de l'article Dans un contexte de rareté de main-d'oeuvre, les organisations sont soumises à des pressions grandissantes pour attirer des employés de talents. Se préoccupant de leur capacité d'attraction, notamment auprès des femmes et des jeunes professionnels, de plus en plus d'entreprises proposent à leurs employés une gamme de pratiques visant à favoriser la conciliation travail-famille, tels des horaires flexibles ou des garderies en milieu de travail.Bien que l'effet de ces pratiques n'ait pas été beaucoup testé empiriquement, une recension des écrits nous a permis de postuler que les organisations qui offrent de telles pratiques seront effectivement plus attrayantes aux yeux des candidats (H1), mais que cet effet sera modéré par le désir de segmentation (H2). Ce concept réfère à la séparation entre les rôles professionnels et personnels. Ainsi, les individus ayant un désir de segmentation élevé seront plus attirés par des compagnies qui offrent des stratégies de conciliation travail-famille basées sur la séparation des rôles, comme les horaires flexibles, plutôt que des stratégies basées sur l'intégration des rôles, comme le télétravail. La réputation de l'organisation a également un effet sur son pouvoir d'attraction (H3).Utilisant une méthode de recherche par scénario, nous avons testé l'effet individuel de quatre pratiques de conciliation sur l'attraction de candidats : service de garde sur les lieux du travail, généreux congés personnels, horaires flexibles et télétravail. Nos résultats confirment que les pratiques de conciliation ont un effet sur l'attraction. Plus spécifiquement, les scénarios ayant obtenu les scores d'attraction les plus élevés sont ceux qui proposaient des congés personnels généreux et la flexibilité des horaires. Contrairement à nos attentes, l'interaction « besoin de segmentation x pratiques de conciliation » ne s'est pas révélée significative. Tel qu'attendu, la réputation de l'entreprise a un effet principal significatif sur l'attraction. Les implications de ces résultats pour la recherche et la pratique sont présentées en conclusion.

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“…New communication technologies such as email don't let the employees completely detach from work when they are at home or with their families [3]. In addition, changes in the demography of workforce and increasing number females workers, has led to more work-life conflict during the past decades [4].…”

Section: Introductionmentioning

confidence: 99%

The Impact of Work-Life Balance on Employees’ Job Satisfaction and Turnover Intention; the Moderating Role of Continuance Commitment

Fayyazi

Aslani

2015

ILSHS

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Work-life imbalance has several negative impacts on employees' attitudes and behaviors and consequently influences organizations' performance and effectiveness. The purpose of this article is to investigate the impact of work-life balance (WLB) on employees' job satisfaction and turnover intention. Moreover, we study the moderating role of continuance commitment on job satisfactionturnover intention relationship. Regression analysis was used to analyze the data collected from 265 questionnaires completed by employees in an Iranian industrial company. The findings supported that WLB has a significant positive relationship with job satisfaction, and a significant negative relationship with turnover intention. Besides, job satisfaction fully mediates the WLB -turnover intention relationship. The main contribution of the paper is that we found continuance commitment moderates the relationship between job satisfaction and turnover intention. Therefore, employees with low levels of WLB and job satisfaction do not necessary have high turnover intention, unless they have low continuance commitment.

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The effects of work–family conflict and family–work conflict on nonattendance behaviors

Cited by 134 publications

References 52 publications

Demographic Predictors of Work-Family Conflict for Men and Women: The Case of Nigeria

Demographic Predictors of Work-Family Conflict for Men and Women: The Case of Nigeria

Beyond Work-Family Balance: Are Family-Friendly Organizations More Attractive?

The Impact of Work-Life Balance on Employees’ Job Satisfaction and Turnover Intention; the Moderating Role of Continuance Commitment

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