The impact of social support on work-to-family and family-to-work conflict: An analysis on the female primary school teachers of Bangladesh

Abstract

Employed women usually face work-family conflict, as they need to maintain both the work and family responsibilities. In Bangladesh, a large number of educated women are employed as female teachers in the primary education sector. Like any other sector, these primary school teachers are also expected to have a significant amount of work-family conflict. Literature review suggests that social support, i.e. support from supervisor, co-worker, spouse, and family members can significantly reduce two types of work-family conflict; (a) work-to-family conflict and (b) family-to-work conflict. Based on this background the current study initiated to investigate how social support from supervisor, co-workers, life partner, and family members is associated with work-family conflicts in N = 90 female primary school teachers. A structured questionnaire was used as a mean primary source of data collection. Results revealed that spouse support and family support was negatively related with family-work conflict, though no negative relation were found between supervisor support and work-family conflict, and co-worker support and work-family conflict.

Family Resources and Flourishing at Work: The Role of Core Self-Evaluations

“…These results are consistent with those of other studies that have also shown that work-family enrichment positively predicts job satisfaction (Carlson et al, 2011;Tabassum et al, 2013) and that perceived social support from family positively affects job well-being (Mor Barak & Levin, 2002). According to the model proposed by ten Brummelhuis and Bakker (2012), the resources generated in the family lead to better work outcomes thus improving the quality of life in the workplace.…”

“…Several studies have been carried out grounded in the Work-Home Resources model demonstrating the positive influence of work-family enrichment and perceived social support from family on many different work outcomes, such as job satisfaction (Carlson, Kacmar, Zivnuska, Ferguson, & Whitten, 2011;Tabassum, Jahan, & Rahman, 2013) and job well-being (Mor Barak & Levin, 2002). Based on the Work-Home Model, it can be supposed that when the family produces rewarding experiences to the individuals by providing support, contributing to their enrichment, and leading them to experience positive feelings and emotions at home; such experiences are transferred to their work (Greenhaus & Powell, 2006).…”

Work Family Conflict: A Review of Female Teachers in Indonesia

“…In reality, WFC can occur in all professions, not to exclude teachers and educators. Further, the literature also shows difference of views on the level of WFC experienced by teachers (Cinamon & Rich, 2005;Tabassum et al, 2010;Aisha et al, 2010). Studies on WFC have such important value because they reveal the relationship among work, family life, health, and general well-being of employees (Bruck et al, 2002).…”

Work-Family Conflict, Family-Work Conflict and its Effect on Emotional Exhaustion and Affective Commitment

“…Frone et al, (1992) have identified two types of WFC; one is work-to-family conflict (WFC), which happens when work is interfering family and the other is family-to-work conflict (FWC), happens when family is interfering work. WFC, which indicates work-to-family conflict means work's characteristics, will interfere in the family domain of a person, whereas FWC as family characteristics will have a negative impact on work domain (Tabassum, 2012). There are three components that used to derivate inter-role conflict (Greenhaus and Beutell, 1985): (1) timebased conflict, occurs when time devoted to one role makes it difficult to participate in, or comply with, the expectations of another role; (2) strain-based conflict, as strain from the demands of one role intruding into and interfering with participation in another role; (3) behavioral-based conflict, often seen as mismatch of behavioral pattern that wanted in both part of role (in family and work).…”