Work-family conflict and job dissatisfaction among police officers: mediation of threat to family role and moderation of role segmentation enhancement

Abstract

PurposeThis study investigates the mechanism between work-family conflict (WFC) and job dissatisfaction by considering threat to family role as a mediator and role segment enhancement as a moderator.Design/methodology/approachThe data were collected from 245 male and 245 female police officers using a questionnaire-based survey method through convenience sampling.FindingsResults revealed that threat to family role partially mediates the association between WFC and job dissatisfaction. Role segment enhancement was also noted to weaken the association between WFC and job dissatisfaction. Moreover, the study revealed that male employees are more likely to draw a boundary between their work and family domain, which was not found in their female counterparts.Research limitations/implicationsThe survey for this study was conducted in a male-dominant developing country, so results may be different in developed countries. The study has theoretical and managerial implications.Originality/valueThis study adds value to the existing literature on work-family conflicts in the perspective of source attribution and boundary management. Further, to the best of researchers' knowledge, none of the previous studies have examined role segment enhancement and threat to family role among the police workforce.

Understanding Knowledgeable Workers’ Behavior Toward COVID-19 Information Sharing Through WhatsApp in Pakistan

“…Higher Education Commission of Pakistan has authorized universities that an applicant must have 16 years of education with a minimum of 2 years of work experience to be enrolled in MBA executive (which served the purpose). Second, although English is considered as the official language, still many of the employees remained unable to understand English ( Raja et al, 2004 ; Islam et al, 2019 , 2020a , b ), thus educated people were selected as they can better respond to the questionnaires in English. Finally, during the lockdown, data collection was difficult in real settings.…”

“…We consider age, gender, qualification, and sector as control variables as these can have effects on respondents’ attitudes and behaviors ( Davis et al, 2019 ; Ahmad et al, 2020 ). According to gender, 84.5% ( n = 328) of the respondents were male and 15.5% ( n = 60) of the respondents were female, which represent the male-dominant culture of the country ( Islam et al, 2020b ). According to age, 46.4% ( n = 180) of the respondents were between 31 and 40 years, 35.6% ( n = 138) were less than 30 years, 12.4% ( n = 48) were between 41 and 50 years, and only 5.7% ( n = 22) were above the age of 50 years.…”

The effect of optimism on the work-family interface and psychological health of Indian police

“…Ahmad and Islam's (2019) study with Pakistani police demonstrated that perceptions of "job embeddedness" and "community embeddedness" ameliorated the negative linkage between WFC/FWC and job satisfaction. Employing the same sample, Islam et al (2020) explained the mechanisms linking WFC with job dissatisfaction through "threat to family role" and WFC/FWC with turnover intent via work engagement. Furthermore, "person-job fit" (compatibility between individuals and their jobs) buffered the negative connection between WFC/FWC and work engagement.…”

“…Past research informs that spending time and effort for work without being able to gratify work role results in strain (Lu and Chang, 2014). The police job demands more time and effort but officers do not receive corresponding respect and recognition that creates strain (Islam et al, 2020;Rathi and Barath, 2013). Additionally, collectivist cultures value family life more than work-life (Grahame, 2003).…”

Impact of Work-Family Conflict on Job Satisfaction among HEI Faculty Members: Moderating Role of Supervisor Support

“…Suifan et al (2016) investigated that the organizations which help their employees in maintaining work-life balance have paramount job and individual outcomes. Additionally scholars found that when high work demands interferes with family obligations and when remain unmonitored for longer periods of time, it creates job dissatisfaction (Islam et al, 2020). Hämmig, Knecht, Läubli, & Bauer (2011) uncovered that fulfillment of work and a family responsibility is a significant segment of worker's job satisfaction.…”