Work-family conflict as antecedent to workplace deviance: a study among bankers

Abstract

Hinged on the Job Demand-Resource model and Source Attribution Theory, this study assessed the relationship between work-family conflict (family-towork and work-to-family conflicts) and workplace deviant behaviours (organizational and interpersonal deviance) among bank employees in Ghana. The quantitative two-wave longitudinal design was used, and data collected from 301 respondents. Unique self-generated codes were used to match the responses from each respondent in both times. Work-to-family conflict predicted interpersonal deviant behaviour in both Time 1 and Time 2, and organizational deviant behaviour in Time 2 but not in Time 1. Also, family-to-work conflict predicted interpersonal deviant behaviour in both Time 1 and Time 2 and also predicted organizational deviant behaviour in Time 1 only. This is one of the few empirical studies assessing the relationship between work-family conflict and workplace deviance, and in particular, among bankers. Assessing such relationships in this study over time has shown that variations in nature of the hypothesized relationships could be a result of extraneous variables (dynamic employee behaviour or environmental changes) not anticipated. Banks must pay particular attention to the job demands imposed on employees and again take interest in the out-of-job experiences of staff that could affect their job performance and involvement in deviant behaviours.
 Keywords: Work-family conflict; workplace deviance; bankers; Ghana; antecedents

Finding solace in work-family culture as a predictor of work-family enrichment; does gender matter?

“…Likewise, to the researcher's best knowledge, there is no readily available literature linking work-family culture to work-family IHR enrichment in the Ghanaian context. Hence, there is a need to contextualise the relationship in Ghana, where strong family bonds and communal values characterise society, and extended family systems play a crucial role in daily life (Ametorwo, Ofori, Annor, & Dartey-Baah, 2021). Thus, understanding these family structures is vital, as they can influence employees' expectations and needs regarding work-family balance.…”

“…Hence, gender disparities rooted in traditional Ghanaian societies are notable, with distinct roles assigned to men and women within the work and family sphere. Within Ghana's societal framework, men and women bear differing responsibilities; men's social identity is closely intertwined with career pursuits, whilst women's social roles are primarily associated with family obligations (Ametorwo et al, 2021). Female employees typically exhibit a heightened concern for family matters than their male counterparts, with work commitments often encroaching upon their time and energy allocated to familial responsibilities (Rawal, 2023;Duxbury, Bardoel, & Halinski, 2021;Miller & Riley, 2022).…”