Work-Home Conflict and Domestic Violence: A Test of a Conceptual Model

Trachtenberg, Jennifer; Anderson, Stephen A.; Sabatelli, Ronald M.

doi:10.1007/s10896-009-9246-3

Cited by 16 publications

(7 citation statements)

References 34 publications

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“…Family-related time conflict involves the amount of time spent with family or dealing with family members detracting from time that could be spent at work (Greenhaus & Beutell, 1985). Strain-based conflict occurs when the strain (or stressors) experienced in one role, makes it difficult to effectively and efficiently perform the other role (Alsam et al, 2013; Boyar et al, 2008; Greenhaus & Beutell, 1985; Trachtenberg, Anderson, & Sabatelli, 2009). Work-related strain is related to strenuous events at work, resulting in fatigue or depression, role ambiguity etc.…”

Section: Review Of Literaturementioning

confidence: 99%

Work–family Conflict, Family–work Conflict and Intention to Leave the Organization: Evidences Across Five Industry Sectors in India

Aboobaker

Edward

Pramatha

2017

Global Business Review

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With the attrition rates across different industry sectors likely to rise to up to a global high of 20 per cent by 2017 in India, organizations are finding it harder to understand its antecedents and thus devise and employ new strategies aimed at retaining their employees. Very few studies have tried to understand the dynamics of work–family conflict and its relationship with turnover intention in a collectivistic society like India. This research study is aimed at understanding the strength of relationship between employees’ work–family conflict and family–work conflict and their intention to leave the organization. The total 150 sample respondents comprised of 30 employees each from five different industry sectors—banking, IT (software development), IT-enabled services, insurance and telecom. Data were collected using Carlson’s measure of work–family conflict and Mobley’s turnover intention scale. Results revealed that time-based and strain-based conflict showed the highest correlations with turnover intention, with variations across different industry sectors. Multiple regression model predicted R square of 0.403, explaining 40.3 per cent of variance in turnover intention (dependent variable), by work–family conflict and family–work conflict (independent variables). Family–work conflict contributed more to turnover intention, than work–family conflict. Interesting relationships between different demographic factors and variables under study are discussed.

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Section: Review Of Literaturementioning

confidence: 99%

Work–family Conflict, Family–work Conflict and Intention to Leave the Organization: Evidences Across Five Industry Sectors in India

Aboobaker

Edward

Pramatha

2017

Global Business Review

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“…Some researches show that work and family are not two separate domains but have a relationship of interdependence. Family life is affected by the work and in return (Trachtenberg, Anderson, & Sabatelli, 2009;Namasivayam & Zhao, 2007). For example, the nursing staff has to work extra hours during the week.…”

Section: Literature Review and Suggested Research Model 21 Work-fammentioning

confidence: 99%

Impact of work-family conflict on job performance of nurses working for hopitals in Ho Chi Minh City

Hà¹,

An²

2015

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The purpose of this study is to analyze the impact of Work-Family Conflict on job performance of nurses working for hospitals in Ho Chi Minh City (HCMC). The study conducts survey with 221 nurses working for hospitals in HCMC by questionnaires. The data was analyzed by techniques: Descriptive statistics, Exploratory Factor Analysis (EFA) and regression analysis. The findings indicate that four factors driving job performance (from strongest to weakest) are Strain-based Family Interference with Work (SFIW), Strain-based Work Interference with Family (SWIF), Time-based Work Interference with Family (TWIF), Time- based Family Interference with Work(TFIW).

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“…In addition, WFC is conceptualized as the consequence of "resources being lost in the process of juggling both work and family roles" (Grandey & Cropanzano, 1999). Furthermore, Trachtenberg et al (2009) argued that WFC was a term "used to illustrate the competition between one's professional role and one's personal and family life." The work-family conflict is also considered as a bi-directional conflict.…”

Section: Introductionmentioning

confidence: 99%

Work-Family Conflict and Job Performance: Lesson from a Southeast Asian Emerging Market

Warokka¹,

V”²,

Madrid³

et al. 2015

JSAR

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Work-Home Conflict and Domestic Violence: A Test of a Conceptual Model

Cited by 16 publications

References 34 publications

Work–family Conflict, Family–work Conflict and Intention to Leave the Organization: Evidences Across Five Industry Sectors in India

Work–family Conflict, Family–work Conflict and Intention to Leave the Organization: Evidences Across Five Industry Sectors in India

Impact of work-family conflict on job performance of nurses working for hopitals in Ho Chi Minh City

Work-Family Conflict and Job Performance: Lesson from a Southeast Asian Emerging Market

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