2011
DOI: 10.1108/17515631111185923
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Working women work‐life conflict

Abstract: PurposeWorking women being housewives have to face major problems. They have to trade off between work domain and family life domain, in perspective sector and area chosen. This study investigates the factors behind work‐life conflict experienced by women with responsibilities and type of work arrangement experiencedDesign/methodology/approachThe study is conducted by exploring the responses of 100 women working in 25 different banks (public as well as private banks) in non‐contrived environment using random s… Show more

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Cited by 23 publications
(13 citation statements)
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“…The findings indicating that family and organizational support partially mediate the relationship between work-life conflict and job burnout, also signifying the presence of some other potential mediators as recommended in a study which debunked Baron and Kenny's criteria of mediation analysis (Zhao et al, 2010). Some of the possible mediators that can explain the direct effect of work-life conflict on burnout may be social and demographic factors such as age, income level, financial strain, marital status, maternal status and impediments of maternal wall (Crosby et al, 2004;Soares et al, 2007;Shakil Ahmad et al, 2011;Rantanen et al, 2013). So, organizations must help in relieving burnout and stress for women through suitable organizational processes and structural interventions supporting varied demographic sections of women workforce.…”
Section: Discussionmentioning
confidence: 98%
See 1 more Smart Citation
“…The findings indicating that family and organizational support partially mediate the relationship between work-life conflict and job burnout, also signifying the presence of some other potential mediators as recommended in a study which debunked Baron and Kenny's criteria of mediation analysis (Zhao et al, 2010). Some of the possible mediators that can explain the direct effect of work-life conflict on burnout may be social and demographic factors such as age, income level, financial strain, marital status, maternal status and impediments of maternal wall (Crosby et al, 2004;Soares et al, 2007;Shakil Ahmad et al, 2011;Rantanen et al, 2013). So, organizations must help in relieving burnout and stress for women through suitable organizational processes and structural interventions supporting varied demographic sections of women workforce.…”
Section: Discussionmentioning
confidence: 98%
“…It is evident that work-life conflict results in tough demands on energy and time of an individual in balancing the work and home domains. Apart from organizational/family support, several factors such as supportive organizational culture (McCroskey, 1982), family-oriented policies (Paris, 1989), hours spent at work (Frye and Breaugh, 2004), contrasting family and organizational values (Perrewé and Hochwarter, 2001), demographic factors (Shakil Ahmad et al, 2011;Rantanen et al, 2013), may play a significant mitigating role in reducing psychological stress and burnout. It would be imperative for organizations and society to support women in various ways possible through appropriate interventions, policies and practices.…”
Section: Discussionmentioning
confidence: 99%
“…Time pressure (X1) and work stress (Z) by Odio et al (2013); Herrington and Capella (1995); Moeller and Yan (2013); Baehler and Bryson (2008) and Thornton (1996); workplace-family conflict (X2) and work stress (Z) by Huffman et al (2013); Kremer (2016); Ahmad et al (2011) and Howard et al (2004); Role ambiguity (X3) and work stress (Z) by Conley and Woosley (2000); Siegall (2000); Elloy and Smith (2003) and Conner and Douglas (2005); Time pressure (X1) and audit quality reduction behavior (Z) by Svanberg and Öhman (2013) Larson (2004).…”
Section: Audit Quality Reduction Behaviormentioning
confidence: 99%
“…In this way, Lindgren and Packendorff (2010) focus on the challenges of the investment climate for women and the role of institutions in helping and guiding women through the process of starting their own business. The study by Shakil Ahmad et al (2011) reveals a significant correlation between women’s work–life conflict and their domestic responsibilities as well as their workplace environments. According to Folke et al (2020), sexual harassment is a risk in the workplace that makes it more difficult for women to achieve leadership positions and so widens existing differences in women’s earnings, social standing and representation.…”
Section: Discussionmentioning
confidence: 99%