Work-Life Conflict and Organizational Commitment: A Study Of Female Faculty In Higher Education (original) (raw)
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Work-Family Conflict and Organizational Commitment: A study of University Teachers
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The purpose of this study was to see if there was an association between work-family conflict and organizational commitment in university teachers. It was a quantitative research study that used a correlational research methodology, which means that no variables were modified and were instead revealed as they were. Teachers at the University of Education Lahore were the study's subjects. Carlson's Work-Family Conflict Scale (WFCS) and Allen and Meyer's Employee Commitment Survey (ECS) were adapted with their consent. The census sampling method was used. The instrument was delivered among 336 teachers, and 216 questionnaires were returned, resulting in a 64 percent return rate. Descriptive and inferential statistics were used to analyze the data. Teachers were discovered to be dealing with work-family conflict while remaining dedicated to their organization. There was a negative association between the variables. The researcher suggests that this study be expanded using qualitative data.
IOP Conference Series: Earth and Environmental Science, 2021
In spite of the importance of woman lecturer perception of work-family conflict and its influence on organizational commitment, job satisfaction can be used as a mediator, this study aims to examine an indirect influence of work-family conflict on female lecturers’ commitment to their organization. This study employed a survey of 91 female lecturers of Nahdlatul Ulama University of Surabaya. In exploring the complex relationship among work family conflicts (i.e. work interferes family and family interferes work), job satisfaction and organizational commitment, the researchers utilized partial least square to overcome the weaknesses of linear regression models. In this research, we found that female lecturers’ perception of work-family conflict was negatively related to their level of organizational commitment. In addition, perception of work interfere family and family interfere work had an indirect impact on the female lecturers’ organizational commitment through job satisfaction. ...
Responsible Education, Learning and Teaching in Emerging Economies
Present study was aimed to explore relationship between work-family-conflict and job satisfaction of female faculty of private universities of Lahore city. Study was quantitative in nature. Correlation research design was used to find out “relationship between work-family-conflict and job satisfaction of female faculty of private universities of Lahore city.” Population was comprised of all the female private universities of Lahore. Sample was consisted of 450 female private university teachers of Lahore. Descriptive and inferential statistics were applied to analyse the data. Findings of the study indicated that there was significant strong positive correlation existed between work-family-conflict and job satisfaction among university teachers. A significant mean difference was found between work-family-conflict and job satisfaction in terms of their gender, age and experience. It is recommended that work-family-conflict at workplace should be managed for teachers’ job satisfaction...
Conflict is drama, and how people deal with conflict shows you the kind of people they are.-Stephen Moyer After extensively studying the literature review of work-family conflict. The purpose of this study was to examine the Factors Influencing Work-Family Conflict among women faculty. Participants included 185 working women faculty from different educational institution at Chennai city. Statistical tools such as descriptive, Independent sample t-test and One-way ANOVA were used for the study purpose. The results from independent sample t-test revealed that there was a positive relationship between time, strain, behavior based WF and FW Conflict and marital status.One-way ANOVA indicated that that there is no significant difference between age group with respect to WF and FW Conflict based on TWFC, strain and behaviour Conflict except Time based FW Conflict. It is proposed that policy measures such as flexible work schedule, workload, and parental leave will help to reduce work-family conflict and family-work conflict.
Pakistan Journal of Psychological Research, 2020
University academic faculty in Pakistan are facing greater pressures and higher workload from their jobs. It was hypothesized that faculty face quantitative, cognitive, and emotional demands on their jobs which would positively impact their experience of conflict arising from work and affecting family roles. A sample of 425 public sector faculty member from Pakistan filled an online survey questionnaire. The questionnaire consisted of demographic information, Work to Family Conflict Scale-Short Form (Kacmar, Wayne, Carlson, Ferguson, & Whitten, 2014), and Job Demands Scale consisting of four items adopted by Experience and Evaluation of Work (Van Veldhoven & Meijman, 1994). Findings of t-test revealed that female faculty perceived significantly higher work-to-family conflict and cognitive demands compared to male faculty, while there was no gender difference in perceptions of quantitative and emotional demands. The hypothesized model was tested using structural equation modeling and...
International Journal of Scientific Research and Management
Increased imbalance between work and family life of university teachers is an alarming issue now-a-days. The purpose of this study is to investigate the relationship between work life balance and organizational commitment of teaching employees of Jashore University of Science and Technology in Bangladesh. Data has been collected from 80 respondents through a questionnaire survey. Pearson correlation and regression model have been developed based on this dataset to get the result. The result shows that significant number of teachers perceived there is a positive impact of work life balance on the level of commitment towards their organization. This study certainly answers the question regarding the impact of work life balance on organizational commitment of the teaching employees. Moreover, further studies are encouraged to analyze the impact of work life balance by incorporating all the stakeholders of an organization which may help to generalize the findings of this study.
Impact of Work-Life Conflict on Employees' Commitment In Imo State, Nigeria
This study examined work-life conflict (WLC) and its impact on the commitment of workers of Imo State Civil Service Commission Board, Nigeria. Through a purposive sampling method a total of seventy-one (71) copies of questionnaire were distributed, but sixty-one (61) copies were duly completed and returned, recording 87% success rate. The followings were the objectives of the study: to determine the effect of family-to-work interference on affective commitment; to examine the effect of family-to-work interference on normative commitment and finally to determine the effect of family-to-work interference on continuance commitment. Data were analyzed using SPSS 23.0. Descriptive statistics such as frequencies and percentages were applied to examine the research questions. The hypotheses were tested using the Pearson Correlation Coefficient (r) to find the relationship between WLC variables and employees' commitment.The result revealed a high rate of work-life conflict among the study population. Equally, there was negative relation between work-life conflict and employees' commitment variables which was responsible for the overall low commitment observed. Therefore, the study recommends that adequate work-life balance initiatives should be established to enhance workers well-being in order to increase the commitment needed for optimal performance in the organisation. There should be workshops and seminars organized by the commission to help their workers reduce WLC and to know how best they should handle their WLC as to enhance their commitment and productivity.
The Influence Of Work Family Conflict On Organizational Commitments 0n Career Women Who Have Child
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The aim of this research is how the influence of work family conflict on organizational commitment on career women who have child. The method used in this research is a quantitative method, with psychological scale as measuring instrument. The measurement of work family conflict variables used Greenhaus & Beutell's theory and organizational commitment used Mowday, Steers & Porter's theory. The sampling technique in this study using the snowball technique. The number of samples used were 147 people. Data analysis used was multiple linear regression analysis. Based on the results of the research, it was found that work family conflict had a positive effect on organizational commitment, giving an effect of 3.2% on organizational commitment. Based on the results of the categorization, the average employee who works in a bank in the Medan city has work family conflict at the middle level, and quite good organizational commitment.