Work-family conflict

to happiness since raise in income reciprocates the more material needs thus leaving the happiness quotient intact. 3 Hypothesis 4: Family employees demonstrate a higher degree of job satisfaction relative to regular employees. 4 Hypothesis 5: Family employees receive lower wages relative to regular employees. 4 Hypothesis 6: Pay satisfaction and work family conflict is negatively related 4 Hypothesis 7: The relationship between pay satisfaction and WFC is weaker for employees with more dependents

Consequences of Work Family Conflicts and Enrichment Role accumulation and work-family enrichment There are three ways in which participation in multiple roles—often referred to as role accumulation—can produce positive outcomes for individuals. First, work experiences and family experiences can have additive effects on well-being. Research has consistently demonstrated that role accumulation can have beneficial effects on physical and psychological well-being, especially when the roles are of

challenges to families in today’s society, which is work family conflict. In the workforce today, and in numerous households people struggle with being able to balance family time and the responsibilities of their chosen career without creating disturbance within their home. As a way to lessen these disputes corporations have begun to provide certain benefits, organizations, and flexible work arrangements to their employees. However, in recent studies that examine the use of flexible work arrangements

general. Demanding supervisors, tough tasks and some organizational rules are often seen as stressors by workers from different fields. Ethic organizations sought to improve the work quality which leads to performance in many ways. Lawson et al. (2016), studied the impact of workplace intervention on work-family conflict. These authors found a positive effect of workplace intervention on improving affective reactivity behavior to daily stressors. LePine, M. A., et al. (2015), suggests that charismatic

both partners work and share responsibility for family care-giving (Greenhaus et al., 2000). In fact, recent research indicates that 85% of employees report having some day-to-day family responsibilities (Bond et al., 1998). These changing demographic trends, coupled with greater family involvement by men (Pleck, 1985) and heightened interest of employers in employee’s quality of life (Zedeck & Mosier, 1990) prompted a proliferation of research on the relationship between work and family roles. Interest

working longer hours than people did in the past few decades. As a result, less time is being spent on activities such as family care or leisure, creating an imbalance of time spent between work and home life. In Britain for example, prospects for a work-life balance for many workers appear to be slipping away; Britons work the longest number of hours in Europe and one in six work more than 60 hours a week! (Crush, 2011). For employers and policy makers this trend is worrying, because of the potential

Work-life balance is a combination of interactions among different areas of one’s life; the advantages and disadvantages associated with that balance/imbalance are countless and can affect multiple levels of society (Schoenfeld, 2005). The overall purpose of this project is to investigate if a work environment in which work life balance is anticipated and supported will provide positive impact on employees’ performance and attitude. In addition, this research will examine the current understanding

Work-Family Balance Contemporary gender-role attitudes have changed partly as a response to the steady increase in women’s participation in the labor force. Although this increase was especially evident in the 1970s and 1980s, as was the move toward more egalitarian attitudes, it continued in the 1990s through the present. College-educated men and women are less likely to hold traditional ideas about gender, work and family roles. Within the family, attitudes toward gender roles have become more

to be closer, chances of conflict occurrence are enhanced; hence the inevitability of conflict principle as mentioned by Cahn and Abigail (2014). From the case above, is has been depicted that interpersonal conflicts arise among individuals who are important to each other, and are to continue being together in various contexts, hence a sense of interdependence (Cahn & Abigail, 2014). There is an automatic mother-child interdependence in one way, or another hence conflict is inevitable. This inevitability

further analyze research already conducted studies examining the conflicts between life outside of work and work obligations specific to a career in athletic training. It will also provide efficient techniques utilized to achieve life work balance. Research was gathered from various databases and journals. Portions of that research was extracted, summarized, and compared to research from other related articles. While the life-work balance is a consistent struggle for all athletic trainers, there