جستجوی مقالات مرتبط با کلیدواژه « work-family conflict » در نشریات گروه « علوم اجتماعی »

The main purpose of this study is to investigate the impact of organizational culture on deviant behaviors in the workplace through work-family conflict and personality traits.

The current research is applied in terms of its purpose and descriptive in terms of correlational data collection.The statistical population of the present study was made up of all the employees of the Isfahan Islamic Azad University (Khorasgan) in the number of 660 people, 244 people were selected as a sample through the Cochran sampling formula through the stratified sampling method proportional to the size, the research tool was the Hofstede standard organizational culture questionnaire (2001). and the standard questionnaire of deviant behaviors in the workplace by Bennett and Robinson (2000) and the questionnaire of work-family conflict by Carlson (2002) and the standard questionnaire of personality characteristics by McCrae and Costa (1992) that the validity of the questionnaires was based on content validity using the opinion The experts were formally examined based on the views of a number of the statistical community and the structure was examined by factor analysis method and after the necessary terms, validity was confirmed and on the other hand, the reliability of the questionnaires was determined by Cronbach's alpha method, respectively (0.88), (85) (0.0), (0.89) and (0.81) were estimated.Data analysis was done at an inferential level including structural equation modeling.

The results of the research showed that organizational culture has a positive and significant effect on deviant behaviors in the workplace through work-family conflict, and the coefficient of this effect was 0.170, and it has a positive and significant effect on deviant behaviors in the workplace through personality traits. The coefficient of this effect was 0.130 and also organizational culture has a positive and significant effect on deviant behaviors in the work environment, which the coefficient of this effect was 0.200.

Deviant behaviors in the workplace are an important issue for universities because of their impact, because they weaken organizational citizenship behaviors, reduce productivity, and increase phenomena such as absenteeism and employee withdrawal.Therefore, these behaviors must be properly managed by organizations and managers, and organizational culture, work-family conflict, and personality traits have been among the factors influencing these behaviors.

shift work is known to affect job burnout with emotional exhaustion, depersonalization, decreased personal performance, and even family conflict. The objective of this research is to investigate the effect of work shifts on job burnout of police officers, considering the mediating role of work-family conflict.

The work is a descriptive survey. The population under study is 420 police officers from Mazandaran province. A sample of 200 individuals was chosen by stratified random sampling. After data collection, data analysis was done with SPSS 25 and Lisrel 8/80 softwares.

The results indicate that shift work has a significant impact on job burnout and work-family conflict among police officers. Correspondingly, this issue will be demonstrated. Eventually, it was discovered that work-family conflicts play a mediating function in the association between shift work and job burnout.

The importance of mental health of police officers is at risk for various causes compared to other organizations. Also, the main reasons of which are the workload, work pressure, stressful professions, unpredictable conditions, factors related to shift work, and individual and social factors.

of questionnaires was obtained 0.9, 0.79, and 0.89 by Cronbach’s alpha coefficient, respectively. Research data was analyzed using statistical methods of Pearson correlation coefficient and structural equation model using SPSS23 and Lisrel8.8 software. The obtained findings from SEM showed that work-family conflict has a direct effect on the intention to leave job (0.24); work-family conflict has a direct effect on the Job stress (0.43); and Job stress have a direct effect on the intention to leave job (0.26). Moreover, the work-family conflict has an indirect effect on the intention to leave job of the female employees in the state organizations of Zahedan city through the mediation of job stress job stress (0.57).

Considering the importance of the compatibility of job roles with long-term family commitments, this study investigated the relationship between work-family conflict and marriage-childbearing attitudes of employed women. The theoretical framework is based on role conflict, gender inequality, social support, and economic resources theories. The study according to the type and method of data collection, is quantitative. The field of study is Sanandaj and the sample includes 338 employed never-married and married women aged 15-49 who were selected by multistage cluster and simple sampling. The results showed that never-married women who experience higher work-family conflict consider an older age suitable for marriage. Also, the higher experience of work-family conflict among married women is associated with the attitude of having fewer children. The findings of multivariate analysis showed that among never-married women, 23.5% of the changes in attitude towards marriage age were explained by employment status and work-family conflict; and among married women, 42.5% of the changes in attitude towards the ideal number of children were explained by work-family conflict and age. Placing women in safe job positions and resolving work-family conflicts by adopting family support policies to realize the ideals of marriage-childbearing are the policy recommendations of this study.

The aim of this research was the survey effectiveness of career counseling based on the native model of work-family enrichment on the facilitation of work-family and family-work conflict. The research method was quasi-experimental method where in the pre-test and post-test were used with experimental and control group. The stastisical population were all of female workers in Isfahan University at 2021. From this population 30 persons were selected from the list of voulentary person who ready to participate and were substituted randomly in to experiment group (15 person) and control group (15 person).The independent variable was the career counseling sessions based on the model of work-family enrichment (Greenhous & Powell, 2006) that have been performed in 8 sessions to the experiment group and control group did not any intervention. In this research were used from demographic and work-family conflict (McMarian & Net Mayer, 1996) questionnaires for data gathering. results of Analysis of Covariance (ANCOVA) showed that there is meaningful difference between means post-test of experimental and control group in two demintion of work-family enrichment and family-work enrichment (P<0.05).career counseling base on the native model of work-family enrichment is effective in facilitate of work-family conflict in two dimensions.

The workplace and family, as the mainstay of life in the current decade, have become Coveid 19 and have been affected by many factors such as conflict, adjustment, stress, and so on. This study aimed to predict work-family conflict based on job stress, self-compassion, and marital adjustment among female teachers in Coveid-19 conditions.

The study was descriptive with a correlational design. The statistical population of the study included all female teachers in Taft, from which 250 female teachers were selected as a sample by the available sampling method. The following questionnaires were adapted, Conflict Questionnaire - Carlson Family (2000), Self-Compassion, (2003), Spanier Marital Adjustment (1976), and OSIPOW (1987) Job Stress (1987). Data collected through these three questionnaires were analyzed using Pearson correlation coefficient, structural equations, and regression with SPSS software version 23. The

The result revealed that marital adjustment was a negative and significant predictor of work-family conflict, and job stress was a positive and significant predictor of work-family conflict (P <0.001). In addition, between job stress and work-family conflict, there was a positive and significant relationship. The relationship between marital adjustment and work-family conflict was negative and significant (P <0.001).

The result indicated that job stress had a significant positive relationship and self-compassion and marital adjustment had a significant negative relationship with work-family conflict. Therefore, it seems necessary to pay attention to such variables to recognize their effects on the family in counseling and psychological centers.

The family, like other social institutions, may experience many problems over time. One of the issues related to this institution is the phenomenon of "work-family conflict". Due to the existence of a suitable background, the main purpose of this study is to review and critique the studies done in the country focusing on this issue. For this purpose, relying on a systematic review method, 20 scientific-research articles published in the period of 2010-2011 were selected from two databases. The results of the research after reviewing the articles on the two axis of methodology showed that most of the researches emphasized the role of social factors at the micro and middle levels as factors affecting this phenomenon. Other results showed that the studies have suffered from inattention to the type of jobs and their mechanism of action, repeated previous indicators and obvious inattention to the use of combined and qualitative approaches in the study of this issue. However, achieving some of the most important causes and factors affecting the creation and continuation of this phenomenon can help those experts in the field of employment and family in planning and adopting optimal policies to solve this issue

For a long time, the male-breadwinner model has been ruling the Iranian family. Change in the lifestyle and economic conditions of our society today, have led to an increase in men's working hours and they are forced to work overtime in order to earn a decent living. Under these circumstances, job stress and physical and mental fatigue caused by long working hours affect men, families, especially housewives and children. The purpose of this study was to see the challenges of men's long working hours and the consequences of the father's short time spent with the family on the quality of intergenerational family relationships. 

Methods and Data: 

The study was conducted with a qualitative approach using thematic analysis. Participants were 15 housewife women who had children, and whose husbands had long working hours. The participants were selected and interviewed by purposive and theoretical sampling. 

Categories obtained from this study include: compensation for paternal absence, limited participation in parenting, taking care of the children, and monopolizing the mother role. 

The most important consequence of the research is the individual presence of mothers in the life and upbringing of their children. Due to the low presence and reduction of the father's participation in the family, not only are housewives faced with additional pressure to raise and take care of children, but also the patterns of intergenerational relationships in the family are affected and the role of the father in childrearing is marginalized. The conflict between the paternal and occupational roles of fathers is, on the one hand, a reflection of the continuity of the male-breadwinner model of the Iranian family, and on the other hand, it is the consequence of the increasing economic pressures on the well-being of the Iranian family during recent years. 

Key Message: 

Designing family support policies to improve the conditions and well-being of the family can reduce the pressure of men's long working hours, and improve the quality of intergenerational family relationships. On the other hand, women's active participation in the family's income, probably through redefining the traditional roles of parents in the family, affects the pattern of intergenerational relations in the family.

The aim of this study was to test the hypothetical model of work-family conflict mediation in the relationship between psychological capital and career aspiration in working women. The research method is correlational. The statistical population is included 227 women working in airlines in Tehran in 1400 and in It is the time of the corona virus outbreak.

The sampling method is available and the Lutans (2007) Psychological Capital Questionnaire, the revised Gregor and O brain Career aspiration Questionnaire (2016) and the Carlson et al.'s Family Conflict Questionnaire (1999) were used to collect information. Data were analyzed using SPSS and AMOS software using Pearson correlation coefficient tests and structural equation modeling.

The results of statistical analysis of structural equations showed that the relationship between psychological capital and career aspiration in working women is partially mediated through work-family conflict. In the hypothetical model, it was shown that psychological capital directly explains 0.53 of the variance of career aspiration in working women. Also, psychological capital represents 0.48% of the variance of work-family conflict in women. and the predictor variables together predict 30.3% of the variance of career aspiration in working women.

Overall, the results show that psychological capital is likely to be mediated and can be said to be psychological capital through Family work conflict is related to career aspiration in working women.

AbstractThe purpose of this research was to predict psychological distress based on job burnout and family-work conflict of North Khorasan Police Force employees. The current research is descriptive and correlational. The statistical population of the research consisted of all employees of the North Khorasan police force, both men and women, in the first quarter of 2021 in the number of 4200 people. A statistical sample of 352 people was considered based on the table of Karjesi and Morgan. Due to the availability of accurate information of people in the community, in this method, statistical sampling was done using a simple random method and based on the use of lotteries. In order to collect the research data, the psychological distress questionnaires of Kessler, Barker, Cope, Epstein, Groerer et al. (2003), Maslach's job burnout (1981) and Fran, Roussel and Cooper's (1992) work-family conflict questionnaires were used. The results of multivariable regression analysis using the simultaneous method showed that 48% of the changes in the criterion variable, i.e. psychological distress, can be explained by the variables of job burnout and work-family conflict (p < 0.01). Also, 57% of the changes in the criterion variable, i.e. psychological distress, can be explained by the burnout variable (p < 0.01). Finally, 34% of the changes in the criterion variable, i.e. psychological distress, can be explained by the work-family conflict variable (p < 0.01).

The present study aimed to investigate the relationship between social support and work-family conflict, and the quality of working life among workers. The research method is descriptive-correlational. The statistical population included all workers working in Sari industrial town. A total of 386 people was selected from the employed workers by using Cochran's formula and stratified random sampling method. To assess the research variables, the Quality of work-life questionnaire (Walton 1973), researcher-made social support questionnaire, and work-Family conflict questionnaire (Rastgar Khalid 2006) were used. Data were analyzed by using Pearson correlation coefficient and stepwise regression analysis. The results of the Pearson correlation test showed that there is a positive and significant relationship between social support and quality of working life and there is also a negative and significant relationship between work-family conflict and the quality of workers' working life. Based on the results of regression analysis, according to the Beta values, from the dimensions of social support; the dimensions of financial support (β = 0.614), emotional support (β = 0.523), informational support (β = 0.509) as well as the dimensions of work-family conflict; work conflict with family (β = -0.461) and family conflict With work (β = - 0.337) are the strongest variables to predict the quality of working life, respectively. The findings also showed that 46% of the variance in the quality of working life is explained by the dimensions of social support as well as the dimensions of work-family conflict.

 
With the advent of the modern world and the prevalence of modernity Women's employment has become a challenging issue. So that some said, The presence of women in the community has led to the growth of women and society and some of the researchers said women's employment are a factor in the removal of mothers from marital and maternal duties. Having a mother with a child's birth finds meaning and the mother's nourishment will cause the baby and the mother to develop physically and mentally. On the other hand, in recent years, the increase in women's education and the subsequent employment of women has made women's employment in our country a social issue and a serious challenge. This article seeks to examine the experiences of women living in Isfahan in breastfeeding laws.  
To the view of these women about employment and lactation. The method used in this research is qualitative and in the method of phenomenology. For this purpose, 16 employed married women with purposeful sampling were selected through purposeful sampling. And they were interviewed deeply. What they got from their interviews were classified in 256 code descriptions. Of these descriptive codes, 24 code assignments were categorized. Finally, 6 explanatory codes were extracted. These explanatory codes include: "Supporting family, job patterns, personality patterns, mother alternatives, work-family activities and non-supporting workplaces."


What was obtained from this 6 coding shows most contributors have had a positive attitude toward their employment. But on the other hand, there are limits to maternity and lactation at work. The mothers in this study believe that the rules of lactation in the work environment are not properly observed. On the other hand, since there is no suitable space for keeping children in the workplace, the high distance between the workplace and the child's place of residence makes mothers virtually unable to use milk pass. Moms often refer to short maternity leave. Mother must return to the work environment where the child is still dependent on the mother and fed with breast milk. On the other hand, the mother faces physical weakness due to delivery and lactation. And this leads to a reduction in breast milk and, in some cases, to discontinue breastfeeding. In this study, mothers often refer to the role of husband's support as a factor in the success of breastfeeding. That is, mothers who have been exclusively breastfed, their husband has been involved in breastfeeding and home affairs. The relationship between the spouses as a factor in the creation of maternal tranquility plays a crucial role in breastfeeding. In mothers who have had a cold emotional relationship with spouses or with violence from their spouses, they have encountered difficulties in lactation the study found that grandmothers play a decisive role in breastfeeding. So that their physical and mental support from mother to child encourages motherhood and increases lactation in mothers.In general, most mothers who can successfully complete the lactation period have adequate support. Guilty feelings about a child are often seen among working women. This guilty sense of duality in the roles of femininity and motherhood on the one hand has social and occupational roles on the other. This can have a decisive role in undermining the mothers' morale and lactation. The feeling of guilty sentiment was somewhat diminished if it had adequate support and a good alternative to child care. Research has shown that mother's beliefs and knowledge and mother's confidence play an important role in breastfeeding mothers. The mothers who participated in this study had high beliefs and beliefs about breastfeeding and the lack of use of infant formula. And this makes the mothers bear the hardships.

The current study aims to investigate the Relationship between mental well being and work-family conflict with organizational commitment among Northern Khorasan police command staff. The survey method is used in current study. 200 people out of Northern Khorasan police command staffs were selected as sample through convenience sampling method. In order to collect the data Allen Meyer organizational questionnaire, Reef psychological well being scale, and Rastegar work-family conflict questionnaire were used. Research data were analyzed by Pearson correlation coefficient test and linier multivariate regression tests in SPSS. Findings show that there is negative significant correlation between work-family conflict and organizational commitment (r= -0.384) and also there is a positive significant relationship between mental well being and organizational commitment (r= 0.366). Results show that work-family conflict predicts the organizational commitments in negative direction and mental well being predicts the organizational commitments in positive direction. Results also show that both mental well being and work-family conflict play an important role in organizational commitment variances which can conduct the further interventions in this field.

The aim of this study was to investigate the job and family-work conflict among employed women in governmental institutions of Tabriz. The study population consisted of all married women employed in state institutions of Tabriz. The sample size determined by Cochran formula was 278 and the sampling method used to find respondents was Simple Random method. Measurement tool was Carlson’s et al (2000) multi-dimensional 18-points Questionnaire of work-family conflict.  The data were analyzed by spss19 using Pearson correlation and analysis of variances to test hypothesis. Research results indicate that, total work-family conflict is different due to job type and education of respondents. The average of total work-family conflict between service jobs and under bachelor’s degree is higher than the other respondents. The correlation between work-family conflict and job experience is not significant. On the other hand the correlation between work-family conflict and income is reverse and significant.

This study investigated the matter in relation to Work - Family Conflict and PhD students' academic motivation and burnout in Postgraduate students of Shahid Rajaee Teacher Training University. This study has been performed applied and In terms of data collection way of describing the correlation. The population of this study consisted of all students in the MA and PhD Shahid Rajaee University have been studying. Simple random sampling is Cochran's sample size formula samples, and the remaining 270 questionnaires were analyzed. The survey findings revealed that there is between work-family conflicts with academic burnout correlation coefficient (0.667) .Also There is correlation between work-family conflict fatigue with educational component (0.674), academic apathy (0.453), the ineffectiveness of study (0.476) and a weak negative relationship between academic motivation and academic burnout (0.250). Results of regression analyzes showed that Work - Family Conflict and motivation are able to explain 48% of the variance in academic burnout also affect labor conflict variables - family is more motivation.