جستجوی مقالات مرتبط با کلیدواژه « تعارض کار-خانواده » در نشریات گروه « علوم اجتماعی »

Balancing family and social roles is a serious issue for religiously educated mothers that transcends theoretical challenges, complexities, and practical difficulties .The aim of this study is to discover practical answers on how to balance family roles and social activities. Recent emphasis on the risk of population aging and the need for more children among these groups adds to the need for this research .Thus by taking a qualitative approach , twenty-six women born in the sixties who had significant social activism in addition to motherhood and marital roles were interviewed And content analysis method was used to analyze the data. In the findings section , role-regulating factors in the four themed networks discovered include individual role-regulating factors, contextual strategies situational strategies and organized support strategies. Finally a conceptual role model was developed, the most important advantage of which is adaptability to the coordinates of people's lives and its fluidity.

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 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.

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.

Today, the work-family conflict is a challenge to nurses and nursing. In this regard, the Ghaem hospital's 448 nurses making random sample of 100 individuals were studied. To analysis collected data, partial least squares (PLS) and Haland procedures were employed.The results were significant and positive relationship between the variables of a conflict between people intention to leave, and work - family conflicts shows. Also, results showed that organizational support, conflict mitigation and nurses to staff turnover will reduce work-family conflict and intention to leave positively affect the nursing intention to leave. On the other hand, a significant relationship between work-family conflict and Job Workload, which increases the staff intention to leave. Thus, given the increasing incidence of labor work-family conflict among employees, understanding the factors that effect on employees intention to leave, can help organizations human resources department in order to maintain good employees.

Footing and goal: in recent years, the increasing numbers of families that the couples are involved in job affaire, results in women participation increase in market and would ultimately change the basis of families. This shift in contexts, will disrupt the equilibrium between the labor lives and family – relating lives and will cause some conflict in labour and family affaire. this unbalance would in turn create the career – centered stress. Hence this inquiry targets at the impression of divergence exists among the labor and family issues influencing on the job strain of naja employees.Approach: the presence inquiry is of practical and its method is descriptive and of measurementkind that had been conducted over the 120 employees belonging to six police station of great Tehran that were selected in a random way. The data pertaining to the somevariables such as of the conflict between labor and family and also job – relating stress through the standard questionnaires of Carson, kamcar, Williams, Herigle, Schocam, has been summed up. Data analysis has been performed with assistance of statistical software and also Komogrof – Smirof and linear regression. There was a positive and significant relationship between the size of the labor conflict-family with job stress. Among various dimentions of work-family conflict, based on the behavior of the employees and a great impact on job stress. Aspects work-family conflict (behavior-based conflict, strain-based conflict and conflict based on time)have the positive and significant impact on employ's job stress in grate Tehran police staff.