Effects of work-family conflict, work-family balance and support on well-being of private university academicians
Work and family are the two most important domains of employees’ lives. Work- Family Conflict (W-FC), Work Family Balance (WFB), Work Family Support (WFS) and Well-being (job, family and life satisfactions) are very crucial to academicians because of experiencing blurred boundary between work and...
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| Main Author: | |
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| Format: | Thesis |
| Language: | English |
| Published: |
2019
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| Online Access: | http://ethesis.upm.edu.my/id/eprint/14084/1/FEP%202019%203%20T.pdf |
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| Summary: | Work and family are the two most important domains of employees’ lives. Work-
Family Conflict (W-FC), Work Family Balance (WFB), Work Family Support (WFS)
and Well-being (job, family and life satisfactions) are very crucial to academicians
because of experiencing blurred boundary between work and family domains. W-FC is
defined as a form of inter-role conflict in which role pressures from the work and
family domains are mutually incompatible in some aspects. Considering the
assumptions of work family boundary theory, the present study distinguishes the
directionality of the W-FC that is work interferences with family is known as Work to
Family Conflict (W to FC) which is viewed as a distinct construct from family
interferences with work is called Family to Work Conflict (F to WC). Apart from the
work family border theory, the Conservation of Resources (COR) theory, has been
used to select two variables named WFB and WFS to develop a research model for the
study. In order to determine the effects of work-family conflict on well-being; the
present study has been segregated into three identifiable parts which are (a) to
determine the direct effects of work to family conflict, family to work conflict on wellbeing
(b) to examine whether work family balance mediates the relationship between
work to family conflict, family to work conflict and well-being (c) to test the
moderating effect of WFS in the relationship between work to family conflict, family
to work conflict and well-being. Convenience sampling technique has been adopted to
select the sample size while a cross-sectional survey research design method and a selfadministered
survey questionnaire have been used to collect the data from 386
academicians who work in the private universities in Bangladesh. In this study, the
Structural Equation Modeling (SEM) using AMOS and SPSS software are adopted as
statistical data analysis tools. Confirmatory Factor Analysis (CFA) was used to
determine the fit indices of the structural model which shows the direct effects of work
to family conflict, family to work conflict on well-being. Meanwhile, bootstrapping
mediation and multi-group analyses using SEM have been used to test the mediation and moderation effects. The findings of the current study based on the output of the
structural model discovered that both directions of work-family conflict have
significant negative effect on well-being. However, test of mediation using
bootstrapping confirmed that WFB mediates only the relationship between work to
family conflict and well-being but not the relationship between family to work conflict
and well-being. These findings partially support Conservation of Resources (COR)
theory. Finally, the output of multi-group analysis for moderation revealed that WFS
does not moderate the relationship between both directions of work-family conflict and
well-being. In addition to the theoretical implications, the results of this study suggest
that work to family conflict, family to work conflict are negatively related to wellbeing
among the academicians of private universities in Bangladesh. Therefore, higher
authorities of private universities should pay more attention to work-family conflict
issues because of their detrimental effects on well-being. |
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