Work-Family Conflict

In this chapter, we first outline the importance of organizational culture from a work-family perspective by reviewing extant research on how an employer’s work-family culture influences individual outcomes such as employees’ job-related attitudes, contextual performance, experience of work-family conflict, and utilization of work-family benefits. Next, we examine the role of national culture in shaping work-family perceptions via culture frameworks and work-family role preferences. We go on to discuss the relationship between national culture and organizational work-family culture, before discussing the consequences of cultural alignment or misalignment – the match or mismatch between an employee’s work-family role preferences and the role demands of an organization set forth by their work-family culture and policies. We posit that when there is no shared national culture framework influencing both individual preferences and organizational role demands, the propensity for mismatch will be higher. Finally, we present a new model of global work-family culture and briefly introduce its implications for theory and practice.

Purpose-This study aims to expand our knowledge on the processes through which work-family policies relate to work-family conflict as well as work-related attitudes among women in management positions returning to work after maternity leave. Design/methodology/approach-A total of 238 women in management positions who recently have returned to work after maternity leave completed a self-reported questionnaire. Findings-Results show that the availability of policies was either directly or indirectly positively related to work attitudes among female managers. Also, findings show that work-family conflict partially mediates the relationship between the availability of communication and psychological support and flexible time management policies with work engagement, and policy availability moderates the relationship between work-family conflict and work engagement. Originality/value-Managers have a crucial role in conveying the value of work-family policies and in creating a culture supporting the management of work and family. By investigating the processes underlying the role of work-family policies in influencing work attitudes of women in managerial positions, this study sheds light on how the awareness of the available policies might be an important determinant of work-related well-being and organizational commitment.

Die Studie zur „Vereinbarkeit von Architektenberuf und Familie“ beschäftigt sich mit den Fragen, warum es so schwierig ist Architekturberuf und Familie unter einen Hut zu bringen, warum es so wenig Architektinnen in Österreich gibt und welche Strategien und Modele funktionieren, um Beruf und Familie unter einen Hut zu bringen. Hierfür wurden Interviews geführt und Fragebögen ausgewertet und 33 Fallbeispiele von österreichischen ArchitektInnen zusammengetragen. In der nun erschienenen Broschüre kann man anhand von Interviews, Steckbriefen und Strategiemodellen nachlesen wie und unter welchen Umständen ein zufriedenstellendes Familien- und Berufsleben erreicht werden kann, beziehungsweise in welchen Bereichen Handlungsbedarf besteht. Expertentexte stellen diese individuellen Erfahrungen auf ein wissenschaftliches Fundament. Fest steht: Berufliche Entscheidungen haben immer Auswirkungen auf das Familienleben und umgekehrt. Man kann solche Entscheidungen dem Zufall überlassen  oder man kann bewusst Entscheidungen fällen, um mehr Zufriedenheit im Zusammenspiel von Beruf und Familie zu erreichen. Die Ergebnisse der Studie sollen bei einer bewussten Entscheidungsfindung helfen und zu einer Sensibilisierung für das Thema der Vereinbarkeit von Beruf und Familie in der Architektur beitragen.

By recognizing these coping behaviors and understanding their cause, you will not only gain powerful insights into your own mind, but also into the minds of those around you.

By understanding the psychological factors at the root of your attachment anxiety, you will learn to cultivate secure, healthy relationships to last a lifetime.

You will learn that confronting jealousy in your relationship does not have to be a catastrophe, but can redirect you and your partner to build more trust, acceptance, and connection.

If you are ready to stop with these painful relationships and start building lasting relationships and trust, this book can show you how to get the love you deserve...

Özet Toplumun dayattığı cinsiyet rollerinden biri olarak annelik olgusu, kadınların çalışma hayatında çeşitli sorunlar yaşamalarına sebep olmaktadır. Bu çalışmayla, kadın akademisyenlerin karşılaştıkları ve maruz kaldıkları sorunlar, akademik yaşam ile ilgili düşünceleri, iş ve özel yaşamlarındaki mevcut durumların kariyer gelişimlerine olan etkileri sorgulanmaya çalışılmıştır. Nitel bir yaklaşımla, kadın akademisyenlerin kariyerlerinde ve çalışma hayatında yaşadıkları sorunlara ilişkin deneyimlerinin incelenmesi amacı güdülmüştür. Araştırmanın evrenini Türkiye'deki bir üniversitede çalışan/çalışmış olan kadın akademisyenler oluşturmaktadır. Amaçlı örnekleme yöntemiyle ulaşılan 9 kişiyle yüz yüze, telefonla ve mail yoluyla yarı yapılandırılmış mülakat gerçekleştirilmiştir. Araştırma sürecinde elde edilen veriler, genel bir çerçeve içinde yapılan kodlamayla içerik analizi tekniği ile analiz edilmiş, temalar halinde sunularak değerlendirilmiştir. Fenomenoloji desenin benimsendiği çalışmada; anne olmanın akademik kariyer üzerindeki olumsuz etkileri, hamilelik durumunun akademide oluşturduğu memnuniyetsizlik, mükemmel olma dürtüsün yol açtığı süper kadın sendromu ve iş-aile çatışmasının yoğun olarak deneyimlediği sonuçlarına ulaşılmıştır.

« La violence interdite ? Contraintes morales et violences intrafamiliales au Moyen Âge : l’exemple de deux familles, les Plantagenêt et les Lusignan », in Lydie BODIOU, Frédéric CHAUVAUD et Marie-José GRIHOM (éd.), Les violences en famille, Paris, Hermann, 2020, p. 153-166.

L'homme médiéval est conditionné par un univers mental qui valorise à l'extrême l'entente familiale et particulièrement adelphique. Le récit genésique de Caïn et Abel représentant autant un repoussoir qu'un avertissement et contribuant à bâtir des normes émotionnelles comportementales. Loin d'être un espace idyllique, la famille est aussi le lieu de la discorde, pouvant aller jusqu'à la haine la plus pure. Les sources que nous possédons sur la famille de Lusignan indiquent la prégnance de la contrainte morale imposée par la norme qui freine l'explosion de la violence intra-familiale. À l'inverse, les Plantagenêt, véritables Atrides médiévaux, se déchirent jusqu'à l'assassinat d'un neveu par son oncle qui horrifie les contemporains. La comparaison entre les deux familles permet de mettre en lumière les conceptions médiévales de la violence intra-familiale, l'outillage mental sensé empêcher son apparition et les explications mobilisées pour justifier son déchaînement.

Work–life issues have important implications at both organizational and individual levels. This paper provides a critical review of the work–life literature from 1990
onwards through the lens of diversity, with a particular focus on disparities of power induced by methodological and conceptual framings of work and life. The review seeks
to answer the following questions: What are the gaps and omissions in the work–life research? How may they be overcome? To answer these questions, the review scrutinizes
blind spots in the treatment of life, diversity and power in work–life research in both positivist and critical scholarship. In order to transcend the blind spots in positivist
and critical work–life research, the review argues the case for an intersectional approach which captures the changing realities of family and workforce through the lens of diversity and intersectionality. The theoretical contribution is threefold: first, the review demonstrates that contemporary framing of life in the work–life literature should be expanded to cover aspects of life beyond domestic life. Second, the review explains why and how other strands of diversity than gender also manifest as salient causes of difference in experiences of the work–life interface. Third, the review reveals that social and historical context has more explanatory power in work–life dynamics than the micro-individual level of explanations. Work–life literature should capture the dynamism in these contexts. The paper also provides a set of useful recommendations to capture and operationalize methodological and theoretical changes required in the work–life literature.

In todays’ world employees work in highly competitive and strenuous environments which impact their ability to balance work life and personal life. Work life balance is a very complex and contemporary issue which is high on agenda for all organisations, HR professionals and academicians. In the Indian context, the culture of nuclear family has become quite prevalent in the last few years owing to which managing and balancing work and family has become much more difficult. The purpose of this paper is to develop a valid and reliable instrument for measuring work-life balance. In addition, this paper also throws light on various dimensions of work-life balance like time, strain, organization support and family support based on survey of existing literature. Finally, we also discussed about the managerial and theoretical implications of the work-life balance scale.

In this study, a model has been developed using structural equation modelling by adopting the dependent factors like work-family conflict (WFC), family-work conflict (FWC), work environment (WE), feelings about work (FAW) and independent variables such as work-life balance (WLB), job satisfaction (JS), labor turnover intentions (LTI). The total sample size is 173 samples and it contains 104 IT employees and 69 school teachers in Chennai. It is found out that all the model fit indices and accepts the model. The study also reported that feelings about work highly predicts the work-life balance at 0.45 value and the work-life balance in turn predicts the job satisfaction level at 0.99 and in turn it affects the labor turnover intentions at 0.81 level.

Existing theory is extended to predict the effectiveness of strategies for structurally
reducing work–family conflict by manipulating roles, given the salience of work and family roles and resources available to the female entrepreneur. A conceptual frame- work based on the constructs of role involvement and role conflict is used to examine whether high-growth female entrepreneurs choose more appropriate strategies for reducing work–family conflict than their less successful counterparts. Three basic strategies for manipulating roles are discussed: (1) role elimination; (2) role reduction; and (3) role-sharing.
The following propositions are advanced: (1) work–family management strategies are a significant determinant of venture growth; (2) women who develop high-growth businesses more effectively reduce work–family conflict by choosing strategies better matched with their internal needs and access to external resources than less suc- cessful women; and (3) role-sharing strategies are preferred because they allow women to enjoy the enhancement of both work and family roles while reducing the level of inter-role conflict. As a result, the high prevalence of team-building and par- ticipative management practices observed in women-owned businesses may be driven by the need for female entrepreneurs to manage work–family conflicts as well as genetics or socialization.

Despite the amount of research on family-work conflict and burnout, there persist questions about their relations and which coping strategies are the most effective. In this paper we address this issue from a gender perspective with a sample of 131 dual-earner couples developing both individual and couple analyses. The results at individual level yield gender differences when each of the two burnout components is explained. The main predictor of emotional exhaustion is work-family conflict while family-work conflict is the main predictor of depersonalization, especially for men. Regarding coping strategies, behavioural coping is negatively related to male depersonalization. However, behavioral and emotional coping increases both burnout dimensions in women, particularly if family-work conflict is high. At couple level, findings confirm the relationship between conflicts and burnout and the moderating role of behavioural coping to explain emotional exhaustion.

El teletrabajo, de ser de una práctica laboral flexible se ha convertido en una necesidad de instituciones y empresas en todo el mundo. La pandemia del coronavirus COVID-19 ha obligado a cambiar los usos y costumbres laborales tradicionales, provocando que este modelo de trabajo deje de ser la excepción y se convierta en la nueva norma mundial. El objetivo de la presente investigación es determinar, usando la metodología cuantitativa, cómo los supervisores del rubro administrativo de Chile han respondido al desafío de implementar el teletrabajo en los tiempos de la crisis sanitaria y cuáles son las
prácticas incipientes en su gestión desde el punto de vista de sus empleados.

PALABRAS CLAVES: • teletrabajo • trabajo remoto • supervisión de apoyo a la familia • acuerdos de trabajo flexibles • conflicto trabajo-familia • gestión • pandemia

Ketahanan keluarga diyakini bukan saja membuat rumah tangga menjadi langgeng, tapi juga memiliki peran signifikan dalam pertumbuhan dan perkembangan seseorang, khususnya dalam hal kesehatan mental psikologis anak. Terdapat 4 faktor utama sebagai faktor yang dianggap paling mempengaruhi ketahanan keluarga yakni komitmen (commitment), kemapanan spiritual (spiritual well-being), pola komunikasi dan konflik pekerjaan dan keluarga. Dalam konteks modern, seorang suami/istri dituntut mempunyai peran ganda, yaitu peran dalam keluarga, dan peran dalam pekerjaan. Dalam prakteknya, kedua peran penting ini seringkali bertentangan dan memunculkan apa yang dinamakan konflik pekerjaan dan keluarga (work-family conflict). Konflik pekerjaan dan keluarga (work-family conflict) diprediksi mempunyai pengaruh signifikan terhadap ketahanan keluarga. Penempatan pola komunikasi dan  konflik pekerjaan dan keluarga di antara kedua variabel tersebut didasarkan pada asumsi bahwa ia memberikan pengaruh, baik sebagai penguat ataupun pelemah pada hubungan antara variabel bebas dan variabel terikat.  Tujuan penelitian ini adalah menganalisis pengaruh komitmen dan spiritual well-being dalam keluarga yang diteliti terhadap ketahanan keluarga dengan pola komunikasi dan konflik pekerjaan-keluarga (work-family conflict) sebagai variabel moderator. Metode penelitian yang digunakan adalah metode kuantitatif dengan sampel sebanyak 10 keluarga, khususnya yang berlokasi di Desa Cipadung, Kec. Cibiru, Kota Bandung Jawa Barat. Analisis data menggunakan Partial Least Square (PLS).

Flexible work arrangements (FWA) give employees some autonomy over their choice of hours and place of work. Increasingly, they are being adopted by organisations in an effort to increase employee well-being and intent to stay. This dissertation is a case study into one particular type of FWA; working from home, and its effects on employee intent to stay at Remote Staff Support Solutions Inc. (RSSS), a small BPO company located in Manila, Philippines. The company has experienced a high turnover rate typical of the BPO industry. This research is significant due to the lack of research literature regarding FWA effects from the employee's perspective in the BPO industry and wider Philippines' labour force, and provides key recommendations for the company to reduce turnover. Three research questions were presented for resolution: What are the key advantages of the FWA from the employee's perspective, what effects do these FWA advantages have on employee well-being, and will the FWA influence employee intent to stay? A questionnaire was presented to 53 participants in a semi-structured interview in their home environment. The information was then collated, synthesised and categorised for further analysis and interpretation. The key findings were that there was a positive association between FWA's and employee intent to stay longer with the company. Further, employee well- being associated with the advantages of the FWA seemed to be a major influence on their decision to stay. Strong emotional responses on the issue of family time and caregiving were observed, along with the hypothetical cancelation of the FWA. Some negative associations of the FWA were discovered, namely technology issues, distractions at home, and isolation from work colleagues. The conclusions made from this case study are that work-life balance initiatives such as FWA's generally increase employee well-being, organisational commitment, work performance, and quality of family life. The recommendation to RSSS is to extend the FWA to assess the full implications on intent to stay to see if it does in fact reduce the turnover rate. Further recommendations include resolving technology issues, and to initiate well-being programs that are tied to work performance assessment.

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.

The study examined the relationship that the family related characteristics have on employee Work-Life Balance (WLB) level, with the help of 520 sample data obtained from the service sector employees who were working in the state of Kerala under three sectors viz., banks, hospitals and hotels. The family related characteristics of the respondents were assessed with the help of seven variables viz., marital status, spouse status of work, kid's status, kids number, family strength, family structure, and employee status of care responsibility. The covid-19 pandemic has brought work into home. Therefore, it's essential to comprehend how the family dynamics influence the WLB of the employee for the allocation of Work From Home (WFH) strategy implementation. The analysis reveals that the employee status of care responsibility is the family related variable that has significant influence on employee WLB level. Furthermore, the family related variables considered in the study all together only have the potential to explain six percent of variance in employee WLB level, further validating the small effect that the family demographic characteristics have on WLB level. That is, the family characteristics were silent on WLB rather, family related responsibility has the potential to influence WLB level of the employees. As there's an inverse association between care responsibility and WLB, reducing the care responsibility burden can improve the WLB level of the employees.

Despite focus on work-to-nonwork balance research overlooked the underpinning between work-life balance construct and work family balance construct. This study examined the scope of work-life balance construct over work-family balance construct in terms of the constructs capability to explain variance in three specific domains viz., work, family and personal life; with the help of regression analysis based on randomly obtained data from 190 personals who are employed in the banking sector of Kerala. The result proved that work-life balance construct which is more comprehensive and wider than work-family balance construct. The result postulates that it is worthwhile to divert the focus from work-family balance to work-life balance as it provides much wider comprehension about the balance between work and nonwork life of an employee than work-family balance can provide.

Aim: In the study, the effects of the concept of work-family conflict on organizational and individual processes were tried to be tested. Within the framework of this aim, answers to the questions “Does the work-family conflict have an effect on emotional exhaustion and life satisfaction” and “Does emotional exhaustion have an mediating role between these two variables” were sought. Method: The data of the research were collected between September and November in 2019 with the participation of nurses (n = 301) providing health services in public hospitals in Malatya. The analysis of these collected data was performed with the SPSS program. Findings and Result: Findings have showed that work-family conflict is positively correlated with life satisfaction and emotional exhaustion in accordance with the main aim of the study and the findings obtained support H1, H2, H3 hypotheses, which are the research hypotheses, and the H4 hypothesis, which is determined as the main hypothesis of the research. According to these results, it is possible to say that emotional burnout has a partial mediating role in the effect of work-family work experienced by healthcare workers on life satisfaction.

This chapter will examine the antecedents to and outcomes of corporate work-life balance initiative usage among professionals, as well as equity concerns and “backlash” among non-users of such initiatives. Interconnecting influences such as gender, diversity, values, and dispositional characteristics will be explored, and their role in the use and effectiveness of corporate work-life balance initiatives analysed. The chapter will seek to highlight some of the implications of the research for policy implementation, with an aim to improving the likelihood of work-life balance initiatives achieving their intended purpose among managers and professionals: enhancing work-life balance and strengthening performance on the job.

The business case for work-life balance practices, as espoused by many organizations, rests on attracting better applicants and reducing work-life conflict among existing employees in order to enhance organizational performance. This review of the literature provides some evidence
for the claim regarding recruitment, but there is insufficient evidence to support the notion that work-life practices enhance performance by means of reduced work-life conflict. We suggest that the business case may therefore need to be modified to reflect the number of additional
routes by which work-life balance practices can influence organizational performance, including enhanced social exchange processes, increased cost savings, improved productivity, and reduced turnover. The impact of these processes may, however, be moderated by a number
of factors, including national context, job level, and managerial support. The importance of further research into the effects of these practices is discussed.

The present study developed and tested an integrative model of the work-family interface consist of work-family conflict (WFC) and family-work conflict on affective commitment directly and indirectly through emotional exhaustion. In recognizing the highly stressful nature of the microfinance profession, analyses were based on existing questionnaire data from 244 participants (204 male and 40 female officers) who were full-time professional employees of Lembaga Perkreditan Desa (LPD) – village credit institutions in Bali. Two of four hypotheses are rejected in this study. In addition, the study has shown that emotional exhausting has a mediating effect on the relationship between work-family conflict and affective commitment. This pattern of mediating role is not suitable in the relationship between family-work conflict and affective commitment. Results also generally provide support for further research; the limitations and practical implications of these findings are discussed.

Factors such as diversification in organizations, effects of globalization and economic pressure has led to be working life increasingly difficult.This situation affects the work life of the employees as well as the family life deeply.Employees may face work-family conflict due to their job and family responsibilities and this situation may lead to burnout. People experiencing work-family conflict and burnout may leave the organization as a solution to these problems.In this process, certain social norms, in particular gender discrimination can further strengthen or weaken the relationships between the undesirable events that trigger each other.These situations may lead to increase turnover intention. Turnover intention concerns organizations as well as employees due to various costs that may arise for organizations. Therefore, it is necessary to investigate the variables that lead to turnover intention and turnover intention.The aim of this study is to determine the effect of work-family conflict on burnout and turnover intention.In addition, the moderation role of social norms in the impact of work family conflict on burnout and turnover intention was also investigated.The study was carried out with 418 participants in the service sector in Adana and Niğde provinces through questionnaires and online questionnaires. The data of the study were analyzed by SPSS and AMOS programs.As a result of the study, it has been found that work-family conflict increases the level of burnout and turnover intention. In addition, there was a significant relationship between work-family conflict and burnout, burnout and turnover intention. While the work-family conflict variable hada significant and similar relationship between gender, weekly working hours and educational demographic variables; A significant but inverse relationship was found between age and work-family conflict. There was a significant but inverse relationship between burnout and age, income, marital status and position in the workplace. While there was a significant but inverse relationship between turnover intention, age and income; it was found that there was a significant and similar relationship between turnover intention and gender. In addition, it was observed that gender discrimination increased work-family conflict and burnout levels. However, there was no evidence for the regulatory role of social norms in the impact of work family conflict on burnout and turnover intention. Keywords:Work-Family Conflict, Burnout, Turnover Intention, Gender Discrimination

Aim
The aim of this study was to analyze the effects of work alienation on organizational commitment, work effort and work-to-family enrichment.

Background
There is substantial research on the effects of work alienation on passive job performance, such as organizational commitment. However, studies analyzing work alienation on active performance, such as work effort, and outside work, such as work-to-family enrichment, are scarce.

Method
Two dimensions of work alienation are considered: powerlessness and meaninglessness. Hypotheses are tested using surveys collected among a national sample of midwives in the Netherlands (respondents: 790, response rate 61%).

Results
Findings indicate that work alienation (powerlessness and meaninglessness) influence organizational commitment, work effort and – to a lesser extent - work-to-family enrichment. High work meaninglessness, in particular, has negative effects on these outcomes.

Conclusion
When people feel that they have no influence in their work (hence, when they feel ‘powerless’) and especially when the feel that their work is not worthwhile (when they feel ‘meaningless’), this has substantial negative effects.

Implications for nursing management
Managers should increase the meaningfulness people attach to their work, thereby maintaining a high-quality workforce. Possible strategies include: 1.Improving person-job fit, 2. Developing high-quality relationships, 3. Better communicating the results people help deliver.

Syllabus for Organizational Behavior, Fall 2015.
All topics covered in the standard OB course are covered. What distinguishes the syllabus is the use of case studies based on television shows and movies. The specific shows appearing in the this year's syllabus are as The Office, Lost, Monk, Numbers, Ugly Betty, My Name is Earl, Extreme Makeover--Home Edition, The Apprentice, Grey's Anatomy,  Outsourced, Prison Break, Community, Better Off Ted, House, Hell's Kitchen, Ice Road Truckers, and Arrested Development.  Shows used in prior years include 90210, Bones, Boston Legal, CSI: Miami, NCIS-Los Angeles, The Closer, The Mentalist, American Chopper, Deadliest Catch, Criminal Minds, ER, and Celebrity Apprentice.

This study evaluates the work-life balance level of service sector employees in the state of Kerala and thereby examine the interrelationship between work-life balance, employee demographic characteristics (socio-cultural, work, and family), employee perception (socio-cultural perception and work perception), and personality. The study considers work-life balance as a qualitative phenomenon which can be measured quantitatively and hence was founded upon the post-positivist framework and quasi-experimental design. Exploratory, descriptive as well as analytical methods have been used to achieve the study objectives, and conclusions were drawn on the basis of primary data obtained from 520 respondents who were employed in the service sector of Kerala. According to the study work-life balance is a concept which is rather individualistic than collectivistic and there’s work-life balance in the service sector of Kerala. The analysis indicated that an employee who is ‘normal’ in terms of personality have a balanced work-life. Out of three factors considered in the study, personality has the strongest blend with work-life balance, it was followed by employee perception, and the employee demographic characteristics only have resilient relation with the employee work-life balance level. The mediation and moderation analysis validates the hypothesised claim that the employee perception as well as employee personality explains the relationship between demographic characteristics and work-life balance. The analysis further confirms that the employee perceptions partially mediates the relationship between employee personality and work-life balance. Because of the individualistic nature of the work-life balance concept, work-life balance programmes should be idiosyncratic and tailor made for each employee.

Abstract
The recent literature, organizational citizenship behavior (OCB) has received much attention by scholars.
Organizational justice perception on the other hand comprises the employees perceptions associated with
rewards, outcomes, decision making and participation in decision making processes and it is one of the
dominating factor in organizational life. Both of these variables directly linked with organizational efficiency
and effectiveness. The main objective of this study is to find the impact of organizational justice perception on
organizational citizenship behavior. A stratified random sample of 230 school teachers in the eastern region of
Sri Lanka participated in this study. The data were collected using validated questionnaire and were analyzed.
The results revealed that the perception of justice is a strong predictor of organizational citizenship behavior. The
relationship between each dimensions of organizational justice (distributive, procedural and interactive) and
organizational citizenship behavior were also tested. As the scope for performing extra role is much more
broader for school teachers, considering the findings of this study it is possible to recommend the educational
institutions to increase the level of justice to increase their engagement in organizational citizenship behavior.

Previous studies have convincingly shown that employees' family lives can affect their work outcomes. We investigate whether family-to-work interference (FWI) experienced by the employee also affects the work outcomes of a co-worker. We predict that the employee's FWI has an effect on the co-worker's outcomes through the crossover of positive and negative work attitudes.

Objective – Work environment and family roles are two of the most important life domains; they are different but interconnected with each other. Each role requires energy and responsibilities to be handled effectively. Therefore, it is necessary to consider the experience of work-family interaction in this process. The purpose of this study is to develop an understanding of the effect of work and family demands on job satisfaction which is mediated by the experience in work-family interaction, in particular the work-family conflict.
Methodology/Technique – Self-report questionnaires were given to permanent employees who work in non-banking financial sectors in Kalimantan Barat, Indonesia. They were selected by purposive sampling and 100 valid questionnaires were collected.
Findings – The path analysis results show that work demands have a significant positive effect on work-family conflict, while family demands have no significant effect on work-family conflict, and work-family conflict has a significant negative effect on job satisfaction.
Novelty – Although it is believed that work and family demands contribute to outcomes such as job satisfaction, it is unclear how this occurs. It is recommended that organizations need to manage work-related stressors through family-friendly policies and programs that enable work and family domains to integrate with each other, as well as developing an organizational culture that supports the positive interaction of work and family.

The purpose of this study is to test the serial mediation effect of family-to-work conflict and work-family balance in the relationship between family support and family satisfaction. Using a survey-based methodology and an online questionnaire, responses were obtained from 288 faculty members who work in higher education institutions in cities from the southern part of India. Partial least square structural equation modeling and PROCESS macros were used to test the proposed hypotheses of the three path mediation model. The results of the study show that academicians in higher educational institutions have high levels of support in their families, which is related to family satisfaction through family-to-work conflict and work-family balance. Overall, there exists, partial mediation support for the proposed theoretical model. The three path mediational hypothesis proposed in this study is new and unique in both Indian and global contexts. The study shows that when faculty members of higher educational institutions get support from their family members, there is less family interference with work, which, in turn, helps them balance their work and family life. Such balance eventually results in satisfaction within the family.

In this review, we differentiate work-family (WF) literature that conceptualizes and measures conflict as a consolidated level vs. as a conflict event/episode. We critique and draw conclusions from the recent literature for areas of conflict, enrichment, and balance. We then introduce an integrated framework that clarifies definitional inconsistencies and integrates the key constructs in the WF literature into a new framework. This framework proposes that an employee’s mental conceptualizations relevant to WF roles can be discrepant with actual role enactment or another mental conceptualization. These discrepancies form one’s level of WF balance/imbalance. We propose that researchers adopt WF balance as the central levels construct, which changes primarily through occurrence of WF conflict and enrichment episodes. We finally discuss research and practical implications of this framework.

The main objective of the White Paper Men and Gender Equality in Portugal is to summarize relevant information on men, male roles and gender equality and to help identify challenges and recommendations in this area, to be discussed and weighed up by all bodies and social actors interested in promoting gender equality in Portuguese society.

In day to day work life, social support is an important element to balance the quality work life of an individual. The occupational stress that occurs in the job is an unavoidable element; to mediate the stress social support is one of the highly required factor. The present paper is an attempt to examine the relationship between social support and the quality work life of an individual by a review of studies conducted in India and Worldwide. The findings of the study postulate a positive relationship between social support and quality work life of an individual.