Effect of Work-Family Conflict and Job Satisfaction on Quality of Work Life
This study attempted to investigate the effect of work-family conflict and job satisfaction on quality of work life. Data were obtained from two hundred (200) respondents in which one hundred and eighty-nine was found valid for analysis. The respondent used consists of (100) female workers and (89) male workers both in the public and private sectors, respondents reside and work in Ado-Ekiti. Three instruments were used in this study to measure work-family conflict, job satisfaction and quality of work life. Three hypotheses were tested. This study shows that there is a significant effect of work-family conflict and job satisfaction on quality of work life, but there are no significant sex differences in work-family conflict, job satisfaction and quality of work life.
• Aamodt, M.G. (2004). Applied Industrial/Organisational Psychology (4th ed). USA: Thompson/Wadsworth.
• Alavi, H.R., & Askaripur, M.R. (2003). The relationship between self-esteem and job satisfaction of personnel in government organisations. Public Personnel Management 32 (4): 591-599.
• Aryee, S., Luk, V., Leung, A., & Lo, S. (1999). Role stressor, inter-role conflict andwell-being: The moderating influence of spousal support and copying behaviour among employed parents in Hong Kong.
• Atchison, T. (1999). They myths of employee satisfaction.Healthcare Executive 14 (2):18-23.
• Bajpai, N., & Srivastava, D. (2004). Sectorial comparison of factors influencing job satisfaction in Indian banking sector. Singapore Management Review 26 (2): 89-99.
• Berkowitz, L. (1987). Pay, equity, job gratifications and comparisons in pay satisfaction. Journal of Applied Psychology 72 (4): 544-551.
• Chandranshu, S. (2012). Factors affecting quality of work life: empirical evidence from India organisations. Australian Journal of Buisiness and Management Research. Vol 1, No 11, 31-40
• Chan, K.W. and Wyatt, T.A. (2007). Quality of Work Life: A Study of Employees in Shanghai, China, Asia Pacific Business Review, Vol. 13, No. 4, pp 501-517.
• Connolly, K., & Myers, E. (2003). Wellness and mattering: the role of holistic factors in job satisfaction. Journal of Employment Counselling 40 (4): 287-295.
• Chan, K.W. And Wyatt, T.A. (2007), Quality of Work Life: A Study of Employees in Shanghai, China, Asia Pacific Business Review, Vol. 13, No. 4, pp 501-517.
• Feldman, D. (2000). The Dilbert syndrome: How employee cynicism about ineffective management is changing the nature of careers in organizations. American Behavioral Scientist, 43, 1286-1301.
• Friday, S., & Friday, E. (2003). Racio-ethnic perceptions of job characteristics and job satisfaction. Journal of Management Development 22 (5): 426 - 442.
• Frone M.R, & Rice, R.W. (1987). Work-family conflict: The effect of job and family involvement. Journal of Vocational Behaviour 8: 45-53.
• Frone, M.R., Russell, M., & Cooper, M.L. (1992). Antecedents and outcomes of work-family conflict: A model of the work- family interface. Journal of Applied Psychology, 77, 65-78.)
• Glass, J. L., & Finley, A. (2002). Coverage and effectiveness of family-responsive workplace policies. Human Resource Management Review, 12, 313–337.
• Greenh aus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10, 76-88.
• Greenhaus, J.H., & Powell, G. (2006). When work and family are allies: A theory of work family enrichment. Academy of Management Review, 31(1), 72–92.
• Hackman, J.R.& Oldham,R.G. (1980), Work Redesign, Reading, M.A: Addison-Wesley
• Halbesleben, J. R. B. (2006). Sources of social support and burnout: A meta-analytic test of the conservation of resources model. Journal of Applied Psychology, 91(5), 1134–1145.
• Herzberg, F., Mausner, B., and Snyderman, B. B. 1967 The Motivation to Work (2nd ed.). New York: Wiley.
• Hill, E. J., Ferris, M., & Martinson, V. (2003). Does it matter where you work? A comparison of how three work venues infl uence aspects of work and personal/family life. Journal of Vocational Behaviour, 62, 220–241
• Ichniowski, Casey, Thomas A. Kochan, David Levine, Craig Olson and George Strauss. 1996. ‘‘What Works at Work: Overview and Assessment.’’ Industrial Relations 35(3): 299–333.
• Johns, G. (1996). Organisational behaviour: Understanding and managing life at work (4thed.). Harper Collins College Publishers.
• Kacmar, K., & Ferris, G. (1989). Theoretical and methodological considerations in the age-job satisfaction relationship. Journal of Applied Psychology 74 (2): 201-207.
• Kinnunen, U., & Mauno, S. (1998). Antecedents and outcomes of work-family conflict among employed women and men in Finland. Human Relations 52, 157- 177.
• Kossek, E. E., & Ozeki, C. (1998). Work–family conflict, policies, and the job–life satisfaction relationship: A review and directions for organizational behaviour–human resources research. Journal of Applied Psychology, 83, 139–149.
• Lambert, E.G., Hogan, N.L., Barton, A., & Lubbock, S.M. (2001). The impact of job satisfaction on turnover intent; A test of a structural measurement model using a national sample of workers. Social Science Journal 38 (2): 233-251.
• Loscocco, K.A. (1990). Reactions to blue-collar work: A comparison of women and men. Work & Occupations 17 (2) : 152 – 178.
• Luthans, F. (1995). Organisational behaviour. (7th ed.). McGraw-Hill, Inc.
• Margot, V. D. And Stan, M. (1999). The Leiden quality of work questionnaire: its construction, factor structure and psychometrics qualities. Psychological Reports, Vol 85, pp 954- 962
• Miles, E.W., Patrick, S.L., & King, W.C. (1996). Job level as a systematic variable in predicting the relationship between supervisory communication and job satisfaction. Journal of Occupational and Organisational Psychology 69 (3) : 277-293.
• Moses, B. (1999). Career planning mirrors social change. The Globe and Mail [On-Line]. Retrieved January 18, 2001 from the World Wide Web: http://www.bbmcareerdev.com/careerplan.html
• Mowday, R., Porter, L., & Steers, R. (1982). Employee-organisations linkages – The psychology of commitment, absenteeism and turnover. London : Academic Press
• Netemeyer, R. G., Boles, J. S., & McMurrian, R. (1996). Development and validation of work-family conflict and family-work conflict scales. Journal of Applied Psychology, 81(4), 400-410.
• O’Herron, P., & Simonsen, P. (1995). Career development gets a charge at Sears Credit. Personnel Journal, 74 (5), 103-106.
• Okpara, J.O. (2004). Personal characteristics as predictors of job satisfaction: An exploratory study of IT managers in a developing economy. Information Technology and People 17 (3): 327-338.
• Oshagbemi, T. (1997). The influence of rank on the job satisfaction of organisational members. Journal of Managerial Psychology 12 (7): 511-520.
• Owens, P. L. 2006. One more reason not to cut your training budget: The relationship between training and organizational outcomes. Public Personnel Management, 35(2): 163-171.
• Robbins, S.P. (1989). Organisational behaviour: Concepts, controversies and applications. (4th ed.). New Jersey : Prentice Hall.
• Rhoades, L and Eisenberger, R. 2002. Perceived Organizational Support: A Review of the Literature, Journal of Applied Psychology, Volume 87, Issue 4, August 2002, Pages 698-714
• Saal, F., & Knight, P. (1988). Industrial/Organisation Psychology-Science and Practice California : Brooks/Cole Publishing Company.
• Sinha, P & Sayeed O.B. (1980), “Measuring Quality of Working Life: Development of an Inventory”, Indian Journal of Social Work, 41: 219-26.
• Srivastava, A.K. (2007), Perceived Work Environment and Employees’ Health, Psychological Studies, Vol. 52, No. 4, pp 345- 347.
• Thompson, C. A., & Prottas, D. J. (2006).Relationships among organizational family support, job autonomy, perceived control, and employee well-being. Journal of Occupational Health Psychology, 10(4), 100–118.
• Tolbert, P.S., & Moen, P. (1998). Men’s and women’s definitions of “good” jobs. Work & Occupations 25 (20) : 168-195.
• Van Daalen, G., Willemsen, T. M., & Sanders, K. (2006). Reducing work-family conflict through different sources of social support. Journal of Vocational Behavior, 69, 462– 476.
• Voydanoff, P. (1988). Work role characteristics family structure demands and work family conflict. Journal of Marriage and the Family 50: 749-761.
• Walton, R.E (1975). Criteria for quality of work life. In Davis, L.E and Cherns, A.B. (eds.). The quality of working life. Volume 1: Problems, Prospects and the state of the art. New York: The Free Press.
• Wanous, J .P. Reichers, A. E and Austin, J. T., 2000, “Cynicism about organizational change: Measurements, antecedents and correlates,” Group & Organization Management 25, 132-153
• Welsh, J.A., & Bierman, K.L. (2002). Social competence. Gale Encyclopaedia of Childhood and Adolescence
Authors wishing to include figures, tables, or text passages that have already been published elsewhere are required to obtain permission from the copyright owner(s) for both the print and online format and to include evidence that such permission has been granted when submitting their papers. Any material received without such evidence will be assumed to originate from the authors.
All authors of manuscripts accepted for publication in the journal Transactions on Networks and Communications are required to license the Scholar Publishing to publish the manuscript. Each author should sign one of the following forms, as appropriate:
License to publish; to be used by most authors. This grants the publisher a license of copyright. Download forms (MS Word formats) - (doc)
Publication agreement — Crown copyright; to be used by authors who are public servants in a Commonwealth country, such as Canada, U.K., Australia. Download forms (Adobe or MS Word formats) - (doc)
License to publish — U.S. official; to be used by authors who are officials of the U.S. government. Download forms (Adobe or MS Word formats) – (doc)
The preferred method to submit a completed, signed copyright form is to upload it within the task assigned to you in the Manuscript submission system, after the submission of your manuscript. Alternatively, you can submit it by email email@example.com