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Work-Family Conflict and Job-Satisfaction in Married Couples

2047 words (8 pages) Essay in Psychology

10/04/18 Psychology Reference this

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DISCUSSION

A struggle which is common in most of the people nowadays is Work-family conflict. It is a battle which everybody is fighting i.e. to maintain the balance between work and family. This conflict is also affecting major sub-areas of work and family life and one of those areas is Job-satisfaction. Hence the present research study was aimed to find the relationship between work-family conflict and job-satisfaction and therefore is titled as “Work-Family Conflict and Job-Satisfaction in Married Couples.” The study was conducted on the sample of 80 i.e. n=80 which comprised 40 (50%) males and 40 (50%) females. All the participants were the university professors at Amity University Sec-125 Noida, Uttar Pradesh. For the conduction of research study, two standardized questionnaires were used. They are Work Family Conflict Scale developed by R.G.Netemeyer, J.S. Boles, & R.McMurrian (1996) and Job-Satisfaction Scale (JSS-R) by Dr.B.L.Gupta (2009). In the study the indepenpedent variables are Work intereference with family (WIF), Family intereference with work (FIW) and gender. The dependent variable in the study is Job-satisfaction. Statistical analysis was done with the help of MS-Excel 2010. In statistical analysis, mean, standard deviations, T-tests and Pearson’s coefficient of correlation was calculated. The findings of the study broadly explain the impact of work-family conflict on job-satisfaction among males and females. The analysis of the sample population made it clear that there is no significant gender difference in the level of perception of work-family conflict and job-satisfaction.

Work family conflict is a conflict between different roles of life i.e. work and family. It is always the result of imbalance between the individual’s work and family life. It arises when people fail to fulfil their responsibilities in both the areas as well as towards their personal development. There is various cause of work-family conflict such as long working hours, increased family demands, increased work-pressure, personality differences etc. These factors increase the incongruity in work and family domains and eventually result into work-family conflict.

Job-satisfaction is usually defined as the level of contentment or gratification an individual has with his/her working environment. It is none other than his or her attitude toward the work, nature of tasks, supervision, colleagues, environment etc. Job-satisfaction doesn’t get affected by any one aspect of the job but it is something which gets generated by the cumulative facets of one’s job or work. Hence we can easily assume that it is not the one dimensional concept rather a multidimensional construct.

Now we take into account the negative correlation of work-family conflict and job-satisfaction level of males and females. It was found in the result that there was a negative correlation between the two which means greater the work-family conflict, lesser the job satisfaction and vice-versa.

The finding of the research is also supported by Patel C.J, Beekhan A, Paruk Z, Ramgoon S (2008) who studied work-family conflict, job satisfaction and spousal support. They discovered the effect of work on functioning of the family and its association to job satisfaction and it was found in the study that work-family conflict and job satisfaction was negatively correlated.

On further analysis of the gender differences between males and females, we found that there was no significant difference between male and female in the level of perception of work-interference to family (WIF).

Similarly it was also found that there was no significant gender difference in the perception of family interference to work (FIW).

The above results are well supported by the study done by Sadia Aziz Ansari (2011) who studied the occurrence of WIF and FIW in both the genders. The outcome of the study showed that there was no significant gender difference in relation to work interference with family and family interference with work.

There was no significant difference between work-family conflict and job-satisfaction of males and females.

HYPOTHESES TESTING

  • There would be a negative correlation between Work-Family Conflict and Job-Satisfaction. The stated hypothesis was accepted as the Pearson’s correlation coefficient (r) was -0.22. It indicates that as the work-family conflict increases, job-satisfaction decreases and vice-versa.
  • Family interfering with work would be more prevalent in women as compared to men. The stated hypothesis was rejected since t-value (0.11) was not significant.
  • Work interfering with family would be more prevalent in women as compared to men. The stated hypothesis was rejected since t-value (0.24) was not significant.
  • There would be no significant difference on work-family conflict and job satisfaction of men and women. The t scores for work-family conflict and job satisfaction of men and women are 0.69 and 0.61 which are not the significant score. Hence our hypothesis stands accepted.

CHAPTER-6

SUMMARY & CONCLUSION

SUMMARY

The present investigation is titled as “Work-Family Conflict and Job-Satisfaction in Married men and women.. The concerned study is conducted on a sample of 80 with 30 (50%) males and 30 (50%) females were taken from universities across Noida , Uttar Pradesh . The study used the standardised test of Work-Family Conflict by

R.G.Netemeyer, J.S.Boles, & R.McMurrian (1996) and Job-satisfaction scale by Dr. B.L.Gupta (2009).

The study showed that there is a negative correlation between Work-Family Conflict and Job-Satisfaction among males and females. This indicates there is an inverse relation between the two. The more the work-family conflict among individuals the lesser the job-satisfaction and vice-versa.

The present study determines also revealed that there is no significant gender difference in the perception of work to family conflict and family to work conflict.

It was also shown in the study that there was no significant gender difference on work-family conflict and job-satisfaction.

To make the research more scientific the following hypothesis were made

  • There would be a negative correlation between Work-Family Conflict and Job-Satisfaction.
  • Family interfering with work would be more prevalent in women as compared to men.
  • Work interfering with family would be more prevalent in women as compared to men.
  • There would be no significant difference on work-family conflict and job satisfaction of men and women.

The findings of the research suggests –

  • There is correlation between Work-Family Conflict and Job-Satisfaction. It indicates that as the work-family conflict increases, job-satisfaction decreases and vice-versa.
  • There is no significant gender difference in the perception of family interfering with work.
  • There is no significant gender difference in the perception of work interfering with family.
  • There is no significant difference in work-family conflict and job-satisfaction of males and females.

CONCLUSION

Work-family conflict and Job-satisfaction has a negative correlation. It mean they have inverse connection. If work-family conflict increases jobs-satisfaction tends to decline and vice-versa. There is no gender difference in the level of perception of work-to-family conflict and family-to-work conflict. There is no significant gender difference in job-satisfaction and work-family conflict.

LIMITATIONS

The present investigation may have some limitations as it was carried out in a short period of time and with limited resources. Some important limitations are:

  • Due to sensitivity of the topic individuals might not have disclosed the truth completely.
  • There was no control over other relevant variables.
  • Small sample size might have the effect on the results.

PRACTICAL IMPLICATIONS

  • Work-family conflict is a strong predictor of job-satisfaction among employees suggests that by being flexible as an employer one can increase the level of job-satisfaction.
  • For reducing work-life conflict and increasing job-satisfaction level, an individual should learn to prioritize tasks. It would help him/her in a positive manner.
  • If an individual is facing stress at work-place due to which he/she having conflicts with the family, in this case they need to identify the stressors and work upon them. Also they can communicate with their family members and share their concerns.
  • Lastly it is very important to take out personal time i.e. a time which they spend with themselves. It will reduce the stress and pressure of an individual which would eventually lower the conflicts.

The present investigation is titled as “Work-Family Conflict and Job-Satisfaction in Married men and women.. The concerned study is conducted on a sample of 80 with 30 (50%) males and 30 (50%) females were taken from universities across Noida , Uttar Pradesh . The study used the standardised test of Work-Family Conflict by

R.G.Netemeyer, J.S.Boles, & R.McMurrian (1996) and Job-satisfaction scale by Dr. B.L.Gupta (2009).

The study showed that there is a negative correlation between Work-Family Conflict and Job-Satisfaction among males and females. This indicates there is an inverse relation between the two. The more the work-family conflict among individuals the lesser the job-satisfaction and vice-versa.

The present study determines also revealed that there is no significant gender difference in the perception of work to family conflict and family to work conflict.

It was also shown in the study that there was no significant gender difference on work-family conflict and job-satisfaction.

To make the research more scientific the following hypothesis were made

  • There would be a negative correlation between Work-Family Conflict and Job-Satisfaction.
  • Family interfering with work would be more prevalent in women as compared to men.
  • Work interfering with family would be more prevalent in women as compared to men.
  • There would be no significant difference on work-family conflict and job satisfaction of men and women.

The findings of the research suggests –

  • There is correlation between Work-Family Conflict and Job-Satisfaction. It indicates that as the work-family conflict increases, job-satisfaction decreases and vice-versa.
  • There is no significant gender difference in the perception of family interfering with work.
  • There is no significant gender difference in the perception of work interfering with family.
  • There is no significant difference in work-family conflict and job-satisfaction of males and females.

CONCLUSION

Work-family conflict and Job-satisfaction has a negative correlation. It mean they have inverse connection. If work-family conflict increases jobs-satisfaction tends to decline and vice-versa. There is no gender difference in the level of perception of work-to-family conflict and family-to-work conflict. There is no significant gender difference in job-satisfaction and work-family conflict.

LIMITATIONS

The present investigation may have some limitations as it was carried out in a short period of time and with limited resources. Some important limitations are:

  • Due to sensitivity of the topic individuals might not have disclosed the truth completely.
  • There was no control over other relevant variables.
  • Small sample size might have the effect on the results.

PRACTICAL IMPLICATIONS

  • Work-family conflict is a strong predictor of job-satisfaction among employees suggests that by being flexible as an employer one can increase the level of job-satisfaction.
  • For reducing work-life conflict and increasing job-satisfaction level, an individual should learn to prioritize tasks. It would help him/her in a positive manner.
  • If an individual is facing stress at work-place due to which he/she having conflicts with the family, in this case they need to identify the stressors and work upon them. Also they can communicate with their family members and share their concerns.
  • Lastly it is very important to take out personal time i.e. a time which they spend with themselves. It will reduce the stress and pressure of an individual which would eventually lower the conflicts.
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