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ISSN: 2321-7782 (Online) e-ISJN: A4372-3114 Impact Factor: 7.327
Volume 6, Issue 3, March 2018
International Journal of Advance Research in Computer Science and Management Studies
Research Article / Survey Paper / Case Study Available online at: www.ijarcsms.com
Work-Family Conflict and Its Association with organizational
commitment and Satisfaction among Women Professionals S. Saranya
Research Scholar in Management,
Bharathiar University,
Coimbatore, Tamilnadu – India
Abstract:
"Power in organizations is the capacity generated by relationships. It is an energy that comes into existence through
relationships."
Margaret Wheatley
In recent scenario the existence of work-family conflict has become a trending issue to almost all working people. The
existence of WFC among employees and its negative impact on one organizational commitment and satisfaction has led it to
become one of the serious problems that employers have to deal with most of the time. This study examined the work-family
conflict and its association with organizational commitment and satisfaction among women professionals in Chennai city.
This study also specifically determined work-family conflict and the dimensions of organizational commitment and
satisfaction between single and married individuals. Ninety-seven women professionals were contacted and received
response through structured questionnaire. Regression analysis suggested negative impact of work-family conflict on
organizational commitment and satisfaction. This study proposes that for married women professionals face high WFC
which leads to reduced organizational commitment and satisfaction.
Keywords: Women Professionals; Work-family Conflict; Organizational commitment; job satisfaction; Family satisfaction
and life satisfaction.
I. INTRODUCTION
It is an evident that Work-family conflict occurs when the demands or expectations associated with one domain are
incompatible with the demands or expectations associated with the other domain (Greenhaus and Beutell, 1985). Several
Studies have distinguished two components or dimensions of work-family conflict: when activities related to work interfere
with family responsibilities (WIF) and when activities related to the family interfere with work responsibilities (FIW) (Gutek et
al., 1991). According to the role theory, the expected relationship between work-family conflict and job satisfaction is such that
an increase in work-family conflict reduces the level of satisfaction (Frone et al., 1992; Kopelman et al., 1983). Several
research studies has proved that work is more significant for identity of man and family is more significant for women
(Cinamon and Rich, 2002; Mauno and Kinnunen, 2000; Parasuraman et al., 1992). Thus, Work-Family Conflict (WFC) causes
an imbalance between work and family life, such that work affects family life or family life interferes with affecting outcomes
such as organizational commitment, job satisfaction, and turnover (Akintayo, 2010). Porter et al (1974) define organizational
commitment as “strong conviction in and compliance of the organizational goals and values, readiness to strive extensive effort
on behalf of the organization, and a precise desire to maintain organizational membership”. Organizational commitment is of
S. Saranya et al., International Journal of Advance Research in Computer Science and Management Studies
Volume 6, Issue 3, March 2018 pg. 41-45
© 2018, IJARCSMS All Rights Reserved ISSN: 2321-7782 (Online) Impact Factor: 7.327 e-ISJN: A4372-3114 42 | P a g e
three types, i.e., affective commitment, normative commitment, and continuous commitment (Allen & Meyer, 1990, 1996;
Boehman, 2006; Canipe, 2006; Greenberg, 2005; Karrasch, 2003; Turner & Chelladurai, 2005). Affective commitment refers to
the emotional bond and identification of the employees with the organization. Continuance commitment is defined as physical
benefits gained from being with the organization (Akintayo, 2010). While, normative commitment admit a perception of
demand to continue employment (Jaros, Jermier, Koehler, & Sincich, 1993).
Meyer, 2000). Mayer, Salovey, and Caruso (2000) found that committed employees are more likely to remain with the
organization and strive towards the organization’s mission, goals, and objectives than others. Therefore, if employees contact
high degree of family-work conflict, their roles and duty in family life interfere with the work and develop a negative affect
towards the organization (Ajiboye, 2008). From time immemorial women role has concentrated on mothering, so when married
women work they face role struggle (Hussain, 2008). It is a tough task that many married working women have to handle both
work and family responsibilities which increases WFC. This conflict may have negative effect on managing their work
conclusively affect their organizational commitment. Duxbury and Higgins (1991), The present study aimed to assess the
prevalence of Work-family conflict and its association with organizational commitment and satisfaction among professionals in
Chennai City.
II. LITERATURE REVIEW
According to Netemeyer et al. (1996), work-to-family conflict refers to “a form of inter-role conflict in which the normal
requirements of, time devoted to, and strain created by the job intrude with operating family-related responsibilities,” while
family-to work conflict refers to “a form of inter-role conflict in which the present demands of, time devoted to, and strain effect
by the family interfere with carrying out work-related duty.” Anne (2007) highlighted that women in jobs with high demands
and high control did not experienced more work-family conflict than men, even working equal number of hours. Women are
more prone to work-life conflict as compared to men (Grzywacz et al., 2007) which led to health problems. Lo (2003) found
that female professionals faced more work-life conflict due to long working hours.
One of the researchers suggested that work-life balance policies could be helpful in increasing organizational commitment.
Because higher levels of organizational commitment was found related with reducing the turnover intentions and increasing the
job performance (Eaton, 2001). Anne (2007) highlighted that women in jobs with high demands and high control did not
experienced more work-family conflict than men, even working equal number of hours. Women are more prone to work-life
conflict as compared to men (Grzywacz et al., 2007) which led to health problems. White et al. (2003) found that high
commitment management practices had a negative effect on employees’ lives, even after controlling for the hours worked.
According to Brief (1998), job satisfaction is “an internal state that is expressed by affectively and/or cognitively evaluating
an experienced job with some degree of favor or disfavor.” Family satisfaction, on the other hand, may be defined as the degree
to which family members feel happy and fulfilled with each other. Researchers have proposed that both job and family
satisfaction are evaluative states that vary substantially over time (Judge et al., 2006; Ilies & Judge, 2002). Carlson and Kacmar
(2000) stated that impact on job satisfaction is caused by work-role conflict which high than employees with greater essence of
their family role.
Workload and irregular work-time schedules were significant medium of work-to family conflict, and the conflict between
work and family roles was correlated with lower levels of job and life satisfaction. Life satisfaction was visualized as deriving
from satisfaction through having a good job and family life (Sekaran 1983).
III. OBJECTIVES OF STUDY
To study the work-family conflict and its association with organizational commitment and satisfaction.
S. Saranya et al., International Journal of Advance Research in Computer Science and Management Studies
Volume 6, Issue 3, March 2018 pg. 41-45
© 2018, IJARCSMS All Rights Reserved ISSN: 2321-7782 (Online) Impact Factor: 7.327 e-ISJN: A4372-3114 43 | P a g e
The current study aims to describe the relationship between organizational commitment and WFC and intends to
find out the degree of satisfaction.
IV. LIMITATIONS OF STUDY
The present study focussed on work-family conflict focusing on FWC and WFC and its association with
organizational commitment and satisfaction.
The sample for the study is drawn from women professionals in Chennai city.
V. DATA COLLECTION
Sample Size
The study sample was made up of 97 women professionals.
Instrument Measures
To assess the WFC, the scale developed by Netemeyer, Boles and McMurrian (1996), with set of two subscales to measure
the degree of WFC that arise from work doman and family domain. Organizational commitment was measured using a scale
developed by Natalie J. Allen & John P. Meyer (1990). Job satisfaction was measured using scale developed by Weiss et al.
(1967). APGAR Family satisfaction scale developed by Smilkstein, G. 1978 to measure family satisfaction. Life Satisfaction
scale developed by Diener et al. (1985) was used in the present study.
Statistical analysis
Table 1: Descriptive statistic
Variables Mean S.D
Work-family conflict 8.32 5.23
Family-work conflict 5.85 1.52
Job satisfaction 5.29 1.46
Family satisfaction 6.30 1.09
Life satisfaction 6.12 1.11
From the above descriptive statistics which shows the Mean and Standard deviation among all study variables. Mean for
work-family conflict was (8.32) which is higher than Job satisfaction (5.29) which is an evident that women professionals face
more of WFC than FWC. Standard deviation ranges from 5.10 for work-family conflict and 1.09 for family satisfaction.
Table 2: Regression analysis testing the relationship of work-family conflict, organizational commitment and
satisfaction.
Null Hypothesis Ho: There is a no negative relationship between work-family conflict , organizational commitment and
satisfaction.
Alternative Hypothesis H1: There is a negative relationship between work-family conflict, organizational commitment
and satisfaction.
Variables Standardized coefficient R2 F
Work-family conflict
Organizational commitment 0.18** 0.08 8.14***
Job satisfaction 0.22*** 0.06 11.21***
Family satisfaction 0.24** 0.06 7.52**
Life satisfaction -0.06 0.03 3.42* Note: Significant level:* *p<0.05; **p<0.01; ***p<0.001 ; n =97
S. Saranya et al., International Journal of Advance Research in Computer Science and Management Studies
Volume 6, Issue 3, March 2018 pg. 41-45
© 2018, IJARCSMS All Rights Reserved ISSN: 2321-7782 (Online) Impact Factor: 7.327 e-ISJN: A4372-3114 44 | P a g e
Regression analysis showed that work-family conflict was significantly related to factors such as organizational
commitment, job satisfaction, family satisfaction and life satisfaction. Thus there is a negative relationship between work-
family conflict with organizational commitment, job satisfaction, family satisfaction and life satisfaction.
VI. DISCUSSIONS AND CONCLUSION
The study focussed on finding the work-family conflict and its association with organizational commitment and dimensions
of satisfaction among women professionals. From the statistical analysis it is revealed that WFC has a negative impact on
organizational commitment and dimensions of satisfaction (Job, Family and Life) of women professionals in their workplaces
which support the research hypothesis. Findings are also consistent with other studies indicating that WFC has an impact on
several variables like organizational commitment, job satisfaction, family satisfaction and life satisfaction and that WFC
particularly is negatively associated with affective and continuance commitment, which are the dimensions of organizational
commitment. Married women professionals expressed higher degree of WFC than professionals who were single. The reason
behind this scenario is that married professionals handle dual role of women (i.e) to manage the household responsibilities with
job responsibilities. This finding is in line with Collins and George (2004) who reported that married individuals face dual
challenges of marital life and workplace which results in low commitment and effectiveness both at home and workplace. As a
result of negative organizational commitment leads to reduced satisfaction. These results have implications that reduced work-
family conflict among women professionals could increase organizational commitment and satisfaction.
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