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Current Topics in HRM

Current Topics in HRM . Week 12– Work-Family Balance. Work-Family Conflict vs. Family-Work Conflict. Work-family conflict Work adversely affects family life Working overtime, work frustration, workplace injustice Family-work conflict Family adversely affects work life

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Current Topics in HRM

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  1. Current Topics in HRM Week 12– Work-Family Balance

  2. Work-Family Conflict vs. Family-Work Conflict • Work-family conflict • Work adversely affects family life • Working overtime, work frustration, workplace injustice • Family-work conflict • Family adversely affects work life • Especially serious when • number of children increases

  3. Outcomes of work-family and family-work conflict • Poorer job attitudes (job satisfaction, organizational commitment) • Reflecting dissatisfaction with those job or org conditions that create conflicts • Less job motivation & poorer job performance • Poorer life satisfaction • Greater withdrawal intention

  4. Demand-Control-Support • Work stress if often a function of three components • Job demands • Job control • Autonomy to make decisions related to work • Support • External assistance from employers • Work-family balance is the lowest (and, therefore, work stress is highest) when

  5. Types of Work-Family Support • Informal (Indirect) support • These support measures enhance work-family balance

  6. Types of Work-Family Support • Formal (Direct) support • Flexitime • Compressed work weeks • Telecommuting • Child-care support (subsidy, on-site) • Childbirth unpaid and paid leaves • Family medical insurance schemes • Research shows that support is more important in achieving work-family balance

  7. Telecommuting • Telecommuting is work conducted from home that is often supported by telecommunications technology • Phone, internet, fax, computers • Telecommuting is positively related to psychological well-being • Boundary management becomes important

  8. Family-Work Enhancement? • The traditional perspective is that work and family are conflicting domains • The more modern perspective is that work can also enrich family life just as family life can enrich work • E.g., spouses doing household tasks during peak work seasons (instrumental support) • E.g., kids comforting and supporting daddies (emotional support) •  positive mood spillover

  9. The Role of Personality • Conscientiousness  careful planning of time and effective time management  less work-family conflict • Neuroticism  poor emotional adjustment  more work-family conflict • Extraversion  greater repertoire of positive energy  less work-family conflict • Agreeableness  more support received  less work-family conflict

  10. A Summary Model Job stressors Work-Family conflict Family distress Job involvement Depression Family stressors Family-work conflict Job distress Family involvement

  11. Implications for HRM • Differentiating between formal and informal support for work-family balance • Paying attention to female employees in particular • Single-parents are particularly in need of work-family support

  12. Reading Guide • Ignore the comparison with mid-life men • Pay attention to the strategies adopted by young or mid-life female employees to strive for work-family balance • Ignore the text and table related to outcomes of coping strategies

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