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• W2600202295 abstract "This study examines the consequences of both work-to-family (WFC) and family-to-work (FWC) among sample of managerial and professional women in India. Data were collected from 224 women, working fulltime in diverse organizations using anonymously completed survey questionnaires. The respondents indicated relatively low level of FWC compared to WFC. WFC had negative correlation with affective commitment and psychological well-being. FWC was found to be negatively correlated with family satisfaction and psychological well-being. Interestingly, both WFC and FWC did not show significant impact on job satisfaction. Introduction Competing demands between work and home have assumed increased relevance in recent years for employees across the world due, in large part, to demographic, economic, technological and workplace changes. India is no exception. The changes are seen in terms of rising numbers of women in the workforce (Census of India, 2001; Human Development Report, 2010; Naqvi, 2011), more dual career couples (Rajadhyaksha & Bhatnagar, 2000) and nuclear families (Bharat, 2003), increase in customer centric services sector, and more sophisticated communications technology enabling continuous contact with the workplace and customers even after the work hours (Baral, 2009). These changes have placed immense pressure and time demands on men and women to strike the crucial balance between work and home. Women professionals are more prone to such pressures of striking balance between work and home front since they have to take more family responsibilities compared to men irrespective of their working status (Aryee, Srinivas & Tan, 2005; Bharat, 2003; Chauhan, 2010; Naqvi, 2011). Managing and integrating work and family is considered as one of the major challenges facing managerial and professional women in achieving successful careers in organizations (Bharathi & Baral, 2012; Kaiser et al., 2011; Koyuncu, Burke & Wolpin, 2012). Engagement in multiple roles such as work and family roles has been found to have many positive implications (e.g. enhanced skills, mood, well-being and morale) (Balmforth & Gardner, 2006; Bhargava & Baral, 2011). However, the negative side of engagement in multiple roles cannot be discounted. The results of variety of studies, conducted across different countries, cultures and occupations have demonstrated that high level of work-family may have detrimental consequences for employees as well as the organization (for review, see Allen, Herst, Bruck & Sutton, 2000). Specifically, research has shown that work-family is related to increased turnover intentions and reduced job satisfaction, organizational commitment, and family satisfaction (Aryee et al., 2005; Balmforth & Gardner, 2006; Beutell, 2010; Karatepe & Kilic, 2007; Kinnunen, Feldt, Mauno & Rantanen, 2010; Koyuncu et al., 2012; Kossek & Ozeki, 1998; Rathi & Barath, 2013). The harmful consequences of work-family have been exten sively investigated among employees representing variety of occupations. Nevertheless, the influence of work-family on various individual and organizational outcomes among women in managerial and professional roles remains relatively underexplored, particularly in the Indian context. Juggling between the two most important roles i.e., work and family has been particularly challenging for women managers and professionals. Many women opt out of their career because of family concerns (Hewlett, 2002). This is very common phenomenon particularly in traditional cultures such as India where the burden of raising family and kids is still the responsibility of the female partner, irrespective of her career or working status. Given this background, the aim of this study is to examine the consequences of work-family among managerial and professional women at work. Work-Family Conflict Work-family conflict is a form of inter-role in which the role pressures from the work and family domains are mutually incompatible in some respect (Greenhaus & Beutell, 1985:77). …" @default.
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• W2600202295 date "2016-01-01" @default.
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• W2600202295 title "Women Managers & Professionals: Work-Family Conflict & Job Satisfaction" @default.
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