The impact of sociodemographic factors and work-family conflict on the relationship between organizational support and women’s burnout
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Author(s)Asta StankevicieneLink to ORCID Index: https://orcid.org/0000-0002-8482-4191
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Agnė ŠimelytėLink to ORCID Index: https://orcid.org/0000-0002-9475-9645
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Virginijus TamaševičiusLink to ORCID Index: https://orcid.org/0000-0001-6591-8347
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Evelina Petkinytė
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DOIhttp://dx.doi.org/10.21511/ppm.21(3).2023.40
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Article InfoVolume 21 2023, Issue #3, pp. 497-510
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120 Downloads
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Creative Commons Attribution 4.0 International License
Women’s burnout affects not only the individuals suffering from this condition but also those around them and the organization they work for. This phenomenon spills over into their personal lives and increases the likelihood of work-family conflicts. Organizational, personal, and family circumstances can affect women’s burnout. This study aims to determine the influence of perceived organizational support on burnout at work while mediating work-family conflict and moderating sociodemographic factors such as age, romantic relationship status, and number of children. The quantitative study involved 404 employed women aged 18 to 64. A structured questionnaire was distributed via social media or e-mail targeting employed women in Lithuania’s public and private sectors. IBM SPSS and a special PROCESS macro were applied to perform a mediation-moderation analysis. The study showed that the direct effect of perceived organizational support is greater than the indirect effect in mediating work-family conflicts. This is true in the case of both general burnout and its separate components. The significant moderating effect of age revealed that younger women aged 18 to 34 experience more burnout than older women. The number of children demonstrated a significant moderating effect between perceived organizational support and burnout and its dimensions for women with two or more kids. No moderating effect of romantic relationship status on the interconnection between perceived organizational support and women’s overall burnout or its individual dimensions was found.
- Keywords
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JEL Classification (Paper profile tab)J53, J81
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References54
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Tables4
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Figures1
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- Figure 1. Conceptual framework
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- Table 1. Descriptive statistics: Reliabilities, means, standard deviations, and correlations
- Table 2. Mediation analysis
- Table 3. Mediation effect
- Table 4. Moderation results
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Impact of work-family conflict on job satisfaction and job stress: Mediation model from Indonesia
Siswanto ,
Masyhuri ,
Nur Hidayati ,
Muhtadi Ridwan ,
Rifki Hanif
doi: http://dx.doi.org/10.21511/ppm.20(2).2022.05
Problems and Perspectives in Management Volume 20, 2022 Issue #2 pp. 44-56 Views: 1602 Downloads: 828 TO CITE АНОТАЦІЯThis paper analyzes the impact of work-family conflict on employees’ job satisfaction and job stress and determines how organizational commitment and social support reduce job satisfaction and job stress. The study employed a questionnaire to collect the data from 382 Islamic bank employees in Indonesia. After the data were collected, it was calculated using SEM-PLS. The results showed that work-family conflict was a significant predictor of job satisfaction and job stress. Furthermore, social support mediates the influence of work-family conflict on job stress. However, organizational commitment is not able to mediate the two variables. Practically, the results of this study indicate that bank employees have high work stress due to role conflicts that occur in their families. In addition, one of the causes of role conflicts is the government’s policy to work from home during the pandemic. Furthermore, social support can mediate the relationship between work-family conflict and job stress, meaning that social support can help employees reduce job stress due to role conflicts in their families. Therefore, companies must pay attention to the psychological condition of employees before giving assignments.
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Determinants of nurse performance in accredited Indonesian private hospitals
Raden Roro Lia Chairina ,
Raden Andi Sularso ,
Diana Sulianti K Tobing ,
Bambang Irawan
doi: http://dx.doi.org/10.21511/ppm.17(1).2019.15
Problems and Perspectives in Management Volume 17, 2019 Issue #1 pp. 163-175 Views: 1266 Downloads: 165 TO CITE АНОТАЦІЯThis study analyzes the effect of transformational leadership on nurse performance using intervening variables of social competence, self-efficacy, and burnout. The partial least square data analysis method with an explanatory research type is used. Primary data are obtained via a questionnaire. A nurse population of 160 from five private hospitals in Indonesia’s East Java Region was analyzed using proportional random sampling. Data analysis was performed using descriptive statistics and partial least squares (PLS). The result of this study proved that transformational leadership has no significant effect on nurse performance, however, it affects significantly on social competence, self-efficacy, and has significant negative effect on burnout. The low performance of nurse was caused by the main job that is providing service for patient and doing administration work for BPJS, which require plenty of time, that the inseparable part of a nurse life is burnout, regarding the high mobility in providing service for patient. Social competence has a significant positive effect on nurse performance, self-efficacy has a significant positive effect on burnout, self-efficacy has a significant positive effect on nurse performance, and burnout has a significant negative effect on nurse performance. Novelty of this study is self-efficacy that has a significant positive effect on social competence.
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Work-family conflict and professional commitment: proactive effect of transformational leadership
Arthi R. ,
Sumathi G. N.
doi: http://dx.doi.org/10.21511/ppm.18(1).2020.09
Problems and Perspectives in Management Volume 18, 2020 Issue #1 pp. 97-106 Views: 1226 Downloads: 247 TO CITE АНОТАЦІЯThe study aims to empirically test the moderation effect of transformational leadership characteristic on the relationship between work-family conflict and professional commitment among school teachers. A cross-sectional study was conducted among 752 teachers currently working in private schools from selected districts in Tamil Nadu, India. Purposive sampling technique is used, and data were collected using a questionnaire. The moderating effect of transformational leadership behavior is examined using hierarchical regression analysis. Grounded with the conservation of resource theory (COR) and transformational leadership theory, the results supported the negative impact of work-family conflict on the professional commitment of teachers. Further, the moderation effect of transformational leadership found to reverse the negative relationship between work-family conflict and professional commitment. Thus, the transformational leadership behavior of leaders (head/principal) was found to foster the professional commitment of teachers. This study is focused only on the dimensions of transformational characteristics on the relationship between work-family conflict and professional commitment of teachers. Also, it would be constructive to examine other mediating or moderating impacts of variables such as peer support, job satisfaction, which can also have a significant impact. Further, the outcome variable related to the perspective of students can also be researched.
