WORK- FAMILY CONFLICT AND BURNOUT RELATIONSHIP: MODERATING ROLE OF PROCRASTINATION AND THE IMPLICATION OF COUNSELING INTERVENTION
Abstract
The purpose of this study was to get an understanding of the idea of work-family role conflict, its implications, and how organizations might contribute to balancing the conflict between work-family conflicts that emerges as a result of interference between work and family.
In any case, it has the potential to lead to unfavorable effects for the organization as a whole. A review of the available literature suggests that a lack of organizational commitment, job satisfaction and employees’ perceived performance, psychological distress, interpersonal conflict, sickness and absence from work, emotional exhaustion, and employee retention problems can result from an imbalance between work and family.
However, research has shown that a few variables, such as workplace flexibility, Islamic work ethics, and organizational intervention, can counteract the negative effects of work-family conflict.
INNTRODUCTION
Unbalance between household duties and work can lead to work-family conflict, which can be costly for businesses and their employees, as Posig and Kickul point out (2004).
It has become increasingly common for couples to share the burden of raising their children, and this trend has been attributed to the rise in the number of dual-career couples and the changing nature of obligations for both genders (Allen, Herst, Bruck, and Sutton, 2000).
Work-family conflict can lead to a variety of results. For example, according to Akintayo (2010), when a worker is confronted with increased work and family obligations, they are more likely to suffer from work-family role conflict, as their dedication to their family commitments will take time and energy away from their work commitments at work. a depressive state of mind characterized by a sense of hopelessness and boredom as well as despair is another negative consequence of conflict in the workplace or in the home, which is a condition of emotional anguish (Mirowsky & Ross, 2002),
Interpersonal conflict, which includes the interchange of negative emotions and unfriendly gestures between members of an organization, is a harmful form of human contact (Keenan & Newton, 1985). Low employee performance is linked to high rank of performance by employees in comparison to their coworkers in an organization on a similar level (Babin & Boles, 1996),
while job satisfaction is defined as the analysis of the job and work context by the individual and it is the evaluation of the job’s perceived characteristics, as well as the evaluation of the working environment and the experiences they have at work.
Fransman (2015) describes it as a sign of an employee’s well-being because it shows their tendency to work and low level of retreat and counterproductive work behavior. Grandey, Cordeiro & Crouter back him up (2005). Exhaustion of one’s emotional resources and overextension of one’s emotional resources are both examples of emotional exhaustion (Shaufelli et al., 2009).
There have been links found between WFC and sickness absence, according to certain research. Workplace disengagement may be the only adaptive tool people have to deal with the long-term effects of high levels of work-family conflict (Hammer et al., 2003).
The number 510 belongs to Mohammad Daud Ali. Work-Family Conflict and Job Outcomes: A systematic review Many firms face a shortage of trained workers, an increase in turnover rates, and a fluctuation in economic growth as a result of employee turnover.
If an effective manager is removed from a company, the cost to the company is enormous, which can have a detrimental influence on any company (Mitchel, 1981). Workplace flexibility, Islamic work ethics, and organizational intervention can all help alleviate the negative effects of work-family conflict.
Flexibility in the workplace might help alleviate the tension that often arises when trying to balance work and family obligations. When it comes to work-family conflict, timing is critical because half of families have one parent working on the weekend and a third of families have one parent working a late shift, according to studies. One factor is the ease with which parents may meet their obligations to their children’s education.
It’s been shown in studies that two-thirds of workers are unable to benefit from such advantages since they can’t find another job, and as a result, they’re forced to perform obligations that interfere with their typical or routine duties (Stress & Work, 2004).
Organizational intervention is needed to help alleviate the negative effects of work-life conflict, as Hetch & McCarthy (2010) discovered in their study. Spiritual interventions that were person-centered, easier to understand, less expensive, and required no time to administer and were also non-religious in character were implemented.
Beekun (1997) defined Islamic work ethics (IWE) as a set of rules for distinguishing between what a person considers to be proper and incorrect in terms of what they should do or say. According to Rizk’s work ethics study, Islamic work ethics refers to the ethical behavior at work investigated by Rizk (2008).
According to ALLAH, these principles should guide our conduct in the world, and they have been passed down to us through the teachings of Prophet Muhammad (PBUH). Humans can benefit from these values in all aspect of their lives. A substantial contribution to the literature on work-family conflict outcomes, their influence in companies, and how that impact might be reduced or managed is the goal of this research.
CONCEPT OF TIME AND EXPERIENCE CONFLICT IN THE FAMILY ROLE.
Researchers have found that family and work are two of the most important aspects of a person’s maturation (Frone et al.. 1992; Greenhaus & Beutell, 1985; Gutek. Searle & Klepa, 1991; Wang. et al., 2014) in today’s world, where everyone is so busy with their own lives that conflict between these two areas is inevitable.
It has been found that these disputes can lead to a variety of negative outcomes, including burnout, job discontent and staff turnover as well as interpersonal conflict and work aggressiveness. Work-family conflict is a type of inter-role conflict, according to Haward (2008), who summarizes definitions put out by prior scholars such (Greenhaus & Beutell, 1985;
Boyar, Maertz, Pearson & Keough, 2003). It’s a conflict that arises when a person is under the influence of both family and job pressures, resulting in an increase in the difficulty in complying with both sets of pressures. Study after study has demonstrated that friction between family and work is linked to undesirable consequences like job dissatisfaction, job burnout, and turnover.
According to Kinnunen & Mauno (1998) and Aryee et al. (1999), psychological anguish and life and marital dissatisfaction are likely outcomes of work-family conflict. There are two types of work-family conflict: interference with family (WIF) and interference with work (FIW).
Each kind has a distinct area-specific antecedent, and each type has a distinct description. Specific antecedents of the work interference with family conflict (WIF) and specific antecedents of the family interference with work conflict (FIW) are related to the work domain, according to Fu & Shaffer, 2001. Akintayo (2010) stated that work-family conflict occurs when a worker extends their activities to fulfill their work desires and that is detrimental to their family desires.
Conflict can be caused by work interfering with the family life, such as working intensely to meet desires that conflict with the worker’s family priorities.
511| Mohammad Daud Ali Systematic investigation into workplace rather than family-related challenges when a loved one is sick. The concept of work-family role conflict and its impact on employment outcomes is the focus of this study.
Studies show that work-family conflict and family workplace friction are linked, yet they are distinct concepts. This is in line with the findings of Ajiboye (2008). Adebola (2005) argues that work-family conflict is primarily caused by unchecked work desires and foretells terrible family outcomes, whereas family-work conflict is primarily caused by family requests and foretells negative work outcomes.
As Kanter pointed out in 1997, finding a healthy work-life balance has become a major issue in modern culture, with work-family conflict becoming a major source of stress for many people. Greenhaus and Beutell (1985) argue that a sort of inter-role conflict exists between the opposing demands of job and family roles.
Time, strain, and behavior-based conflicts have been identified as the three most common types of conflicts. From both the workplace and the household, each of these issues is causing rifts.
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