Commerce and Management

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Subject: search.filters.subject.Work Family Conflicts

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    Determinants of Work Family Conflicts of Duel Career Married Couples in Sri Lanka
    (5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Rathnayaka, U. A. D. T. D.; De Silva, G. H. B. A.
    The main purpose of this study is to identify the key factors determining the work family conflicts and the level of impact of them on work family conflicts of duel career married couples in Sri Lanka,. The factors to determine this level of relationship had been identified in line with several research objectives derived from previous literature on personality factors, Spousal Support and Organizational Support. The hypotheses of the study suggested a linear positive relationship of organizational support (IV) on work family conflict (DV) whilst the spousal support (MV) moderated the relationship despite the personality attribute of each individual. However, it has been assumed that the personality factor (CV) controls the relationship of IV, DV, and MV and vice versa. For this descriptive study primary data were collected through a structured questionnaire. 83 valid responses were considered for the final analysis. The causality was tested using the Pearson correlation tests, and the level of impact of all the relationship had been tested using chi-square test, logistic regression test including the controlling impact analysis. Findings revealed that Organizational support, Spousal support and the Personality type of the respondents are major determinants of work-life conflicts and have significant impact on work-life conflicts among duel career married couples in Sri Lanka.
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    Impact of Work Family Conflicts on the Degree of Job Satisfaction of Supervisory Level Employees of Colombo Dockyard PLC
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Hewapathiranage, H.P.L.S.; Pieris, M.D.P.
    Work and family conflict could be identified as a significant influential factor in the common context. Majority of employees have to face conflicts due to family and work domains in which the individual operates. Currently many scholars and organizations are engaged with different research and development activities related to work family conflicts of employees. Hence it could improve both individual and organizational performance. Job satisfaction predicts both negative and positive attitudes and behavior in the work context, thus an analysis of the factors that determine this satisfaction or dissatisfaction is one of great interest to managers and directors in an organizational context. Hence this study examined the impact of work family conflict on job satisfaction of supervisory level employees in Colombo Dockyard PLC. In this research work family conflict was considered as the independent variable and job satisfaction was considered as the dependent variable. Population of this research was the supervisors in Colombo Dockyard PLC. The data were obtained from 50 supervisors. A standard questionnaire was used to collect data. It was found that measurement scales met the acceptable standards of reliability analysis. Pearson’s correlation analysis and simple regression analysis were used to test the research hypothesis. Considering the findings, it was concluded that supervisors in Colombo Dockyard PLC face low level work family conflict and high level job satisfaction. Thus the most significant finding was the moderate level negative relationship between the work family conflict and job satisfaction of supervisors in Colombo Dockyard PLC. This study confirmed that work family conflict was significantly correlated with job satisfaction. Therefore, it can be concluded that the work family conflict is a significant predictor of job satisfaction. The results of the study imply that work family conflict is an important concern for individuals and organizations alike because of its negative consequences leading to reduced job satisfaction.