work-family conflict

Aim: Given the importance of employee innovation in the performance of advertising organizations, this study seeks to examine the effect of social support (family and work) on women's innovative work behavior with the mediating role of work-family conflict. The answer to the question can help to a better understanding of this issue. Methods: This study was a descriptive/survey in terms of the data collection method and applied in terms of purpose. A questionnaire containing 53 questions was designed by the standard measures of previous studies and randomly distributed among 568 female employees in advertising companies in the two metropolises of Iran to collect data. Then, the structural equation model and the software of Amos software, and SPSS were used to analyze the data and test the assumptions of the relationship between the conceptual model. Results: The hypothesis test showed that work-family conflict mediates the relationship between social support (family and work) and repetitive thought. The role of moderating epetitive thought in the relationship between work-family conflict and innovative work behavior was also demonstrated. Besides, the research findings indicate the negative impact of social support (family and work) on work-family conflict. Conclusion: Innovative work behavior has been studied in various research due to its importance. However, the present study, for the first time, shows how social support can affect innovative work behavior through work-family conflict and repetitive thought

Objective: The purpose of this study was to modeling the role of organizational ethics atmospheres and work-family conflict in cyber loafing. Methods: Methodology of the research in terms of the strategy was quantitative-field and in terms of analytical, was descriptive. The statistical population of this study included all staff of Universities affiliated with the Ministry of Science at four levels of international, national, regional and local levels of performance across the country. The research data were collected from 430 staff members who were selected by multi-stage cluster sampling method. The sample size according to the Kregci-Morgan model and with error α = 0/05, was considered 430 persons. To collect data Cyber Loafing Questionnaire of Bella et al (2006), Organizational Ethical Atmospheres Questionnaire of Victor and Cullen (1988) and work-family Conflict Questionnaire of DuBrin (1985) was used. Validity of the tools was confirmed by the professors of education and psychology. Data were analyzed by artificial neural network with multilayer perceptron (MPL) method. Results: The results showed modeling the organizational factors affecting on cyber loafing has an input layer with seven units and a hidden layer with one unit and the artificial neural network is well able to predict the jumps and the process of cyber loafing of academic staff based on organizational factors of organizational ethics atmospheres and work-family conflict. Conclusion: It is necessary to pay attention to these components and their effects on the organization human resource behavior and avoiding deviant behavior.

Aim: the present paper aims at investigating the mediating role of marital conflict about work-family conflict and working women’s job burnout. Method: this research is a descriptive-correlation study. The sample includes 200 women working in Tehran hospitals in 1400, who were chosen through convenient sampling method. In order to collect data, a questionnaire about work-family conflict, job burnout, and marital conflict was used. Moreover, in order to analyze the data, Pearson’s coefficient of correlation was used and AMOS-24 and SPSS-25 were used for path analysis. Results: results showed that there is a significant positive relationship between marital conflict and job burnout (β=0.391, P˂0.001). Work-family conflict also has a significant positive relationship with marital conflict (β=0.221, P˂0.001). According to regression and path analysis, work-family conflict cannot prognosticate job burnout on its own and can express job burnout changes through marital conflict (β=0.086, P˂0.001). Conclusion: due to their traumatic workplace, working women fall under the influence of work stress, which shall lead to job burnout if marital conflict heightens.

Objective: The purpose of this research was to evaluate the effectiveness of an educational program based on the threats and opportunities of remote work for dual-career couples during the COVID-19 pandemic on work-family conflict and its dimensions. Method: This was a quantitative, applied research employing a quasi-experimental design, utilizing a pre-test/post-test with a control group. The sample consisted of dual-career couples from Kerman city who sought counseling for various reasons. Collaboration was negotiated with a private counseling center, and agreements were made. Couples scoring above the cutoff on the prepared questionnaires were purposively selected, resulting in 20 couples who were then randomly assigned to either the experimental group (10 couples) or the control group (10 couples). The experimental group underwent the educational program while the control group received no training. The data collection instrument was the work-family conflict questionnaire by Carlson et al. (2000). Data in the quantitative section were analyzed using repeated measures analysis of variance with the help of SPSS software. Findings: Given that the computed F-value for the effect of groups on work-family conflict and its dimensions was statistically significant at the 5% level (p < .05), it can be concluded that there was a significant difference between the experimental and control groups after the intervention, and the intervention significantly impacted work-family conflict and its dimensions. The Benferroni post-hoc test indicated that the effects of the educational program based on opportunities and threats of remote work on work-family conflict and its dimensions showed suitable stability during the follow-up phase. Conclusion: Therefore, it can be concluded that the educational package derived from the lived experiences of dual-career couples during the quarantine period of the COVID-19 outbreak was effective on the dimensions of work-family conflict among couples, and this effect was also stable in the follow-up phase.

Objective: Managing occupational burnout facilitates the restoration of psychological well-being and is influenced by factors such as work-family conflict. Methods:  The current research aimed to determine the effectiveness of MBCT on work-family conflict and psychological well-being in women with a Single Case Experimental Design of the AB type. The statistical population comprised all employed women who sought counseling at the Mehrazin Center in 2023. For data collection, Rastegar Khaled's Work-Family Conflict Questionnaire (2006) and Ryff's Psychological Well-Being Scale (1989) were utilized. It was observed that an improvement percentage below 50% indicates the intervention is not clinically significant, except for Participant 3. Additionally, the fact that the Reliable Change Index is greater than 1.96 at P < 0.05 suggests that the intervention holds statistical significance. With 95% confidence, it can be stated that the observed change in post-test scores is statistically significant. The analysis of the data was conducted through chart analysis, the Percentage of Non-overlapping Data (PND), and the Percentage of Overlapping Data (POD). Results: The research revealed that the psychological well-being scores of the three subjects improved by 30.6% overall, and their work changes and overall improvement percentage were 36.9%. These scores indicate a change and increase in psychological well-being, as well as a reduction in work-family conflict. In all three participants, the acceptable change index (RCI) for both variables was RCI≥1.96, at the 95% confidence level, indicating that the intervention was statistically significant. Conclusion: It is recommended that this method be explored and utilized as an effective intervention for enhancing psychological well-being and reducing work-family conflict.

The present study aimed to predict job burnout in employed men and women based on work-family conflict mediated by perceived social support and psychological capital. This study is applied in terms of its purpose and descriptive in terms of its method and is of the correlation type. The statistical population of this study consists of all men and women employed in governmental and non-governmental offices and organizations in Tehran in the spring of 2024, of which 237 people were selected through available sampling. The research tools included the Job Burnout Questionnaire by Maslach et al. (2001), Multidimensional Measure of Work–Family Conflict by Carlson et al. (2000), Multidimensional Scale of Perceived Social Support by Zimet et al. (1990), and the Psychological Capital Questionnaire by Luthans et al. (2007). The structural model fit was examined using structural equation modeling and SPSS and AMOS software. The results showed that burnout in employed women and men is predicted based on work-family conflict (P=0.001, β=0.500). Burnout in employed women and men is predicted based on work-family conflict with the mediation of perceived social support (P=0.001, Z=5.33). Burnout in employed women and men is predicted based on work-family conflict with the mediation of psychological capital (P=0.001, Z=5.07).