Work-Family Conflict and Job-Satisfaction in Married Couples

Work-Family encroach and Job-Satisfaction in Married CouplesDISCUSSIONA crusade which is common in most of the people nowadays is Work-family contrast. It is a bout which everybody is fighting i.e. to maintain the balance in the midst of take a leak and family. This appointment is in addition affecting major sub- areas of micturate and family life and champion of those areas is Job- bliss. and then the gravel look into debate was aimed to find the comparisonship between lay down-family contradict and job- mirth and and so is titled as Work-Family encroach and Job-Satisfaction in Married Couples. The slip of paper was conducted on the render of 80 i.e. n=80 which comprised 40 (50%) males and 40 (50%) females. only the participants were the university professors at Amity University Sec-125 Noida, Uttar Pradesh. For the conduction of research study, two standardized questionnaires were used. They are Work Family Conflict Scale developed by R.G.Netemeyer, J.S. Bole s, R.McMurrian (1996) and Job-Satisfaction Scale (JSS-R) by Dr.B.L.Gupta (2009). In the study the indepenpedent unsettleds are Work intereference with family (WIF), Family intereference with work (FIW) and grammatical sex activity. The dependent variable in the study is Job-satisfaction. Statistical analysis was do with the help of MS-Excel 2010. In statistical analysis, mean, standard deviations, T-tests and Pearsons coefficient of correlation coefficient was calculated. The findings of the study broadly inform the impact of work-family action on job-satisfaction among males and females. The analysis of the sample population make it clear that at that place is no crucial sexual practice diversity in the aim of science of work-family conflict and job-satisfaction.Work family conflict is a conflict between different roles of life i.e. work and family. It is always the result of unstableness between the singles work and family life. It arises when people fail to suffer their responsibilities in both the areas as well as towards their personalised develop workforcet. in that respect is various cause of work-family conflict such as long working hours, increased family demands, increased work- extort, personality varietys etc. These factors increase the incongruity in work and family domains and eventually result into work-family conflict.Job-satisfaction is usually defined as the level of contentment or gratification an undivided has with his/her working environment. It is none another(prenominal) than his or her attitude toward the work, nature of tasks, supervision, colleagues, environment etc. Job-satisfaction doesnt baffle affected by any one aspect of the job but it is several(prenominal)thing which gets generated by the cumulative facets of ones job or work. Hence we can easily assume that it is not the one dimensional model rather a multidimensional construct.Now we take into account the disallow correlation of work-family conflict and job-satisfaction level of males and females. It was found in the result that in that location was a cast out correlation between the two which means greater the work-family conflict, lesser the job satisfaction and vice-versa.The finding of the research is in addition back up by Patel C.J, Beekhan A, Paruk Z, Ramgoon S (2008) who studied work-family conflict, job satisfaction and spousal support. They observe the effect of work on functioning of the family and its association to job satisfaction and it was found in the study that work-family conflict and job satisfaction was opposely correlated.On further analysis of the gender losss between males and females, we found that there was no strong distinction between male and female in the level of perception of work-interference to family (WIF).Similarly it was also found that there was no evidentiary gender difference in the perception of family interference to work (FIW).The above results are well supported by the stud y done by Sadia Aziz Ansari (2011) who studied the occurrence of WIF and FIW in both the genders. The outcome of the study showed that there was no significant gender difference in relation to work interference with family and family interference with work. at that place was no significant difference between work-family conflict and job-satisfaction of males and females.HYPOTHESES TESTINGthither would be a negative correlation between Work-Family Conflict and Job-Satisfaction. The stated hypothesis was accepted as the Pearsons correlation coefficient (r) was -0.22. It indicates that as the work-family conflict increases, job-satisfaction decreases and vice-versa.Family interfering with work would be to a greater extent(prenominal) paramount in women as compared to men. The stated hypothesis was rejected since t-value (0.11) was not significant.Work interfering with family would be more customary in women as compared to men. The stated hypothesis was rejected since t-value (0.24) was not significant. on that point would be no significant difference on work-family conflict and job satisfaction of men and women. The t scores for work-family conflict and job satisfaction of men and women are 0.69 and 0.61 which are not the significant score. Hence our hypothesis stands accepted.CHAPTER-6 synopsis CONCLUSIONSUMMARYThe present investigation is titled as Work-Family Conflict and Job-Satisfaction in Married men and women.. The concerned study is conducted on a sample of 80 with 30 (50%) males and 30 (50%) females were taken from universities across Noida , Uttar Pradesh . The study used the standardised test of Work-Family Conflict byR.G.Netemeyer, J.S.Boles, R.McMurrian (1996) and Job-satisfaction musical scale by Dr. B.L.Gupta (2009).The study showed that there is a negative correlation between Work-Family Conflict and Job-Satisfaction among males and females. This indicates there is an antonym relation between the two. The more the work-family conflict amon g individuals the lesser the job-satisfaction and vice-versa.The present study determines also revealed that there is no significant gender difference in the perception of work to family conflict and family to work conflict.It was also shown in the study that there was no significant gender difference on work-family conflict and job-satisfaction.To make the research more scientific the hobby hypothesis were made at that place would be a negative correlation between Work-Family Conflict and Job-Satisfaction.Family interfering with work would be more prevalent in women as compared to men.Work interfering with family would be more prevalent in women as compared to men.There would be no significant difference on work-family conflict and job satisfaction of men and women.The findings of the research suggests There is correlation between Work-Family Conflict and Job-Satisfaction. It indicates that as the work-family conflict increases, job-satisfaction decreases and vice-versa.There is no significant gender difference in the perception of family interfering with work.There is no significant gender difference in the perception of work interfering with family.There is no significant difference in work-family conflict and job-satisfaction of males and females.CONCLUSIONWork-family conflict and Job-satisfaction has a negative correlation. It mean they catch inverse connection. If work-family conflict increases jobs-satisfaction tends to decline and vice-versa. There is no gender difference in the level of perception of work-to-family conflict and family-to-work conflict. There is no significant gender difference in job-satisfaction and work-family conflict.LIMITATIONSThe present investigation may run through some limitations as it was carried out in a short block of judgment of conviction and with limited resources. Some important limitations areDue to sensibility of the consequence individuals might not have disclosed the truth completely.There was no control o ver other relevant variables.Small sample coat might have the effect on the results.PRACTICAL IMPLICATIONSWork-family conflict is a strong predictor of job-satisfaction among employees suggests that by being flexible as an employer one can increase the level of job-satisfaction.For reducing work-life conflict and increase job-satisfaction level, an individual should learn to prioritize tasks. It would help him/her in a compulsory manner.If an individual is facing examine at work-place due to which he/she having conflicts with the family, in this case they need to identify the stressors and work upon them. Also they can advertise with their family members and appoint their concerns.Lastly it is very important to take out personal conviction i.e. a time which they spend with themselves. It will reduce the stress and pressure of an individual which would eventually lower the conflicts.The present investigation is titled as Work-Family Conflict and Job-Satisfaction in Married men and women.. The concerned study is conducted on a sample of 80 with 30 (50%) males and 30 (50%) females were taken from universities across Noida , Uttar Pradesh . The study used the standardised test of Work-Family Conflict byR.G.Netemeyer, J.S.Boles, R.McMurrian (1996) and Job-satisfaction scale by Dr. B.L.Gupta (2009).The study showed that there is a negative correlation between Work-Family Conflict and Job-Satisfaction among males and females. This indicates there is an inverse relation between the two. The more the work-family conflict among individuals the lesser the job-satisfaction and vice-versa.The present study determines also revealed that there is no significant gender difference in the perception of work to family conflict and family to work conflict.It was also shown in the study that there was no significant gender difference on work-family conflict and job-satisfaction.To make the research more scientific the following hypothesis were made There would be a negative correlation between Work-Family Conflict and Job-Satisfaction.Family interfering with work would be more prevalent in women as compared to men.Work interfering with family would be more prevalent in women as compared to men.There would be no significant difference on work-family conflict and job satisfaction of men and women.The findings of the research suggests There is correlation between Work-Family Conflict and Job-Satisfaction. It indicates that as the work-family conflict increases, job-satisfaction decreases and vice-versa.There is no significant gender difference in the perception of family interfering with work.There is no significant gender difference in the perception of work interfering with family.There is no significant difference in work-family conflict and job-satisfaction of males and females.CONCLUSIONWork-family conflict and Job-satisfaction has a negative correlation. It mean they have inverse connection. If work-family conflict increases jobs-satisfaction tends to decline and vice-versa. There is no gender difference in the level of perception of work-to-family conflict and family-to-work conflict. There is no significant gender difference in job-satisfaction and work-family conflict.LIMITATIONSThe present investigation may have some limitations as it was carried out in a short period of time and with limited resources. Some important limitations areDue to sensitivity of the topic individuals might not have disclosed the truth completely.There was no control over other relevant variables.Small sample size might have the effect on the results.PRACTICAL IMPLICATIONSWork-family conflict is a strong predictor of job-satisfaction among employees suggests that by being flexible as an employer one can increase the level of job-satisfaction.For reducing work-life conflict and increasing job-satisfaction level, an individual should learn to prioritize tasks. It would help him/her in a positive manner.If an individual is facing stress at work-place due to which he/she having conflicts with the family, in this case they need to identify the stressors and work upon them. Also they can communicate with their family members and share their concerns.Lastly it is very important to take out personal time i.e. a time which they spend with themselves. It will reduce the stress and pressure of an individual which would eventually lower the conflicts.