بررسی تأثیر مشاورۀ شغلی مبتنی بر الگوی تعالی شغل- خانواده بر تسهیل تعارض شغل-خانواده و خود- ارزشیابی بنیادی در زنان کارمند دانشگاه اصفهان
محورهای موضوعی : زن و جامعهفرشید اصلانی 1 , مرضیه ملکیها 2
1 - استادیار، گروه مدیریت دولتی، دانشگاه پیام نور، تهران، ایران
2 - استادیار، گروه مشاوره، دانشکده علوم انسانی، دانشگاه حضرت معصومه(س)، قم، ایران
کلید واژه: زنان, تعالی شغل- خانواده, تعارض شغل- خانواده,
چکیده مقاله :
هدف: هدف این پژوهش بررسی تأثیر مشاورۀ شغلی مبتنی بر الگوی تعالی شغل- خانواده بر تسهیل تعارض شغل- خانواده، تعارض خانواده- شغل و تصحیح خود- ارزشیابی بنیادی زنان شاغل دانشگاه اصفهان بود.
روش: روش پژوهش نیمه تجربی- به روش پیش آزمون، پس آزمون همراه با گروه کنترل بود. جامعۀ آماری پژوهش شامل کلیه زنان کارمند دانشگاه علوم پزشکی اصفهان در سال 1400 بودند. از این جامعه، تعداد 30 نفر از کارمندان داوطلب حاضر به همکاری انتخاب و در دو گروه آزمایش (15نفر) و کنترل (15نفر) به طور تصادفی جایگزین شدند. متغیر مستقل جلسات مشاورۀ شغلی مبتنی بر الگوی تعالی شغل- خانواده (گرینهاوس و پاول، 2006( بود که در هشت جلسه در گروه آزمایش اجرا شد و گروه کنترل هیچ مداخله‌ای دریافت نکرد. در این پژوهش به منظور گردآوری داده‌ها از پرسشنامۀ ویژگی های دموگرافیک، پرسشنامۀ تعارض شغل- خانواده (مک ماریان و نت مایر، 1996) و مقیاس خود- ارزشیابی بنیادی (جاج و همکاران، 2003) استفاده گردید.
یافته ها: نتایج تحلیل کواریانس (آنکوآ) نشان داد که بین میانگین پس آزمون دو گروه آزمایش و کنترل در دو بعد تعارض شغل- خانواده، خانواده- شغل و خود-ارزشیابی بنیادی تفاوت معناداری وجود دارد (05/0>P).
نتیجه گیری: مشاورۀ شغلی مبتنی بر الگوی تعالی شغل- خانواده بر تسهیل تعارض شغل- خانواده در دو بعد و تصحیح خود- ارزشیابی بنیادی مؤثر است.
Aim:The aim of this research was the survey effectiveness of career counseling based on the native model of work-family enrichment on the facilitation of work-family and family-work conflict.
Method:The research method was quasi-experimental method where in the pre-test and post-test were used with experimental and control group. The stastisical population were all of female workers in Isfahan University at 2021. From this population 30 persons were selected from the list of voulentary person who ready to participate and were substituted randomly in to experiment group (15 person) and control group (15 person).The independent variable was the career counseling sessions based on the model of work-family enrichment (Greenhous & Powell, 2006) that have been performed in 8 sessions to the experiment group and control group did not any intervention. In this research were used from demographic and work-family conflict (McMarian & Net Mayer, 1996) questionnaires for data gathering.
Results: results of Analysis of Covariance (ANCOVA) showed that there is meaningful difference between means post-test of experimental and control group in two demintion of work-family enrichment and family-work enrichment (P<0.05).
Conclusion:career counseling base on the native model of work-family enrichment is effective in facilitate of work-family conflict in two dimensions.
1.Houdmont, J., & leka, S. Contemporary occupational health psychology: Global perspectives on research and practice. Wiley- Blackwell Publication.2010
2. Greenhaus, Jeffrey H., and Nicholas J. Beutell. “Sources of Conflict between Work and Family Roles.” The Academy of Management Review . 1985;10(1)1:76–88. https://doi.org/10.2307/258214.
3. Huo ML, Jiang Z. Work–life conflict and job performance: The mediating role of employee wellbeing and the moderating role of trait extraversion. Personality and Individual Differences. 2023 Apr 1;205:112109.
4. Ribeiro N, Gomes D, Oliveira AR, Dias Semedo AS. The impact of the work-family conflict on employee engagement, performance, and turnover intention. International Journal of Organizational Analysis. 2023 Jan 31;31(2):533-49. .
5. Allen TD, French KA, Dumani S, Shockley KM. A cross-national meta-analytic examination of predictors and outcomes associated with work–family conflict. Journal of Applied Psychology. 2020 Jun;105(6):539.
6. Purwanto A. The effect of work-family conflict on job satisfaction and performance: a study of Indonesian female employees. International Journal of Advanced Science and Technology. 2020;29(03):6724-48.
7. Obrenovic B, Jianguo D, Khudaykulov A, Khan MA. Work-family conflict impact on psychological safety and psychological well-being: A job performance model. Frontiers in psychology. 2020 Mar 31;11:475.
8. Islam T, Khan MM, Ahmed I, Usman A, Ali M. Work-family conflict and job dissatisfaction among police officers: mediation of threat to family role and moderation of role segmentation enhancement. Policing: An International Journal. 2020 Apr 9;43(2):403-15.
9. Wang P, Wang Z, Luo Z. From supervisors’ work–family conflict to employees’ work–family conflict: The moderating role of employees’ organizational tenure. International Journal of Stress Management. 2020 Aug;27(3):273.
10. Zurlo MC, Vallone F, Smith AP. Work–family conflict and psychophysical health conditions of nurses: Gender differences and moderating variables. Japan Journal of Nursing Science. 2020 Jul;17(3):e12324.
11. Liu B, Wang Q, Wu G, Zheng J, Li L. How family-supportive supervisor affect Chinese construction workers’ work-family conflict and turnover intention: Investigating the moderating role of work and family identity salience. Construction Management and Economics. 2020 Sep 1;38(9):807-23..
12. Sieber SD. Toward a theory of role accumulation. American sociological review. 1974 Aug 1:567-78.
13. Edwards JR, Rothbard NP. Mechanisms linking work and family: Clarifying the relationship between work and family constructs. Academy of management review. 2000 Jan 1;25(1):178-99.
14. Greenhaus JH, Powell GN. When work and family are allies: A theory of work-family enrichment. Academy of management review. 2006 Jan 1;31(1):72-92.
15. Grzywacz JG, Bass BL. Work, family, and mental health: Testing different models of work‐family fit. Journal of marriage and family. 2003 Feb;65(1):248-61.
16. Wayne JH, Randel AE, Stevens J. The role of identity and work–family support in work–family enrichment and its work-related consequences. Journal of vocational behavior. 2006 Dec 1;69(3):445-61.
17. Liu A, Manchiraju S, Beutell NJ, Gopalan N, Middlemiss W, Srivastava S, Grzywacz JG. Regulatory focus, family–-work interface, and adult life success. Journal of Adult Development. 2022 Aug 8:1-2.
18. Thomas ND, Montgomery SC, Behers B, Reyes E, Ledermann T, Grzywacz JG. Work-family enrichment: A potential buffer of inflammation among black adults?. Brain, Behavior, & Immunity-Health. 2022 Nov 1;25:100517.
19. Carlson DS, Kacmar KM, Wayne JH, Grzywacz JG. Measuring the positive side of the work–family interface: Development and validation of a work–family enrichment scale. Journal of vocational behavior. 2006 Feb 1;68(1):131-64.
20. Jaga, A. The nature and outcomes of work- family enrichment.Unpublished dissertation.University of Cape Town.2007
21. Carlson DS, Hunter EM, Ferguson M, Whitten D. Work–family enrichment and satisfaction: Mediating processes and relative impact of originating and receiving domains. Journal of Management. 2014 Mar;40(3):845-65.
22. Shein J, Chen CP. Work-family enrichment: A research of positive transfer. InWork-Family Enrichment 2011 Jan 1. Brill.
23. Masuda AD, McNall LA, Allen TD, Nicklin JM. Examining the constructs of work-to-family enrichment and positive spillover. Journal of Vocational Behavior. 2012 Feb 1;80(1):197-210.
24. Parasuraman S, Greenhaus JH. Toward reducing some critical gaps in work–family research. Human resource management review. 2002 Sep 1;12(3):299-312.
25. Bailey DE, Kurland NB. A review of telework research: Findings, new directions, and lessons for the study of modern work. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior. 2002 Jun;23(4):383-400.
26. Glubczynski J, Kossek EE, Lambert SJ. A question of leadership: What can managers do to promote work‐life balance for themselves and others?. Leadership in Action: A Publication of the Center for Creative Leadership and Jossey‐Bass. 2003 Sep;23(4):12-3.
27. Hanson GC, Hammer LB, Colton CL. Development and validation of a multidimensional scale of perceived work-family positive spillover. Journal of occupational health psychology. 2006 Jul;11(3):249.
28. Aryee S, Srinivas ES, Tan HH. Rhythms of life: antecedents and outcomes of work-family balance in employed parents. Journal of applied psychology. 2005 Jan;90(1):132.
29.Poelmans, S. A.Y. The decision process theory of work and family. In Kossek, E. E., & Lambert, S. J. (Eds.), Work and life integration: Organizational, cultural, and individual perspectives.2005 :51-274, Lawrence Erlbum, Mahwah, NJ.
30. Eby LT, Casper WJ, Lockwood A, Bordeaux C, Brinley A. Work and family research in IO/OB: Content analysis and review of the literature (1980–2002). Journal of vocational behavior. 2005 Feb 1;66(1):124-97.
31. Gurvis J, Patterson G. Balancing act: Finding equilibrium between work and life. Leadership in Action: A Publication of the Center for Creative Leadership and Jossey‐Bass. 2005 Jan;24(6):4-9.
32. Kossek EE, Lambert SJ. Flexibility enactment theory: Implications of flexibility type, control, and boundary management for work-family effectiveness. InWork and Life Integration 2004 Dec 13 (pp. 246-263). Psychology Press.
33. Friedman SD. Learning to lead in all domains of life. American Behavioral Scientist. 2006 May;49(9):1270-97.
34.Pfeffer, J., & Sutton, R. I. Is work fundamentally & required. Harvard Business Review,2007; 87:102-109.
35. Burchielli R, Bartram T, Thanacoody R. Work-family balance or greedy organizations?. Relations industrielles. 2008;63(1):108-33.
36.Bauer, E. M. Top executives work relationship and work-family balance: Taxonomy development and performance implications. Gabler Press .2009; 45-105.
37. Gareis KC, Barnett RC, Ertel KA, Berkman LF. Work‐family enrichment and conflict: additive effects, buffering, or balance?. Journal of marriage and family. 2009 Aug;71(3):696-707.
38.Houdmont J, Leka S, editors. Contemporary Occupational Health Psychology, Volume 1: Global Perspectives on Research and Practice. John Wiley & Sons; 2010 Mar 4.
39. Lu L. A Chinese longitudinal study on work/family enrichment. Career Development International. 2011 Aug 16;16(4):385-400.
40. McNall LA, Masuda AD, Shanock LR, Nicklin JM. Interaction of core self-evaluations and perceived organizational support on work-to-family enrichment. The Journal of psychology. 2011 Jan 31;145(2):133-49.
41. Jaga A, Bagraim J. The relationship between work-family enrichment and work-family satisfaction outcomes. South African Journal of Psychology. 2011 Mar;41(1):52-62.
42. Wayne JH, Musisca N, Fleeson W. Considering the role of personality in the work–family experience: Relationships of the big five to work–family conflict and facilitation. Journal of vocational behavior. 2004 Feb 1;64(1):108-30.
43. Williams A, Franche RL, Ibrahim S, Mustard CA, Layton FR. Examining the relationship between work-family spillover and sleep quality. Journal of Occupational Health Psychology. 2006 Jan;11(1):27.
44. Chen Z, Powell GN, Greenhaus JH. Work-to-family conflict, positive spillover, and boundary management: A person-environment fit approach. Journal of vocational behavior. 2009 Feb 1;74(1):82-93.
45. Dyson-Washington, F. The relationship between optimism and work-family enrichment ad their influence on psychological well-being.Unpublished doctoral dissertation, Drexel University, Philadelphia.2006.
46. Boyar SL, Mosley Jr DC. The relationship between core self-evaluations and work and family satisfaction: The mediating role of work–family conflict and facilitation. Journal of Vocational Behavior. 2007 Oct 1;71(2):265-81.
47. Marks SR. Multiple roles and role strain: Some notes on human energy, time and commitment. American sociological review. 1977 Dec 1:921-36.
48. Rotter JB. Generalized expectancies for internal versus external control of reinforcement. Psychological monographs: General and applied. 1966;80(1):1.
49. Krishna A, Soumyaja D, Sowmya CS. Workplace bullying and diffident silence: a moderated mediation model of shame and core self-evaluation. International Journal of Conflict Management. 2023 Apr 28;34(3):417-39.
50. Da Motta Veiga SP, Sun S, Turban DB, Foo MD. How does affect relate to job search effort and success? It depends on pleasantness, activation, and core self‐evaluations. Human Resource Management. 2021 Nov;60(6):921-33.
51. Baral R, Bhargava S. Predictors of work‐family enrichment: moderating effect of core self‐evaluations. Journal of Indian Business Research. 2011 Oct 11;3(4):220-43.
52. Sahin SG, Pal S, Hughes BM. Core self-evaluations and psychological well-being: the mediating role of work-to-family enrichment. Benchmarking: An International Journal. 2021 Apr 23;28(4):1101-19.
53. Moazami-Goodarzi A, Nurmi JE, Mauno S, Rantanen J. Cross-lagged relations between work–family enrichment, vigor at work, and core self-evaluations: A three-wave study. Journal of Business and Psychology. 2015 Sep;30:473-82.
54. Omar A, Salessi S, Vaamonde JD, Urteaga F. Core self-evaluations and work-family enrichment: the mediating role of distributive justice perceptions. Psychologia. Avances de la disciplina. 2018 Jun;12(1):45-58.
55. Musavi SM, Samavatyan H, Nouri A. The Effectiveness of Relationship Enhancement Program (REP) and Quality of Work Life (QWL) Programs on Marital Conflicts & Marital Instability of Dual-Career Couples Considering the spillover Role. Journal of Psychological Achievements. 2018 Dec 22;25(2):1-20.
56. Milkie MA, Peltola P. Playing all the roles: Gender and the work-family balancing act. Journal of Marriage and the Family. 1999 May 1:476-90.
57. Aycan Z, Eskin M. Relative contributions of childcare, spousal support, and organizational support in reducing work–family conflict for men and women: The case of Turkey. Sex roles. 2005 Oct;53:453-71.
58.Sharf, S. Applying career development theory to counseling (5 nd Ed). Pacific Grove, CA: Brook/Cole.2010.
59. Netemeyer RG, Boles JS, McMurrian R. Development and validation of work–family conflict and family–work conflict scales. Journal of applied psychology. 1996 Aug;81(4):400.
60. Hennessy KD. Work-family conflict Self-Efficacy: a scale validation study. University of Maryland, College Park; 2005.. Maryland.
61.Fatehizadeh, Maryam. Investigating the relationship between social support and work-family conflict in working women. Career and Organizational Consulting Quarterly, 2007;1(1): 15-28.
62. Judge TA, Erez A, Bono JE, Thoresen CJ. The core self‐evaluations scale: Development of a measure. Personnel psychology. 2003 Jun;56(2):303-31.
63. Malekiha, M. Compilation of the native model of career-family excellence in female employees of Isfahan University and the effectiveness of career path counseling based on the career-family excellence model of women employees of Isfahan University, doctoral thesis, Isfahan University.2013.
_||_