以家庭/配偶支持和主管支持行為為干擾變數探討家庭負荷 、 工作負荷、工作與家庭衝突和幸福感指標的關係：以玻利維亞的某銀行為例

Abstract

This study examined the relationship between Role stressors (family load and work load), Moderators (family / spouse support and family supportive supervisor behavior), Interrole conflict (family-work conflict and work-family conflict) and well-being indicators (family, life and job satisfaction). Data for this study were obtained from a sample of employees in a Bank in Bolivia (N=205). Questionnaires were sent to respondents through the organization’s internal email. Each questionnaire was prefaced with a letter that explained the objectives of the survey and emphasized the confidentiality of the responses and the voluntary nature of participation. Of the 276 questionnaires distributed, 236 were answered but, 31 were discarded because respondents did not complete the entire questionnaire. This study was based on 205 respondents who meet our sample criteria, representing an effective response rate of 74%. The results revealed that family load was negatively related to (FWC), work load was positively related to (WFC). Family / Spouse Support did not moderate the effect between family load and FWC and also the other moderator Family Supportive Supervisor Behavior did not moderate the effect between work load and WFC. The findings further revealed that FWC and WFC were both unrelated to all well-being indicators. Information gathered would lead to the redesign of career development policies to include those that recognize the different life circumstances of their employees and to show a preference for work quality rather than the current emphasis on excessive work demands and face time. Limitations of the study and future insights in how to manage the work family interface are discussed.

This study examined the relationship between Role stressors (family load and work load), Moderators (family / spouse support and family supportive supervisor behavior), Interrole conflict (family-work conflict and work-family conflict) and well-being indicators (family, life and job satisfaction). Data for this study were obtained from a sample of employees in a Bank in Bolivia (N=205). Questionnaires were sent to respondents through the organization’s internal email. Each questionnaire was prefaced with a letter that explained the objectives of the survey and emphasized the confidentiality of the responses and the voluntary nature of participation. Of the 276 questionnaires distributed, 236 were answered but, 31 were discarded because respondents did not complete the entire questionnaire. This study was based on 205 respondents who meet our sample criteria, representing an effective response rate of 74%. The results revealed that family load was negatively related to (FWC), work load was positively related to (WFC). Family / Spouse Support did not moderate the effect between family load and FWC and also the other moderator Family Supportive Supervisor Behavior did not moderate the effect between work load and WFC. The findings further revealed that FWC and WFC were both unrelated to all well-being indicators. Information gathered would lead to the redesign of career development policies to include those that recognize the different life circumstances of their employees and to show a preference for work quality rather than the current emphasis on excessive work demands and face time. Limitations of the study and future insights in how to manage the work family interface are discussed.