WORK-FAMILY CONFLICT AND JOB SATISFACTION: THE MODERATING EFFECTS OF GENDER.

Author:Rahman, Mohammad Mizanur
Position::Report
 
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INTRODUCTION

In Bangladesh, with compare to the public universities, the fundamental objective for establishing the private universities was to create more opportunities for the attainment of higher education. In addition, a number of fresh graduates with good qualifications have on yearly basis, engaged themselves as academicians of different private universities in Bangladesh (Rahman & Chowdhury, 2012). However, the private universities have been experiencing major changes in work practices of the academics in terms of efforts and time, hence, the teaching profession has become more challenging with the continuous and increasing institutional demands, accountability and work pressures (Fang et al., 2011). The work intensification of an academician (50-60 hrs) has become the norm/customs in many private universities and teachers are not satisfied regarding their job (Rahman et al., 2018). W-FC refers to the role conflict in work and family domains which is involved when the stress from the latter cannot be accommodated by individuals (Greenhau & Beutell, 1985). According to Locke (1969), the extent to which an employee's desires and expectations from the job are matched against what he/she actually receives from the job is Job Satisfaction (JS). As a result of dissatisfaction derived from conflicts, the desires to become an academician by fresh graduates are declining due to students being deprived of quality education (Rahman et al., 2018). In spite of the studies embarked upon in the past to evaluate the influence of W-FC on JS with respect to various professionals such as social workers, hospitality staffs, computer experts etc., the effect is yet to be significantly identified as far as different persons and organisational outcomes among the academicians of private universities are concerned in Bangladesh (Grandey et al., 2005). On a further note, efforts made so far in this area of research had centered on evaluating the key impacts with less focus on the moderating variables effects, even though, the latter through various research work have shown that the results are not consistent, despite their inclusion (Boles et al., 2003). Consequently, many researchers are of the opinion that critical examination has to be evolved in terms of the gender moderating effects on the relationships between W-FC and JS (Kafetsios, 2007). Thus, the objective of this research is to test the moderating effects of gender in the relationships between W to FC and JS/F to WC and JS.

RESEARCH FRAMEWORK AND HYPOTHESES DEVELOPMENT

The results of the past study shown how W to FC and JS are negatively associated (Bartram et al., 2009; Beutell, 2010). A meta-analysis test by Michel et al. (2009) on W-FC models show that a negative relationship exists between W to FC and job satisfaction. Concurrently, several researches (Rahman et al., 2018; Casper et al., 2011) examined the associated consequences of F to WC and the result is that job dissatisfaction is one of the consequences of family/work conflict. Based on the findings above, the following hypotheses are formulated:

[H.sub.1] W to FC has negative effect on JS.

[H.sub.2]: F to WC has negative effect on JS.

Ford et al. (2007) suggested that the...

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