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A Study of the Relationship between Employee's Work and Family Conflict and Organizational Commitment
work and family conflict
The pressure caused by work and family conflict (either work-family or family-work direction) is related to the individual’s aspects such as work satisfaction, work performance and well-being. In addition, organizational commitment can be used to predict the employees’ behavior and found that the higher the organizational commitment is, the better the work performance may be. The two purposes of this study were to explore the relation between work and family conflict and organizational commitment perceived by employees, then to take the variable whether an employee is working in a supervisory position or not to examine what differences it makes when it comes to work and family conflict and organizational commitment. A questionnaire survey was conducted in the most representative company in the transportation service industry. In total, 202 questionnaires were sent out and 177 valid ones were obtained. In terms of the case company, the survey results indicate: (1) Employees’ work-family conflicts and organizational commitment differ significantly due to some different demographic variables of the employees; (2) In various family-work conflicts, the only significant conflict is time-based conflict; (3) The more employee’s work and family conflicts, the less organizational commitment shows that a negative correlation exists between work and family conflict and organizational commitment; and (4) Working in a supervisory position or not has no moderator effect on the relationship between work and family conflict and organizational commitment.
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