hr article
1.0 INTRODUCTION
The article we are about to review is titled “ Family-Work Conflict and the Availability of Work-Family Friendly Policy Relationships in Married Employees: The Moderating Role of Work Centrality and Career Consequence”, it’s a Research and Practice in Human Resource Management, volume (18(2)), page number (35-46), year 2010.
The article is done by Okechukwu Amah an employee of Chevron Nigeria Limited and has worked for the organisation for twenty-five years. He obtained his PhD from the University of Benin, Benin City in Nigeria. He is a part time lecturer in Business Administration, at Lagos State University in Lagos, Nigeria. His research interests include work-family conflict, organisational behavior and training.
Amah’s current study extends past studies by testing the joint effects of supportive organisational culture, and personality disposition. Obtained results confirm that availability of work-family friendly policy has the potential to reduce the perception of family-work conflict.
His study expands conventional wisdom in two ways. Firstly, the study includes an individual difference concept, work centrality and a component of organisational culture, career consequence, which is postulated to be closely linked to the use of work-family friendly policies by employees. Secondly, interaction effects of these additional variables on the relationship between the availability of work-family friendly policies and family-work conflict is tested in the study design. Hence, it is likely the current study has a more robust model of work family friendly policy, the study findings obtained give better justification for organisations continuous investment in providing work-family friendly policies for their employees, which agrees with the two fundamental conventions (a) employers provide work-family friendly policy to help their employees to effectively manage the pressures from the work and family domains, and (b) the career consequence of
The article we are about to review is titled “ Family-Work Conflict and the Availability of Work-Family Friendly Policy Relationships in Married Employees: The Moderating Role of Work Centrality and Career Consequence”, it’s a Research and Practice in Human Resource Management, volume (18(2)), page number (35-46), year 2010.
The article is done by Okechukwu Amah an employee of Chevron Nigeria Limited and has worked for the organisation for twenty-five years. He obtained his PhD from the University of Benin, Benin City in Nigeria. He is a part time lecturer in Business Administration, at Lagos State University in Lagos, Nigeria. His research interests include work-family conflict, organisational behavior and training.
Amah’s current study extends past studies by testing the joint effects of supportive organisational culture, and personality disposition. Obtained results confirm that availability of work-family friendly policy has the potential to reduce the perception of family-work conflict.
His study expands conventional wisdom in two ways. Firstly, the study includes an individual difference concept, work centrality and a component of organisational culture, career consequence, which is postulated to be closely linked to the use of work-family friendly policies by employees. Secondly, interaction effects of these additional variables on the relationship between the availability of work-family friendly policies and family-work conflict is tested in the study design. Hence, it is likely the current study has a more robust model of work family friendly policy, the study findings obtained give better justification for organisations continuous investment in providing work-family friendly policies for their employees, which agrees with the two fundamental conventions (a) employers provide work-family friendly policy to help their employees to effectively manage the pressures from the work and family domains, and (b) the career consequence of