طراحی مدل سیستم های پویای تضاد دوگانه (مطالعه ی موردی: متخصصان پروژه های عمرانی)

نوع مقاله : مقاله پژوهشی

نویسندگان

1 گروه مدیریت، واحد ساری، دانشگاه آزاد اسلامی، ساری، ایران

2 گروه مدیریت، دانشگاه علامه طباطبایی

3 گروه مدیریت صنعتی، واحد سمنان، دانشگاه آزاد اسلامی، سمنان ایران

4 گروه مدیریت، واحد شاهرود، دانشگاه آزاد اسلامی، شاهرود، ایران

چکیده

تعارضات مداخله‌‌کننده‌ی شغلی و خانوادگی گرچه از گذشته وجود داشته است، اما امروز بسیار فراگیرتر و گسترده‌تر از گذشته شده است و این پژوهش تلاش دارد تا با طراحی مدل سیستم‌های پویای تضاد دوگانه، تضاد کار-خانواده و تضاد خانواده-کار در مورد متخصصان پروژه‌های عمرانی ابعاد تازه این موضوع را بررسی نماید. به منظور طراحی الگوی پیشنهاد براساس رویکرد پویا از نرم‌افزار ونسیم استفاده شده است. ابتدا براساس مبانی نظری و تئوریک مولفه‌های تأثیر‌گذار بر تضاد کار-خانواده و تضاد خانواده -کار شناسایی شد، سپس براساس معادله‌سازی بین متغیرهای شناسایی شده، مدل پویا تضاد کار-خانواده و تضاد خانواده-کار ارائه گردید. نتایج شبیه‌سازی نشان داد که متخصصان پروژه‌های عمرانی سطح بالایی از تضاد کار – خانواده را تجربه می‌کنند. همچنین مشخص گردید که بهبود در انعطاف‌پذیری شغلی و حمایت سازمانی می‌تواند تاثیر مثبتی بر رضایت و عملکرد متخصصان پروژه‌های عمرانی از جنبه‌ی کار و خانواده داشته باشد. به‌علاوه بهبود حمایت خانواده به‌طور بطور معناداری تنها سبب بهبود رضایت شغلی آنها می‌شود.

کلیدواژه‌ها


عنوان مقاله [English]

Work-Family Conflict / Family-Work Conflict / Dynamic Systems Model

نویسندگان [English]

  • hasan valiyan 1
  • Alireza Koushki Jahromi 2
  • Mehran Orooyee 3
  • Masumeh Samadi 4
1 Department of management, Sari Islamic Azad university
2 Department of management, Allameh tabatabayee university
3 Department of Industrial Management, Semnan Branch, Islamic Azad University, Semnan, Iran
4 Department of management, Shahrood Branch, Islamic Azad University, Shahrood, Iran
چکیده [English]

The career and family interference conflicts have existed from the past, but today it has become more widespread than before, and this research attempts to design a model of dynamic systems of double contradictions, the work-family conflict, and the family-work dimensions for construction project professionals. In order to design a proposal based on the dynamic approach, Vensim software has been used. First, based on theoretical and theoretical foundations, the components that affect the  conflict between work-family and family-work conflict were identified. Then, based on the equation between identified variables, a dynamic model of work-family conflict and family-work conflict was presented. The simulation results showed that construction project professionals experience a high level of work-family conflict. It was also found that improvement in occupational flexibility and organizational
support can have a positive impact on the satisfaction and performance of construction project professionals from the point of view of work and family. In addition, improving family support significantly improves their job satisfaction.

کلیدواژه‌ها [English]

  • Work-Family Conflict / Family-Work Conflict / Dynamic Systems Model
سبک رو، مهدی.، کلهریان، رضا.، کامجو، زین العابدین.، طالقانی، غلامرضا. (1390). تعارض کار و خانواده: نقش ادراک حمایت‌های سازمانی در قصد ترک خدمت (مورد کاوی پرستاران بیمارستان‌های شهر تهران)، فصلنامه مدیریت دولتی، دوره 3، شماره 6، بهار و تابستان، 126-111.
سید جوادین، سید رضا.، روشن نژاد، مژگان.، گلرد، پروانه. (1393). بررسی عوامل موثر بر توازن کار-خانواده در نهادهای آموزشی (مطالعه موردی دانشگاه‌های دولتی شهر تهران)، نشریه زن در توسعه و سیاست، دوره 12، شماره 15، 56-39.
عریضی، حمیدرضا.، جوانمرد، شبنم.، نوری، ابوالقاسم. (1393). رابطة تعارض کار  خانواده با عدالت سازمانی، تعهد سازمانی و سرزندگی، با توجه به نقش برنامه کاری اقماری و غیراقماری، دانش و پژوهش در روا نشناسی کاربردی، سال پانزدهم، شماره 2، تابستان، پیاپی 56، 115-105.
فیاضی، مرجان.، ساروی، نازلی. (1395). بررسی تاثیر تضادکار-خانواده مادران شاغل بر فرسودگی عاطفی و بهزیستی روانی آن‌ها، فصلنامه مطالعات اجتماعی روانشناختی زنان، سال 14، شماره 4، زمستان،
122-95.
گل پرور، محسن.، جعفرپور، زهرا. (1394). «نقش تعدیل‌‌کننده سرمایه روان شناختی در رابطه تعارض کار خانواده با فرسودگی هیجانی»، فصلنامه شخصیت و تفاوت‌های فردی، سال چهارم، شماره 7، بهار، 121-91.
Akemi Ikeda, A., Tania Modesto Veludo-de-Oliveira,Marcos Cortez Campomar. (2005). ‘’Organizational Conflicts Perceived by Marketing Executives’’, EJBO Electronic Journal of Business Ethics and Organization Studies,Vol. 10, No. 1, p. 22-28.
Amstad, F.T.; Meier, L.L.; Fasel, U.; Elfering, A.; Semmer, N.K. (2011). A meta-analysis of work-family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations. J. Occup. Health Psychol. 2011, 16, 151–169.
Anderson, S.E.; Coffey, B.S.; Byerly, R.T. (2002). Formal organizational initiatives and informal workplace practices: Links to work-family conflict and job-related outcomes. J. Manag. 2002, 28, 787–810.
ArifUllah, M., Naeem, H. (2012). ‘’job stress as a result of interpersonal conflict, an empirical evidence from the banking sector of Pakistan’’, Interdisciplinary Journal of Contemporary Research in Business’’,January,vol.3, No. 9, P. 90- 95.
Aryee, S.; Luk, V.; Fields, D. (1999). A cross-cultural test of a model of the work-family interface. J. Manag, 25, 491–511.
Blair-Loy, M. (2009). Work without end? Scheduling flexibility and work-to-family conflict among stockbrokers. Work and Occupations, 36(4), 279–317.
Byron, K. (2005). A meta-analytic review of work-family conflict and its antecedents. J. Vocat. Behav. 2005, 67, 169–198.
Cándido Rubioa, Amparo Oscaa, Patricia Recioa, Begoña Urienb, José María Peiró. (2015). Work-family conflict, self-efficacy, and emotional exhaustion: A test of longitudinal effects, Revista de Psicología del Trabajo y de las Organizaciones, Volume 31, Issue 3, December, Pages 147–154.
Carlson, D.S. Construction and initial validation of a multidimensional measure of work-family conflict. J. Vocat. Behav. 2000, 56, 249–276.
Chen, Z.W.; Tian, S.Q. (2012). The review of work-family conflict biphasic theory. Econ. Manag. 2012, 26, 58–63.
Daalen, G.V.; Willemsen, T.M. Sanders, K. (2006). Reducing work-family conflict through different sources of social support. J. Vocat. Behav. 2006, 69, 462–476
Eby, L.T.; Casper, W.J.; Lockwood, A.; Bordeaux, C.; Brinley, A. (2005). Work and family research in IO/OB: Content analysis and review of the literature (1980–2002). J. Vocat. Behav, 66, 124–197.
Frone, M.R.; Russell, M.; Cooper, M.L. (1992). Antecedents and outcomes of work-family conflict: Testing a model of the work-family interface. J. Appl. Psychol. 1992, 77, 65–78.
Frone, M.R.; Russell, M.; Cooper, M.L. (1997). Relation of work-family conflict to health outcomes: A four-year longitudinal study of employed parents. J. Occup. Organ. Psychol. 1997, 70, 325–335.
Galea, C.; Houkes, A.; De Rijk, A. (2014). An insider’s point of view: How a system of flexible working hours helps employees to strike a proper balance between work and personal life. Int. J. Hum. Resour. Manag. 2014, 25, 1090–1111.
Gao, Z.H.; Hua, C. (2014). Why is it so difficult to balance work and family? Discussion based on the work-family boundary theory. Acta Psychol. Sin. 2014, 4, 552–568.
Goodstein, J.D. (1994). Institutional pressures and strategic responsiveness: Employer involvement in work-family issues. Acad. Manag. J. 37, 350–382.
Greenhaus, J.H.; Beutell, N.J. Sources of conflict between work and family roles. Acad. Manag. Rev. 1985, 10, 76–88.
Gutek, B.A. Rational versus gender role explanations for work-family conflict. J. Appl. Psychol. 1991, 76, 560.
Kahn, R.L.; Wolfe, D.M.; Quinn, R.P.; Snoek, J.D.; Rosenthal, R.A. Organizational stress: Studies in role conflict and ambiguity. Adm. Sci. Q. 1964, 10, 125–129.
Karatepe, O.M.; Sokmen, A. (2006).The effects of work role and family role variables on psychological and behavioral outcomes of frontline employees. Tour. Manag. 2006, 27, 255–268.
Karimi, L.; Nouri, A. Do work demands and resources predict work-to-family conflict and facilitation? A study of Iranian male employees. J. Fam. Econ. Issues 2009, 30, 193–202.
Kelly, E.L., Moen, P., Oakes, J.M., Fan, W., Okechukwu, C., Davis, K.D., & Mierzwa, F. (2014). Changing work and work–family conflict evidence from the work, family, and health network. American Sociological Review (0003122414531435).
Kim, H., Yaping, G.. (2016). Effects of work–family and family–work conflicts on flexible work arrangements demand: a gender role perspective, http://dx.doi.org/10.1080/09585192.2016.1164217.
Lane, D.C.; Monefeldt, C.; Rosenhead, J.V. (2016). Looking in the wrong place for healthcare improvements: A system dynamics study of an accident and emergency department. J. Oper. Res. Soc, 51, 518–531.
Lin, Z.; Ju, L.; Chen, L. (2013). Work-family conflict studies and Chinese issues: Perspectives, content and design. Manag. World, 9, 154–171.
Lingard, H.C.; Francis, V.; Turner, M. (2010). Work-family enrichment in the Australian construction industry: Implications for job design. Constr. Manag. Econ, 28, 467–480.
Luo, C.L. Research literature review on the relationship between work-family enrichment and work-family performance. China Econ. Trade Her. 2015, 28, 70–74.
Ma, L.; Yao, Y. (2016). The relationship between work life quality, job involvement and job performance of new generation employees. Enterp. Econ, 3, 99–104.
Michel, J. S., & Clark, M. A. (2009). Has it been affect all along? A test of work-to-family and family-to-work models of conflict, enrichment, and satisfaction. Personality and Individual Differences, 47(3), 163-168.
Michel, J.S.; Kotrba, L.M.; Mitchelson, J.K.; Clark, M.A.; Baltes, B.B. (2011). Antecedents of work-family conflict: A meta-analytic review. J. Organ. Behav. 2011, 32, 689–725.
Netemeyer, R.G. (1996). Development and validation of work-family conflict and family-work conflict scales. J. Appl. Psychol. 1996, 81, 400.
Nicklin, J. M., & McNall, L. A. (2013). Work-family enrichment, support, and satisfaction: A test of mediation. European Journal of Work and Organizational Psychology, 22(1), 67-77.
Parasuraman, S.; Greenhaus, J.H.; Granrose, C.S. (1992). Role stressors, social support and well-being among two-career couples. J. Organ. Behav. 1992, 13, 339–356.
Paustian-Underdahl, S.C.; Halbesleben, J.R.B. (2013). Examining the influence of climate, supervisor guidance, and behavioral integrity on work-family conflict: A demands and resources approach. J. Organ. Behav, 35, 447–463.
Robalino-López, A.; Mena-Nieto, A.; García-Ramos, J.E. System dynamics modeling for renewable energy and CO2 emissions: A case study of Ecuador. Energy Sustain. Dev. 2014, 20, 11–20.
Selvarajan, T. T., Singh, Barjinder., Cloninger, Peggy A. (2016). Role of personality and effect on the social support and work family conflict relationship, Journal of Vocational Behavior 94 (2016) 39–56.
Shockley, K.M.; Singla, N. (2011). Reconsidering work-family interactions and satisfaction: A meta-analysis. J. Manag. 37, 861–886.
Snow, C. C.; Thomas, J. B. (1994). Field research methods in strategic management: Contributions to theory building and testing. J. Manag. Stud. 1994, 31, 457–480.
Sukri, S.; Asogan, P.; Waemustafa, W. (2015). Factor influencing job involvement in university Malaysia Perlis (UniMAP). Mediterr. J. Soc. Sci, 6, 157.
Taylor, B.L.; Del Campo, R.G. (2009). Blancero, D.M.Work-family conflict/facilitation and the role of workplace supports for U.S. Hispanic professionals. J. Organ. Behav, 30, 643–664.
Wu, G., Duan, K., Zuo, J., Yang, J., Wen, Sh. (2016). System Dynamics Model and Simulation of Employee Work-Family Conflict in the Construction Industry, International Journal of Environmental Research and Public Health, 13, 1059; doi:10.3390/ijerph13111059.
Xu, L. (2009). View on work-family linkage and work-family conflict model. International Journal of Business and Management, 4(12), 229-233.
Yang, N.N.; Chen, C.C.; Choi, J.; Zou, Y.M. (2000). Sources of work-family conflict: A Sino-U.S. comparison of the effects of work and family demands. Acad. Manag. J, 43, 113–123.
Zhou, J.X. (2014). Formalism trap of the empirical study of social science under the background of big data. Seeker, 10, 10–16.