Peer Reviewed Journal

SMCC Business Administration Journal

ISSN Print: 2508-0512 · ISSN Online: 2508-0520
Volume 1 · June 2019
DOI: https://dx.doi.org/10.18868/sherjba.01.060119.04

Work-Family Conflict and Job Satisfaction

Among Personnel
AISA BITCO
http://orcid.org/0000-0002-4999-6334
aisabitco@gmail.com
Saint Michael College of Caraga, Philippines

JOJE NATHALIE DAEL

http://orcid.org/0000-0001-6086-6226
jojenathaliedael@yahoo.com
Saint Michael College of Caraga, Philippines

JAE MALLIE MACARAYAN

http://orcid.org/0000-0002-8926-3864
jaemallie_jelly@yahoo.com
Saint Michael College of Caraga, Philippines

CARL ANTHONY SALVO

http://orcid.org/0000-0002-2508-3733
Karlanthonia@gmail.com
Saint Michael College of Caraga, Philippines

Gunning Fog Index: 16.78 • Originality: 98% • Grammar Check 99%

Flesch Reading Ease: 25.06 • Plagiarism: 2%

ABSTRACT

The study aimed at assessing practical work-family conflict and job satisfaction,
thus, exploring the prevalence of work-family conflict and the association between
work-family conflict and job satisfaction level. The researchers were also apt to consider
the common family conflict and job satisfaction as perceived by the full-time teaching
basic education and full-time teaching college among the respondent, as well as to find

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any significant relationship between work-family conflict and job satisfaction. There
were 66 respondents, 86% of them answered the survey questionnaire, 31 and 26 were
full-time teaching personnel in Basic Education and College respectively. Based on the
gathered data and statements, it was implied that respondent personnels of SMCC are
not that much affected in their work and family conditions disagreeing mostly in the
survey. It also showed that the management and work environment contributes greatly
to the respondents’ job satisfaction followed by the salary, incentives, benefits, and
packages they received. As a part of an assessment an intervention marketing program
designed by the researchers and was developed based on the gathered results on the
respondents. With a program title “SMCC Work-Family Conflict and Job Satisfaction
Intervention Program.

KEYWORDS

Work-Family conflict, Job satisfaction, Personnel, Saint Michael College of

Caraga, descriptive research, Philippines

INTRODUCTION

The family has always been the vital part of an individual, may it be acknowledged
by birth or by marriage depending on the judgment. The family has always had multiple
functions the society. It helps enhance individual choices, mostly, supporting the
economic growth and productivity, as well as reducing work stresses, personal struggles,
hence, family contributes life contentment between generations (Cinamon & Rich,
2002). Both corporately and individual, it is thought that the prime source of prestige
and the community favored the relationship between honor and the family. Family
shapes the future of the children; every family member should work towards building
a perfect unit. The family has an impressive impact on society, and the social influences
the operations of a country for a family makes a better society. The responsibility of
building a perfect family falls into the hand of all the family members (Cinamon &
Rich, 2002). Thus failures of one family member can lead to the collapse of the entire
household. As basically, family offers both financial and moral support to help a certain
individual achieve goals and aims in life (Sharma, 2004).
Work, on the other hand, provides primary economic benefits. It provides wages and
profits and allows individuals and companies to buy things, services, and make long-term
investments to ensure the safety and prosperity of society. Work has always been a key to
acquire and satisfy daily demands, thus, having work is principal to the family because it
enables an individual to earn the necessary amounts to sustain the needs and wants of the
family. Such needs drive and individual to pursue and established good working ethics on
the job one is to assign. In effect, it is also expected that a discrete rather than the benefits
and assistance the employer or the company provides (Long, 2006).

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The impact of one’s attitude towards work and its working environment affects the
job quality and productivity, thus, affecting the organization itself. In an organization,
job satisfaction is an attitude associated with the degree to which people like or dislike
their job. A low-level job satisfaction predicts negative attitudes and behavior in work,
such as absenteeism, external turnover, and reduced productivity. Among others, the
characteristics of the work itself and the employee’s job principles determine the causes
that can lead to dissatisfaction and satisfaction (Susanty, Miradipta, & Jie, 2013).
However, due to the growing number of workers, one of the things now considers
being the origin of this is the disruption of family work (Galinsky, 2001). The family-
work conflict has become a relevant issue for contemporary organizations because both
labor and family life of an employee begins to override and, consequently, distract each
other for a weighty commitment at work. The relationship between job satisfaction and
work-family conflict is such that an increase in work-family conflict reduces the level of
satisfaction. Job satisfaction influenced by the degree of compatibility between the work
role and important part of life. Work and family roles are two of the most important
responsibility in life; we can imagine that the individual can also create a negative
attitude towards work. And since the organizational structures, policies, and practices
are changing abruptly; employees are important for employers and organizations. The
group asks most of the time employees, efforts, priorities, and attractions to be useful
and beneficial to this ever-changing world (Loretto, 2018).
Completing the role of a domain’s need is a strong one’s impact, and the single-
person or married employee has suffered a lot. These conflicts have resulted in various
work habits, and family life, and these behaviors are the satisfaction of the work (Afzal
& Farooqi, 2014).
The study is important to the personnel since they are the beneficiaries by way of
balancing life to aim job satisfaction and to increase in productivity for the achievement
of organizational goal (Clutter, 2003).
As the School, Administrator to better formulates an effective program that will
help the school personnel to handle different conflict in life.
The purpose of the study is to investigate and better understand the effects of work-
family conflict and job satisfaction. This study aimed to explore the incidence of work-
family conflict and the association between work-family conflict and job satisfaction
level among Saint Michael College of Caraga personnel.

FRAMEWORK

Two theories play a prominent part in understanding work-family boundary

management, boundary theory, and border theory. Both theories are rooted in role
theory, in particular, organization role theory. The boundaries can also be a source of
conflict by making the transitions between roles more difficult work-family conflict
as a specific form of inter-role conflict in which work and family roles are mutually

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discordant in some respect. Work-family conflict research has been a dominant feature
within the work-family literature, and effective transitioning from one role to another is
thought to be one way in which individuals can minimize work-family conflict (Allen,
Cho, & Meier, 2014).
Boundary theory focuses on the ways that people create, maintain, or change
boundaries to simplify and classify the world around them. Focuses on outcomes such
as the meanings people assign to work and to home and the ease of transitions between
the two. Boundary theories concern the cognitive, physical, and/behavioral boundaries
existing between individuals work and family domains that define the two entities as
distinct from one another (Ashforth, 2000).
Border theory concerns the boundaries that divide the times, places, and people
associated with work versus family roles Clark (2000) states that border theory is a
theory about work-family balance, suggesting that work-family balance can be attained
in multiple ways depending on factors such as the similarity of the work and family
domains and the strength of the boundaries between domains. Border theory suggests
that individuals cross borders daily, both physically and psychologically, as they move
between work and home. Borders are the lines of demarcation between domains and
take three main forms: physical temporal and psychological. Physical borders define
where role-domain behavior occurs. Temporal borders determine when role-specific
work is done. Psychological borders are rules created by individuals about when thinking
patterns, behavior patterns, and emotions are appropriate for one domain but not for
the other (Clark, 2000).
According to border theory, domain members, referred to as border keeper, also
play a role in boundary management. For example, supervisors act as border keeper
within the work domain, and spouses act as border keeper within the home domain.
Border keeper is involved in the negotiation of what constitutes a domain and where the
border between domains lie. They may have their views with regards to what constitutes
work and family and offer differing degrees of flexibility that impact the ease with which
individuals can cross borders to deal with competing work and family demands. For
example, a supervisor may not permit personal phone calls at work, thereby preventing
the family from intruding on the work domain (Clark, 2000).
According to Lamberts (2011), discrepancy theories postulate that job satisfaction
determined by the inconsistency between what the employees want, the value and
expectations and what the work was given. Hence, employees experience less satisfaction
when there is a difference between what they want and what is offered in the job. The
theories focusing on the needs and principles of the employees include the hierarchy of
Maslow’s needs theory, ERG theory, two theoretical and the requirements of McClelland.
Maslow’s theory, which is one of the best-known theories, holds that employees
can be enthusiastic and satisfied with their jobs only if definite needs are meet. Maslow
advance five major types of needs which are hierarchical. It means that lower-level needs
be satisfied first before an individual will consider the next level of entail.

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Basic biological needs. According to Maslow’s theory, individuals are concerned

first and foremost with satisfying their need for foods. An unemployed independent,
who is a vagrant, will be satisfied with any job as long as it provides basic needs.
Safety needs. It includes security and protection from physical and emotional
harm. Since basic biological needs have been meeting, employees become concerned
with meeting their welfare needs. It means that employees remain satisfied with their
jobs only if they believe that the workplace will be safe at work.
Social needs. Once the first two-level of needs have met, employees remain
satisfied with their service only if their social needs encounter. Social needs include the
need for love, belongingness, acceptance, and friendship. In the context of work, it often
involves the work of others and the feelings that the organization requires. Institution
tries to satisfy the social needs of their employees by providing things like cafeterias,
organizing sports programs and family events.
Esteem needs. Esteem and Ego include the need for recognition of status, and
success when meeting the needs of social workers: they begin to focus on achieving their
needs in view. According to Lamberts (2011, an organization can help to satisfy these
demand through awards and salary increase.
Self-actualization needs. It represents the fifth level of Maslow’s hierarchy.
According to Robbin’s, self-actualization needs include the need for growth, achieving
the potential and self-fulfillment. An employee who works for the actual activity wants
to reach their full potential in every role.
Therefore, Employees who have done the same job for a long time may be
uncomfortable and unmotivated in search of a challenge. Employees who have a great
need for achievement would be satisfied with the job that is challenging and over which
they can extend some control. In contrast, employees with stubby achievement needs
are well pleased with jobs involving a little trial.
According to Lamberts (2011), the big difference between Maslow’s theory
and the ERG theory is that the latter theory states that progression to the next is not
necessarily sensible; a person can skip levels. A person may be concerned about the need
for improvement, even though existence and relatedness needs are not meet. The theory
removes some of the problems associated with Maslow’s theory, and several studies
supported the ERG theory. One of the earliest theories of job satisfaction is Herzberg’s
two-factor theory, the factors being “intrinsic factors” and “motivators” (Cooper &
Locke, 2000). They found that natural factors (achievement, responsibilities, and
recognition) stronger bonds with satisfaction than extrinsic factors like policies, benefits
and working conditions.
This theory suggests that job satisfaction is a function of what employees put into a
work environment compared to what they get from it (Cooper & Locke, 2000; Robbins,
2015). Therefore, the more employees receive relative to what they put into a job; the
higher job satisfaction will be. Three components are involved in this perception of
fairness, namely, outputs, and input/output ratio.

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OBJECTIVE OF THE STUDY

This study intends to determine the effect of Work-family conflict and job
satisfaction among the full-time personnel of Saint Michael College of Caraga.

METHODOLOGY

Research Design
This study utilized the descriptive research that can be either quantitative or
qualitative. It may include collections of quantitative information that can be lost in the
Continuum of number forms, such as the score on a test or the number of times people
choose to use part of a multimedia, or it will illustrate gender information or interaction
patterns when using technology in the group situation. Descriptive research includes
gathering data that illustrates the events and then organizes, produces, illustrates, and
illustrates the collection of data (Glass & Hopkins, 1984).

Research Respondents
The respondents of this study were 66 full-time teaching personnel of Saint
Michael College of Caraga.

Research Locale
The study was conducted at Saint Michael College of Caraga (SMCC). It is a
private school of Nasipit; this school located at Atupan St., Nasipit 8602, Nasipit,
Agusan Del Norte and can be seen besides at the Catholic Church. Multicabs and
tricycles can be used to reach the area of the study.

Table 1. Distribution of the Respondent N=57

Male Female
Research Subject Total Percentage
F % F %
Full-time Teaching
12 50 26 61.90 38 57.58
( Basic Education)
Full-time Teaching (College) 12 50 16 38.10 28 42.42
Total 24 100 42 100 66 100

Research Instrument
This study used a questionnaire that serves as the primary tool for gathering data.
The study will use the same survey from the internet journal of Singh & Singh (2006)
entitled Assessment of Mental Health Status of Middle-Age Female School Teachers of
Varanasi for the work-family conflict. The questionnaire has two sets; the first set was
all about the profile of the respondents, to regarding age, gender, civil status, and the

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relation of the work and family. The second set will determine the job satisfaction of
the personnel.

Research Ethical Standards

The researcher’s ethical consideration is to ensure that respondents are protected
through the analysis process and letter of approval consent of Human Resource
Development to survey the personnel of Saint Michael College of Caraga. The
questionnaires will also personally the researcher confidentially provided for the study
would maintain. The result of the study of the ethics of reviewing research indicated
different option about leader standards exist.

Data Gathering Procedure

The researchers personally asked permission to the Dean of Student of Affairs
and the Head of School Registrar with a letter containing the purpose of their study.
When the permission granted, the researchers applied the treatment, analysis, and
interpretation.
Letter of Approval. The researchers secured permission from the school Human
Resource Development’s office Dr. Ian Tampan. The researcher will ask for his permission
to get the total number of the full-time teaching personnel of Saint Michael College of
Caraga from the School Year 2017-2018.
Orientation. The researchers conducted an orientation to their respondents to let
their respondents know about their study and the ethical agreements.
Distribution of the Informed Consent Form and Questionnaire. The
researchers personally distributed the survey sheet with the inform consent form to
every respondent. They have given enough time in applying the necessary information
needed for the study.
Retrieval of the Questionnaire. After the allotted given time, the answered
questionnaire was retrieved personally by the researchers, and it has been prepared for
the collection of data.

Data Gathering Procedure

The data was collected, check, tally, present, analyze, and interpret with the
application of the following statistical tool.

Statistical Treatment
The data gathered were treated by using statistical tools. The following statistical
tools are used to calculate the data: Frequency and Percentage, the Weighted Mean &
Correlation Coefficient

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RESULTS AND DISCUSSION

Table 2. Work-Family Conflict N=10

Weighted Verbal
No. Work-Family Conflict
Mean Description
My work performance suffers because of my personal and
2.26 Disagree
family commitments.
It is difficult to concentrate at work because I am so
2. 1.88 Disagree
exhausted with family responsibilities.
3. I am not satisfied with my present family relationships. 1.59 Disagree
Strongly
4 My family relationship is very frustrating to me. 1.48
Disagree
Children whose mother are employed suffer because their
5 2.38 Disagree
mothers are not there when they need them.
Because of my responsibilities, the time I spend on my job
7 1.90 Disagree
is less enjoyable and more pressured.
Because of my family responsibility I have to turn down
6 1.90 Disagree
job activities or opportunities that I should take on.
The demand of family life interferes with my achievement
8 1.93 Disagree
in my career.
I can achieve greater success in my career if I make sacrifices
9 2.10 Disagree
in my family and personal life
The conflicting demands of career and family require that I
10 2.26 Disagree
decide which is more important.
TOTAL 1.97 Disagree

Table 2 presents the survey results of the personnel to work-family conflict. As
percieved, it is found out that the most common family conflict among Full Teaching
Personnel was to the statement “Children whose mother are employed suffer because
their mothers are not there when they need them” with the mean of 2.38 (Disagree).
It is followed by the following statements in order: second and third, statements, “My
work performance suffers because of my personal and family commitments” and “The
conflicting demands of career and family require that I decide which is more important”
with the means of 2.26 (Disagree). Fourth, is the statement,” I can achieve greater
success in my career if I make sacrifices in my family and personal life” with mean
of 2.10 (Disagree). Fifth in rank is the “The demand of family life interferes with my
achievement in my career” with mean of 1.93 (Disagree). It is followed by the statement
in “Because of my responsibilities, the time I spend on my job is less enjoyable and
more pressured” and “Because of my family responsibility I have to turn down job
activities or opportunities that I should take on” with mean of 1.90 (Disagree). Ranked
eight describes that the personnel “is difficult to concentrate at work because I am so

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exhausted with family responsibilities” with mean of 1.88 (Disagree). Ninth stated that
respondents are “not satisfied with my present family relationships” with the mean of
1.59(Disagree). Lastly, “My family relationship is very frustrating to me” least describe
the work-family conflict of respondents with the mean of 1.48 (Strongly Disagree).
Therefore, the personnel of SMCC is not much affected by their work and family
conditions disagreeing mostly in the survey with a total mean of 1.97 (Disagree).
For work-family conflicts, we have developed an important issue in the field of
work and family research. It seems that this particular type of paper conflict adds some
unique work. Some research is designed to investigate the impact of such mental health
disorders and job satisfaction on job stress testing. Job stress affects job satisfaction with
the employee (Sheykhshabani, 2012).

Table 3. Job satisfaction N=36

Verbal
Job Satisfaction Weighted Mean
Description
Somewhat
1 I feel I am being paid a fair amount for the work I do 4.21
Satisfied
Somewhat
2 There is little chance for promotion on my job. 3.47
Dissatisfied
Somewhat
3 My Head is quite competent in doing his/her job 4.19
Satisfied
Somewhat
4 I am not satisfied with the benefits I receive. 2.95
Dissatisfied
Somewhat
5 When I do a good job, I receive the recognition that I deserve. 3.68
Satisfied
Somewhat
6 Many of our rules and procedures make my job difficult. 3.28
Satisfied
Somewhat
7 I like the people I work with. 4.18
Satisfied
Somewhat
8 I sometimes feel my job is meaningless. 2.44
Dissatisfied
Somewhat
9 Communications seem good within this organization. 3.70
Satisfied
Somewhat
10 Raises are few and far between. 3.19
Dissatisfied
Those who do well on the job stand a fair chance of being Somewhat
11 3.88
promoted. Satisfied
12 My Head is unfair to me. 2.30 Dissatisfied
The benefits we receive are as good as most other organizations Somewhat
13 3.84
offer. Satisfied
Somewhat
14 I do not feel that the work I do is appreciated. 2.74
Dissatisfied
Somewhat
15 My efforts to do a good job are seldom blocked by red tape. 2.61
Dissatisfied
I find I have to work harder at my job because of the Somewhat
16 2.65
incompetence of people I work with. Dissatisfied

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Somewhat
17 I like doing the things I do at work. 4.18
Satisfied
Somewhat
18 The goals of this organization are not clear to me. 2.61
Dissatisfied
I feel unappreciated by the organization when I think about what Somewhat
19 2.61
they pay me. Dissatisfied
Somewhat
20 I feel I am being paid a fair amount for the work I do. 3.91
Satisfied
Somewhat
21 My Head shows too little interest in the feelings of subordinates. 2.60
Dissatisfied
Somewhat
22 The benefits package we have is equitable 3.61
Satisfied
Somewhat
23 There are few rewards for those who work here. 3.21
Dissatisfied
Somewhat
24 I have too much to do at work 3.32
Dissatisfied
Somewhat
25 I enjoy my coworkers. 4.28
Satisfied
I often feel that I do not know what is going on with the Somewhat
26 3.05
organization. Dissatisfied
Somewhat
27 I feel a sense of pride in doing my job 4.02
Satisfied
Somewhat
28 I feel satisfied with my chances of salary increases. 4.11
Satisfied
Somewhat
29 There are benefits we do not have which we should have. 3.11
Dissatisfied
Somewhat
30 I like my Head 4.25
Satisfied
Somewhat
31 I have too much paperwork 3.42
Dissatisfied
Somewhat
32 I don’t feel my efforts are rewarded the way they should be. 2.98
Dissatisfied
Somewhat
33 I am satisfied with my chances of promotion. 3.98
Satisfied
Somewhat
34 There are too much bickering and fighting at work. 2.79
Dissatisfied
Somewhat
35 My job is enjoyable 4.25
Satisfied
Somewhat
36 Work assignments are not fully explained. 2.84
Dissatisfied
Somewhat
TOTAL 3.40
Dissatisfied

Table 3 shows the survey responses of the Saint Michael College of Caraga Personnel
to Job Satisfaction. I enjoy my coworkers have the highest weighted mean of 4.28
with a verbal description of Somewhat Satisfied. It is followed by My job is enjoyable
was placed in rank 2 and have a weighted mean of 4.25 with a verbal description of
Somewhat Satisfied. I like my Head was placed in rank 3 and have a weighted mean of
4.25 with a verbal description of Somewhat Satisfied. Regarding, My Head shows too

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little interest in the feelings of subordinates have a weighted mean of 2.6 was placed in
rank 34 with the verbal description of Somewhat Dissatisfied. I sometimes feel my job
is meaningless was placed in rank 35 with the weighted mean of 2.44 and possessing a
verbal description of Somewhat Dissatisfied. My head is unfair to me have the lowest
weighted mean of 2.3 with the verbal description of Dissatisfied.
Moreover, the results also showed that the management and work environment
contributes greatly to the respondents’ satisfaction followed by the salary, incentives,
benefits, and packages they received.
The work and family interfaces interface are essential to an organizational and
manager analysts because of their potential for influencing job satisfaction, work
experience, and organizational collaboration. There are also rapid changes in the
workplace society, and there are few people willing to accept the benefits of home-
based organizations and family life. Many people have developed and talked about the
difficulty in managing work and home life and seeking “balance” in their personal and
professional lives (Butt, Hu, Shafi, &Malik, 2015).

CONCLUSIONS

Based on the given statements and findings of the study, the following conclusions
are drawn: Saint Michael College of Caraga Personnel are not much affected by their
work and family relationships, and they are satisfied with the services and environment
the school is offering to them. Management and environment contribute greatly to the
respondent’s job satisfaction followed by the salary, incentives, benefit, and packages
they received.
The boundary and border theories adapt that between work and family should be
balanced to avoid conflict. In this study, the ERG theory holds true in the study and
not the Maslow Theory since the results suggested that the personnel are highly satisfied
with their relatedness to other people.
Family-based research emphasizes the importance of working and family-based
mechanisms. Family work conflicts are a result of work-related jobs, no effort and other
related stress (Esson, 2004).

RECOMMENDATIONS

From the conclusion drawn in the study, the following recommendations are for
consideration.
The researchers found out that the Personnel of Saint Michael College of Caraga
are not much affected by their work and family relationships, and they are satisfied with
the services and environment the school is offering to them. Therefore, the researchers
would like to recommend to intensify conducting a Work-Family Conflict and Job
Satisfaction Intervention Program to enrich their job satisfaction.

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