Table of Contents

- Chapter 1 : Introduction:
o Introduction
o Literature Background
o Problem Statement
o Project Objectives
o Project Questions
o The Innovation/Originality of the Study
- Chapter 2 : Literature Review:
o Literature Review - Work Family Conflict
o Literature Review – Job Stress
o Literature Review – Work Overload
o Literature Review – Role Ambiguity
- Chapter 3 : Project Methods and Procedures:
- Chapter 4 : Data Analyses & Result Interpretations:
o Demographic data
o Frequency of the data
- Chapter 5 : Result Discussion and Recommendation
- Conclusion
- References

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 Chapter 1: Introduction

I am working in one of the biggest manufacturing organizations in Kingdome of Saudi

Arabia as an HR Manger. This organization is specialized in heavy industries. It services many

sectors such as oil & gas, private sector companies, and some governmental agencies.

During the period I spent in the company, I have noticed that some employees feel exhausted

and not feel fully recovered even though they have just come back from leave. This is happened

not only with the higher and middle management employees, but also with regular office

employees. On the other hand, the working hours will finish, but the employees need to stay

for longer hours to finalize their duty that cannot wait for the next day.

In addition to that, and in various events, after the working hours finished, employees will take

work home and start checking / answering their piled-up emails which they could not look at

during the working hours. This is become a usual practice to clear the backlog work. We receive

email late evening or early morning from some employees to clear up their email before next

day.

This cause the employees to be exhausted and coming to the work next day tired and

unfocused. Some employees complain about the situation and some of them feel not happy

with this lifestyle. They feel that they live only to work, and they do not have time to enjoy

with their family, children, and friend.

This situation creates unease for some of the employees across the company and they start

thinking to leave the company despite that they are paid well, and they are happy with the

environment. As an HR manager, this dove me to think, what is the problem with the work?

Why are the employees working for late hours and sometimes take the work with them home?

How are they managing their personal life? How their family think / feel about this situation?

What really make the employees not able to finish most of their work during the working hours?
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Is there a problem with the work itself? Does the number of employees enough to complete the

work, or we have shortage of the employees? Are employees competent and utilize their

working time properly?

All of the above questions came to my mind and drove me to think how the work effect the

relationship of the employees with his family and motivated me to examen and investigate the

Work-Related Reasons that create Work-Family Conflict.

Literature Background:

I have chosen to examen 3 independent variables which are work overload, role

ambiguity, and job stress to see their contribution/correlation to the work-family conflict which

represent the dependant variable. I have chosen the above 3 independent variables for their

nature and their effect on the employees’ state of mind, which is eventually affecting not only

his work life, but also his personal life. Next are some highlights about the variables.

Work overload happens when an employee receives work more than his capacity to deal with.

This is usually causing the employee to work additional hours to finish the duties assigned to

him. Role ambiguity happens when the duties and responsibility of a job is clear for the

employee. Thus, the employee will have doubt about what to, when to do it, and how to do it.

job stress referrers to the situation where the employee duties become huge and overburden in

a way that effect the employees mental and physical health.

The Problem Statement:

The core problem which I am investigating in this study is to uncover the reason of

Work-Family Conflict, in manufacturing industry, that is caused by work – related issues. That

is, what is the issues in the work, that are causing conflict with the employee’s family. So, this

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is to check, examen, trace, and investigate the issues that are happening in the work that affect

the employee work and state of mind which will eventually affect the employee’s family.

The Project Objective:

Below are the project objectives.

1. To establish an integrated relationship between work overload, role ambiguity, and job

stress with Work-Family Conflict.

2. To study and identify the affect of the work overload, role ambiguity, and job stress on

the conflict with employee’s family.

3. To describe and empirically examine the correlation between different Work-Related

Reasons and Work-Family Conflict.

4. To identify which of the Work-Related Reasons have positive relationship and which

of them have negative relationship.

The Project Questions:

Below are the project questions:

1. Is there any relationship between Job Stress and Work-Family Conflict? what is the

nature of this relationship if exist?

2. Is there any relationship between Work Overload and Work-Family Conflict? What is

the nature of this relationship if exist?

3. Is there any relationship between Role Ambiguity and Work-Family Conflict? What is

the nature of this relationship if exist?

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The Innovation/Originality of the Study:

This study is investigating the Work-Related Reasons of Work-Family Conflict. These

reasons are work overload, role ambiguity, and job stress. I can say that these reasons and its

relationship with the dependant variable have not been investigated before in eastern province

of Saudi Arabia. This phenomenon is widely spread, and likely be present in other

organizations also. Therefore, findings of this investigation are likely to help not only the

organization I am working in, but also other organizations as well.

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 Chapter 2: Literature Review

Literature Review - Work Family Conflict

The study (Jianwei Zhang and Yuxin Liu 2011) touched base on Antecedents of Work-

Family Conflict. The main purpose of this study is to elaborate the influential factors of Work

– Family Conflict from three levels, i.e. individual, work and family. Furthermore, future

research direction also proposed through analysing the shortage of existing research . The

influence variable in the individual field is Demographic variable, Gender, Income, Lifelong

employment status, level of education, personality. In addition to that, the influence of work

variables is work character, work stress, Family friendly program, and highly committed work

system. Moreover, the influence of variables of family is family demand and stress, Childcare

responsibility, social support to family, Connubial influence.

In this study the goal of this paper (Mihelic, K. K., & Tekavcic, M. (2013) is to

summarize the causes and consequences of the work-family conflict. First, the authors examine

two groups of antecedents: individual differences and job/family traits. Furthermore, outcomes

are categorized as factors affecting attitudes, actions, and well-being. HR professionals,

managers, and representatives of other institutions can collaborate to develop initiatives for

better integrating work and family roles by having a better understanding of what causes

conflict between work and family roles as well as an awareness of the negative effects that

conflict has on people and organizations.

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 The authors in this article (Carl P. Maertz, Jr., Scott L. Boyar 2011) distinguish between

work-family (WF) research that conceptualizes and measures conflict as an aggregate level as

opposed to as a conflict occurrence or episode. The "levels" literature is criticized in the areas

of conflict, enrichment, and balance. The WF "episodes" literature is then initially reviewed by

them. After that, they present a framework that makes definitional contradictions clear and re-

integrates the fundamental concepts discussed in the WF literature. This paradigm suggests

that a worker's mental representations of WF duties may differ from how those roles are really

played out or from other mental representations. These differences define a person's level of

WF imbalance or balance. The authors suggest that researchers use WF balance as the primary

levels construct because it is this construct that varies when WF conflict episodes occur.

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Literature Review – Job Stress

This study (Gazali Kemal Sandib, Yuni Lestaric, Zainurrafiqi.a 2022) highlights the

impact of job autonomy and workload on millennial employees' intention to leave the company,

which is something that has never been done in previous studies. According to the research

study, occupational stress has a significant chance of influencing the emergence of

Occupational autonomy and workload both influence the intention to leave. Research variables

explained from the viewpoint of Job Demand Resources (JDR) and Resource Conservation

(COR). Although the use of theory in this study aims to provide a thorough explanation, many

research haven't utilised certain theories very much. However, these hypotheses can

significantly explain the consequences that develop between variables.

The study examined previous research to determine the effect of job autonomy and workload

on the intention to leave mediated by job stress. For example, more than 30 percent of the

workforce in Indonesia will be looking for a new job soon, 20 percent of employees who plan

to change workplaces in the new year, and 13 percent who admit that they are currently looking

for work. Only 28 percent of employees in Indonesia intend to stay in their company for a long

period of time. Resources Conservation (COR) presents a comprehensive process of how stress

occurs and how individuals respond to stress.

Another study conducted by (M. A. Sharfras Navas and M. Vijayakumar, 2018)

touched based on emotional intelligence and job stress. Being able to gauge and manage one's

own emotions as well as those of others is referred to as having emotional intelligence. The

organizational productivity had been significantly impacted by emotional intelligence. The

subject of Having high emotional intelligence manifests a positive outlook on Organizational

commitment was significantly impacted by EI and organization, job happiness and stress at

work. The EI model had four essential components. such as identifying, comprehending, and

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controlling emotions and expressing feelings Understanding was greatly aided by the EI. The

effectiveness of workers at their jobs. the high-risk party Understanding and managing his own

emotions requires emotional intelligence. and others, as well as those who contribute to the

workplace's productivity performance. The expression "job stress" refers to the worry or

uneasiness related to the work that affects employees' emotions and behaviour at work.

Uncertainty in the environment and a rapidly changing environment are the major causes of a

rise in job stress in all organizations. However, the employee's positive emotional intelligence

traits will manage their stress levels. The impact of EI on job stress, job satisfaction, and

organizational commitment will be the main topics of this study.

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Literature Review – Work Overload

The study of Fong, K. and Kleiner, B.H. (2004), "New development concerning the

effect of work overload on employees talked about work overload that is created by downsizing

of an organization. A corporation may become more efficient and cost-effective by downsizing

by getting rid of individuals and work processes that don't provide value. Unfortunately, in

order to maintain their strength and competitiveness, it has become a standard practice in

today's businesses. If the business neglects the human element of the process, the approach

might be devastating. The workforce may experience what is known as the "survival syndrome"

both during and after downsizing. This article discusses the job overload that downsized

employees experience. Afirm's ability to handle downsizing effectively is closely linked to any

plans for reducing workload and attending to employee complaints. During and after the shift,

this interaction between the organization and the personnel is particularly crucial.

The purpose of this study (Jawed Ahmed Chandio 2022) was to look at the relationship

between work overload stress and employee turnover intentions. This study's logical

methodology and positivist philosophy were explanatory and quantitative in character.

Employees of private banks in the Mirpurkhas region, including managers and non-managers,

provided primary data using a closed-ended questionnaire based on seven linked options

indicating the degree of agreement or disagreement. the information gathered through

convenience sampling and snowball tactics. The questionnaire poll included 100 managers and

non-managers in total. Using SPSS and PLS-SEM, the data were examined and explained.

SPSS was used to determine the survey response rate, Cronbach's alpha, and demographic

information. However, PLS-SEM is used for model measurement and verification. The

empirical results confirmed direct relationships, inter-relationship and mediating effect of job

stress with work overload and employee turnover intentions in particular context.

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Literature Review – Role Ambiguity:

In this review ( Jeffrey C. Bauer and Peter R. Simmon 2000) the characteristics of role

ambiguity are investigated and described. In particular, a number of models are shown that

demonstrate the multidimensionality of the concept of role ambiguity and the dynamic nature

of the process of defining roles (role episodes). The negative impacts of role ambiguity are

examined along with the idea that there may be a curvilinear relationship between role

ambiguity and numerous outcome variables, wherein certain levels of ambiguity are required

to motivate but beyond which the outcomes are negative. Additionally, a number of workable

intervention techniques for lessening role ambiguity are covered (in particular role

clarification, role negotiation and the possibilities of participative decision-making strategies).

It has also a review of the potential impact of technology advances as they relate to role

ambiguity. In addition to that it is examining the possible implications of greater cultural

diversity in the workplace. Finally, future research recommendations that seem to flow.

The primary purpose of this research (Junaid Ahmad, Sawira Zahid, Fatima Fazli

Wahid, and Sabir Ali 2021) is to determine how role ambiguity and conflict affect job

satisfaction. This study also evaluates the mediating effects of workplace stress on role

ambiguity, role conflict, and job satisfaction as well as the moderating effects of Islamic work

ethics, role ambiguity, and role conflict. Data collection was done using the questionnaire.

There were 200 questionnaires given out to respondents, of which 175 were used for data

analysis. Regression analysis, descriptive statistics, and correlation analysis were all employed

to test the hypothesis. The results of this study show that role conflict and job stress have

negligible and insignificant relationships, respectively, with job satisfaction. This study also

shows that role stressors need to be under control. The results of this study also show that role

stressors need to be reduced if job satisfaction is to rise. Role conflict and ambiguity both

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contribute to an increase in job stress, and Islamic work ethics have a detrimental effect on job

stress. Role conflict and job satisfaction are considerably mediated to some extent by job stress.

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 Chapter 3: Project Methods and Procedures:

After being through the Literature Reviews, I have noticed that some studies were

wishing to do more research in particular areas. So by reading the study of (Jianwei Zhang and

Yuxin Liu 2011) which talked about the influential factors of Work – Family Conflict from

three levels, individual, work, and family, I have decided to choose to examine the 3

independent variables which are Job Stress, Work Overload, and Role Ambiguity and its

relations to the work family conflict. After determining the independent and dependant

variables, I have visited inn.theorizeit.org to determine and select the variables items. Once

selected, I have started developing the questions and statements that I want the participants to

answer/ comments on to measure their response regarding work family conflict and what is

affecting it. I have used Likert scale of (Strongly Disagree, Disagree, Agree, Strongly Agree).

I have eliminated the “neutral scale” as this scale will not support my study and result. Below

are questions and statements that have been asked:

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Serial Item Related Reference

Variable

1. In terms of job role and responsibility, work overload https://inn.theorizeit.org/Details/Paper/6805

my workload is too heavy

2. I often have to arrive early or stay late work overload https://inn.theorizeit.org/Details/Paper/4328

to get my work done

3. It often seems that I have too much work overload https://inn.theorizeit.org/Details/Paper/12085

work for one person to do

4. I know what my responsibility are role ambiguity https://inn.theorizeit.org/Details/Paper/80

5. I know Exactly what is expected from role ambiguity https://inn.theorizeit.org/Details/Paper/80

me

6. The goals of my job are clear and role ambiguity https://inn.theorizeit.org/Details/Paper/9500

understandable

7. My job is extremally stressful Job Stress https://inn.theorizeit.org/Details/Paper/9459

8. Problems associated with my job have Job Stress https://inn.theorizeit.org/Details/Paper/12282

kept me awake at night

9. I feel a grate deal of stress because of Job Stress https://inn.theorizeit.org/Details/Paper/9459

my job

10. The amount of the time my job takes work - family https://inn.theorizeit.org/Details/Paper/6428

up makes it difficult to fulfil family conflict

responsibility

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11. due to the work-related duties, I have work - family https://inn.theorizeit.org/Details/Paper/6428

to make changes to my plans for conflict

family activities

12. My work Keeps me from my family work - family https://inn.theorizeit.org/Details/Paper/1117

activities more than I would like conflict

13. Due to all the pressures at work , work - family https://inn.theorizeit.org/Details/Paper/1117

sometimes when I am home I am too conflict

stressed to do the things I enjoy

14. My family or friend dislike how often work - family https://inn.theorizeit.org/Details/Paper/3330

I am preoccupied with my work while conflict

I am at home

15. After work, I came home too tired to work - family https://inn.theorizeit.org/Details/Paper/3330

do some of the things I would like to conflict

do.

16. my work schedule takes often work - family https://inn.theorizeit.org/Details/Paper/9493

conflicts with my home life conflict

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 Then, I have created an online questionnaire using Google online forms and distributed it

for the participants and got 270 responses with which I have done the analysis. A written

statement was incorporated in the beginning of the questionnaire as an introduction informing

the participant the reason for conducting this survey and that their data and information will be

delt with in secret manner and it will be only used for academic purpose. Next and by using

SPSS tool, I have done the descriptive analyses for the data collected and regression analysis.

Moreover, a frequency analysis was also done using the same tool.

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 Chapter 4: Data Analyses & Result Interpretations

Below are the demographic data:

Gender

37

Male
Female

63%

This chart shows that of 270 participants 63% of them were Male and 37% were Female.

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 Age

3%

23% 37

18‐25 Years
26‐30 Years
31‐40 Years
41‐50 Years
Above 50
22%
33%

This chart informing us that the participants aged between 18-25 years represents 3% of the

total respondents, participants aged between 26-30 years represents 19% of the total

respondents, participants aged between 31-40 years represents 33% of the total respondents,

participants aged between 41-50 years represents 22% of the total respondents, and participants

aged above 50 years represents 23% of the total respondents. This is shows that the participants

with mid-career employees (aged 31-40 and 41-50) represents 55% of the total respondents

and the remining 45% is distributed between early career employees and late career employees.

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 Job Function

32%
35% Human Resource
Finance
Operation
Customers Service
Others

12% 9%
12%

This chart enlightens us that the most participant was from the job function of Human

Resources & Administration function with a 35% of participants working in that area. The

second large population was “others” which consist mostly of Nurses, and Teachers.

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 Work Experience

21%
31%
0‐5 Years
6‐10 Years
11‐15 Years
16‐20 Years
More then 20 years
24%
13%

11%

This chart informing us about the number of years that the participants have in terms of their

experience. The most participants have more than 20 years of experience which represents 30%

of the total participants. The second highest are participants who are having between 6-10 years

of experience which represents 23% followed by participants who have 0-5 years of experience

with 21%.

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In this part we will describe the frequency of the data collected and what indication it gives us.

When the participants have been asked this question “in terms of job role and responsibility,

my workload is too heavy” 75% of the participant agreed with this statement. This shows that

a great number of the participants believe that the workload in the job that they are working in

is too much heave which will affect other aspect of their lives. Putting this chart in the contest

of this study (Work Related Reasons of Work-Family Conflict), participants believe that heavy

work load is affecting the relationship with their family.

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When the participants have been asked this question “I often have to arrive early or stay late to

get my work done” 74% of the participant agreed with this statement. This shows that the

participants think that because of the workload, they need to come early / stay late to finish

their regular job.

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When the participants have been asked this question “it often seems that I have too much work

for one person to do” 62% of the participant believe that they have work that is too much for

one person, whereas 38% believe that they have work that is not too much for one person. On

other word, 38% think that they do not have a workload, which represent a good %. This

question is asked to measure the “workload” variable

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The above chart informing us about the answer of the participants to the question “I know what

my responsibility are” 84% agree to this statement which shows that the participants know

what their responsibilities are. This statement related to the “Role ambiguity” variable. This is

telling us that the people have clear job role and responsibilities and most probably this has no

affect in work-family conflict.

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The above chart talks about the answer of the participants to the question “I know exactly what

is expected from me” 80% agree with this statement which shows that the participants have no

problem understanding what is expected from them. This statement related to the “Role

ambiguity” variable and its relationship with the work – Family conflict.

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The above chart shows that the answer of the participants to the question “the goal of my job

are clear and understandable” 88% agree with this statement which shows that the participants

clearly know the goals and objectives of their jobs and they are clear and understandable to

them. This statement also related to the “Role ambiguity” variable.

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When the participants have been asked to participate in this statement “My job is extremally

stressful” 70% of the participant believe that their job is extremely stressful, whereas 30%

believe that their job is not stressful. This statement is related to the “Job Stress” variable. So

more people think that their job is stressful.

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When the participants have been asked to participate in this statement “Problem associated

with my job have kept me awake at night” 50% of the participants believed that they stayed

awake at night because of the problem associated with their jobs, whereas another 50% believe

of the participants believe that the problem associated with their job have not kept them awake

at night. This statement is related to the “Job Stress” independent variable.

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The above chart shows that the answer of the participants to the statement “I feel a great deal

of stress because of my job” 59% agree with this statement which shows that the participants

have stress because of their job duties and responsibilities. Another 41% of the participants

disagree with the statement and filet that they do not have a great deal of stress caused by tier

job. This statement also related to the “Job Stress” independent variable.

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The above chart shows that the answer of the participants to the statement “The amount of the

time my job takes up makes it difficult to fulfil family responsibility” 61% agree with this

statement which shows that the participants believe some difficulties to fulfil family

responsibility because of their jobs taking more time from them. Whereas 39% disagree with

the statement and believe that they have work – family conflict and their job do not take their

time which that usually spent to fulfil their family responsibility. This statement related to the

“work-family conflict” independent variable.

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The above chart illustrates that the answer of the participants to the statement “Due to the work-

related duties, I have to make changes to my plans for family activities” 64% agreed with this

statement which shows that the participants believe they must make some changes in their plans

to the family activities due to the work-related duties. Whereas 36% disagree with the statement

and believe that they are ok, and their work duties do not compel them to change already made

family planned activities. This statement also related to the “work-family conflict” independent

variable.

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The above chart illustrates that the answer of the participants to the statement “My work keeps

me from my family activities more than I would like” 56% agreed with this statement which

shows that the participants believe they their work keeps them from their family activities more

that they would like. Whereas 44% disagree with the statement and believe that their work

duties do not keep them away from their family more that what they would like. This statement

also related to the “work-family conflict” dependent variable.

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When the participants have been asked to participate in this statement “Due to all the pressures

at work, sometimes what I am home I am too stressed to do the things I enjoy” 58% of the

participants believed that because of the pressures at work, they are too stressed to do the things

they enjoy when they reach home, whereas another 42% of the participants believe that the

pressure at work does not make them too stress at home to do the things they enjoy. This

statement is related to the “work-family conflict” dependent variable.

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When the participants have been asked to participate in this statement “My family or friend

dislike how often I am preoccupied with my work while I am at home” 52% of the participants

believed their family or friend dislike how often they are preoccupied with my work while I

am at home, whereas 48% of the participants did not agree with the statement and believe that

they do not have a problem when their family or friend are preoccupied with the work while

they are at home. This statement is related to the “work-family conflict” dependent variable.

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When the participants have been asked to participate in this statement “After work, I came

home too tired to do some of the things I would like to do” 78% of the participants agree on

the statements and believe that after work, they came too tired to so some of the things they

would like to do, whereas 22% of the participants did not agree with the statement and believe

that they after work, they can do the things they would like to do. This statement is related to

the “work-family conflict” dependent variable.

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The above chart illustrates that the answer of the participants to the statement “My work

schedule takes often conflicts with my home life” 54% agreed with this statement which shows

that the participants believe their work keeps schedule takes often conflicts with my home life.

Whereas 46% disagree with the statement and believe that their work schedule does not takes

often conflicts with their home life. This statement also related to the “work-family conflict”

dependent variable.

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 Coefficientsa

Unstandardized Standardized

Coefficients Coefficients

Model B Std. Error Beta t Sig.

1 (Constant) 6.914 1.283 5.387 <.001

Job Stress .949 .124 .431 7.630 <.001

Work Overload .687 .126 .315 5.461 <.001

Role Ambiguity -.145 .102 -.069 -1.420 .157

a. Dependent Variable: Work-Family Conflict

In this table we can see that Job Stress has strong relation with Work – Family conflict, which

means that if one unit of Job stress increase, then work – Family conflict will increase by 0.949

which is very strong act. So, the relation between Job Stress and Work – Family conflict is very

strong. In addition to that, the significancy of Job Stress effect in Work – Family conflict is

<.001 which is shows that high significancy of the relation.

The Work Overload has also strong relationship with Work – Family conflict, but less strong

than job stress. This means that if one unit of Work Overload increases, then work – Family

conflict will increase by 0.687 which is strong act and movement. However, it is still less strong

than Job Stress and Work Overload based of the data collect from the sample participants.

Moreover, the significancy of Work Overload effect in Work – Family conflict is <.001 which

is shows that high significancy of the relation.

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The Role Ambiguity has weak relationship with Work – Family conflict. This means that if

one unit of Role Ambiguity increases, then work – Family conflict will decrease by -0.145

which is wake act and movement. Moreover, the significancy of Role Ambiguity effect in

Work – Family conflict is 0.157 which shows the non-significance of the relation between Role

Ambiguity and Work – Family conflict.

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 In the below table, we will explore some the response of questions / Statements that have been

asked for the participants.

Coefficientsa

Unstandardized Standardized

Coefficients Coefficients

Model B Std. Error Beta t Sig.

1 (Constant) 1.905 .577 3.300 .001

My work Keeps me from my family 2.212 .149 .412 14.818 <.001

activities more than I would like

Due to all the pressures at work, 1.544 .140 .305 10.989 <.001

sometimes when I am home I am too

stressed to do the things I enjoy

My family or friend dislike how often 1.626 .153 .305 10.610 <.001

I am preoccupied with my work while

I am at home

I know what my responsibility are .100 .121 .018 .832 .406

I feel a great deal of stress because of .615 .143 .112 4.286 <.001

my job

In terms of job role and responsibility, .362 .140 .063 2.597 .010

my workload is too heavy

a. Dependent Variable: Work-Family Conflict

We can see in the first statement of the above table “My work keeps me from my family

activities more that I would like” that the statement has strong relation with Work – Family

conflict, which means that if one unit of the statement increase, then work – Family conflict

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will increase by 2.212 which is very strong move. So, the relation between the statement and

Work – Family conflict is very strong. In addition to that, the significancy of the statement

effect in Work – Family conflict is <.001 which shows that high significancy of the relation

occurs. This is informing us that the participants have huge believe that the statement of “My

work keeps me from my family activities more that I would like” has high impact on Work-

Family Conflict.

In the second statement of the table “Due to all the pressures at work, sometimes when I am

home, I am too stressed to do the things I enjoy”, the statement has also strong relation with

Work – Family conflict, which means that if one unit of the statement increase, then work –

Family conflict will increase by 1.544 which is significantly strong move, but less strong than

the first statement. So, the relation between the statement and Work – Family conflict is

significantly strong. In addition to that, the significancy of the relation of the statement effect

in Work – Family conflict is <.001 which shows that high significancy of the relation occurs.

This is informing us that the participants have good believe that the statement of “Due to all

the pressures at work, sometimes when I am home, I am too stressed to do the things I enjoy”

has relatively high impact on Work-Family Conflict.

In the third statement which is “My family or friend dislike how often I am preoccupied with

my work while I am at home”, the statement has also strong relation with Work – Family

conflict, which means that if one unit of the statement increase, then work – Family conflict

will increase by 1.626 which is significantly strong move, but less strong than the first

statement and stronger from the second statement. So, the relation between the statement and

Work – Family conflict is significantly strong. In addition to that, the significancy of the

relation of the statement effect in Work – Family conflict is <.001 which shows that high

significancy of the relation occurs. This is informing us that the participants have good believe

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that the statement of “My family or friend dislike how often I am preoccupied with my work

while I am at home” has relatively high impact on Work-Family Conflict.

In the fourth statement which is “I know what my responsibility are”, the statement has very

weak relationship with Work – Family conflict. This clearly appear from the table which means

that if one unit of the statement increase, then work – Family conflict will increase by 0.10

which is significantly weak move. We compare it to the constant value which is 1.905. so when

we compare 0.10 with 1.905 it show that the value of 0.10 is very small comparing to the value

of 1.905 (the constant value on the top of the table). So, the relation between the statement and

Work – Family conflict is significantly wake. In addition to that, the significancy of the relation

of the statement effect in Work – Family conflict is0.406 which shows that almost no relation

occurs. This is informing us that the participants have no believe that the statement of “I know

what my responsibility are” has relatively any impact on Work-Family Conflict and we cannot

generalize the result on remining of the sample society.

In the fifth statement which is “I feel a great deal of stress because of my job”, the statement

has mild relation with Work – Family conflict, which means that if one unit of the statement

increase, then work – Family conflict will increase by 0.615 which is considered mild move,

but less strong than the first, second, and third statement. In addition to that, the significancy

of the relation of the statement effect in Work – Family conflict is <.001 which shows that high

significancy of the relation occurs. This is informing us that the participants have good believe

that the statement of “I feel a great deal of stress because of my job” has relatively good impact

on Work-Family Conflict and can be generalize on the remining of the sample society.

In the last statement which is “In terms of job role and responsibility, my workload is too

heavy”, the statement has medium to low relationship with Work – Family conflict. This

appears from the table which means that if one unit of the statement increase, then work –

Family conflict will increase by 0.362 which is medium - low move. We compare it to the

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constant value which is 1.905. so, when we compare 0.362 with 1.905, it shows that the value

of 0.362 is not that bib comparing to the value of 1.905 (the constant value on the top of the

table). So, the relation between the statement and Work – Family conflict is not strong, but it

is there. In addition to that, the significancy of the relation of the statement effect in Work –

Family conflict is0.010 which shows that small relation occurs. This is informing us that the

participants have little believe that the statement of “In terms of job role and responsibility, my

workload is too heavy” has small impact on Work-Family Conflict and we cannot generalize

the result on remining of the sample society. This will need more effort and research from the

researcher to confirm / not confirm the relation.

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Chapter 5: Result Discussions and Recommendations for Managers

The main purpose of the study is to shine some light on the reasons that cause work - family

conflict for the employees who are working in an industrial sector. We have selected 3 main

independent variables to see if these independent variables are correlated and are affecting the

work - family conflict which is the dependant variable. The independent variables are Job

Stress, Work Overload, and Role Ambiguity. We have collected the responses from

participants and analyse it statically by using the liner regression in SPSS.

What the result revealed was that the Job Stress is the most relevant reason for the work -

family conflict. Let us just think about it. When an employee is under stress in his work, he

will be mentally disturbed, and he will not be able to enjoy his work. He will be under grate

amount of pressure which will make him exhausted by the end of the working day. This will

result that he will go back to his home tired and sometimes does not want to even speak. In the

house, his family will be waiting for him eagerly to sit with him and talk to him. The family

may have some prearranged plans to go shopping, see a family friend, visit other family

members, take the kids to playground, go outside to have family dinner, or any other family

commitment. However, and because the person is arriving to his home exhausted for him being

under job stress, he may postpone the pre planed events. This may make his wife and kids upset

about it. They may accept this change of plans once or twice, but if this plan cancelation

continues for a longer period, it may result in putting the relationship with his wife in danger

as he is not giving the family its part from him. Wives can understand the stress in the work

for a certain limit, but they will never handle their husband being either away from them, or

they are with them as a body, but not focused mentally and physically with them. Some wives

may ask their husbands to leave this job and find a job with less stress even if the wage is less

so that they can spend sometimes with them. Others may decide to leave their marriage because

of job stress. We can see how the job stress contributed to work - family conflict in away that

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is unbearable. Mitigating the job stress will automatically mitigate the conflict with family. To

do so, Human Resource Managers have to trace the reasons for the job stress and reduce them.

Some of the reason may be related to the shortage of the workers. This can be cured by

increasing the competent workers to cover the shortage to do the job properly. Other reason for

the job stress is chaos in the work and the work is done haphazardly. This will need an

involvement from Human Resources Managers to segregate the duties and make rearrangement

of them. This will help distribute the work evenly, and this will cause reducing the job stress

as each employee will know what is required from him and he can plan his day accordingly

and avoid the job stress which will eventually refuse the work family conflict dramatically.

The second independent variable that we are trying to test, if it will cause increase in work

family conflict, is Work Overload. Work overload happens when a job demand is huge so that

the employee could not cope with it. After the statistical analysis, Work overload that the

employee is having will increase the work family conflict. The statistical analysis also shows

that the amount of impact that work overload will have on work family conflict is less than the

amount of impact that Job Stress will have on work family conflict, but still there is a good

impact comes form work overload. Let us think about is, when a work overload is happening

to one employee, he will perform extra effort which will make him physically tired but will not

have that impact mentally. When he arrives home, he maybe tired physically but not mentally

which will make his family and friend complain a little bit but still he can keep his family

promises and plan. HR managers have to look and trace back where are the work overload is

and try to find some solution to mitigate it in order to reduce the work family conflict that is

impacting the employees.

The third independent variable that we are trying to test is Role Ambiguity. Role Ambiguity

happens when an employee is not sure what exactly it is required from him. In HR terms, the

job description for one employee is not clear for the employee and it does not have clear

Page 45 of 51
boundaries and responsibility. After the statistical analysis, we found out that the Role

Ambiguity, does not have clear correlation to the work family conflict. Let us think about it

little bet and about the answer for the participant who participated in the study. The participant

thinks that even if the job responsibilities are not clear, it does not affect the relationship of the

person in his personal life. So, when we ask the question for the participant, “your job role is

clear” and whether this statement affect the employee’s family life, most of the participants

think that there is no relation between the Job Ambiguity and their personal life. It maybe there,

but its affect is not significant at all. So, we suggest for the HR managers that when you are

looking for reasons for the work family conflict, try not to focus on the Job Ambiguity as a

reason because it has little to no correlation to work family conflict and the statistic shows that

it is insignificant. So do not spend more time looking at this reason.

Page 46 of 51
Conclusion

The motivation to start this study was that I noticed that some employees in the organization I

work for was coming back from their leave exhausted and not feeling that they have rested

during their leave. This triggered the question in my mind that why these employees still feel

tired. Then after a little research and interviews I was directed to check the situation of the

employee during his time out of the work. This is led to trying to understand the cause and

effect for the work on the employee’s personal life. This made me think to check the balance

between the employee’s life and work which led me to examine the work – family conflict that

may happen to the employee during his career life. After little research, I have chosen 3

independent variables and try to examine their correlation and affect to the work family

conflict. The independent variables are Job Stress, Work Overload, and Role Ambiguity. I have

prepared a questionnaire and distributed it to many participants and got 270 responses. Then, I

have run the linear regression analysis and the result was the most reason which affect the work

family conflict is Job Stress, the second reason is Work Overload, however, the third

independent variable which is Role Ambiguity has little to non-effect on work family conflict

and got insignificant result for it.

Page 47 of 51
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