علل و پيامد تعارض كار خانواده و بررسي بيگانگي از كاربه عنوان يكي از پيامدهاي آن

Reasons and Outcomes of Work-Family Conflict and Work Alienation as one of Its Outcomes

پيدايش و گسترش روزافزون خانواده‏هايي كه در آن زن و شوهر هر دو شاغل و داراي درآمد هستند، از تحولات اجتماعي كشور است. اين سبك از زندگي به رغم بهره‏مندي از فوايد تركيب نقش، به علت ناديده گرفتن تقسيم كار سنتي در خانواده و نيز پذيرش و ايفاي تعهدات بيشتر و جديدتر، با فشارهايي مواجه است. يكي از اين فشارها، تعارض كار- خانواده است كه چنانچه رفع نشود، مي‏تواند پيامدهاي ناخواسته‏اي بر انسجام اجتماعي و كاركردهاي خانواده و نيز عملكرد كاري فرد و بيگانگي از كار داشته باشد. اين مقاله ضمن شناسايي عوامل موثر بر تعارض كار- خانواده، به حمايت اجتماعي در كار به عنوان يك منبع انطباق با بيگانگي از كار و تعارض كار- خانواده مي‏پردازد. در اين مقاله متغير وابسته (بيگانگي از كار) در ارتباط با حمايت اجتماعي، انتظارات نقش، ابهام نقش، كنترل بر كار و تعارض كار- خانواده بررسي شده است كه در اين زمينه از ديدگاه‏هاي متفاوتي، همچون: نظريه نقش، نظريه دوكسبري و هيگينز، كارلسون و پرو، كاراسك و بلونر استفاده شده است. پژوهش حاضر، با استفاده از نمونه‏اي با حجم 400 نفر، از كارمندان زن متاهل ادارات دولتي شهر اهواز با روش نمونه‏گيري طبقه‏اي و تصادفي بررسي شده است. نتايج تحقيق به طور كلي حاكي از تاييد فرضيه‏ها و انتظارات تحقيق درباره نقش حفاظتي حمايت‏هاي اجتماعي در كار، مقابله و سازگاري با تعارض و نيز اثر تعديل‏كننده آن بر بيگانگي از كار است. به طوري كه نتايج تحليل آماري نشان مي‏دهد حمايت اجتماعي در كار از طريق انتظارات نقش كاري، ابهام نقش كاري و تعارض كار- خانواده بر بيگانگي از كار موثر است. همچنين، انتظارات نقش كاري و ابهام نقش كاري از طريق تعارض كار - خانواده بر بيگانگي از كار موثر است. شايان ذكر است كه رابطه معني‏دار و معكوسي بين كنترل بر كار و بيگانگي از كار وجود دارد.

Introduction Appearance and increasing development of families with both partners employed is regarded as a social revolution in Iran. There are many pressures in this type of family life due to inefficiency of the traditional opinion about division of labor in family. One of the pressures stems from work-family conflict in which sometimes there is no solution and causes many unpredictable outcomes for social cohesion, family performance, individual work performance and also work alienation. Nowadays employees do not work for living but for a job. Affected by economic, social and organizational determinants, job alienation is presently a threatening and destructive factor in the performance of an organization. Forms of alienation include feeling of lack of discipline and power, absurdity and social isolation. When incorrect and compatible with the individual, the job and leadership style chosen will have adverse effects on the behavior and personality of the individual. If the job is regarded as something external by the individual who undertakes to do it, it will be an alienating job. This study investigates the influence that supportive leadership and job characteristics play in work alienation. Dependent variable (work alienation) is studied in relation with social support, role expectations, role ambiguity, work control and work-family conflict variables. In this way, views of Duxbury and Higgins, Carlson and Bluner have been utilized. Material and Methods This research is conducted as a survey. Stratified random sampling has been used for the selection of samples. The main instrument of data collection used in this study was questionnaire. The sample of the research includes 400 female married employees of governmental in Ahvaz. In order to analyze the data, descriptive statistics, variance analysis, regression analysis and path analysis have been used. Discussion of Results and Conclusions In general, the results confirm hypotheses and research expectations of social support role and its effects on work alienation. It appears that the effectiveness of social support can influence work alienation through expectations of work role, work ambiguity and work- family conflict. In other words, expectations of work role and work role ambiguity are effective on work alienation through family-work conflict. It is necessary to mention that there is a significant and reverse relationship between work control and work alienation. Organizational managers can have happy and satisfied personnel, who give their effective performance and show interest, loyalty and commitment to the organization, if they help them to make a balance between work and life. As the results indicate, establishing a balance between work and family is of great value. Achieving this end requires that managers select an approach in which employeesʹ and organization’s interests could be synchronously considered. They should abandon traditional attitudes on the relationship between work and life. Therefore, in order to prevent the negative consequences of work-family conflict, which are sometimes irreparable, it is recommended that employees become familiar with scientific management of conflict, and be supported comprehensively by their family members and coworkers. Thus, they will have more freedom and flexibility, and minimum conflict will be seen in their work and family programs. On the other hand, it is necessary to improve and reform occupational laws and rules. Keywords: Family-Work Conflict, Role Expectations, Role Ambiguity, Social Support, Work Control, Work Alienation