M. A. Akkas, Mohammad Ikbal Hossain, Sabibur Rhaman

(Department of Management, Dhaka University, Dhaka, Bangladesh)

 

 

Abstract: Work-family conflict (WFC) is a universal issue irrespective of the countries and cultures all over the world. But the nature and extent are likely to be different in different societies with different cultural characteristics. This paper is an attempt to identify the factors that result in WFC of female employees working at different universities, commercial banks and government organizations in Bangladesh. WFC is a common issue and produces negative effects for the employees, their families, and work organizations. It is more severe for the female employees compare to male employees in the traditional society like Bangladesh. Female participation in the work place is gradually increasing over the last few decades. Working women are encountering role conflict because of family responsibilities. This study is based on primary data. A sample of 50 female employees from ten organizations is selected and they are asked to unearth the key factors that lead to work-family conflict. The data are gathered by administering questionnaires. The study shows that the main variables responsible for WFC are: long working hour, job inflexibility, work overload, child care responsibility, age of children, dependent care responsibility, discrimination at work place, inadequate supervisory support, autocratic management style, inadequate family support, and the absence of husband’s support. The findings of the study emphasized the need to formulate guidelines for the management of WFC at the organizational level as it is connected to job satisfaction and performance of the employees.

 

 

Key words: work-family conflict; reasons; female employees

 

JEL codes: M1