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      Why work-family conflict can drive your executives away? Translated title: Pourquoi le conflit travail-famille peut éloigner vos cadres? Translated title: Por que o conflito trabalho-família pode levar seus executivos embora? Translated title: ¿Por qué el conflicto trabajo-familia puede alejar a tus ejecutivos?

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          Abstract

          Este estudio evaluó la relación entre conflicto trabajo-familia, compromiso laboral, adicción al trabajo y intención de rotación en ejecutivos de negocios. 275 profesionales (65.4% hombres) completaron una encuesta en línea con escalas para evaluar conflicto trabajo-familia, adicción al trabajo, engagement laboral e intención de rotación. Análisis estadísticos descriptivos e inferenciales, y análisis de redes y rutas evidenciaron correlaciones parciales entre la dimensión de adicción al trabajo "trabajar excesivamente" (WE) y el conflicto trabajo-familia (WFC) r = .21. El WE también predijo WFC (χ² = 26.24, df = 7, p < .001; CFI = .95; RMSEA = .10 (.06 .14), particularmente cuando el trabajo interfiere en la familia, resultando en mayor intención de rotación y menor engagement. Las estimaciones muestran variaciones según el género.

          Translated abstract

          Cette étude a évalué la relation entre le conflit travail-famille, l’engagement au travail, l’accro au travail et l’intention de rotation chez les dirigeants d’entreprise. L’étude a eut 275 professionnels (65.4% d’hommes) répondents à un sondage en ligne contenant des échelles d’évaluation du conflit travail-famille, de l’accro au travail, de l’engagement au travail et de la intention de rotation de l’emploi. Des analyses statistiques descriptives et inférentielles ont été réalisées, ainsi que des analyses des réseaux. Les corrélations partielles entre la dimension de l’accro au travail «travail excessif» (WE) et le conflit travail-famille (WFC) étaient r = .21. WE a également prédit WFC (χ² = 26.24, df = 7, p <.001; CFI = .95; RMSEA = .10 (.06 - .14), particulièrement en ce qui concerne le travail qui interfère dans la vie familiale, conduisant à une intention de rotation de l’emploi plus élevée et réduction de l’engagement au travail. Les estimations du modèle montrent des variations selon le sexe.

          Translated abstract

          Este estudo avaliou a relação entre conflito trabalho-família, engajamento no trabalho, adição ao trabalho e intenção de turnover em executivos. Participaram 275 profissionais (65.4% homens) que completaram uma pesquisa on-line contendo escalas para avaliar conflito trabalho-família, adição ao trabalho, engajamento no trabalho e intenção de rotatividade. Análises estatísticas descritivas e inferenciais foram realizadas, assim como análises de redes. As correlações parciais entre a dimensão "trabalho excessivo" da adição ao trabalho (WE) e o conflito trabalho-família (WFC) foram r = .21. WE também previu WFC (χ² = 26.24, df = 7, p <.001; CFI = .95; RMSEA = .10 (.06 - .14), particularmente quando o trabalho teve interferência na vida familiar, levando a uma maior intenção de rotatividade e redução do engajamento no trabalho. As estimativas do modelo mostram variações de acordo com o gênero.

          Translated abstract

          This study assessed the relationship between work-family conflict, work engagement, workaholism and turnover intention in business executives. 275 professionals (65.4% men) completed an online survey containing scales to assess work-family conflict, workaholism, work engagement and turnover intention. Descriptive and inferential statistics were conducted, as well as network and pathway analysis. Partial correlations between the workaholism dimension "working excessively" (WE) and work-family conflict (WFC) were r = .21. WE also predicted WFC (χ² = 26.24, df = 7, p < .001; CFI = .95; RMSEA = .10 (.06 - .14), particularly in terms of work interfering in family life, leading to higher turnover intention and reduced work engagement. Model estimates show variations according to gender.

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                Author and article information

                Journal
                rp
                Revista de Psicología (Lima)
                Rev. psicol. (Lima)
                Pontificia Universidad Católica del Perú. Departamento de humanidades (Lima, , Peru )
                0254-9247
                2019
                : 37
                : 1
                : 251-278
                Affiliations
                Porto Alegre orgnamePontifícia Universidade Católica do Rio Grande do Sul Brazil anaclaudiabraunnh@ 123456gmail.com
                Porto Alegre orgnamePontifícia Universidade Católica do Rio Grande do Sul Brazil wag.lm.psico@ 123456gmail.com
                Porto Alegre orgnamePontifícia Universidade Católica do Rio Grande do Sul Brazil Alexsandro.deandrade@ 123456yahoo.com
                Porto Alegre orgnameUniversidade Federal do Espírito Santo Brazil manoela.ziebell@ 123456gmail.com
                Article
                S0254-92472019000100010 S0254-9247(19)03700100010
                10.18800/psico.201901.009
                Page count
                Figures: 0, Tables: 0, Equations: 0, References: 67, Pages: 28
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