![Sample our Social Sciences journals, sign in here to start your FREE access for 14 days]({"type":"image" , "src" : "/sda/110822/TOC-Subject-Sample-2021-Social-Sciences.jpg"})
Abstract
The majority of studies of the work–family interface have been carried out in Western societies. They also have some limitations in measuring conflict between work and family domains. This paper reports on a study of 387 male and female Iranian employees from a variety of organizations, using a six-dimensional model of work–family conflict (Carlson, Kacmar, & Williams, 2000) to assess both the nature and construct of conflict. The study used a questionnaire based on existing measures, translated from English to Persian and then back-translated to English. Using confirmatory factor analysis (CFA) the validity and cross validity of the model on employees and across gender was assessed. The final results of the analysis support the generalizability of the six-dimensional model of work–family conflict to the Iranian employees and across gender.
La majorité des études concernant l'interface travail/famille ont été conduites dans des sociétés occidentales. De plus, l’évaluation du conflit qui existe entre le domaine du travail et de la famille a rencontré certains obstacles. L’étude presentée dans cet article a été structuree en forme de test afin d'etudier un modèle de ce conflit travail/famille (Carlson, Kacmar et Williams, 2000), et celle-ci a été conduite sur un simple groupe d'employes iraniens. L’échantillon de l’étude qui a été réalisée comprenait 387 iraniens et iraniennes provenant d'une panoplie d'organisations. Un questionnaire, basé sur des mesures actuelles et traduit de l'anglais au farsi et vice versa a été utilisé. En se servant d'une Analyse Factorielle de Confirmation (AFC), la validité du modèle sur des travailleurs des deux sexes, a été estimée. Les résultats finaux de l'analyse vont à l'appui d'une généralisation du modèle à 6 facettes du conflit famille/travail aux employés iraniens qu'ils soient de sexe masculin ou féminin.
Acknowledgements
I would like to thank Dr Peter Sevastos, Dr Dawn S. Carlson and the anonymous reviewers, who have made helpful and insightful comments on the earlier versions of this paper. I would also like to thank the School of Psychology and Research Centre for Applied Psychology (ReCAP) at Curtin University of Technology, Western Australia, for their financial support of the study.
Notes
1. GLOBE is a multi-phase, multi-method project in which investigators spanning the world are examining the relationships between societal culture, organizational culture and organizational leadership. The nine cultural dimensions studies in GLOBE are: uncertainty avoidance, power distance, collectivism I, collectivism II, gender egalitarianism, assertiveness, future orientation, performance orientation and human orientation (House et al., Citation2001).