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CHAPTER ONE
INTRODUCTION
Work in the Ghanaian context has been regarded as a major source of income for the family
and the members of the family thereof since employees must combine demands of their work
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and family domains. This is because of globalization and changing demography of employees.
In view of this, Voydanoff (2015) conceptualized that there exist two types of conflict. He
explained that when individuals have limited time to fulfil their responsibilities towards family
due to work demands, it can be termed as work to family conflict whereas family to work
conflict is experienced when difficulties are encountered in focusing on their job because of
According to Md-Sidin et al. (2010), social support can be seen through the direct effect of the
actions taken during work to family conflict. Literature such as Cinnamon and Rich (2002) has
established that lack of social support, be it emotional or physical, received by employees from
their spouses in terms of household management and work leads to work-family conflict. In a
similar perspective, Hams and Kacmar (2006) is of the view that the support from families is
a major predictor of in reducing work-family conflict. Adam (2008) also corroborated these
findings that, lack of support will be the cause of an individual experiencing work family
conflict if there is a continuous exposure in daily life. Furthermore, the presence of children,
number and age of children, marital support, family roles, and the availability and suitability
of childcare has been found to lead to work-family conflict. (Mullen et al., 2008; Grzywacz
and Demerouti, 2013; Poelmans et al., 2013). Once an individual experience a high level of
work and family conflict, the person is more likely experience job dissatisfaction. When a work
role conflicts with a non-work role, it will reduce the role satisfaction (Zhao & Namasivayam,
2012). In addition to this, Karatepe and Uludag (2008) is of the view that work to family
conflict decreases marriage satisfaction and the intention to quit from also increases.
Karatepe and Baddar (2006) defined that there were two types of tension sources in work-
family interactions, namely work to family conflict and family to work conflict (Lin, Chen, &
Sun, 2015). The phenomenon of work-family life conflict is therefore bidirectional dimension
and nature (Porter and Ayman, 2010; Rotando and Kinsaid, 2008). This suggests that
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workplace issues interfere in family issues, and home issues interrupting in work activities
respectively. Again, Parasuraman and Slimmers (2001) indicated that work-family life conflict
can be either time-based, strained-based, implying a situation when the time devoted to one
role makes it difficult to fulfil the requirements of the other role, and when strain generated in
one role intrudes into the other role respectively. However, a third type of conflict which
indicates an incompatibility in terms of behavioural patterns that are desirable in the two
In establishing the causes, the presence of children, number and age of children, amount of
marital support, family roles, and the availability and suitability of childcare (Mullen et al.,
2008; Grzywacz and Demerouti, 2013; Poelmans et al., 2013) has been found to lead to work-
family conflict. Work-family conflict can also evolve from employees failure to maintain the
lines separating work domain and family domain, such as provision for family care, which
results in a care dilemma (Malik and Khalid, 2008). Further, the current study argues that the
social support received and not received by employees can cause work-family conflict. In view
of this, social support can be general or work-family specific. Moreover, Ayman and
Antani(2008) are of the view that it is important for employees who are active multiple life
domains to have a large and diverse support networks which can provide them with support.
In furtherance, Kossek et al. (2011) in his meta-analysis revealed that both the type and source
The issue of work and family life conflict has attracted numerous attentions of researchers in
the last few decades because its a global threat to every organization (Ayman & Antani, 2008).
Despite this, employees still experience more conflict between work and personal life as they
continue to pursue the quality of life that they need (Ahmad, 2008). Thus, successfully
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balancing work and family life is one of the major challenges facing employees currently. It
has been found that due to work-family life conflict most working people remain single just
because they are unable to fulfil work and family demands (Kasper, Schmid & Mayer, 2005).
Considering the traditional roles performed by the Ghanaian woman as compared to the males,
there is the need to investigate the influence of gender on work-family life conflict. Work-
family conflict has also been found to have a significant relationship with turnover intentions
conflict and it is a significant predictor of actual turnover (Noor & Maad, 2008; Yavas, Babakus
& Karatepe, 2008). Also, Anderson, Coffey and Byerly (2002), is of the view that work-family
(Wang, Chang, Fu & Wang, 2012). Thaden (2007) revealed that higher turnover rates disrupt
continuity of care, and harm workers ability to achieve critical case management functions.
Research has established that childcare support, number of children and age of children born
literature on the influence of work-family conflict has mainly being investigated in western
countries, with little literature pertaining to the Ghanaian setting. This has necessitated the need
The overall aim of the study is to examine work and family conflict among employees in the
banking sector within Kumasi Metropolis-Ghana. The study specifically seeks to:
1. Identify the nature of work and family life conflict experienced by employees.
2. Outline the causes of work and family life conflict among employees in the banking sector
3. Determine whether gender influence work and family life conflict among employee in the
banking sector.
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4. Identify the effects of work and family life conflict on employees.
The study, in attaining its objectives will provide answers to the following questions;
2. What causes work-family conflict among employees in the banking sector within Kumasi
Metropolis-Ghana?
3. Does gender influence the experience of work-family conflict among employee in the
banking sector?
1.5 Hypotheses
H0: There is no significant relationship between work-family conflict and gender of employees.
H1: There is a significant relationship between work-family conflict and gender of employees.
H0: There is no significant relationship between work-family conflict, and employee turnover
intention.
H1: There is a significant relationship between work-family conflict, and employee turnover
intention.
H0: There is no significant relationship between work-family conflict and social support.
H1: There is a significant relationship between work-family conflict and social support.
Majority of employees in recent times, are dual earners for their families, that is, playing
domestic and work roles, and they are more likely to turnover or reduce working hours in
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favour of family schedules, most importantly women (Ammons & Edgell, 2007; Stone, 2007).
In this regard, changes in the work environment through workplace initiatives and policies
would certainly enable employees deal effectively with both work and family responsibilities
The study will augment the literature gap on work-family conflict incorporating the gender
Further, enormous demands have been brought to bear on organizations to adopt family-
responsive strategies and be more family friendly (Cohen & Single, 2001) to enhance employee
performance while maintaining a balance between their work and family roles. Hence, a
It has been established that employee creativity and performance is vital to the survival of
modern enterprises in the current competitive markets. Thus, a study on factors that could
the study will inform employers, human resource practitioners and employees on the impact of
reduce and eliminate the negative impact of WFC on employees and the organization, it is vital
to identify strategies that potentially can offset their negative impact on employees, which will
Further, findings on gender as a mediating factor on work-family conflict will provide insight
on how both genders experience the problem as against the traditional notion of females being
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The study will therefore inform supervisors and managers on the practical approach of using
family supportive supervisor behaviours to address the issue of WFC to facilitate employee
employee creativity as a critical resource for organizational survival. Hence, the findings of the
study will add to the paucity of literature in the area in the Ghanaian setting and serve as a
Contextually, the study will focus on work-family conflict among employees in the banking
sector. Further, the study will investigate the nature of work-family conflict, causes, gender as
moderator, and effect work-family conflict has on employees. Despite numerous banks in
Kumasi metropolis and Ghana as a whole, the study will focus on Ghana Commercial Bank,
Ecobank and HFC Bank branches located in Kumasi, Ghana because of high number of both
male and female employees compared to the other banks available within the Metropolis.
The study will be organized in five different sections. That is, the study will be conducted in
five chapters. The first chapter, one will focus on giving a background to the problem,
the study, organizational of the study, as well as definition of terms as applied in the study.
The second chapter, chapter two of the study would focus on reviewing relevant literature,
considered key to the study. This chapter will focus on explaining key terms in the problem,
reviewing theoretical bases of the study as well as reviewing empirical data on the problem and
related concepts in the study, along the stated objectives of the study. The study would further
establish how findings from other scholars globally, relate to the current study.
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The third chapter, chapter three will focus on the various methods that will be employed in
conducting the study. That is, the chapter will constitute the research design, population and
sample size, sampling techniques, sources of data, methods of data collection and ethical
considerations that are key to the success of the current study. The fourth chapter, which is
chapter four of the study will focus on analysis of data obtained from the field and sociological
interpretations of the study. The last chapter will focus on providing summary based on the
findings from the study and provide conclusions as well as recommendations for further
III. Bank a financial institution that deals with monetary transactions with individuals.