Work-Family Conflict of Female Teachers at Private Universities in Bangladesh

Abstract

Work-family conflict (WFC) affects people everywhere, regardless of their nationalities or cultural backgrounds. Nonetheless, it is possible that the nature and severity would vary depending on the society and its distinct cultural traits. This research makes an effort to determine the causes of WFC, its consequences of WFC, WFC's effects on job satisfaction, and the turnover intention of female teachers working at private universities in Bangladesh. Employees, their families, and workplace communities are all negatively impacted by WFC, which is a pervasive issue. WFC also affects job satisfaction and turnover intentions of female teachers at private universities in Bangladesh. In traditional societies like Bangladesh, it is harsher for female employees when compared to male employees. Throughout the past few decades, female participation in the workforce has gradually increased. Role conflicts arise for working women due to responsibilities to their families. This research relies on original data. To better understand work-family conflict, its causes, and effects, as well as its implications on job satisfaction and intention to leave the job, 50 female teachers from five universities were chosen as a sample. They were then asked a series of questions related to these topics. By distributing questionnaires, the data are acquired. The study identifies a few factors that lead to WFC of female teachers at Private universities in Bangladesh, Like- Excessive workload, long working hours, ambiguity of role, work demand, family demand, family commitment, negative attitude of supervisors/colleagues, organization culture, unsupportive family members, demand for relaxation time, job dissatisfaction, poor performance appraisal system, unsupportive management, etc. The study also shows some consequences of the WFC of female teachers at private universities in Bangladesh, which are- low productivity, low job performance, high turnover intentions, high level of job absenteeism, weak tie with family and friends, physical health problems, etc. A hypothesis test was conducted to see whether WFC has an impact on female teachers' intentions to leave their jobs and their job satisfaction at private universities in Bangladesh. This study also recommends some ways to improve the work-family conflict of female teachers at private universities in Bangladesh. The respondents are given some ways how to improve WFC and they need to select some options from them according to their preferences. Software called SPSS (Statistical Package for the Social Sciences) was used to evaluate the collected data. Frequency distribution, Cronbach’s reliability test, Mean, and Hypothesis (t-test) test are incorporated in this paper.