The Relationship Between Islamic Work Ethics and Work-Family Satisfaction and Psychological Well-Being: Mediating Role of Work-Family Conflict

Document Type : Research Paper

Authors

1 Faculty member, Department of Psychology, Payame Noor University, Tehran, Iran

2 Assistant professor, Department of Business Management, Payame Noor University, Tehran, Iran

10.30471/rsm.2024.10159.1364

Abstract

 
Introduction and Objectives
Employees face fundamental challenges in managing their work and family life, which both shows the lack of flexibility in the workplace in managing work-family life and also shows the increasing amount of conflicts that employees work under (Selvarajan et al., 2020). Organizational literature has identified work-family conflict as a type of inter-role conflict that occurs when individuals manage the multiple demands of their work and family lives and has negative effects on psychological well-being (Amstad et al., 2011). Work-family conflict is an important aspect of psychological well-being, as it can lead to various negative outcomes such as stress, mental and physical problems, and poorer life satisfaction, and it can have a broader socioeconomic impact on public health because it may lead to poor job performance and high absenteeism at work. Islamic work ethics play a significant role in the work environment and affect employee relations, job satisfaction, and overall organizational performance. Al-Khalifa et al. (2023) found that Islamic work ethics positively affects organizational performance and the atmosphere of employee relations plays a mediating role in this relationship. Badar et al., (2023) Islamic work ethics can contribute to a positive work environment, which in turn can lead to higher performance and job satisfaction. The main purpose of this study is to investigate the effect of Islamic work ethics on work-family satisfaction and psychological well-being and to measure the mediating role of work-family conflict among the employees of Mohaghegh Ardabili University in the form of a structural equation model.
 
Method
The current research was of correlational type and according to the purpose, it was of applied type, and data collection was done in the field. The statistical population of the research was all the administrative and educational staffs of Mohaghegh Ardabili University in the number of 400 people, and 300 questionnaires were distributed by the available sampling method, from which 256 suitable questionnaires were selected for statistical analysis. To determine the causal relationship between the variables, statistical analysis has been performed using the structural equation method and using SPSS and SMART-PLS software.
 
Results
The statistical results of the research confirmed the hypotheses. The results of the present study showed that Islamic work ethics have a positive and significant effect on job satisfaction, family satisfaction, and psychological well-being. The findings also showed that work-family conflict has a direct and negative effect on job satisfaction, family satisfaction, and psychological well-being. In general, the results showed that Islamic work ethics play an essential role in job satisfaction, family satisfaction, and psychological well-being.
 
 
 
Discussion and Conclusions
The results of structural equation modeling showed that Islamic work ethics directly affects job satisfaction and family satisfaction. This means that institutionalizing Islamic work ethics in the organization and aligning ethical principles with organizational strategies can help improve family satisfaction. Among other results of this research, we can mention the positive effect of Islamic work ethics on psychological well-being and work-family conflict. By improving Islamic work ethics and giving more importance to purposefulness in life, conflict at work and as a result the psychological well-being of university employees will be strengthened. In this research, it was observed that work-family conflict hurts job and family satisfaction and mental well-being. Work-family conflict leads to a gradual decrease in job satisfaction and has negative consequences such as increased employee absenteeism, increased withdrawal from work, reduced productivity, and work commitment in the organization. Therefore, to manage the conflict between multiple roles, it is suggested to plan appropriate training courses such as work-family balance and time management skills training, conflict resolution style, and stress management.

Keywords

References

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Journal of Studies in Religion, Spirituality & Management
Volume 11, Issue 20 - Serial Number 20
October 2024
Pages 285-314

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