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Work Family Conflict Definition

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Work family conflict was first defined by Khan et. al (1964), who examined the inter role conflict people experienced between their work roles and other life roles. Khan et al. suggested that work family conflict occurs when demands from work and family are mutually incompatible to some extent. They had given a definition for work family conflict as “a form of inter-role conflict in which the role pressures from work and family spheres are mutually incompatible”.
Greenhaus and Beutell (1985), defined work family conflict as “a form of inter role conflict in which the role pressures from the work and family domains are mutually incompatible in some respect”. Greenhaus and Beutell (1985), stated that work family conflict occur when contribution …show more content…

Commitment is also defined as an individual’s desire to remain focused and attached to his work. Organizational commitment is a core issue for the management of the organizations. Organizational commitment directly relates to the performance of employees and treated as an issue of great importance. (Meyer et al., 2002)
Organizational commitment, as conceptualized by Allen and Meyer, is a three-component structure; where affective, continuance and normative commitment form the three facts of organizational commitment. Allen and Meyer (1991), argued that affective, continuance and normative components of commitment are separable; conceptually and empirically. Each of the three forms of commitment is equally important and useful.
Affective Commitment refers to an employee’s attachment with his organization and the organizational goals (O Reily & Chatman, 1986). Porter et al (1974) further describe affective commitment by three …show more content…

(1993) stated that the three types of commitment are a psychological state “that either characterizes the employee’s relationship with the organization or has the implications to affect whether the employee will continue with the organization”. Meyer et al. (1993) further stated that, usually the researches indicated that employees with a strong affective commitment will remain with an organization since they want to, those with a strong continuance commitment remain since they have to and those with a normative commitment remain since they feel that they have to. Meyer & Allen (1997) define a committed employee as being one “stays with an organization, attends work regularly, puts in a full day and more, protects corporate assets, and believes in the organizational goals”. This employee positively contributes to the organization due to their commitment to the

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