Family-work conflict presentation. Learn how Family Responsibility Discrimination negatively impacts employees. Find slide transcript at http://essayplant.com/family-work-conflict/

1. Family-work conflict
Student’s name:
Professor’s name:
Date:

2. Purpose of Study
 This study was conducted on the phenomenon of family responsibility
discrimination (FRD) and its negative effects on workers of both
genders:
– denied equal treatment and various job opportunities,
– emotional exhaustion.
– work-life conflict.
 This research is important because toxic job environment where FRD
takes place reduces workers’ productivity, causes stress, emotional
exhaustion, work-life conflict and lowers worker achievement.
 Employers can leverage this knowledge about FRD and improve the
workplace environment. Research helps understand the problem of
FRD in order to ultimately resolve it.

3. Theoretical Background
 Conservation of Resources Theory, which argued that
“resources that are valued and not provided in the work context
deplete emotional energies and ultimately trigger work–life
conflict.” (Trzebiatowski& Triana, 4).
– limited opportunities, created stress
– disgruntled, unmotivated and unproductive employees.
 Social Role Theory, which hinted that since women still appear
to dedicate more time to family in addition to work, they may be
more affected by FRD than men (Trzebiatowski& Triana, 4).

4. Hypotheses
 Based on this model the following hypotheses were proposed: (Trzebiatowski& Triana, 4):
 1a. “Perceived family responsibility discrimination will be positively related to emotional exhaustion”
(Trzebiatowski& Triana, 4).
 1b. “Perceived family responsibility discrimination will be positively related to work–life conflict” (Trzebiatowski&
Triana, 4).
 2a. “The positive relationship between family responsibility discrimination and emotional exhaustion will be
stronger for women than for men” (Trzebiatowski& Triana, 4).
 2b. “The positive relationship between family responsibility discrimination and work–life conflict will be stronger for
women than for men”. (Trzebiatowski& Triana, 4).
 3. “The effect of perceived family responsibility discrimination on emotional exhaustion (H3a) as well as work–life
conflict (H3b) will be stronger for women, regardless of power distance, and for men who score high on power
distance compared to men who score low on power distance” (Trzebiatowski& Triana, 4).
 4. “Perceived family responsibility discrimination relates indirectly to work–life conflict through emotional
exhaustion. The direct effect as well as the indirect effect of family responsibility discrimination on work–life conflict
will be moderated by both gender and power distance such that women (regardless of power distance) and men
who are high in power distance experience more emotional exhaustion, and subsequently, work–life conflict
compared to men who are low in power distance. ” (Trzebiatowski& Triana, 4).

5. Study variables
 Independent variables (variables that may
change independently of others):
– Perceived discrimination in the workplace,
i.e. FRD (Trzebiatowski& Triana, 6).
 Dependent variables (variable that change
when independent variable change):
– Work-life conflict (Trzebiatowski& Triana, 6).
– Emotional exhaustion (Trzebiatowski&
Triana, 6).
 Moderating variables (variable that affect the
change of dependent variables):
– Gender
– Power Distance (Trzebiatowski& Triana, 6).

6. The End
 Questions?
 Comments?
 Suggestions?

7. Reference
 Trzebiatowski, T., Triana, M. (2018). Family Responsibility
Discrimination, Power Distance, and Emotional Exhaustion:
When and Why are There Gender Differences in Work–Life
Conflict?, Journal of Business Ethics, 14 august.
https://doi.org/10.1007/s10551-018-4000-5