Project/Area Number |
20H01535
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Research Category |
Grant-in-Aid for Scientific Research (B)
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Allocation Type | Single-year Grants |
Section | 一般 |
Review Section |
Basic Section 07080:Business administration-related
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Research Institution | Hiroshima University |
Principal Investigator |
PELTOKORPI VESA・MATTI (ペルトコルピ ベサマッティ) 広島大学, 人間社会科学研究科(社)東千田, 教授 (80433762)
|
Project Period (FY) |
2020-04-01 – 2025-03-31
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Project Status |
Granted (Fiscal Year 2023)
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Budget Amount *help |
¥4,550,000 (Direct Cost: ¥3,500,000、Indirect Cost: ¥1,050,000)
Fiscal Year 2023: ¥650,000 (Direct Cost: ¥500,000、Indirect Cost: ¥150,000)
Fiscal Year 2022: ¥910,000 (Direct Cost: ¥700,000、Indirect Cost: ¥210,000)
Fiscal Year 2021: ¥1,300,000 (Direct Cost: ¥1,000,000、Indirect Cost: ¥300,000)
Fiscal Year 2020: ¥1,300,000 (Direct Cost: ¥1,000,000、Indirect Cost: ¥300,000)
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Keywords | work-family conflict / voluntary turnover / job embeddedness / Work-family conflict / Voluntary turnover / Job embeddedness |
Outline of Research at the Start |
I propose that when working parents have significant work-family and family-work conflict, they focus personal resources into those domains where they are highly embedded. Higher on-the-job embeddedness therefore weakens the positive relationship between work-family and family-work conflict and voluntary turnover, because working parents high on on-the-job embeddedness to prioritize work domain resources and stay employed. To examine these predictions, I collect data with three online surveys at three time points from working parents in Japan.
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Outline of Annual Research Achievements |
In financial year 2022, I continued to conduct a literature review on work-family conflict, job embeddedness, and their voluntary turnover, and health-related outcomes. My literature review suggests that only a few studies to date have linked work-family and family-work conflict to job embeddedness and voluntary turnover. This is surprising, taking into account that work-family conflict tends to have a positive relationship with voluntary turnover due to the conflict between work and family domains and that employees with high embeddedness are less likely to quit (i.e., voluntary turnover) their jobs. In addition to conducting a literature review, I have constructed survey questionnaires that focus on the above-mentioned linkages. Specifically, I have constructed a Time 2 (T2) survey that focuses on proximal outcomes of work-family conflict. Furthermore, I have analyzed the collected data by using hierarchical and logistic regression analyses. The findings of these early data analyses have been promising.
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Current Status of Research Progress |
Current Status of Research Progress
1: Research has progressed more than it was originally planned.
Reason
While survey data collection was delayed due to COVID-19, I have collected time-lagged survey data from more than 700 working mothers. This data was collected from the same working women as in 2021.
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Strategy for Future Research Activity |
I will continue to collect survey data. This final time 3 survey will consist of distal outcomes such as voluntary turnover and stress-related health. I will continue to conduct data analyses and write papers to be presented first at academic conferences and later published in peer-reviewed academic journals.
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