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Linking Work-Family Conflict (WFC) and Talent Management: Insights from a Developing Country

Author

Listed:
  • Mahira Ahmad

    (Department of Applied Psychology, Lahore College for Women University, Lahore 54000, Pakistan)

  • Amina Muazzam

    (Department of Applied Psychology, Lahore College for Women University, Lahore 54000, Pakistan)

  • Ambreen Anjum

    (Department of Applied Psychology, The Islamia University of Bahawalpur, Bahawalpur 54500, Pakistan)

  • Anna Visvizi

    (Effat College of Business, Effat University, Jeddah P.O. Box 34689, Saudi Arabia)

  • Raheel Nawaz

    (Department of Operations, Technology, Events and Hospitality Management, Manchester Metropolitan University, Manchester M15 6BH, UK)

Abstract

Considering the profound societal change taking place in several developing countries, the objective of this paper is to reflect on work-family conflict (WFC) both as a concept and a social phenomenon. Given that WFC is a concept rooted in academic debate focusing on developments in Western, largely individualistic, societies, this paper reconsiders WFC’s value added as applied in a context of a collectivist society in a developing country. The objective of this paper is thus threefold, i.e., (i) to assess WFC’s applicability in a context of a collectivist society in a developing country, where the position and role of women gradually changes; (ii) to develop a culturally adjusted/sensitive scale to measure the scope of WFC in Pakistan, whereby the latter is treated here as a case study; and (iii) to reflect on the possibility of devising a set of good practices that would allow a smooth inclusion of women in the formal workforce, while at the same time mitigating the scope and scale of WFC. The value added of this paper stems from these three objectives.

Suggested Citation

  • Mahira Ahmad & Amina Muazzam & Ambreen Anjum & Anna Visvizi & Raheel Nawaz, 2020. "Linking Work-Family Conflict (WFC) and Talent Management: Insights from a Developing Country," Sustainability, MDPI, vol. 12(7), pages 1-17, April.
    • Handle: RePEc:gam:jsusta:v:12:y:2020:i:7:p:2861-:d:341186
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    References listed on IDEAS

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    1. Saeed-Ul Hassan & Mubashir Imran & Sehrish Iqbal & Naif Radi Aljohani & Raheel Nawaz, 2018. "Deep context of citations using machine-learning models in scholarly full-text articles," Scientometrics, Springer;Akadémiai Kiadó, vol. 117(3), pages 1645-1662, December.
    2. Sundus Ayyaz & Usman Qamar & Raheel Nawaz, 2018. "HCF-CRS: A Hybrid Content based Fuzzy Conformal Recommender System for providing recommendations with confidence," PLOS ONE, Public Library of Science, vol. 13(10), pages 1-30, October.
    3. Ambreen Anjum & Amina Muazzam & Farkhanda Manzoor & Anna Visvizi & Gary Pollock & Raheel Nawaz, 2019. "Measuring the Scale and Scope of Workplace Bullying: An Alternative Workplace Bullying Scale," Sustainability, MDPI, vol. 11(17), pages 1-11, August.
    4. Bisma Ejaz & Amina Muazzam & Ambreen Anjum & Gary Pollock & Raheel Nawaz, 2020. "Measuring the Scale and Scope of Social Anxiety among Students in Pakistani Higher Education Institutions: An Alternative Social Anxiety Scale," Sustainability, MDPI, vol. 12(6), pages 1-13, March.
    5. Ambreen Anjum & Amina Muazzam & Farkhanda Manzoor & Anna Visvizi & Raheel Nawaz, 2019. "Mediating Bullying and Strain in Higher Education Institutions: The Case of Pakistan," Sustainability, MDPI, vol. 11(8), pages 1-11, April.
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    Cited by:

    1. José Aurelio Medina-Garrido & José María Biedma-Ferrer & Jaime Sánchez-Ortiz, 2020. "I Can’t Go to Work Tomorrow! Work-Family Policies, Well-Being and Absenteeism," Sustainability, MDPI, vol. 12(14), pages 1-22, July.
    2. Amina Muazzam & Ambreen Anjum & Anna Visvizi, 2020. "Problem-Focused Coping Strategies, Workplace Bullying, and Sustainability of HEIs," Sustainability, MDPI, vol. 12(24), pages 1-13, December.

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