Analysis on Satisfaction using Interference as Mediator


  • Kristu Jayanti College, Bangalore, Karnataka, 560077, India
  • Acharya School of Management, Bangalore, Karnataka, 560090, India


Job satisfaction explains the comfort and the content with the job of an individual. The enjoyment that an individual receive while performing the job makes the result of the job a favorable one and result in high level of satisfaction. Family satisfaction is the amount of happiness shared by the family members to fulfill their needs and interests. This study gives emphasis on both job and family satisfaction. This study tries to find out whether interference of work to family has any influence to family satisfaction and family-work interference has any influence on the job satisfaction. Understanding these aspects and bringing changes based on that can transform the work place to a fruitful place for growth and sustainability. More women are entering to information technology companies and contributing much to the success of the organization. Study is focused to women in information technology to find out the interference and satisfaction. Four selected information technology companies based in Bangalore are considered for the study. Questionnaires are prepared and emailed to the women employees. Three hundred and seventy one samples are collected. Full time women employees with minimum of one year experience in that particular company are considered in the study. In this study Hayes Regression test is done to find out the effect of mediating variable between dependent and independent variables. From the study it is found that mediating variables like work-family interference and family-work interference is not mediating between job satisfaction and family satisfaction and vice-versa.


Employees, Family, Job, Satisfaction, Women

Subject Discipline

Financial Management

Full Text:


Beutell and Greenhaus (1985). Sources of conflict between work and family roles, Academy of Management Review. 10(1):76−88.,

Carlson, D.S. and Kacmar, K.M. (2000). Work –family conflict in the organization: Do life role values make a difference, Journal of Management. 26:1031−54., https://

Carlson, D.S., Kacmar, K.M. and Williams, L.J. (2000). Construction and initial validation of a multidimensional measure of work–family conflict, Journal of Vocational Behavior. 56:249–76.

Duxbury, Higgins and Mills. (1990). After-hours telecommuting and work-family conflict: A Comparative analysis, Information Systems Research. 3(2):173−90.

Ford, M.T., Heinen, F.B. and Langkamer, K.L. (2007). Work and family satisfaction and conflict: A meta-analysis of cross – domain relations, Journal of Applied Psychology. 92(1):57–80. PMid: 17227151.

Frone, M. R., Russell, M. and Cooper, M. L. (1992a). Antecedents and outcomes of work-family conflict: Testing a model of the work-family interface, Journal of Applied Psychology. 77:65–78. PMid: 1556042.

Frone, M.R., Yardley, J.K. and Markel, K.S. (1997). Developing and testing an integrative model of the work– family interface, Journal of Vocational Behavior. 50:145– 67.

Huang, Hammer, Neal and Perrin (2004).The relationship between work-to-family conflict and family-to-work conflict: A longitudinal study, Journal of Family and Economic Issues. 25(1):79−100. B:JEEI.0000016724.76936.a1.

Luk, D.M. and Shaffer, M.A. (2005). Work and family domain stressors and support: Within- and crossdomain influences on work–family conflict, Journal of Occupational and Organizational Psychology. 78:489– 508.

O’Driscoll, M.P., Brough, P. and Kalliath, T.J. (2004). Work/family conflict, psychological well-being, satisfaction and social support: A longitudinal study in New Zealand. Equality, Diversity, and Inclusion. An International Journal. 23(1):36−56.


  • There are currently no refbacks.