چكيده لاتين
With the increasing participation of women in professional fields, the balance between family roles and professional responsibilities has become a significant challenge. Working women often face work-family conflict, which not only negatively affects their mental health and job satisfaction but can also lead to decreased job productivity and increased stress. This study has examined the factors affecting this conflict and possible solutions to reduce it.
The objectives of this study are to identify the occupational and family conflicts of single and married women at Foolad Mobarakeh, discover how single and married women at Foolad manage work-family conflicts, and propose solutions for working women at Foolad to reduce work-family conflicts. In this study, we attempted to answer the research questions using a qualitative method of thematic analysis with semi-structured interviews as the tool. The target population of this study was single and married working women at Foolad Mobarakeh, and the research sample was selected through convenience sampling. The sample reached saturation with 15 married women and 11 single women.
After collecting and transcribing the interviews, the findings were coded using Braun and Clarkeʹs coding method. After several stages of analysis and merging similar codes, 95 primary codes and 28 secondary codes were extracted for married women, and 53 primary codes and 18 secondary codes were extracted for single women, categorized into four main categories and two themes: the consequences of successful work-family conflict management and the consequences of unsuccessful work-family conflict management. Additionally, in the theme of strategies for managing work-family conflicts among women, 56 primary codes and 28 secondary codes were categorized into 7 domains.
The findings of this study showed that the way women manage work-family conflicts includes many positive and negative consequences in various individual, interpersonal, family, and occupational dimensions. Furthermore, various solutions were identified in the individual domain, interpersonal domain, marital domain, childrenʹs domain, nuclear parentsʹ domain, occupational domain, and social support domain to minimize the negative consequences of work-family conflicts. Therefore, it can be concluded from this study that the best solution for managing work-family conflicts among working women is enhancing capabilities, emotional intelligence, life skills, marital skills, communication skills, and self-compassion. It is hoped that by utilizing the findings of this study, working women will become more empowered and better able to manage their work and family conflicts.
