Impact of work design and work-family conflict on professional gratification and life satisfaction. Insight from Nyamasheke District

Work-Family Conflict (WFC) is a prevalent challenge in modern workplaces, significantly impacting employee well-being. This study explores WFC dynamics and their effects on professional gratification and life satisfaction among Nyamasheke, Rwanda, employees. Investigating the interplay of work and family stressors, the study finds WFC insignificantly influences job and life satisfaction. The model used to understand the relationship between job and life satisfaction lacks efficacy, emphasizing the need for further context-specific exploration. Implications highlight the necessity for future studies to delve into unexplored facets of WFC, especially its connection with self-efficacy. The findings advocate for targeted employer policies addressing WFC challenges. The study recommends expanding research to diverse Nyamasheke groups for a comprehensive understanding of work-family dynamics. This pursuit of knowledge informs interventions and policies to enhance employee well-being amid the pervasive challenges of work-family conflict.

The primary goal of this study is to comprehensively understand the relationships between Work-Family Conflict (WFC), job satisfaction, and life satisfaction within the private sector in Nyamasheke District.This involves assessing the impact of WFC on job satisfaction, examining the influence of WFC on overall life satisfaction, and investigating the correlation between job satisfaction and life satisfaction, considering demographic factors, social support, and individual motivational structures.

Specific objectives
Specific objectives for the study can be outlined as follows: Objective 1: To assess the impact of Work-Family Conflict (WFC) on job satisfaction within the private sector in Nyamasheke District, taking into account demographic factors and the role of social support.
Objective 2: To examine the influence of Work-Family Conflict (WFC) on overall life satisfaction in the Nyamasheke context, considering factors such as pay scale and the stress experienced by individuals in dualcareer families.
Objective 3: To investigate the correlation between job satisfaction and life satisfaction and explore the role of social support and individual motivational structures in enhancing overall life satisfaction.

Hypotheses
This investigation employs a relational framework to explore connections among various variables.The primary aim is to examine the influence of job design and the conflict between work and family in the Nyamasheke District.As a result, the subsequent hypotheses are developed: Hypothesis 1: In private sector in Nyamasheke, Work-Family Conflict (WFC) have a negligible impact on job satisfaction, as previous research suggests a negative and insignificant relationship, considering demographic factors and social support.
Hypothesis 2: Within the Nyamasheke context, the influence of WFC on overall life satisfaction remains statistically insignificant, as it is overshadowed by other factors like pay scale and the inter-role stress and strain in dual-career families.In this theoretical framework is interpreted as:  Hypothesis 1 suggests that in the private sector in Nyamasheke, Work-Family Conflict (WFC) is minimally affect job satisfaction.
 Hypothesis 2 in the Nyamasheke context proposes that the influence of WFC on overall life satisfaction will be statistically insignificant. Hypothesis 3 suggests a positive correlation between job satisfaction and life satisfaction in general.
And Demographic factors and social support may moderate these relationships

Significance of the Study
This research carries significant implications with far-reaching consequences for various stakeholders, encompassing governmental bodies, labor unions, human resource practitioners, individuals, and organizations.Its primary contribution lies in serving as a basis for the development of policies and programs aimed at improving employees' quality of life, particularly in alleviating the negative impact of work-family conflict.Governmental entities, labor unions, and human resource professionals can utilize the findings to shape policies fostering a work environment that addresses familial needs and enhances life satisfaction.
The research also provides valuable insights for individuals and organizations dealing with employees facing substantial work-family conflict.Understanding the diverse manifestations of this conflict empowers working individuals to strive for balance between their professional and familial roles, fostering receptivity to the concerns of subordinates dealing with work-family issues.
A notable aspect of the study is its potential benefit for women, contributing to the enhancement of their physical, psychological, and emotional well-being in the context of work-family responsibilities.The research community stands to gain insights into the complex interplay of organizational and individual factors contributing to work-family conflict, enabling researchers to formulate recommendations for overcoming these challenges and offering a roadmap for achieving a more enriched work-family equilibrium.
Furthermore, the research adds to the discourse on work-family conflict within the specific context of Rwanda, particularly in Nyamasheke District, thereby expanding the existing knowledge in this field.The study's findings can serve as a foundational reference for future investigations, contributing to the ongoing enrichment of literature on the subject of work-family conflict.

Literature Review 2.0 Introduction
In the realm of understanding job satisfaction, the widely embraced methodology in literature is Hackman and Oldham's Job Characteristics Theory (1976), positing that intrinsic motivation tied to specific job traits enhances job satisfaction.This theory encompasses five distinct job characteristics integral to the work context.

Work-Family Conflict
The contemporary corporate landscape is characterized by demanding working conditions, including extended work hours, tight schedules, heightened competition, limited vacation time, frequent job rotations, and occupational transitions (Aboobaker, Edward, & Pramatha, 2017), These conditions contribute to heightened stress levels, with excessive daily workloads leading to employee fatigue and subsequent workfamily conflicts.The resulting exhaustion from strenuous work diminishes individuals' engagement in familial activities, consequently triggering conflicts at home (Pluut et al., 2018).
Work-family conflicts also stem from the intricate task of harmonizing divergent roles in the realms of work and family (Turgut, 2011).Individuals face the challenge of balancing these contrasting obligations, leading to a sense of entrapment as they grapple with simultaneous and conflicting responsibilities.
The concept of work-family conflict finds its roots in role-theoretical studies conducted by Kahn, Wolfe, Quinn, Snoek, and Rosenthal in 1964.This conflict arises from incongruities between role expectations within professional and familial domains, forming the basis for the conflict (Greenhaus & Beutell, 1985).(Kiburz, Allen, & French, 2017) elaborate on the bidirectional manifestation of work-family conflict, where family demands encroach upon work or vice versa.For instance, family encroachment may involve a parent missing a business meeting due to a sick child, while work intrusion could occur when professional concerns take precedence over familial engagements.

Job control
Job control, as conceptualized by Hackman and Oldham, involves the discretion and freedom an employee has in managing tasks, as referenced in (Claartje & Zoonen, 2015)

Research Design
The research design for this study in Nyamasheke District involves a systematic approach to explore the relationships among work design, work-family conflict, professional gratification, and life satisfaction.It includes well-defined objectives, research questions, and hypotheses, supported by an extensive literature review and a conceptual framework.The study will use both quantitative and qualitative methods, such as surveys, interviews, and possibly focus groups.Variables will be carefully defined and measured, with data analysis employing appropriate statistical or analytical methods.Ethical considerations, data validation, reliability measures, and a timeline for data collection are integral components of the design.The study acknowledges potential limitations and delimitations and outlines plans for reporting and disseminating findings.Overall, the design aims to offer valuable insights into the impact of work-related factors on professional satisfaction and life satisfaction in Nyamasheke District.

Population, Setting and Sampling Technique
This study targets residents of Nyamasheke District actively engaged in employment during the study's duration.Grinnell et al. (1990) emphasized the significance of sampling as the act of strategically choosing individuals to be included in a research study.The primary objective of sampling is to enhance the ability to generalize study outcomes to the broader population, ensuring the inclusion of all relevant units of interest.
To ascertain the appropriate number of respondents for a study, researchers often turn to Cochran's formula.
According to William Gemmelle (2015), Cochran's formula is a widely employed method for determining sample size, particularly in estimating proportions within a population.The formula is instrumental in maintaining statistical validity and precision in research endeavors, providing a systematic approach to ensure that the chosen sample effectively represents the entire population of interest.
n= Where, n is the required sample size.Z is the Z-score corresponding to the desired level of confidence.p is the estimated proportion of the population with the characteristic of interest.E is the desired margin of error.
The confidence level of 95% and a margin of error of 5% were used.n= = 384.16Therefore, the required sample size using Cochran's formula is approximately 385 respondents.

Sampling techniques
According William et al (2000), sampling techniques will be will use in the scientific research will be based on target population and number of respondents.In this study Convenience sampling is a non-probability sampling technique where subjects are selected because of their convenient accessibility and proximity to the researcher (Kothari, 2008).Researcher will be will use convenience sampling, which provides for selection of any member of the target population.Convenience sampling has been used because local community who will be available at the company during the study will be given questionnaires.Participants were tasked with expressing their agreement or disagreement with these statements, and to facilitate this, response options were structured on a 5-point Likert scale.This scale allowed participants to articulate the extent to which they concurred or dissented with each statement, offering a gradation of responses.The Likert scale ranged from 1) "strongly disagree" to 5) "strongly agree," enabling respondents to convey the degree of agreement or disagreement with precision.This nuanced approach not only facilitated the collection of rich and detailed data but also allowed for a thorough examination of the multifaceted nature of Work-Family Conflict as experienced by the study participants.

Data analysis
To assess life satisfaction, a 5-item scale developed by Diener et al. (1985) was employed in the survey.Respondents provided their answers on a 7-point Likert scale, and the SWL scale exhibited a robust Cronbach's alpha reliability coefficient of .87.For evaluating job satisfaction, a subset of 6 items was drawn from the well-established 18-item index by Brayfield and Rothe (1951).Respondents used a 5-point scale to convey their responses, and the JSI scale demonstrated strong reliability with a Cronbach's alpha coefficient of .95.Data analysis was performed using the Statistical Package for Social Sciences (SPSS) version 24.

Ethical Consideration
The research has demonstrated a clear commitment to ethical considerations by obtaining formal written consent from the Nyamasheke District authorities.This step ensures that the study, focused on the Impact of Work Design and Work-Family Conflict on Professional Gratification and Life Satisfaction in Nyamasheke District, has received explicit approval and authorization to be conducted within the specified scope of the district.This adherence to proper consent protocols not only upholds ethical standards but also reflects a respect for the autonomy and jurisdiction of the local authorities.

4.Data results
The following tables showing demographic profile of respondent In Table 2, the outcomes related to the first research question, which examines the impact of Work-Family Conflict (WFC) on job satisfaction (Hypothesis 1), are presented.The regression model demonstrates that it fails to significantly predict job satisfaction (P ≥ 0.0005), surpassing the conventional threshold of 0.05.This suggests that the model lacks the capacity to effectively predict job satisfaction.Table 3 displays the R and R2 values, with an R-value of 0.011 indicating a negligible correlation between the variables.The R2 value quantifies the proportion of job satisfaction explained by WFC.
Table 4 outlines the findings for the second research question, exploring the influence of WFC on life satisfaction (Hypothesis 2).The regression model indicates that it cannot effectively predict life satisfaction (P ≥ 0.0005), exceeding the customary threshold of 0.05.This implies a lack of efficacy in predicting life satisfaction.Table 6 provides the R and R2 values, with an R-value of 0.10 signifying a weak correlation between the variables, while the R2 value quantifies the proportion of life satisfaction explained by WFC.
For the third research question, investigating the impact of job satisfaction on life satisfaction (Hypothesis 3), Table 7 presents the results.The regression model insignificantly predicts the dependent variable (P ≥ 0.0005), with the level of significance surpassing the conventional threshold of 0.05.This suggests that the model cannot effectively predict the dependent variable.Moving to Table 9, the R and R2 values are depicted, with an R-value of 0.106 indicating a negligible correlation between the variables.The R2 value quantifies the proportion of life satisfaction that can be attributed to job satisfaction.showing mixed or low significant impacts.For life satisfaction, this study suggests an insignificance in predicting the outcome variable, and a study in the Nyamasheke underscores the significance of factors like pay scale in job satisfaction.The inter-role stress and strain between family and work domains, especially in dual-career families, were found to impact both job satisfaction and life satisfaction.Demographic factors, including age, marital status, and family structure, may play a pivotal role in shaping the impact of WFC.The influence of social support was also noted, highlighting its positive role in global life satisfaction.

Policy Implication:
Understanding the diverse impact of WFC on job and life satisfaction necessitates the development of context-specific policies and interventions.Organizations should consider the demographic composition of their workforce and tailor their support systems accordingly, taking into account the needs of different age groups and family structures.Moreover, employers should acknowledge the significance of factors beyond WFC, such as pay scale and job stability, in determining employee satisfaction.Policies aimed at reducing WFC-related stress should be implemented with care, as they may not always yield significant impacts and may even require adjustment based on the specific context.In sum, this study emphasizes the importance of individualized approaches and the role of social support in mitigating the effects of WFC.Future research should continue to explore additional variables and include diverse participant groups to provide a more comprehensive understanding of the interplay between work, family, and overall satisfaction.Such insights can inform the development of more effective policies and practices in the workplace.
Nyamasheke District is one of the seven districts of the Western Province of Rwanda.It borders Karongi District in the North, Rusizi District in the South, Nyamagabe District in the East and the Democratic Republic of Congo (DRC) in the West.It has a surface area of 1,174 km² including 225.85 km² as part of Nyungwe National Park and 346.53 km² as part of Lake Kivu (Nyamasheke DDP, 2013-2018).The district is subdivided into fifteen (15) administrative Sectors (Ruharambuga, Bushekeri, Bushenge, Cyato, Gihombo, Kagano, Kanjongo, Karambi, Karengera, Kirimbi, Macuba, Nyabitekeri, Mahembe, Rangiro and Shangi.),68 Cells and 588 Villages.The assessment instrument utilized to measure multidimensional Work-Family Conflict (WFC) was adapted from a questionnaire originally developed by Carlson and colleagues in the year 2000.This questionnaire, comprising 18 items, was meticulously designed to explore various dimensions of Work-Family Conflict, encompassing facets related to time, strain, and behavior-based conflicts.The intention was to comprehensively capture the intricate interplay between work and family life.The questionnaire presented participants in the survey with a series of statements or questions, each strategically crafted to investigate EM-2024-6039 different aspects of how an individual's work might impact their family life and vice versa.The items covered diverse situations and scenarios, providing a nuanced understanding of the complexities associated with work-family dynamics.

Hypothesis 3 :
Job satisfaction is be positively correlated with life satisfaction, reflecting the role of social support and individual motivational structures, ultimately leading to enhanced overall life satisfaction (Fonner & Roloff, 2012)lfering, 2015))ited in(Humphrey, Nahrgang, & Morgeson, 2007)autonomy is further detailed into work scheduling, methods, and decision-making autonomy.Synonymous with autonomy, job control allows greater latitude in managing work, as proposed by Dee, Henkin, and Chen, cited in(Shaharruddin & Ahmand, 2015).Typically assessed through decision latitude, job control involves an individual's authority over decisionmaking, per Karasek, Baker, Marxer, Ahlbom, and Theorell, cited in (Peng, Lok-Sin, & Ka-Fei, 2013) Greater job control implies more autonomy in work scheduling, as suggested by(Kelly, Moen, & Tranby, 2011), defining control as the ability to exert influence over the work environment.Interruptions are commonly perceived as bothersome and vexing since they disrupt people from their tasks.Nevertheless, interruptions can also serve as welcome diversions in tedious and repetitive work settings, potentially influencing employee well-being.In many cases, such situation creates unfavorable working conditions that prompt employees to exert extra effort to compensate for time spent in conversation or on the phone, leaving them with limited time for non-work obligations(Nutzi, Koch, Baur, & Elfering, 2015).Employees often experience interruptions arising from the intricate technologies integrated into their work processes(Fonner & Roloff, 2012)These technologies give rise to disruptions in the workflow, and when not well managed, they can impact employees' roles within their families and their daily work tasks.
(Schaufeli & Bakker, 2008e conflict is significantly influenced by job demands or stressors within the work domain, as emphasized by(Wong & Lin, 2007)Job demands, according to(Schaufeli & Bakker, 2008) encompass various dimensions, requiring sustained cognitive and emotional strength to handle long working hours, challenging environments, and high-pressure situations.(Schaufeli, Bakker, & van Rhenen, 2009) further define job demands/stressors as facets of the job that demand sustained effort, associated with physiological and psychological costs.Examples include work overload, heavy lifting, interpersonal conflict, job insecurity, unfavorable conditions, and hostile shift schedules.Recognizing and addressing these factors is crucial for mitigating their impact on individual well-being and work-life balance.
The gender distribution in our study revealed a participation of 25% men and 75%women.In terms of professional categories, government sector constituted 66.7%, while administration and services staff (PAS) from private's sector made up 33.3% of the participants.The age characteristics exhibited a range from 22 to 50 years, with an average age of 37 years.When it comes to parenthood status, a significant 80.55% of participants reported having children.In terms of education level, 14% completed secondary education or vocational training, 12% attended intermediate level courses, 36% pursued higher degree courses, and 38% obtained a doctorate and/or master's degree.Regarding work hours, participants reported an average of 40 hours spent at work per week.

Table 2 :
Analysis of Variance for Linear Regression with Work-Family Conflict as a Predictor of Job  Predictors: (Constant), Work-Family Conflict  Dependent Variable: Job Satisfaction

Table 3 :
Coefficients for Linear Regression with Work-Family Conflict as a Predictor of Job Satisfaction

Table 4 :
Summary of Linear Regression with Work-Family Conflict as a Predictor of Job Satisfaction

Table 4 :
Analysis of Variance for Linear Regression with Life Satisfaction as a Predictor of Work-Family  Predictors: (Constant), Life Satisfaction  Dependent Variable: Work-Family Conflict

Table 5 :
Coefficients for Linear Regression with Life Satisfaction as a Predictor of Work-Family Conflict  Dependent Variable: Work-Family Conflict

Table 6 :
Summary of Linear Regression with Life Satisfaction as a Predictor of Work-Family Conflict

Table 7 :
Analysis of Variance for Linear Regression with Life Satisfaction as a Predictor of Job Satisfaction  Predictors: (Constant), Life Satisfaction