And diener 24 have concluded life satisfaction is a

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and Diener [24] have concluded, life satisfaction is a con- scious cognitive estimation of one’s life in which the es- timation criteria depend on the person. In other words, how satisfied people are with their life situation is based or the level of commitment of personal time and energy resources to performance of a given role [8]. Studying role commitment is relevant for explaining role stress that may arise due to the person’s engagement in multiple life roles. It has been reported that this is espe- cially true when engagement requires substantial time. Similarly, Perrone and Civiletto [9] found that only role commitment as one of the 3 aspects of role salience was a significant contributor to role strain, explaining that probably participation in a role or value expectations about a role did not necessarily lead to role strain, but it was psychological commitment to the role that related to role strain. In addition, they reported that role strain affected life satisfaction indirectly through coping effi - cacy [9]. Greenhaus and Powell [10] stated that in many studies positive relationship between role salience and work–family conflict was reported. On the other hand, enrichment theory [5] presumes that multiple life roles have more positive than negative out- comes for individuals and their quality of life. Feeling of realization of own potential and compensation of sense of failure in one domain with experienced success in another area are among the benefits that come up when perform - ing various roles are [11]. Both types of conclusions reveal that exploring relation- ship between multiple role salience and well-being, in par- ticular among working parents, should be an important concern for career and family researchers. Family-supportive organizational perception Family-supportive organization perceptions (FSOP) are global perceptions employees form about how supportive their organization is regarding their families and family responsibilities [12]. Employees’ perceptions that an orga- nization where they work provides support for their family roles may be manifested by many practices such as provid- ing time off to attend to family, allowing employees to talk about or deal with personal matters at work, and giving
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O R I G I N A L P A P E R B. BLAŽEVSKA STOILKOVSKA ET AL. IJOMEH 2018; 31(3) 284 (standard deviation (SD) = 10.38). In regard to their marital status, 169 study participants reported they were married, 6 stated they had been divorced and 22 an- swered they were in a long romantic relationship. Aver- age duration of the respondents’ marriage was 17.81 years (SD = 10.92). Considering the number of children, 128 par- ticipants had 2 or 3 children, 44 respondents had one child and 25 of them did not have children. The data was collected in the period of March–April 2016. Participants were informed that their contribution in the study was voluntary and anonymous, that the data would stay confidential and would only be used for research purposes.
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