1

Introduction

Pakistan has suffered an epidemic of bombing, explosions and violence that has killed

thousand people, with a number of physically injured and countless suffer psychological effects

of traumatic experiences (Muchinsky, 2006). The Rescue 1122 service of the Punjab has the

responsibility of attending both the primary and secondary victims of all kind traumas. Rescue

1122 saved over 1,740,652 victims of emergency response teams (Muchinsky, 2006). Rescue

workers motivate to help the people and reduce damage in hazardous circumstances. Stressful

events are experienced regularly by firefighters and rescue workers in the act of their set duties.

Apart from this natural incident-stress, fighters and rescue workers are also likely to experience

organizational stress, interpersonal problems work related to quality of life (Durkin & Bekerian,

2000).

The selection of rescue workers 1122 is very accurate thorough and demands a very high

standard of fitness both mental and physical and have a meaning of work related quality of life.

So, this research have the main objective is to found out the relationship public service

motivation, work related quality of life and family work conflict in rescue 1122 field workers.

1.1 Public Service Motivation

Public service motivation (PSM) is an attribute of government and non government

organization employment that explains why individuals have a desire to serve the public and link

their personal actions with the overall public interest. Understanding the theory and practice of

PSM is important in determining the motivations of individuals who choose careers in the
 2

government and non-profit sectors despite the potential for more financially lucrative careers in

the private sector (Perry & Wise, 2000)

‘An individual’s predisposition to respond to motives grounded primarily or uniquely in

public institutions’ (Perry & wise 1990 : 368).The definition goes beyond self-interest or

organizational interest. This does not mean that individual or organizational interests cannot

coincide with the public interest, but when in competition, the public interest prevails.

1.1.1 Dimensions of public service motivation. There are four basic dimensions of PSM

including (i) Attraction to public policy making, (ii) commitment to public interest, (iii)

Compassion, and (iv) Self-sacrifice (Perry, 1997; 1996; Perry & Wise, 1990). These motives are

subcategories of three broadly classified motive namely (i) rational motives, (ii) norm based

motives and (iii) affective motives (Perry, 1996). A lot of work has been carried out on the

concept of PSM since then, thus inviting the researchers to conduct detailed and in-depth studies

on this concept (Castaing, 2006; Coursey&Pandey, 2007; Coursey et al., 2008; DeHart-Davis,

Marlowe &Pandey, 2006; Kim, 2009; Leisink&Steijn, 2009; Moynihan & Pandey, 2007; Taylor,

2007; Vandenabeele, 2008).

1.2 Work Family Conflict

“The degree to which an individual is able to simultaneously balance the temporal,

emotional and behavioral demands of both paid work and family responsibilities” (Hill, 2001).

Work family conflict occur when an individual’s experiences incompatible demands between

work and family roles, causing participation in both roles became more difficult this imbalance

create conflict at the work life interface. It is important for organizations and individuals to

understand the implication linked to work family conflict (Thomas & Ganster, 1995). Role
 3

conflict have different dimension according to the situation in which they occur. One type of role

conflict is occurs when an employee performance different role in family setting or at work place

environment. It is such category of stress that the majority of individuals experience at work as

well as home and it is called as work family conflict. It is also occurred if someone executes two

or more than two roles at a time in different situations like an employee, a parent or a spouse.

This term is defined as a pattern of inter role conflict which create pressures between family and

work domains. These are similar in temperament with each other (Beutell & Greenhaus, 1989).

WFC is more likely to put forth pessimistic influences in the family domain, as a result

lowering life satisfaction, and reusing the passion of public service motivation. The issues

associated with balancing work and family are of vital importance to the different groups-

individuals, employers, families, and government. Balancing WFC produces benefits such as

competitive advantage, public welfare and gross national happiness. WFC also influence work

related quality of life. Because when a person face many traumatic events about family they

cannot proper attention on them work. Then they are not satisfied their work related quality of

life (Yardley & Markle, 1997).

1.2.1 Types of work family conflict. According to research reliance on scarcity

perspective means that employ both work and family situations may produce result in the form

of work family conflict or inter-role problem. Work family conflict may result when

participation of individual in one role may create an impact influence on the other role and

individual is unable to manage both role demands. It could be in two directions or types either

work inference with family or family inference with work. In one type of conflict the work, the

work demands interfere with the family demands and insert pressure from work to family. On the
 4

other hand, in family to work inference, the demands of family get in the way with the workplace

demands and introduce pressure from family to work (Beutell & Greenhaus, 1989).

Boyar (2003) argued that high levels of work demands may be associated with employee

perceptions that family responsibilities are barriers to accomplishing work goals, thereby

creating family-to-work conflict. Once again, such pressure may create negative psychological

spillover into family life, thereby creating work-to-family conflict. Workload pressure is

consistently associated with high levels of work-to-family conflict (Boyar, Maertz, Mosley, Carr,

& Keough, 2003; Burke & Greenglass, 2001).

1.2.2 Models of Work-family conflict. Kopelman, Greenhaus, and Connoly (1983)

formulated a model regarding to work family conflict. Many researchers are suggested that for

the experience of the work family conflict, structural factors within both demands play a chief

importance for stress in individuals. So they anticipated that even though structural feature may

contribute chief importance but these are not fully contribution for work family conflict like

individuals personality. Many researchers have commenced to concentrate on predictive power

of different variables of personality and they also have founded that high work family conflict is

correlated directly with negative affectivity at workplace (Carlson, 2000).

According to model of role conflict, Kopelmen et al. (1983) furnished a model of conflict

which suggest that work family conflict associated positively to family conflict over and above

work conflict and also had relationship between them. The family and job satisfaction had

associated negatively to individuals having all these three forms of conflict independently.

(Carlson, 2000).
 5

1.2.3 Theories of work-family conflict. Social identity theory is based on cognition and

social psychology where membership in each group results from cognitions and not from

interpersonal affections. Social identity consists of several aspects of the individual’s self that are

derived from the social groups to which they perceive themselves to be belonging (Tajfel and

Turner, 1986). For instance, an individual’s self-image includes many social identities that

relates to the various roles played by the individual, such as an employee at the workplace and a

parent/spouse in the family (Tajfel & Turner, 1986).

Work-family conflict can be examined using spill over theory (Staines, 1980), though it

does not explain a linking mechanism between the work construct and family construct (Edwards

and Rothbard, 2000). Spillover, refers to the effects of one role (work or family) on another

(family or work) generating similarities between the two roles. Edwards and Rothbard (2000)

reported that these similarities are described in terms of work and family affect (i.e., mood and

satisfaction), values (i.e., the importance ascribed to work and family pursuits), skills and

behaviors.

This is complementary to the spill over theory which postulates that an inverse relationship.

exists between work and family, such that, people making differing investments in one role, in an

attempt to make up for one that is missing in the other. Therefore, it refers to a decrease in

involvement in the dissatisfying role and on the other hand an increase in the involvement in the

other role. Involvement may be viewed as investment of time, energy, attention or importance

associated with and, is perceived as important of a role individuals (Carlson, 2000).

1.2.4 Role theory. Role overload is a situation in which individuals have to face with

high demand of roles, responsibilities or activities which need to be accomplished within certain
 6

time and beyond their ability to perform. Employees would experience greater intensity of work

family conflict if they are required to cope with workload more than they can manage at certain

period, which in turn lead to negative emotions, fatigue, tension and other mental health

symptoms (Lingard & Francis, 2006).

Scholars have given considerable attention to the ways in which roles affect individual

behavior since over the past 50 years (Jackson & Schuler, 1985). Studies that examined the

impact of work family conflict on work related quality of life have found significant

relationships between WFC and WRQOL. Research findings have also indicated that role

overload which correlates with WFC are also associated with a lower level of work related

quality of life and a higher tendency to leave the organization (Boyar ,2003).

Conflict is another component under role demand. Work family conflict refers to the

difficulty faced by employees in dealing with two or more sets of pressures and conflicting roles

occurring simultaneously (Katz & Kahn, 1978). In addition, scholars (Fisher & Gittelson 1983;

Jackson & Schuler 1985) have found wok family conflict to be linked with unfavorable

consequences, such as lower job satisfaction, lower motivation, organizational commitment, job

performance, higher turnover intentions and low satisfaction of work family conflict (Boyar

,2003).

Public Service Motivation is an important factor that influences the performance of an

organization and work related quality of life. From an organizational perspective, having highly

motivated employees is important both in the short and in the long run. Previous studies have

consistently found that public service motivation impacted performance (Riketta ,2008),
 7

withdrawal behavior such as absenteeism (Sagie, 1998) and well-being with work related quality

of life (Ryan & Deci, 2000).

Although limited, several studies have been conducted to link WFC and PSM. In a study

(Aycan, 2008). In the event of work-family conflict, many people were experienced negative

outcomes including low Public Service motivation, difficulty in concentrating on the job,

withdrawal from work, distress, irritability, sleep deprivation, guilt feelings, experiences of panic

and sadness. Eventually, the conflict increases the intention to quit from work and marriage

(Aycan,2008).

1.3 Work Related Quality Of Life

Quality of life is defined as a bodily, emotional, intellectual, cultural or job satisfaction in

a person daily’s life (Bardwel & Hernendez, 2001). The quality of working life includes such
work areas as employees’ health and well-being, guarantee for employment, career planning,
competence development, life and work balance, and others. The results of evaluation of quality
of working life factors could be possibility for social programs establishment, implementation
and development in organisations, at national or international levels (Akranavičiūtė &
Ruževičius, 2007).

Work related quality of life is a broader idea which incorporates and mental aspects of

individual daily life. There are two types of quality of life refers to pleasure with things and

related with good thoughts and emotion. Objective quality of life is related with physical well

being; accomplishment of civilizing and societal demand for wealth, class environment

circumstances which result societal growth ( Bertero, Sefic & weis, 2000).

The quality of work life is an important component quality of life. The quality of working

life includes such work areas as employees’ health and well-being, guarantee for employment,

career planning, competence development, life and work balance, and etc. The results of
 8

evaluation of quality of working life factors could be possibility for social programs

establishment, implementation and development in organizations, at national or international

levels (Akranavičiūtė & Ruževičius, 2007; Brown et al., 2004; Ruževičius, 2012; Van de Looij,

1995).

1.3.1 Dimensions of quality of life. Work related quality of life encompass the following

factors: job satisfaction, involvement in work performance, public service motivation,

efficiency, productivity, safety and welfare at work, stress, work load, burn-out. These

mentioned factors can be influenced from public service motivation as physical and

psychological results of work which affect the employee (Arts, 2001). Other authors suggest to

involve in this concept that WRQOL is hardly influenced form work family conflict because they

worker who face family problems they cannot pay proper attention on their work life. Them they

cannot think about the importance of work related quality of life and the public service

motivation (Van & Looij, 1995).

The main problem is that there is no universal quality of life determination. Quality of

life is influenced by an individual’s physical and mental health, the degree of independency, the

social relationship with the environment, and other factors (Ruževičius, 2012; Shin, 1979).

Quality of life could be defined as an individual’s satisfaction with his or her life

dimensions comparing with his or her ideal life. The evaluation of quality of life depends on the

individual’s value system and on the cultural environment where he lives (Gilgeous, 1998).

Nonetheless, when analyzing quality of life, it should be kept in mind that this concept is wider

than the issues of an individual’s health. Brown (1993) observes that from both political and
 9

philosophical perspectives, the perception of quality of life can be based on one of the following

three points of view (Diener , 1997).

The characteristics of good life can stem from normative ideals based on religious,

philosophical or some other systems. For instance, an individual can be positive that the essential

element of quality of life is helping other people – based on one’s religious principles (harris,

1993)

The essence of quality of life lies in the fulfillment of the individual’s priority needs. Due

to scarce resources, people prefer things that enhance the quality of their lives. Therefore, people

organize their lives considering the resources available to them, as well as their personal needs

(harris, 1993)

Quality of life can also be perceived through an individual’s life experience. If a person

perceives her or his life as good and desirable, it is possible to assume that it is indeed so in her

or his case. From such a point of view, the core criteria for the evaluation of quality of life are

joy, pleasure and contentment with life (Bardwel &Hernendez, 2001).

Balancing work related quality of life is challenge in an adult’s life. The increase in dual-

career couples and single-parent households and the increase in traditional, single-earner families

mean that responsibilities for work, housework (Byron, 2005). Further, employees find

themselves struggling to juggle the competing demands of work and family. The excessive

pressure and scarcity of free time may adversely affect their ability to cope. This can lead to

dissatisfaction, absenteeism, poor personal relations, decreased work performance and public

service motivation and a person also face work family conflict (Davidson & Cooper, 2005).
 10

1.3.2 Theoretical background. In 1962 Abraham Maslow published his book Towards a

psychology of being, and established a theory of work related quality of life. Maslow based his

theory for development towards happiness and true being on the concept of human needs. He

described his approach as an existentialistic psychology of self-actualization, based on personal

growth and work related quality of life. When individuals took more responsibility for his/her

own life, individuals took more of the good qualities that they have into use, and became a more

free, powerful, happy, and healthy. It seems that Maslow concept of self actualization can play a

important role in rescue workers (Maslow, 1962).

According to this theory, various elements of our lives are tied to the actions of

organizations. Indeed, most adult organize their lives around work. Most individuals spend a

good deal of their waking hours in work or job activities under the motivation of public service.

This theory shows that those people who have high level of public service motivation, they have

satisfied with their work related quality of life (Deci & Ryan, 1985). No doubt, work plays a

major role in the adult’s sense of self. On the other hand it can embody a number of conflicts.

Because when a person spend more time in his/her office then there are more chance to be victim

of a role conflict i,e. work family conflict. Successfully managing or lacking the ability and

resources to manage work family conflict affects the work related quality of life (Lawler, Nadler

& Cammann, 1962).

 11

Summary

Pakistan has suffered an epidemic of bombing, explosions and violence that has killed

thousand people, with a number of physically injured and countless suffer psychological effects

of traumatic experiences (Muchinsky, 2006). The selection of rescue workers 1122 is very

accurate thorough and demands a very high standard of fitness both mental and physical and

have a meaning of work related quality of life. In this chapter defined the variables public service

motivation, work family conflict and work related quality of life. An individual’s predisposition

to respond to motives grounded primarily or uniquely in public institutions (Perry & wise, 1990).

The degree to which an individual is able to simultaneously balance the temporal, emotional and

behavioral demands of both paid work and family responsibilities (Hill, 2001). Quality of life is

defined as a bodily, emotional, intellectual, cultural or job satisfaction in a person daily’s life

(Bardwel & Hernendez, 2001). In this chapter describe the type of work family conflict, models

of work family conflict, theories of work family conflict and the theoretical background of work

family conflict who describe the relation between work family conflict and work related quality

of life and also explain the that how public service motivation effect by work family conflict.

The role theory are based on this study. Role theory is described how public service motivation

effected by work family conflict and how the satisfaction of work related quality of life are

effected by work family conflict.

 12

Literature Review

This purpose of this chapter to emphasize for a better understanding of work related quality of

life of Rescue workers. In addition this chapter will explore how Public service motivation and

work family conflict effected on work related quality of life. Through a review literature, one can

outline what other researchers have examined, associated result and recommendation for further

investigation. This chapter outline the literature on the following topics; a) the feature of public

service motivation ,b) how rescue workers face work family conflict ,c) effect of public service

motivation and work family conflict on work related quality of life.

Benligiraya and Sonmezb in 2012 investigate the organizational commitment in relation

to work family conflict among medical staff like doctors as well as nurses. The organizational

commitment has been tried out in term of future three dimensions which are effective, normative

and continuance commitment. In this research, canonical analysis was used to analyze

questionnaires. Sample consisted of 411 doctors and 355 nurses and they engaged in different

hospitals and private teaching faculties in Ankara state. Canonical analysis showed that there was

a weak and positive relation between work family conflict and organizational commitment.

Overall research result recommended that doctors and nurses working in hospital and faculties

that had high commitment to their work, they experience more work family problems or conflict

in their personal life (Benligiraya & Sonmezb , 2012)

Hung, Tung-Chun, Laweler, John, Lie and chin-Yi (2007) reported that the importance of

balance between family and work life, few have included work related quality of work life

(WRQOL) and job related attitudes. The aim of this study was to examine the impact of quality

of work life on auditors career and organizational commitment in Taiwanese public accounting
 13

firms, and how those commitments, in turn, affect turnover intention. Our finding indicate that

different dimensions of work related quality of life result in distinctive effects on orgizational

and career commitments and turnover intentions(Hung, Tung-Chun, Laweler, John, Lie & chin-

Yi , 2007)

A research was conducted by white, kolotkin and Byrne (2002).the purpose of this study

was investigate the relationship between family work conflict and quality of life. This study

hypotheses that those have work family conflict people report poor satisfaction quality of life.

Data was collect form 109076 individuals by using behavior risk factor surveillance system

include variables, age gender, education, employment status. Relationship between family work

conflict and poor satisfaction quality of life was observed in all age of groups.

Public service motivation (PSM) research suggests that PSM influences employee sector

choice, yet relatively little research examines how time moderates this relationship. In this

research we examine public service motivation among private and public sector lawyers. Using

survey data that measure sector of employment at multiple time periods, we investigate the

stability of the relationship between individual reward orientations and sector employment

choice over time. Our findings suggest that while PSM may not clearly predict the employment

sector of a respondent’s first job, it does increase the likelihood that a respondent’s subsequent

job is in the public sector.

2.1 Rational

Some Rescue workers 1122 have to face many traumatic events during their job specially

those who are working in operations and providing services to the people. They have to face

many life challenging situations such as work family conflict, and personal problems (life
 14

changing situations, emotional difficulties, illness can impact their job). On the other hand there

are many factors that have need to explore which may effect health and the passion of work

related quality of life in rescue workers (Frone, 2003).

Under the workload pressure they reduce the ability to solve daily life problems even

then cannot pay proper attention on their work. Then they are especially victims of work family

conflict because their job and family have different culture, thought patterns, behavior and

attitude (Tajfel & Turner, 1986). For instance, an individual’s self-image includes many social

identities that relates to the various roles played by the individual, such as an employee at the

workplace and a parent/spouse in the family. They need a proper time of family and job.

Public service motivation is directly related to individual quality of work (brewer, 2002).

Motivated public servants are more committed to their work, they strive to attain goals and

objectives as well as they can, but in our society they loss passion may be due their job demands

and family expectations. This research will give new directions for research in this area which is

not much studied in Pakistan. Our research findings will highlights the need a proper institute for

rescue health especially helps to solve the problem related rescue works (such as family issue,

public issue, and job related issue) to improve their WRQOL.

2.2 Objectives of the Study

This research will be carried out with following objects:

• To find out relationship between public service motivation, work family conflict and

work related quality of life in Rescue 1122 Workers.

• To find out predictors of work family conflict and work related quality of life.
 15

2.3 Hypothesis

1. Public service motivation and work family conflict is likely to have relationship

with work related quality of life

2. Public service motivation and work family conflict is likely predicts the work

related quality of life.

Summary

This purpose of this chapter to emphasize for a better understanding of work related

quality of life and the passion of public service motivation in Rescue workers. In addition this

chapter will explore how Public service motivation and work family conflict effected on work

related quality of life. Through a review literature, one can outline what other researchers have

examined, associated result and recommendation for further investigation. This chapter outline

the literature on the following topics; a) the feature of public service motivation ,b) how rescue

workers face work family conflict ,c) effect of public service motivation and work family

conflict on work related quality of life. In this chapter describe the pervious researches related to

topic. This chapter helps in understanding the nature of variables and direction of relationship

between variables.
 16

Method

3.1 Research design

Correlation research design will be used in present study.

3.2 Sampling Technique

Sample of present study will be rescue workers. Sample will be drawn purposive

sampling strategy.

3.2.1 Sample

According to G power calculator the current study sample will be (N= 107). Age range of

the participants will be 25 to 60 years

3.2.1.1 Inclusion criteria.

i) Male rescue workers will be included.

ii) Rescue workers working in operations (such as fire fighters and emergency medical service

providers etc)

iii) Rescue workers with at least 1 year of job experience with Rescue 1122.

3.2.1.2 Exclusion criteria

i) Those workers other than operations such as the person at executive position and assisting

(peons and guards) were excluded.

ii) Rescue workers who currently being diagnosed with any psychiatric illness or currently on

any psychiatric medication.

3.3 Measures

Self report measures that provided best operationalization of the study variables

according to theoretical background will use in the present study. It will assured that the
 17

instruments will be used in the present study have not any cross-cultural validation problems. It

will also consider that those instruments will have good psychometric properties. The idea of

these instruments are as follows.

1. Demographic information and informed consent

2. Work-Related Quality of Life (WRQoL) Scale

3. Public Service Motivation (PSM)

4. The work family conflict scale (WAFCS)

3.3.1 Demographic measures. The first portion of the survey tools will consist on the

question related to demographic information, including, age, education, marital status, monthly

income, number of dependents and family system.

3.3.2 The Work-Related Quality of Life (WRQoL) Scale. The Work-Related Quality

of Life (WRQoL) scale is a 23-item psychometric scale used to gauge the perceived quality of

life of employees as measured through six psychosocial sub-factors. The WRQoL scale is used

by individuals, organizations and consultants as well as researchers as an aid to assessing and

understanding the quality of working life of working people (Simon & Darren , 2000).

3.3.3 Revised Public Service Motivation Scale (PSMS). Public service motivation was

measured by Revised Public service Motivation Scale by Kim (2006). Scale is consist on four subscales;

policymaking, commitment to public interest, compassion, and self-sacrifice. Scale is a 5-likert scale

ranges from (Strongly Disagree = 1) to (Strongly Agree = 5). Reliability coefficients of original scale

ranges from .70 to .75.

3.3.4 The Work Family Conflict Scale (WAFCS). The Work–Family Conflict Scale

(WAFCS) is a short 10-item measure assessing WFC (five items) and FWC (five items).

Respondents will ask to rate their level of agreement with each item on a 7-point scale form 1
 18

(very strongly disagree) to 7 (very strongly agree). Sample items include: ‘‘my work prevents me

spending sufficient quality time with my family’’ (Work-to-family subscale) and ‘‘my family has

a negative impact on my day to day work duties’’ (Family-to-work subscale). For each subscale

items will summed to provide the total WFC score (range 7–35) and FWC score (range 7–35)

with higher scores will indicate higher levels of conflict (Haslam , Sanders,& Sofronoff , 2013)

3.4 Operational definitions

3.4.1 Public service Motivation

Public service motivation (PSM) is an attribute of government and non-government

organization (NGO) employment that explains why individuals have a desire to serve to public

and link their personal actions with the overall public interest (Perry & Wise, 1990).

3.4.2 Work Family Conflict

“The degree to which an individual is able to simultaneously balance the temporal,

emotional and behavioral demands of both paid work and family responsibilities” (Hill & Miller,

2001).

3.4.3 Work Related Quality of Life

Quality of life is defined as a bodily, emotional, intellectual, and cultural or job

satisfaction in a person daily’s life (Bardwel & dernendez, 2001).

3.5 Procedure

After the approval of synopsis from boarded of study meeting; permission for the translation of

scale will be taken from the authors. After translation, permission of data collection will be taken

from Institute of Applied Psychology, Punjab University and from where the data will collect. A

schedule will set with the authority of rescue 1122 workers for data collection in accordance with

the availability of all workers. The purpose of the research will be explained to every participant
 19

in research. Only those participants will include that fulfill the inclusion criteria and showing

willingness for the participation of the research. They will be insured about confidentiality of

their responses and the right to withdraw from the research at any time without any penalty.

After that questionnaire will be provided to the participant, all the assessment measure will be

filled by the participants themselves.

3.6 Ethical Consideration

In order to conduct this research, the following ethical consideration will kept in mind:

• The permission will take from the concerned authority of the Institute of Applied

Psychology.

• The permission will be taken from the concerned department of the rescue 1122

workers.

• The consent will be taken from the participants after explaining nature of the

study before administration of questionnaire.

• The participant will have right to withdraw or terminate from participation at any

time.

• The participants will be assured that the information gathered from them will kept

confidential and will not to be used for any other purpose other than this research

work.

3.7 Purposed Statistical analysis

Descriptive statistics, Pearson product moment correlation and multiple regressions

analysis will be performed to assess the proposed hypothesis of current study.

 20

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Appendix A