Indiana University-Purdue University Indianapolis (IUPUI) / Previous research has established that supportive work and family environments
are critical in helping employees manage stressors that lead to work-family conflict.
However, little is known about alternate ways that work-family conflict can be reduced in
situations where support is insufficient. Drawing on Conservation of Resources theory,
this study examines whether individual differences in personality, specifically core self-evaluations (CSE), can relieve work-family conflict when external sources of support
(i.e., family-supportive organizational perceptions (FSOP), supervisor support, family
support) are low. Results from 453 men and women in various industries and
organizations suggest that FSOP and supervisor support reduce work-to-family conflict
(WFC), and that family support reduces family-to-work conflict (FWC). In addition,
work-family conflict mediated the negative relationships between social support and
employee burnout. Contrary to predictions, however, instead of compensating for low
FSOP, WFC was reduced especially for individuals, particularly men, who had both
strong FSOP and high CSE. This implies that men who hold more positive views toward
their self-worth and competence stand to gain more from family-supportive work
environments than individuals who lack the same internal resources. CSE did not have
this boosting influence for women. CSE also moderated the indirect relationship between
FSOP and burnout through WFC, meaning that individuals with high CSE who also perceived their organization as family-supportive experienced significantly less burnout
than those with low CSE.
| Identifer | oai:union.ndltd.org:IUPUI/oai:scholarworks.iupui.edu:1805/12279 |
| Date | 05 1900 |
| Creators | O'Mera, Bridget K. |
| Contributors | Stockdale, Margaret S., Pietri, Evava, Salyers, Michelle |
| Source Sets | Indiana University-Purdue University Indianapolis |
| Language | en_US |
| Detected Language | English |
| Type | Thesis |
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