Commitment to Family Roles: Effects on Managers’ Work Attitudes and Performance

Clark University, Worcester, Massachusetts, United States
Journal of Applied Psychology (Impact Factor: 4.31). 02/2007; 92(1):44-56. DOI: 10.1037/0021-9010.92.1.44
Source: PubMed


The authors tested the premise that family role commitment (i.e., marital role commitment, parental role commitment) has simultaneous negative and positive effects on managers' (N = 346) life satisfaction, career satisfaction, and performance through family-to-work interference and enhancement. The authors also explored whether psychological strain mediates the effects of interference and enhancement on outcomes. The authors expected family role commitment to reduce the favorability of outcomes by increasing interference. To the contrary, they found that neither marital nor parental role commitment was associated with increased interference. The authors expected family role commitment to improve outcomes by increasing enhancement. As expected, marital role commitment was associated with increased enhancement, which, in turn, seemed to reduce strain and strengthen outcomes. Parental role commitment was also associated with increased enhancement. However, parental role commitment had direct positive effects on outcomes that were more substantial than its indirect effects through enhancement. Overall, marital and parental role commitment had more benefits than costs.

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    • "Life satisfaction as a personal resource, is assessed by the way one evaluates his personal life in general, but also in particular contexts. Life satisfaction invokes cognitive elements regarding employees' subjective well-being (Rode, 2004), being a way of measuring life in general (Graves, Ohlott, and Ruderman, 2007). Judge and colab. "
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    ABSTRACT: The aim of the current study is to identify and assess the relations between personal resources (life satisfaction, dispositional optimism and resilience) involved in maintaining and developing certain organizational attitudes and to establish the relevant predictors for the criterion.
    Procedia - Social and Behavioral Sciences 05/2015; 187:685-689. DOI:10.1016/j.sbspro.2015.03.127
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    • "More specifically, they may view their family life as a source to make them a better family member, which enables them to feel more engaged towards their work. This finding is also in line with a study (Graves et al., 2007) that found that when family experiences generate resources, that may then in turn lead to more engagement in family life. "
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    ABSTRACT: Orientation: Women are involved in both a work and a family domain. Work-family enrichment is a concept that describes how these domains can enrich each other through the transfer of resources from one domain to the other. Research purpose: The objective was to determine the relationship between work resources,home resources, work engagement, family engagement and work-family enrichment. The aim was also to test two models representing work-to-family and family-to-work enrichment as mediators. Motivation for the study: By investigating work-family enrichment, as a new research concept,and its antecedents and outcomes, this study will add to the positive side of the work-family interface literature and provide information to organisations.Research design, approach and method: A cross-sectional survey design was used in this study with a sample of female workers (N = 420) in South Africa. Polychoric correlations, fit indices, structural equation modelling and testing mediation were used to analyse the data.Omegas and alpha coefficients were employed to determine the reliability. Main findings: A positive relationship between work-family enrichment and its antecedents and outcomes was found. Furthermore, work-family enrichment (W-FE) mediated (large effect)the relationship between work resources and work engagement and family-work enrichment mediated (small effect) the relationship between home resources and family engagement. Practical/managerial implications: The results provide more insight and understanding to organisations and female workers on the benefits of being involved in both the domain of work life and the domain of family life. Contribution/value-add: The study contributes to the limited research undertaken on work family enrichment within the South African context. The present study also contributes to the literature on the use of the newly developed MACE Work-Family Enrichment Instrument.
    SA Journal of Industrial Psychology 11/2014; 40(1). DOI:10.4102/sajip.v40i1.1186
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    • "Kirchmeyer (1992) reported that high involvement in, and time commitment to, the parenting role was predictive of perceptions that nonwork roles positively influenced work roles (positive nonwork-to-work spillover), and that being a mother was negatively related to perceptions that nonwork roles negatively influenced work roles (negative nonwork-to-work spillover). Research also shows that perceptions that family roles positively affect work roles (positive family-to-work spillover) relates to lower depression (Hammer, Cullen, Neal, Sinclair, & Shafiro, 2005), higher work-related well-being (Allis & O'Driscoll, 2008), and increased career satisfaction and job performance (Graves et al., 2007). These findings suggest that mothers may have personal resources that mitigate, and even compensate for, negative aspects of the work role. "
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    ABSTRACT: The purpose of the present study was to examine the extent to which motherhood status predicts being a target of workplace incivility and moderates the relationship between incivility and negative outcomes among employed women. Participants included a nationwide sample of law school faculty members (N = 1,234; 48% female, 85% White) who completed measures of workplace incivility, parenting status, job satisfaction, turnover intentions, and depression. Results showed that mothers with 3 children were treated more uncivilly than women with fewer children and that mothering mitigated negative outcomes associated with being the target of incivility. Exploratory analyses examining fatherhood status as a predictor of workplace incivility and moderator of incivility and outcomes showed that fathers reported experiencing more workplace incivility than nonfathers, but being a father did not attenuate the negative outcomes of incivility. In addition, mothers reported more incivility than fathers and childless women reported more incivility than childless men. Childless women were also the most negatively affected by incivility at work. This study advances our understanding of how motherhood status affects women's experiences at work. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
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