Unpacking work–family conflict in the marital dyad
Interaction of employee fit and partner fit
Bibliographic Data
| ID | 9889349 |
|---|---|
| Authors | Yeong-Hyun Hong (0000-0002-0243-8175, University of Alabama, corresponding author), Maura J Mills (0000-0002-8461-3124, University of Alabama), Yongwon Suh (Sungkyunkwan University, South Korea,), Michael T Ford (University of Alabama) |
| Year | 2023 |
| Volume | 76 |
| Issue | 12 |
| Pages | 1990-2023 |
| Publication date | 2023-12-01 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Human Relations (JOURNAL) |
| Journal identifiers | ISSN: 0018-7267 • E-ISSN: 1741-282X |
| Publisher | SAGE Publications (PUBLISHER • US) |
| DOI | 10.1177/00187267221117800 |
| OpenAlex | W4287377868 |
| Language | EN |
| Citations received | 3 |
| References cited | 79 |
Can workers optimize their work and family lives when their involvement across both domains fits with their values, regardless of what their partners value? The current study suggests that it is not so simple; rather, we must take both employees’ and their partners’ perspectives into account in order to optimally understand the work–family interface. Herein we examine the relationships between employee fit (degree to which an employee’s role value aligns with his/her role involvement) and partner fit (degree to which a partner’s role value aligns with the employee’s role involvement) with work-to-family conflict, family-to-work conflict, life satisfaction, and turnover intentions. Using data from 179 dyads of South Korean employees and their matched spouses/partners, we put forth a fit assessment to determine degree of discrepancy within dyads, and test a model regarding how such fit is associated with outcomes. Results suggest that partner fit moderates the effects of employee fit on work-to-family conflict and family-to-work conflict, such that when partner fit rose, the negative effect of employee fit on conflict was strengthened. Thus, employees’ experiences of work-to-family conflict and family-to-work conflict were lowest when their role involvement was aligned with both their role value and their partner’s role value. Further, partner fit moderated the indirect (via work-to-family conflict, family-to-work conflict) effects of employee fit on life satisfaction (partially mediated), such that the effects were stronger when partner fit was high. Interestingly, partner fit also moderated the indirect effects of employee fit on turnover intentions (fully mediated) via work-to-family conflict, but not via family-to-work conflict. Implications and future research directions are discussed, including how this work advances relational considerations in work–family research both conceptually and empirically
Dyad · Job satisfaction · Partner effects · Role conflict · Value (mathematics · Work (physics · Work–family conflict · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Work-Family Balance Challenges · Workaholism, burnout, and well-being
Employee turnover, causes, consequences, and control
A Theory of Cognitive Dissonance
A meta-analytic review of work–family conflict and its antecedents
A Multicomponent Conceptualization of Authenticity
The phenomenology of fit
Foci and Bases of Commitment
The Essential Impact of Context on Organizational Behavior
Measurement of job and work involvement.
A meta-analysis of work–family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations.
Polynomial Regression with Response Surface Analysis
Mechanisms Linking Work and Family
The jingle-jangle of work–nonwork balance
Unpacking Organizational Ambidexterity
On the Use of Polynomial Regression Equations as an Alternative to Difference Scores in Organizational Research.
Person‐organization Fit
Cutoff criteria for fit indexes in covariance structure analysis
Common method biases in behavioral research
Consequences of Individuals' Fit at Work
The Satisfaction With Life Scale
Work–Family Conflict in Dual-Earner Couples
Enriching or Depleting? The Dynamics of Engagement in Work and Family Roles
Construction and Initial Validation of a Multidimensional Measure of Work–Family Conflict
Measuring the positive side of the work–family interface
Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being
Strengthening the employment relationship
The person‐environment fit approach to stress
A model of work frustration-aggression
Toward culture‐sensitive theories of the work–family interface
Stress and Strain Crossover
A resource perspective on the work–home interface
Work- and family-related variables, work–family conflict and women's well-being
Attention to behavioral events during interaction
Back-Translation for Cross-Cultural Research
Linkages Between the Work-family Interface and Work, Family, and Individual Outcomes
Maternal Work-Family Conflict and Psychological Distress
Toward a Conceptualization of Perceived Work-Family Fit and Balance
Understanding the roles of subjective and objective aspects of time in the work-family interface
Exploring the relationship of workplace flexibility, gender, and life stage to family-to-work conflict, and stress and burnout
| Citations per year | 1.5 |
|---|---|
| Citation span | 2024 - 2026 (3) |
| Highly cited | No |