The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings
Bibliographic Data
| ID | 9889946 |
|---|---|
| Authors | Andrew Li (0000-0002-6981-5940, West Texas A&M University, corresponding author), Jessica Bagger (0000-0003-2117-6024, California State University, Sacramento, corresponding author), Russell Cropanzano (0000-0002-2557-8402, University of Colorado at Boulder, USA,, corresponding author) |
| Year | 2017 |
| Volume | 70 |
| Issue | 1 |
| Pages | 119-145 |
| Publication date | 2017-01-01 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Human Relations (JOURNAL) |
| Journal identifiers | ISSN: 0018-7267 • E-ISSN: 1741-282X |
| Publisher | SAGE Publications (PUBLISHER • US) |
| DOI | 10.1177/0018726716645660 |
| OpenAlex | W2366243255 |
| Language | EN |
| Citations received | 19 |
| References cited | 58 |
We draw on gender role theory to examine the relationships among employee-rated work–family conflict, supervisor perceptions of employee work–family conflict, employee gender and supervisor-rated job performance. We found that the relationship between employee-rated work–family conflict and supervisor perceptions of employee conflict varied based on both employee gender and the direction of conflict under consideration. Specifically, the relationship between the two rating sources (employee and supervisor) was stronger for male employees when conflict was considered. However, the relationship between the two rating sources was stronger for female employees when family-to-work conflict was considered. Supervisor perceptions of employee work–family conflict were negatively related to employee job performance ratings. More generally, we found support for a moderated mediation model such that the relationship between employee-rated work–family conflict and job performance was mediated by supervisor perceptions of employee work–family conflict, and the effect was moderated by employee gender. Implications for research and practice are discussed
Employee research · Job performance · Job satisfaction · Management · Mediation · Organizational commitment · Perception · Political science · Supervisor · Work (physics · Work–family conflict · Gender Diversity and Inequality · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Work-Family Balance Challenges
Role Theory Perspectives
Work Family Conflict, Creative Performance, and Paternalistic Leadership
A qualitative study of male school leaders’ work–family conflict
Confidence and gender differences within a work-integrated learning programme
Work–family conflict of sports coaches
More Motivated to Help Male Leaders? Explaining Fatherhood Bonuses via Follower Helping
Societal Inequality, Corruption and Relation-Based Inequality in Organizations
Perceptions of Ethicality
Work–Family Practices and Complexity of Their Usage
What’s the point in even trying? Women’s perception of glass ceiling drains hope
Role of Family Motivation, Workplace Civility and Self-Efficacy in Developing Affective Commitment and Organizational Citizenship Behavior
The Price of Success
National Board Quotas and the Gender Pay Gap among European Managers
Employee Gender, Family‐To‐Work Conflict Bias, and Supervisor Ostracism
Women and Leadership in the United States
My Family Accounts Much for Me
Too womanly or not manly enough? A review of work consequences experienced by counter-normative men
Source attribution matters
Can You Have It All? How Employees' Whole‐Life Perspective Relates to Role Performance Evaluations
Sex Differences in Social Behavior
A review of research methods in IO/OB work-family research.
Reactions to Vanguards
Parental Leave of Absence
Consequences associated with work-to-family conflict
A meta-analysis of work–family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations.
Emotional exhaustion and job performance
Work and family satisfaction and conflict
Role congruity theory of prejudice toward female leaders.
Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors
Description and Prescription
A Continuum of Impression Formation, from Category-Based to Individuating Processes
The work-family interface and job performance
Construction and Initial Validation of a Multidimensional Measure of Work–Family Conflict
A longitudinal and multi‐source test of the work–family conflict and job satisfaction relationship
Addressing Moderated Mediation Hypotheses
Bridging the work-family policy and productivity gap
Are People Prejudiced Against Women? Some Answers From Research on Attitudes, Gender Stereotypes, and Judgments of Competence
Memory for expectancy-congruent and expectancy-incongruent information
Cross-Domain Effects of Work-Family Conflict on Organizational Commitment and Performance
Antecedents of work–family conflict
When Equal Isn't Really Equal
Penalizing Men Who Request a Family Leave
Cultural Schemas, Social Class, and the Flexibility Stigma
Stereotypes as energy-saving devices
The social psychology of gender
Overlooking the incongruent
Stereotypic biases in social decision making and memory
Who women are, who women should be
| Citations per year | 2.38 |
|---|---|
| Citation span | 2018 - 2026 (9) |
| Highly cited | No |