|Keywords:||Work-Family Conflict; Burnout; Social Support; Supervisor Support; Organizational Support; Family-Supportive Organizational Perceptions; Family Support; Core Self-Evaluations; Conservation of Resources|
|Full text PDF:||http://hdl.handle.net/1805/12279|
Indiana University-Purdue University Indianapolis (IUPUI) Previous research has established that supportive work and family environmentsare 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 insituations 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, familysupport) are low. Results from 453 men and women in various industries andorganizations 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 andemployee burnout. Contrary to predictions, however, instead of compensating for lowFSOP, WFC was reduced especially for individuals, particularly men, who had bothstrong FSOP and high CSE. This implies that men who hold more positive views towardtheir self-worth and competence stand to gain more from family-supportive workenvironments than individuals who lack the same internal resources. CSE did not havethis boosting influence for women. CSE also moderated the indirect relationship betweenFSOP and burnout through WFC, meaning that individuals with high CSE who also perceived their organization as family-supportive experienced significantly less burnoutthan those with low CSE.Advisors/Committee Members: Stockdale, Margaret S., Pietri, Evava, Salyers, Michelle.