Causal Models of Work-Family Conflict From Family and Organizational Perspectives

More women are entering the workforce and the number of dual career couples has increased and will probably continue to do so. As women\u27s tasks and responsibilities outside of the home have increased, those within the home have not diminished resulting in higher work-family conflict (Greenglass, Pantony, & Burke, 1988). This research examined a woman\u27s work-family conflict from both work and family perspectives. Two models were described and tested. One model included individual and family antecedents and consequences of work-family conflict. The antecedents included sex-role attitudes, role salience, and perfectionism in the wife. The consequences were quality of family life and the wife\u27s life satisfaction. The second model examined the relationships between organizational factors encompassing supervisor support, culture for family involvement, and supervisor flexibility and outcomes including organizational commitment, job satisfaction, and work-family conflict. The sample consisted of 190 dual career couples each working at least 30 hours per week with at least one child under age 16. The data did not support the proposed family model. However, there were interesting findings in the relationships that were supported. The tested organizational model resulted in an exceptional fit with support for 5 of 8 proposed relationships. Detailed findings and implications are discussed