Re-examining the effects of employment mode on work-family conflict: A mediated moderation model

This dissertation examines the effects of employment mode (self- versus organizational employment) on work-family conflict. I propose that the effects of self-employment on reduced work-to-family conflict and reduced family-to-work conflict are moderated by gender in the way that the effects should be stronger for women than for men. I then propose that the effects of self-employment on work-to-family conflict and family-to-work conflict for women are moderated by occupational level and household responsibilities. I further propose that these moderated effects are mediated by job autonomy, schedule flexibility, job demands, market work time, workplace interdependence, and job-related responsibilities for others. Analyses of data reveal that self-employment is most strongly related to reduced work-to-family conflict and reduced family-to-work conflict for single women (especially those with heavy family responsibilities). Job autonomy, schedule flexibility, job demands, and work time mediate the effect of self-employment on work-to-family conflict for these women; and job demands and workplace interdependence mediate the effect of self-employment on family-to-work conflict for these women. Schedule ix flexibility shows suppression effects on the relations from self-employment to work-to-family conflict and family-to-work conflict for married women. Job demands and work time both show a suppression effect on the relation from self-employment to work-to-family conflict for married men. Discussions, theoretical implications, and practical implications are provided