Work-family conflict and personality : the moderating role of gender

M.Com. (Industrial Psychology)Orientation – Working men and women are finding it increasingly challenging to establish a balance between their family environments and working environment, especially with the increase in the number of roles they have adopted. Personality may impact the experience of work-family conflict. Research purpose – The main objective of this study was to determine whether gender moderates the relationship between personality variables- specifically extraversion, conscientiousness and neuroticism- and work-family conflict. This study also looked at whether levels of work-family conflict, extraversion, neuroticism and conscientiousness differ significantly between men and women. Motivation for the study – There is little research done on working men and women and how they experience work-family conflict. Research design, approach and method – A quantitative, cross-sectional survey design was utilised to gather information. The sample (N=791) was comprised of working men and women from a variety of organisations. Data were gathered by making use of the Work-to-Family Conflict Questionnaire (Netemeyer, Boles, & McMurrian, 1996) and the Basic Traits Inventory (BTI) (Taylor & De Bruin, 2006). Main finding – The results indicated that levels of work-family conflict do not differ significantly between working men and working women, however, differences did occur in personality between men and women. Women experience higher levels of conscientiousness and neuroticism than men. Men and women, however, do not differ in terms of levels of extraversion. Neuroticism positively predicted work-family conflict. The results also indicated that gender does not moderate the relationship between these three personality variables and work-family conflict. Practical/ managerial implications - The study supplements a thin database on the experiences in terms of work-family conflict among working men and women in South Africa. Organisations should provide men and women with equal opportunities as well as support in facing challenges of work-family conflict (e.g. flexible working hours)