The moderating effect of work-family centrality on work-family conflict, organizational attitudes, and turnover behavior

Jon C. Carr; Scott B. Boyar; Brian T. Gregory

doi:10.1177/0149206307309262

The moderating effect of work-family centrality on work-family conflict, organizational attitudes, and turnover behavior

Jon C. Carr, Scott B. Boyar, Brian T. Gregory

Business, The W.A. Franke College of (CoB)

Research output: Contribution to journal › Article › peer-review

168 Scopus citations

Abstract

Research has explored the role of work-family conflict (WFC), including the antecedents and consequences of this construct. However, few studies have examined the specific role that work-family centrality plays in moderating the relationship between WFC and organizationallyrelated outcomes. Using a sample of 129 employees from a manufacturing plant, we test the moderating influence of work-family centrality on the relationship between WFC and job satisfaction, organizational commitment, and retention. Results indicate that when individuals view work as being more central to their lives, the negative relationships between WFC and organizational attitudes and organizational retention is suppressed.

Original language	English (US)
Pages (from-to)	244-262
Number of pages	19
Journal	Journal of Management
Volume	34
Issue number	2
DOIs	https://doi.org/10.1177/0149206307309262
State	Published - Apr 2008

Keywords

Organizational attitudes
Organizational retention
Work-family centrality
Work-family conflict

ASJC Scopus subject areas

Finance
Strategy and Management

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10.1177/0149206307309262

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abstract = "Research has explored the role of work-family conflict (WFC), including the antecedents and consequences of this construct. However, few studies have examined the specific role that work-family centrality plays in moderating the relationship between WFC and organizationallyrelated outcomes. Using a sample of 129 employees from a manufacturing plant, we test the moderating influence of work-family centrality on the relationship between WFC and job satisfaction, organizational commitment, and retention. Results indicate that when individuals view work as being more central to their lives, the negative relationships between WFC and organizational attitudes and organizational retention is suppressed.",

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The moderating effect of work-family centrality on work-family conflict, organizational attitudes, and turnover behavior

Abstract

Keywords

ASJC Scopus subject areas

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