Students: Dissertation: Margarita Shafiro

Margarita Shafiro

ABSTRACT
Although there is a kaleidoscope of work-family studies, a recent review revealed several gaps in the current work-family literature (Eby, Casper, Lockwood, & Brinley, in press). Some of the criticisms included: (1) scarcity of research examining contextual variables (e.g., values) and individual difference constructs (e.g., personality); (2) limited research on social support and three types of work-family conflict; (3) limited number of theory building studies, which explore underlying mechanisms explaining the relationships between variables.

The present study addressed these gaps in the literature by taking a systems approach and including both contextual variables (values, social support) and individual constructs (personality traits) to examine time-, strain-, and behavior-based work-to-family and family-to-work conflict. Values used in the present study included idiocentrism and allocentrism. Idiocentrism is associated with the importance of independence from others and personal versus group goals. Allocentrism describes the importance of interconnectedness with others and group goals versus personal goals.

The relationships of allocentrism and idiocentrism at home/work with work-family conflict were explored. Additionally, the mechanisms through which values and personality influence work-family conflict were examined. Specifically, mediational effects of social support on the relationships between: (1) allocentrism and idiocentrism at home/work and three types of work-family conflict; and (2) Big Five personality dimensions and three types of work-family conflict were tested.

A total of 318 employees from three companies responded to the online survey. The results revealed that allocentrism and idiocentrism at home/work explained variance in work-family conflict above the control variables usually studied in the work-family literature. Social support from supervisor mediated the relationship between allocentrism at work and time-based work-to-family conflict. Individuals with higher levels of interdependency at work reported receiving more social support from their supervisors, which in turn was related to lower levels of time-based work-to-family conflict. Social support from supervisor and spouse/partner mediated the relationships between agreeableness and different types of work-family conflict. Individuals high on agreeableness reported receiving more support, which alleviated conflict. This is the first study to examine: (1) the relationships of allocentrism and idiocentrism with work-family conflict, and (2) a possible mechanism explaining the relationship between agreeableness and work-family conflict.

Tuesday, June 1, 2004
DISSERTATION COMMITTEE
Leslie Hammer, Chair
Todd Bodner
Donald Truxillo
Wayne W. Wakeland
Margaret Neal, Graduate Studies Representative