The DOI matches its Crossref record; 525 of the 525 references it cites were found in a registry or an index.
Disentangling the relationship between gender and work–family conflict: An integration of theoretical perspectives using meta-analytic methods.
Abstract
Implicit in many discussions of work-family issues is the idea that managing the work-family interface is more challenging for women than men. We address whether this intuition is supported by the empirical data via a meta-analysis of gender differences in work-family conflict (WFC) based on more than 350 independent samples (N > 250,000 workers). Challenging lay perceptions, our results demonstrate that men and women generally do not differ on their reports of WFC, though there were some modest moderating effects of dual-earner status, parental status, type of WFC (i.e., time-, strain-, vs. behavior-based), and when limiting samples to men and women who held the same job. To better understand the relationship between gender and WFC, we engaged in theory-testing of mediating mechanisms based on commonly invoked theoretical perspectives. We found evidence in support of the rational view, no support for the sensitization and male segmentation perspectives, and partial support for the asymmetrical domain permeability model. Finally, we build theory by seeking to identify omitted mediators that explain the relationship between gender and work-interference-with-family, given evidence that existing theoretically specified mechanisms are insufficient to explain this relationship. Overall, we find more evidence for similarity rather than difference in the degree of WFC experienced by men and women. (PsycINFO Database Record
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The Impact of Caregiving on Employment: A Mediational Model of Work-Family Conflict
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The New Dad:caring,committed and conflicted
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Control at Work, Control at Home, and Planning Behavior
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Partner Reactions to Work-to-Family Conflict: Cognitive Appraisal and Indirect Crossover in Couples
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Work-Family Conflict and Facilitation in the Hotel Industry
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Home-to-Work Conflict, Work Qualities, and Emotional Distress
Schieman, S., McBrier, D. B., & Gundy, K. T. V. (2003) · Sociological Forum · doi:10.1023/a:1022658929709 · Cited by 78
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Differential Effect of Inter-Role Conflict on Proactive Individual’s Experience of Burnout
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Culture Matters: The Pivotal Role of Culture for Women’s Careers in Academic Medicine
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Work–Family Conflict and Turnover Intentions Among Scientists and Engineers Working in R&D
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How Job Demands Affect an Intimate Partner: A Test of the Spillover‐Crossover Model in Japan
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Nonwork Influences on Withdrawal Cognitions: An Empirical Examination of an Overlooked Issue
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Cited by
Padavic, I., Ely, R. J., & Reid, E. M. (2020) · Administrative Science Quarterly · doi:10.1177/0001839219832310 · Cited by 348
Metadata
- Authors
- Shockley, K. M., Shen, W., DeNunzio, M. M., Arvan, M. L., & Knudsen, E. A.
- Venue
- Journal of Applied Psychology
- Published
- 2017-12
- Volume
- 102
- Issue
- 12
- Pages
- 1601-1635
- ISSN
- 0021-9010 (ISSN-L)
- 1939-1854
- OpenAlex
- W2739824782
- Cited by
- 451
- References
- 525
- FWCI
- 92.25
- Type
- journal article
- Language
- en
- Open access
- closed
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Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
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Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).
Semantic Scholar’s data is described in: Kinney, R., et al. (2023). The Semantic Scholar Open Data Platform. arXiv:2301.10140.