Integrating Gender-Related Issues into Research on Work and Family11This chapter is based on a paper prepared for the Inaugural Conference of the International Center of Work and Family, International Research on Work and Family: From Policy to Practice, Barcelona, Spain, July 7–9, 2005.

Source attribution matters: Mediation and moderation effects in the relationship between work‐to‐family conflict and job satisfaction

“…However, because of an increasing amount of work that requires mental strength rather than physical strength (Eby et al, 2005), there are an increasing number of within-gender differences on the attitude toward the traditional labor division between genders in society (Korabik et al, 2008;Leslie et al, 2016). Thus, at the individual level, it is necessary to emphasize within-gender differences rather than between-gender differences.…”

“…Gender role orientation captures the within-gender differences by reflecting how strongly an individual identifies with the traditional gender role expectations that exist in his or her society (Korabik et al, 2008). People with traditional gender role orientation believe that men should value the work role over the family role and that women should prioritize the family role over the work role; in contrast, people with nontraditional gender role orientation consider the work role and the family role equally important to both genders (Korabik et al, 2008). No precise cutoff point exists between people with traditional gender role orientation and those with nontraditional gender role orientation; the difference is a matter of degree.…”

“…seek a balance between the work role and the family role by separating the two domains, particularly by protecting the impermeable family boundary. When work-to-family conflict inevitably occurs, compared with traditional male segmenters, nontraditional male segmenters are more likely to blame the work role because nontraditional males value their time with family and identify more with their family role (Korabik et al, 2008;Rajadhyaksha et al, 2015). Thus, they may feel the work-to-family conflict threatens their family role more than would a traditional male segmenter who views himself as the family "breadwinner."…”

“…In contrast, for male segmenters with traditional gender role orientation, although they try to avoid the conflict by using segmentation tactics, their family boundary might be more permeable, and they might be more accepting of responding to work demands whenever necessary because traditional men identify more with their work role than with their family role (Korabik et al, 2008;Rajadhyaksha et al, 2015). Thus, when experiencing work-to-family conflict, compared with male segmenters with nontraditional gender role orientation, traditional males are less likely to view the conflict as a threat to the family role and thus are less likely to be dissatisfied with their work role.…”

“…Gender role orientation represents a person's attitude toward how men and women should identify with traditional gender roles (i.e., men as breadwinners and women as caregivers; Korabik, McElwain, & Chappell, 2008). We consider gender role orientation an additional moderator for individuals using the same boundary management tactic because these individuals can appraise the threat induced by work-to-family conflict to varying degrees based on whether they have a more traditional or nontraditional view of the roles of men and women with respect to work and family responsibilities.…”