The interactive effects of leader–member exchange, gender and spouse's gender role orientation on work interference with family conflict

Abstract

Based on social support and gender role theories, we examined the direct and interactive effects of leader-member exchange, gender and spouse's gender role orientation on work-family conflict. Survey data were collected from matched dyads from 185 dual-earner couples in Sri Lanka. The results show that leader -member exchange is negatively related to work interference with family. There is also support for crossover effects among couples such that individuals with spouses who have a traditional gender role orientation experience greater work interference with family conflict. Finally, there is a three-way interaction such that a spouse's gender role orientation moderates the relationship between leader -member exchange and work interference with family conflict differently for men and women.

Effects of Leader-Member Exchange, Interpersonal Relationship, Individual Feeling of Energy and Creative Work Involvement Towards Turnover Intention: A Path Analysis Using Structural Equation Modeling

“…The top management started to believe that the high rate of turnover intention may be effectively mitigated by improving LMX relationship. In addition, very positive results may be observed with this social and occupational support (Kailasapathy, Kraimer, & Metz, 2014). This LMX relationship due to improved communications may also reduce role stressors and turnover intention and improve job satisfaction (Firth, Mellor, Moore, & Loquet, 2004;Zhang, Tsingan, & Zhang, 2013).…”

Remember the Children, Honey! Spouses' Gender‐Role Attitudes and Working Mothers' Work‐to‐Family Conflict

“…However, both must be interpreted with caution. Factors such as the relatively old publication date, the use of a student sample (Beutell & Greenhaus, ), the particular cultural context (Kailasapathy et al, ), and, importantly, the fact that both studies neglected the non‐independence of couple data in the analyses limit the interpretability of these findings, at least for the research question that the present study seeks to answer.…”

“…Beutell and Greenhaus () found that husbands' traditional gender‐role attitudes increased WFC of female students with children. A recent study with dual‐earner couples in Sri Lanka (Kailasapathy, Kraimer, & Metz, ) found that husbands' more traditional gender‐role attitudes were related to higher levels of WFC of their wives. Both studies lend initial empirical support to our contentions.…”

Work‐life support practices and customer satisfaction: The role of TMT composition and country culture

“…Along with these demographic shifts, employees are experiencing increased work‐life conflict as they struggle to balance their work and nonwork commitments (Allen, Herst, Bruck, & Sutton, ). In response to these trends, a growing number of organizations have invested in work‐life support (WLS) practices that provide employees with flexibility to help them to manage their various responsibilities (Kailasapathy, Kraimer, & Metz, ; Piszczek & Berg, ). While the attributes of WLS initiatives differ across firms, WLS practices often include flexible work schedules, teleworking, job sharing, working from home, leave of absence or gap leave, and dependent care programs (Butts et al, ).…”