Work-Family Conflict of Managerial Women: Comparisons among Managers, Entrepreneurs, and Copreneurs

• Main Authors: Mi-Fang Hsiao, 蕭米芳
• Other Authors: Me-Lien Wu
• Format: Others
• Language: en_US
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/30094264532953090322

碩士 === 中原大學 === 企業管理研究所 === 97 === Abstract Women faced work and family conflicts, especially women who are in the decision making positions. Yet, most previous studies of the work-family conflict focused on female managers, and viewed work-family conflict as a unidirectional construct. The other two groups of managerial women, namely copreneurs and entrepreneurs, were rarely studied. Besides, many authors argued that the construct of work-family conflict should be bi-directional. Therefore, the present study used theories of work/family domains as a framework to achieve the following purposes: 1) compare the differences and prevalence of work-family conflict, work-to-family conflict (WIF), and family-to-work conflict (FIW) among female managers, female entrepreneurs, and female copreneurs; 2) examine the effects of family and work demands on work-family conflict, including WIF and FIW; and 3) assess the moderating effects of spouse and domestic support (social support) on the relationships between work/family demands and work-family conflict. Analytical results from 152 women in management answer the two research questions and supported the two general hypotheses. In summary, this study found no significant differences of WFC, WIF, and FIW among different types of managers and WIF was more prevalent than FIW among managers. Work and Family Demands were positively related to WFC, WIF, and FIW. Specifically, Work demands accounted more variance of WIF than that of FIW and Family Demands accounted more variance of FIW than that of WIF. Furthermore, Social Support moderated the relationships between demands and WFC. The results were discussed and both practical and theoretical implications were provided.