Do workers who experience conflict between the work and family domains hit a “glass ceiling?”: A meta-analytic examination

By Jenny M. Hoobler, Jia Hu, Morgan Wilson. 2010

124 citations recorded by the source corpus.

Abstract Based in Conservation of Resources (COR; Hobfoll, 1989) and self-verification (Swann, 1987) theories, we argue that when workers experience conflict between the work and family domains, this should have implications for evaluations of their work performance and ultimately affect more “objective” career outcomes such as salary and hierarchical level attained, as well as the attitudinal outcome of career satisfaction. Our meta-analysis of 96 studies, for a combined sample size of 32,783, found that both work-to-family conflict (WFC) as well as family-to-work conflict (FWC) negatively impacted self-rated as well as manager-rated work performance. And our structural equation model found that WFC and FWC were negatively related to career satisfaction and hierarchical level attained. But while WFC was negatively related to salary, FWC was positively related to salary.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/b038c591f4d2a229e456e3f38b556b5e5a6c64df

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. Sandy J. Wayne
2. Arnold B. Bakker
3. Pauline van Wingerden
4. Daantje Derks
5. Pascale Peters
6. G. Lemmon
7. Jenny M. Hoobler

In Organizational Behavior and Human Resource Management

1. Daantje Derks
2. Arnold B. Bakker
3. Evangelia Demerouti
4. M. Tims
5. Wilmar B. Schaufeli
6. Pascale Peters
7. Sandy J. Wayne
8. Jenny M. Hoobler

In Sociology and Political Science

1. Daantje Derks
2. Arnold B. Bakker
3. Pascale Peters
4. Pauline van Wingerden
5. Morgan Wilson
6. Sandy J. Wayne
7. G. Lemmon
8. Jenny M. Hoobler

Citations in the corpus

• The ripple effect: A spillover model of the detrimental impact of work–family conflict on job success (2017, result): “Additionally, our study contributes to the few prior studies examining WFC and career and job outcomes (e.g., Hoobler et al., 2010), by examining why WFC, here cognitive WFC in particular, is associated with job success.”
• Work-related smartphone use, work–family conflict and family role performance: The role of segmentation preference (2016, background): “Although much research has focused on the effect of WFC on work-related outcomes, such as job performance, job satisfaction and employee attitudes (see for systematic reviews on this topic: Amstad et al., 2011; Butts et al., 2013; Gilboa et al., 2008; Hoobler et al., 2010), the implications for the ”