1. Objectifs

Intentions :
«The current study is a response to calls for further examination of personality in the relationship between personal and professional lives [work-to-family and family-to-work conflicts]. It investigates, in particular, how CSEs [core self-evaluations] interact with different sources of social support to reduce life-domain conflicts.» (p. 1113)

2. Méthode

Échantillon/Matériau :
«A total of 798 respondents completed the questionnaire: 629 HR [human resources] professionals and 169 engineers. The sample comprises a majority of women (62%); respondents were 40 years old on average and reported working an average of 42 h a week. With regards to marital status, 41% were married, 43% lived in a common-law union, 12% were single and 4% were divorced. About 70% of the respondents indicated having at least one dependent (i.e. child or elder), and 74% reported having an employed spouse or partner.» (p. 1117)

Instruments :
Questionnaires

Type de traitement des données :
Analyse statistique

3. Résumé

This study’s «results first confirm that CSEs are negatively related to life-domain conflicts and positively associated with social support from co-workers, supervisors and the home domain. Second, the findings also confirm a significant direct negative association between social support from supervisors and W-F [work-to-family] conflict, and between social support from home and F-W [family-to-work] conflict. However, the expected negative direct relationship between the social support from co-workers and W-F conflict was not supported. In line with COR [conservation of resources] theory, social support from supervisors and from family and friends appears to be a crucial resource to reduce life-domain conflicts directly because both sources can bring a variety of relevant resources over which co-workers have little control.» (p. 1121-1122) «Third, in line with COR theory, the findings of this study also support the differential choice sub-process associating high-CSEs with higher perceived social support (as mediator variable) and, ultimately, with lesser life-domain conflicts. More precisely, the findings show that employees’ CSEs enable them to indirectly reduce their perceived W-F conflict by receiving more support from their co-workers and their supervisors and reduce their perceived F-W conflict through the support they receive in their personal life domain. Finally, the test with an alternative model also shows some support for the differential effectiveness process whereby CSEs have an interactive effect by increasing the negative relationship between support from the home domain and F-W conflict.» (p. 1122)