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

Kai Zhao, Mian Zhang, Maria L. Kraimer, Baiyin Yang

Research output: Contribution to journalArticlepeer-review

10 Scopus citations

Abstract

On the basis of the source attribution perspective of work–family conflict, this study aims to first test whether threat to the family role mediates the relationship between work-to-family conflict and job satisfaction. We then examine boundary conditions of the source attribution perspective by drawing on boundary management and gender role orientation theories to examine whether role segmentation enactment and gender role orientation moderate the relationship between work-to-family conflict and job satisfaction. Using a scenario-based experiment in Study 1, we find that threat to the family role mediates the relationship between work-to-family conflict and job satisfaction. This finding provides evidence supporting the appraisal process proposed by the perspective of source attribution. Using survey data collected from 216 Chinese managers and their spouses in Study 2, we find that work-to-family conflict has a negative relationship with job satisfaction only among people with high levels of role segmentation between work and home. In addition, for male managers, the negative moderating effect of role segmentation enactment on the relationship between work-to-family conflict and job satisfaction is stronger for those with a nontraditional gender role orientation, compared with those with a traditional gender role orientation. Theoretical and managerial implications are discussed.

Original languageEnglish (US)
Pages (from-to)492-505
Number of pages14
JournalJournal of Organizational Behavior
Volume40
Issue number4
DOIs
StatePublished - May 2019

All Science Journal Classification (ASJC) codes

  • Applied Psychology
  • Sociology and Political Science
  • Psychology(all)
  • Organizational Behavior and Human Resource Management

Keywords

  • gender role orientation
  • job satisfaction
  • role segmentation enactment
  • source attribution
  • work-to-family conflict

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