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The influences of gender, family involvement, and work-family conflict on managers’ preferences for family-oriented benefits

University of British Columbia

This study examines the preferences of managers for job attributes designed to assist in balancing work and family demands. Specifically, this study investigates, within a conceptual framework relating work and extra-work domains (Rice, Near, & Hunt, 1979), whether male and female managers exhibit differences in their preferences for family-oriented work benefits and if such preferences are influenced by the levels of family involvement and work-family conflict characterizing the worker. Additionally, this study tests whether work-family conflict mediates the relationships between gender and preferences and between family involvement and preferences. Data were from the Career Development Survey of Managers and Professionals (Langton, 1995). The respondents were 264 male and female managers employed in organizations located throughout the Lower Mainland of British Columbia. Results supported the hypotheses that gender, family involvement, and work-family conflict influence managers' preferences for family-oriented benefits. However, the hypothesized gender difference was not supported when particular work- and family-related variables were used as statistical controls. The study also failed to find support for the hypotheses concerning the mediator effects of work-family conflict. Results are discussed in terms of previous research and model development in the area of work and family. Implications of this study for employees, employers, and family life educators as well as for future research are also discussed.

Thesis/Dissertation

application/pdf

2009-02-17

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http://hdl.handle.net/2429/4732

Family Studies

University of British Columbia

UBCV

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