Title page for ETD etd-05122004-205454

Type of Document Master's Thesis
Author Esson, Patrice L.
URN etd-05122004-205454
Title Consequences of Work-Family Conflict: Testing a New Model of Work-Related, Non-Work-Related and Sress-Related Outcomes
Degree Master of Science
Department Psychology
Advisory Committee
Advisor Name Title
Donovan, John J. Committee Chair
Foti, Roseanne J. Committee Member
Hauenstein, Neil M. A. Committee Member
  • Job Stress
  • Job Satisfaction
  • Job Performance
  • Intention to Quit
  • Work-family Conflict
  • Burnout
Date of Defense 2004-05-05
Availability unrestricted
With the demographic layout of the workplace changing constantly, as more women enter the workforce, and as new organizational hiring practices lead to more diversity in the work environment, both researchers and employers have become increasingly interested in understanding the consequences of work-family conflict. Work-family conflict affects the individuals suffering from it, their families, and their employers. Thus, it is important to have a robust and comprehensive causal model that explains how these consequences arise so as to help all parties involved to prevent these consequences. The purpose of the present study was to test a comprehensive model of work-family conflict by examining the work, non-work and stress related consequences of work-family conflict using a sample of 181 Jamaican High School teachers. The results indicated that all hypothesized correlations but one were significant and in the direction predicted. However, the proposed model did not demonstrate good fit with the data. Post hoc revisions to the original model provided support for some of the initial hypotheses, thereby suggesting that work family conflict did predict job and life stress, among others. Overall, these findings indicate that work-family conflict results in work, non-work and stress related consequences that are evidenced in a complicated network of direct and indirect relationships. The results suggest that the consequences of work-family conflict may be best reduced by making attempts to prevent or eliminate a consequence that occurs early in the chain. A discussion of these and other implications are presented, and suggestions made for future research.
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