Gender-ethnicity intersectional variation in work–family dynamics: Family interference with work, guilt, and job satisfaction

IF 6 2区 管理学 Q1 MANAGEMENT Human Resource Management Pub Date : 2023-03-29 DOI:10.1002/hrm.22165
Seonyoung Hwang, Kim Hoque
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引用次数: 2

Abstract

Although guilt is often considered the most prevalent emotional outcome of work–family conflict (WFC), most work–family research focuses on family-related guilt stemming from work interference with family, rather than job-related guilt stemming from family interference with work (FIW). In addition, there is little understanding of how different employee social groups experience the implications of FIW in their daily lives. To address these research gaps, this study explores the relationship between daily FIW and job-related guilt, and its subsequent impact on job satisfaction. It also investigates variation in these relationships by (1) gender and (2) the intersection of gender and ethnicity. Bayesian multilevel structural equation modeling using data from 5-day diary surveys from 210 solicitors in Britain shows daily FIW is associated with higher job-related guilt and subsequently lower job satisfaction. The relationship is stronger for women than men in general, but is also stronger for South Asian women than white British women (and men), and for South Asian men than white British men. This suggests that studies focusing on single social group characteristics (e.g., gender) are likely to obscure intersectional effects that might produce significant within-group variation. The findings also highlight the importance of integrating workplace inequality arguments into theorization of WFC.

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工作-家庭动态中的性别-种族交叉变化:家庭对工作的干扰、内疚感和工作满意度
虽然内疚感通常被认为是工作与家庭冲突(WFC)最普遍的情绪结果,但大多数工作与家庭的研究都侧重于因工作干扰家庭而产生的与家庭有关的内疚感,而不是因家庭干扰工作而产生的与工作有关的内疚感(FIW)。此外,人们对不同的员工社会群体在日常生活中如何体验FIW的影响知之甚少。为了解决这些研究空白,本研究探讨了日常FIW与工作相关内疚感之间的关系,以及它对工作满意度的后续影响。它还通过(1)性别和(2)性别和种族的交集来调查这些关系的变化。贝叶斯多层结构方程模型使用了对英国210名律师为期5天的日记调查数据,结果显示,每天的FIW与较高的工作相关内疚感相关,随后是较低的工作满意度。一般来说,这种关系在女性中强于男性,但在南亚女性中强于英国白人女性(和男性),在南亚男性中强于英国白人男性。这表明,专注于单一社会群体特征(例如,性别)的研究可能会模糊可能产生显著群体内差异的交叉效应。研究结果还强调了将工作场所不平等论点纳入WFC理论的重要性。
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来源期刊
CiteScore
11.50
自引率
9.10%
发文量
0
期刊介绍: Covering the broad spectrum of contemporary human resource management, this journal provides academics and practicing managers with the latest concepts, tools, and information for effective problem solving and decision making in this field. Broad in scope, it explores issues of societal, organizational, and individual relevance. Journal articles discuss new theories, new techniques, case studies, models, and research trends of particular significance to practicing HR managers
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