Testing two mechanisms linking work-to-family conflict to individual consequences: do gender and gender role orientation make a difference?
基于社会角色理论，研究性别和性别角色取向如何调节工作-家庭冲突对家庭和工作成就感的影响，发现男性管理者中冲突对家庭成就感的负面影响更强，且性别角色取向有调节作用。
Based on social role theory and a gender role orientation perspective, this study extended the two mechanisms (i.e. resource depletion and source attribution) that link work-to-family conflict to perceived accomplishment in the family and work domains by testing the moderating effects of gender and gender role orientation on the relationships. Data were collected from managers via questionnaires in China, and 225 cases were analyzed with hierarchical regression models. The results showed that compared with female managers, the negative relationship between work-to-family conflict and perceived family accomplishment was stronger for male managers. Within the male group, we found that the negative relationship between work-to-family conflict and perceived family accomplishment was stronger for male managers with an egalitarian gender role orientation than those with a traditional gender role orientation. In addition, for male managers with a traditional gender role orientation, there was a positive relationship between work-to-family conflict and perceived work accomplishment. The theoretical and managerial implications are discussed.