Date of Award
Doctor of Philosophy
Michael L. Morris
Robert T. Ladd, Randal H. Pierce, Billie J. Collier
This study utilizes stress theory to explore the effects of work-family conflict and family-work conflict upon the work engagement outcomes of employees. Using a web-based questionnaire with a primary data sample of 2,782 full time Extension professionals in 46 states, this study incorporates the structural equation modeling analytic technique. This study confirmed the single, second order work-family conflict construct consisting of six first order constructs of work-family time, strain and behavior and family-work time, strain, and behavior. The bi-directionality of work-family conflict and family-work conflict was sustained, as numerous research studies have recommended. The structural equation modeling analysis found the following relationships: (1) a negative relationship between the antecedent work-family and the outcome employee work engagement; (2) global support and colleague support partially mediate work-family conflict and work engagement; and (3) non-work support partially mediates work-family conflict and work engagement. The hypotheses testing a partial mediating effect between work-family conflict, (1) supervisor support for work, personal, and family life and (2) non-work support, and the outcome employee engagement were not supported. Discussion and implications for researchers and practitioners are discussed.
Martin, April B., "Work/family Conflict as a Predictor of Employee Work Engagement of Extension Professionals. " PhD diss., University of Tennessee, 2013.