Organizational Commitment, Gender- Role Ideology and Personality Type as Predictors of Work- Family Conflict in Plateau State Tertiary Institutions

Filed in Articles by on July 12, 2022

Organizational Commitment, Gender- Role Ideology and Personality Type as Predictors of Work- Family Conflict in Plateau State Tertiary Institutions.

ABSTRACT

The study investigated Organizational Commitment (OC), Gender Role Ideology (GRI), and Personality Type (PT) as predictors of Work Family Conflict (WFC) in Plateau State Tertiary Institutions.

207 participants drawn from 3 Plateau State Tertiary institutions participated in the study. Four instruments: Work Family Conflict Scale, Organizational Commitment Scale, Gender Role Ideology Scale, and Big Five Inventory were used to collect the data. Multiple linear regression was used to analyze the data.

The result showed that neither Organizational Commitment OC nor Gender Role Ideology GRI was significant as was hypothesized.

Personality Type when considered as a whole variable was also not significant, but revealed a significant prediction with agreeableness (β = .18), F (5, 207) = 2.58, p < .01. Thus, only agreeableness as a personality factor predicts work family conflict. Discussions and recommendations were made.

TABLE OF CONTENT

Title page – – – – – – – – – – i
Approval page – – – – – – – – – ii
Dedication – – – – – – – – – – iii
Acknowledgment – – – – – – – – – iv
Abstract – – – – – – – – – – v
Table of Contents – – – – – – – – – vi

CHAPTER ONE: Introduction

Statement of the Problem – – – – – – – – 7
Purpose of the Study – – – – – – – – – 8
Operational Definition of Terms – – – – – – – 8

CHAPTER TWO: Review of Literature

Bi-directionality theory of WFC – – – – – – – 11
Conservation of Resources Theory – – – – – – – 14
Expansionist Theory – – – – – – – – – 17
Gender Role Theory – – – – – – – – – 20
Role Theory – – – – – – – – – – 24
The Five Factor Model – – – – – – – – – 27
Empirical Review – – – – – – – – – – 31
Work-Family Conflict – – – – – – – – – 31
Two Types of Conflict – – – – – – – – 34
Organizational Commitment – – – – – – – – 36
Gender Role Ideology – – – – – – – – – 40
Personality Type – – – – – – – – – 42
Hypotheses – – – – – – – – – – 44

CHAPTER THREE

Method – – – – – – – – – – 45
Participants – – – – – – – – – – 45
Instruments – – – – – – – – – – 45
Procedure – – – – – – – – – – 45
Design/Statistics – – – – – – – – – – 47

CHAPTER FOUR

Results – – – – – – – – – – – 48

CHAPTER FIVE

Discussion – – – – – – – – – – 50
Limitations of the Study – – – – – – – – 53
Suggestions for further Research – – – – – – – 53
Summary and Conclusion – – – – – – – – 54
REFERENCES – – – – – – – – – 56
Appendices – – – – – – – – – – 70

INTRODUCTION

People in everyday life are faced with one form of conflict or the other. Conflicts do occur in the home, workplace, or both. Conflicts that arise from work and family are common in the contemporary society.

Work-family conflict domains are dynamic in nature. They represent two demands- work and family. The demands of family and work pose critical challenges to individuals; researchers; and organizations.

The openness of the economy, changes of the polity and societal values have drastically caused a shift in the balance of job and family obligation in many developing and developed societies of the world.

In the past, the role of breadwinner in the family had traditionally been the sole responsibility of men. The shift in family and work domains have forced individuals to adapt to inter-role conflicts.

Often, individuals within work settings are reported to have conflicts with either their work or their family. Work family conflict is a situation where there exist simultaneous a set of pressures in such a way that confidence with one would make compliance with the other difficult.

Work-family conflict according to Netemeyer, McMurrian & Boles (1996), Mazerolle, Bruening and Casa (2008) involves discord that arises when the time devoted to or time spent fulfilling professional responsibilities interferes with or limits the amount of time available to perform family related responsibilities.

Greenhaus & Beutell (1985); Khans, Wolfe, Quinn, Snoek & Rosen (1964), look at work family conflict as a type of inter-role conflict in which the role demands stemming from one domain (work or family are incompatible with the role demands stemming from another domain (family or work).

That is, discord arises when the demands of work interferes with the demands of family or home life.

This phenomenon according to Netemeyer, McMurian & Boles (1996), results when the expectation and time constraints associated with the professional and personal lives of an individual are not 2 compatible, making it difficult to manage both.

Work Family Conflict (WFC) is a bidirectional conflict where work can interfere with family (WIF) and family can interfere with work (FIW). It is a conflict arising from the demands of work and the demands of the family where employees are confronted with conflicts between work and family.

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