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Work-family conflict and work engagement among working mothers : the moderating roles of neuroticism and conscientiousness

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dc.contributor.advisor Henn, Carolina, Dr. en_US
dc.contributor.author Opie, Tracy Jane
dc.date.accessioned 2012-10-30T20:37:21Z
dc.date.available 2012-10-30T20:37:21Z
dc.date.issued 2012-10-30
dc.date.submitted 2011-11
dc.identifier.uri http://hdl.handle.net/10210/7989
dc.description M.Comm. en_US
dc.description.abstract Orientation - Working women are finding it increasingly challenging to establish a balance between work and family life. This often results in work-family conflict which may affect their well-being. Research purpose - The current study utilised the Job Demand-Resources Model to investigate the effects of work-family conflict on a positive work-related well-being outcome, namely work engagement. The study also explored the moderating role of personality traits, including conscientiousness and neuroticism, on the relationship between work-family conflict and work engagement. Motivation for the study: There is limited research regarding the impact of work-family conflict on South African working mothers. Research design, approach, and method: A quantitative, cross-sectional survey design was used. The sample (N=267) was comprised of working mothers from several organisations. Data was gathered using the Work-to-Family Conflict Questionnaire (Netemeyer, Boles & McMurrian, 1996), the Basic Traits Inventory (BTI) (Taylor & De Bruin, 2005) and the Utrecht Work Engagement Scale (UWES-9) (Schaufeli, Salanova, González-Romá & Bakker, 2002). Main finding: The results indicated that work-family conflict negatively predicts work engagement. Conscientiousness positively predicts work engagement, and neuroticism negatively predicts work engagement. A significant interaction effect was found for conscientiousness but not for neuroticism. The findings showed that for participants with high levels of conscientiousness, work engagement decreases significantly more with an increase in work-family conflict than for participants with low levels of conscientiousness. iv Practical/managerial implications: The study contributes to the limited information available on work-family conflict among South African mothers and validates certain aspects of the JD-R Model. Practically, organisations should consider those individuals who have high levels of conscientiousness and low levels of neuroticism in the selection and placement of employees. In addition, organisations have a responsibility to provide conscientious women, particularly mothers, with adequate support to ensure that work-family conflict does not adversely impact their levels of work engagement. en_US
dc.language.iso en en_US
dc.subject Work and family en_US
dc.subject Working mothers en_US
dc.subject Conscientiousness en_US
dc.subject Neuroticism en_US
dc.subject Job Demands-Resources Model en_US
dc.title Work-family conflict and work engagement among working mothers : the moderating roles of neuroticism and conscientiousness en_US
dc.type Mini-Dissertation en_US

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