Work-Home Role Conflict,Family Climate,and Domestic Responsibilities Among Men and Women in Dual-earner Families1

Correlates of work-home role conflict for dual-earner couples were examined. Respondents (N= 208) were an equal number of married, employed men and women with children. Data were collected in the northeastern U.S.A. through a survey which measured work-home role conflict, family climate, domestic responsibilities, and activities performed during one's free time. LISREL was used to determine if domestic responsibilities mediate the correlation between gender and work-home conflict. A regression analysis was used to determine the relative effects of domestic responsibilities and family climate on work-home conflict. Results indicate that (a) work-home role conflict is negatively related to family climate for men as well as for women, (b) gender differences in role conflict are partially attributable to gender differences in domestic responsibilities, and (c) domestic responsibilities and family climate each correlate significantly with work-home role conflict. Findings suggest that how one works hard (the conditions under which one lives) may be just as important as how hard one works (the number of tasks one performs).     

Questions concerning fear of success and its conceptual relatives

Several measures of fear of success have been constructed, yet little attempt has been made to study the relations between them. Moreover, it is not clear that most of the measures can be differentiated from measures of fear of failure. Few fear of success researchers have worried about the relationship between their work and the large body of literature dealing with achievement motivation and fear of failure. Arguments about behavioral correlates of achievement-related anxieties should acknowledge the possibility that some people are both successful and anxious, and that they suffer on dimensions other than performance (e.g., psychosomatic illness). Two general forms of success anxiety — cultural and neurotic — have been discussed; both seem to require more intensive study than has been devoted to either one so far.     

大学生的成就动机和成功恐惧研究

运用成就动机问卷和投射测验研究了大学生的成就动机和成功恐惧。结果表明 ,大学生的成功恐惧有四种 ,分别与人际、家庭、学业和事业有关。由投射测验引起的成功恐惧有明显的性别差异和专业差异。成就动机、追求成功的动机与成功恐惧负相关显著 ,避免失败的动机与成功恐惧正相关显著。     

中学生成就动机与成功恐惧的研究

运用成就动机问卷与投射测验研究了454名中学生的成就动机与成功恐惧,结果表明,中学生的成就动机存在显著的学校类型差异,重点中学学生的成就动机显著强于普通中学学生。男生和女生均存在着成功恐惧,其恐惧主要与学业、人际关系、家庭和事业有关。被试在女主人公身上投射出更多的成功恐惧。中学生追求成功的动机与成功恐惧呈显著的负相关,而避免失败的动机与成功恐惧呈显著的正相关。     

Work and Family Variables, Entrepreneurial Career Success, and Psychological Well-Being

The study examines the influence of work and family variables on the career success and psychological well-being of 111 men and women entrepreneurs. The results show that work-domain variables account for significant variation in time commitment to work, whereas family-domain variables explain substantial variation in time commitment to family. Time commitment to work and time commitment to family play an important role in mediating the effects of gender, work and family characteristics, and role demands on work-to-family conflict and family-to-work conflict. These two types of work–family conflict in turn mediate the effects of time commitment to work and family and selected work and family variables on entrepreneurs’ career success and life stress. Implications of the findings and directions for further research are discussed.     

Understanding female careerism

Horner's fear of success construct rests on the assumption that women react negatively to achievements which violate their definition of appropriate gender-role behavior. Consistent with this assumption, the present investigation attempted to determine whether fear of success imagery expressed in response to different achievement-related cues would covary with (a) a woman's own gender-role orientation and/or (b) the perceived gender-role norms of her significant male. One hundred female honors students completed the Maferr Inventory of Feminine Values and responded to projective cues depicting competitive success characterized as (a) traditionally male, (b) traditionally female, (3) social—domestic, and (d) vicarious. Only one relationship reached significance. Women who perceived the significant male in their life as endorsing nontraditional gender-role behavior were more likely to respond negatively to vicarious success. Fear of success bore no relationship to the gender role of the subject herself. In view of these findings it is considered unwise to regard fear of success as the single, most powerful determinant of a woman's role choices. A more generalized cognitive model which incorporates additional intrapsychic as well as situational factors is proposed.     

Effects of fear of success, fear of failure, type of opponent, and feedback on female achievement performance

Female undergraduates (N = 240) assessed for fear of success (FS) and fear of failure (FF) competed against a male, female, or no opponent (norms) on an alpha-numeric substitution task. After completing one set of trials, subjects arbitrarily received success or failure feedback, then performed again. While there were no significant effects when subject's FS classification was based on total scores from the entire set of four cues used, performance effects were found for Horner's original cue: FS-absent females performed better against a male than a female opponent, whereas the reverse was true for the FS-present subjects. Two of the other FS cues interacted with FF: at low levels of FF, FS-absent subjects performed better than FS-present subjects; for high levels of FF, there were no differences between FS groups. A number of postperformance affect ratings were consistent with theoretical expectations that FS-present females would experience more negative effect over success in achievement contexts than would FS-absent females.     

Judging the Professional Woman: Changing Research, Changing Values

This article offers a framework for understanding contradictory findings in the field of the personality of working and professional women. Modern theory and research display two patterns: the early pattern of the 1960s, which viewed professional women as violating sex stereotypes, lacking femininity, and having personality disturbances; and the contemporary view, which emerged during the 1970s and suggests the possibility of combining career with family without psychological conflicts and personality disturbances. A critical appraisal of the literature in four areas (psychological role conflict, fear of success, comparison between housewives and career women, and comparisons between women in traditional and pioneer occupations) concludes that little evidence supports the view that professional women have personality disturbances because of their career. Possible explanations for shifting viewpoints and contradictory findings are presented. The article also analyzes the issues and problems professional women currently face and assesses the accessibility of those issues to empirical study.     

Gender Differences in the Importance of Work and Family Roles: Implications for Work–Family Conflict

In this study we explored between- and within-gender differences in the importance of life roles and their implications for work–family conflict. In earlier research (Cinamon & Rich, 2002) we found 3 profiles of workers who differ in attributions of importance to work and family roles: persons who assigned high importance to both the work role and the family role (“Dual” profile); participants who ascribed high importance to the work role and low importance to the family role (“Work” profile); and participants who attributed high importance to the family role and low importance to the work role (“Family” profile). We used these profiles to clarify the relationship between gender and work–family conflict. Participants were 126 married men and 87 married women who were employed in computer or law firms. Significant between- and within-gender differences were found in the distribution of participants to profiles. Men were equally distributed throughout the profiles, whereas women were underrepresented in the Work category. More women than men fit the Family profile, and more men than women fit the Work profile. No gender differences were found for the Dual profile. Women reported higher parenting and work values than men did. Between-gender differences in work–family conflict were apparent, as were within-gender differences across profiles. Results demonstrate the value of examining both between- and within-gender variation in studies of gender and work–family conflict.     

Driving fear and driving skills: comparison between fearful and control samples using standardised on-road assessment

The present study explores driving skills in a group of 50 media-recruited driving-fearful and 50 control drivers, all of whom were women. Participants completed an on-road practical driving assessment with a professional driving instructor. Diagnostic as well as pre-post self-report and instructor driving assessments were conducted. Fearful drivers made more errors on the driving assessment than controls. However, the pattern of errors was identical for both groups, indicating that fear and anxiety may be associated with the number rather than the type of driving errors made. These differences remained when factors such as driving history, current driving frequency, and diagnosis were controlled using case selection. More research is needed to replicate the findings in more diverse samples. Additional work should also aim to clarify the specific role of driving skills in driving fear, which will facilitate treatment planning for exposure-based treatments and help identify cases where driving skills assessment may be appropriate.     

Successful Rebellious Professionals: The Black Woman's Professional Identity and Community Commitment

Using interview data from a larger career study of 25 black women who have achieved public recognition as workers for change in the black community, this paper explores the experiences of seven black professional women. The conflicts they confronted as black professionals, resolution of those conflicts, the special conditions of conflict resolution through rebellious professionalism, are explored, as well as the curious routes to success which place them in the position of role models to other human services professionals who are organizationally constrained from rebelling in such ways. The implications of these routes to professional success are explored in an effort to understand contemporary nationalism among black professionals and semi-professionals within the context of conflicts between dominant group organizational expectations and black community membership. The data suggest that particularistic commitments do not necessarily conflict with professional ideals if success is defined in terms of community achievements and positive evaluation by colleagues, rather than material rewards.     

Gender and success-related attributions: Beyond individualistic conceptions of achievement

Two hundred male and 42 female senior public administrators responded to a questionnaire that explored gender differences in self- and social attributions for career success. Attributions to professional, personal, and political contacts were examined in addition to ability, hard work, and luck. Ability and hard work were found to constitute a central factor, labeled the “Alger factor,” in attributions for oneself as well as for colleagues of both sexes. Professional contacts were seen as more important than nonprofessional contacts or luck by both sexes; women, however, perceived the Alger factor as more important to their own success than to that of male colleagues, and viewed professional contacts as more important to male colleagues than even the Alger factor. There were gender differences in the relationship of luck to the Alger factor: self-attributions to luck and to the Alger factor were positively correlated for women but negatively correlated for men, perhaps because of a differential sense of entitlement for the sexes. While affirming the centrality of the Alger factor in causal attributions, this research underscores the need to reconceptualize current research paradigms based on individualistic conceptions of achievement.     

Role conflict and perceptions of gender roles (the case of Israel)

The present study focuses on work—family role conflict among Jewish women employed in a female-typed occupation (secondary school teachers) and a male-typed occupation (university professors). The major hypotheses of the study are that women who work in different occupation types employ different strategies to reduce role conflict and that family roles contribute more to role conflict than work roles. The findings support the hypotheses and show that women in a male-typed occupation spend less time on family and domestic roles, and increase their hours of work. Consequently, their burden at home decreases while their burden at work increases. Because the burden at home contributes more to role conflict than the burden at work, women in male-typed occupations report less role conflict than women in a typically female occupation.An earlier version of this paper was presented at the Society for the Advancement of Socio-Economics Conference, Paris, 1994. We wish to acknowledge our gratitude to Dafna Izraeli for her insightful critique. We also thank the anonymous reviewers for their helpful comments. This research was funded jointly by Schein Institute and The Eshkol Foundation.     

The relationship between performance-based self-esteem and self-reported work and health behaviors among Danish knowledge workers

Since knowledge intensive work often requires self-management, one might fear that persons who are dependent on work success for self-esteem will have difficulties in finding a healthful and sustainable balance between internal needs and external demands. Accordingly, we examined to what degree work-related performance-based self-esteem (PBS) was linked to work and health behaviors in 392 knowledge workers (226 women, 166 men). In the women group, multiple binary logistic regression analyses with repeated measurements showed that the PBS score was associated with 10 of the 17 examined work and health behaviors. For men the corresponding figure was 3 of 17. In both men and women, higher PBS scores were positively associated with reports of efforts and strivings for work as well as attending work while ill. In conclusion, statistically significant relationships between PBS and work and health behaviors were more clearly visible among women than men. Whether this gender difference is dependent on the study design, or on true inherent differences between women and men, cannot be concluded with any certainty. However, persons who described themselves as being relatively more dependent on work accomplishments for a high self-esteem, as expressed by the PBS score, seem to display work behaviors that may lessen their restitution time. In addition, they also seem to be more prone to work while sick.     

Perceived Work Competency and Sex Role Conflict: An Empirical Study

The present study examined sex role conflict, perceived work competency, and motivational needs among a broad sample of 298 working women and men (135 men, 163 women) at different hierarchical levels to see what possible gender differences existed in relationships among the variables. Correlation analysis and analysis of variance indicated that the female subjects had significantly higher levels of sex role conflict than the men, but a similar sense of work competency. Sex role conflict and perceived work competency were found to be negatively linked for the women but not for the men. Significant relationships were found between certain motivational needs and both sex role conflict and sense of work competency.     

Fear of success in dating couples

A study of 91 college-age dating couples explored the relationship between women's fear of success and characteristics of their boyfriends. No relationship was found between women's fear of success and any of seven measures of men's sex-role attitudes. Boyfriends of women with high fear of success were more advanced in school and scored higher on SAT math than other men, but did not differ in college grades or SAT verbal scores. There was a tendency for women high in fear of success to anticipate problems in their relationship due to differences in intelligence or to their own desire for independence. It is suggested that boyfriends do not affect the strength of women's underlying motive to avoid success but can arouse the motive in specific situations. There was also a lack of relationship between women's fear of success and measures of their own sex-role attitudes and achievement.This research was supported by a doctoral dissertation grant from the Department of Psychology and Social Relations, Harvard University, to the author; and by a National Science Foundation grant to Zick Rubin, Harvard University. Special thanks are due Zick Rubin, Matina Horner, Joseph Pleck, and Charles T. Hill for their important help in this research.     

Role salience and support as moderators of demand/conflict relationships in China

This study examined the effects of role demand on both work–family conflict and family–work conflict, and the moderating effects of role salience and support on these relationships. Based on 391 dual-career (managerial and blue-collar employees) couples from a Taiwanese company in China, the results of this survey study showed clear gender differences in the patterns of relationships observed. For men, the most important demands that negatively impacted on work–family conflict were frequency of overtime and frequency of socializing for work purposes (yingchou), and supervisory support buffered the negative impact of frequent overtime. For women however, strong supervisory support and low work role salience were more important for reducing work–family conflict, and there was no significant main effect found for any of the role demand factors. Furthermore, women with high work role salience were more likely to feel the impact of yingchou on work–family conflict. In the family domain, the most influential demand for men was hours spent on household tasks, but for women, it was the frequency of family-related leave. Interestingly, males reported higher family role salience than females and spouse support intensified rather than buffered the positive impact of hours spent on household tasks on family–work conflict for males.     

Fear of success,sex role attitudes,and career salience and anxiety levels of college women

This study examined, for 99 female undergraduate students, both the relationship between fear of success, sex role attitudes, and career salience, and the relationship between fear of success, career salience, and trait anxiety. Fear of success was assessed using the Fear of Success Scale, while sex role attitudes were assessed using the Attitudes towards Women Scale. Career Salience was measured by the Career Salience Scale, and trait anxiety was assessed by the trait subscale of the State-Trait Anxiety Inventory. The results indicated that fear of success and sex-role attitudes, in combination, significantly predicted the level of career salience in a multiple regression analysis. The women higher in fear of success and more traditional tended to be lower in career salience. Trait anxiety levels of women did not differ significantly as a function of fear of success, career salience, or the combination of the two.     

Workaholism,sex, and sex role stereotyping among female professionals

This paper examines the relationship between workaholism, sex, and sex role orientation among professionals. The sample consisted of 86 male and 106 female attorneys, physicians, and psychologists/therapists. Results indicated a significant relationship between sex and sex role stereotyping. Among females, workaholics were grouped exclusively in the sex role categories masculine and androgynous. Implications for counseling include increasing awareness of changing sex role attitudes among professional women and possible role conflict that can occur from integration of work and family.