Dispositional and situational sources of control

Abstract

PurposeThe purpose of this paper is to assess the relative influence of personality (locusof control) and situational control (job autonomy) on the experience of work‐to‐family conflict (WFC), family‐to‐work conflict (FWC), and positive work‐family spillover (PS).Design/methodology/approachUsing data from the 2002 National Study of the Changing Workforce (n=3,504) and from O*Net, an independent database of occupational characteristic ratings, regression analysis was used to test direct effects, relative weights analysis was used to determine the relative influence oflocusof control and job autonomy on work‐family outcomes, and mediation analysis was used to examine the mediating influence of perceived job autonomy.FindingsDispositional control (i.e. internallocusof control) was more strongly associated with the outcome variables than was situational control (i.e. objective job autonomy). As expected, internallocusof control was negatively related to WFC and FWC, and positively related to PS. Job autonomy, however, was unexpectedly related to higher levels of FWC and was unrelated to WFC and PS. Relative weights analysis revealed that situational vs dispositional control were differentially related to the outcome variables. Perceived job autonomy mediated the relationship betweenlocusof control and WFC and PS.Research limitations/implicationsThe correlational design prevents conclusions about causality.Practical implicationsKnowing that both personality and job autonomy are important in understanding work‐family outcomes enables managers to intervene appropriately.Originality/valueThis study increases our understanding of the role of personality in relation to work‐family outcomes. In addition, it used a novel technique to partial the effects of situational and dispositional control, and used an objective measure of job autonomy.