Abstract
The Self-Efficacy for Work—Family Conflict Management Scale (SE-WFC), developed in Israel, was designed to assess beliefs regarding one's ability to manage conflict between work and family roles. This study examined the factor structure, reliability, and validity of an English language version of the SE-WFC in a sample of 159 working mothers in the United States. Results indicated that the measure produced satisfactory estimates of internal consistency and test—retest reliability. It also correlated as expected with measures of multiple role self-efficacy, social desirability, work—family conflict, social support, and work and family stress and satisfaction. Regression analyses found that the SE-WFC explained unique variance in work—family conflict and domain satisfaction indices, controlling for other theory-derived predictors. On balance these findings suggest that the SE-WFC may be useful in further research on the role of social cognitive factors relative to interrole conflict and well-being outcomes in the context of managing the work—family interface.
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