Abstract
This study of 390 full-time Chinese managers examined the relationship between gender and work-to-family conflict. Guided by identity theory, we found that work centrality and family centrality mediated the relationship between gender and work-to-family conflict. The findings indicate men follow a work centrality pathway that results in increased work-to-family conflict and women follow a family centrality pathway that also results in higher levels of work-to-family conflict. Gender role attitudes moderated the relationship between gender and work centrality, and the indirect relationship between gender and work-to-family conflict through work centrality was stronger for managers with traditional gender role attitudes than those with non-traditional gender role attitudes. Theoretical and practical implications are discussed.
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