The role of general self-efficacy in work-family compensation and satisfaction

Abstract

Integrating work and family is a significant challenge for working adults. In the current study it is theorized and empirically shown that a psychological mechanism—general self-efficacy—asymmetrically mediates the relationship between cross domain compensation (CDC), a major component of work-family enhancement and satisfaction outcomes in originating and receiving domains. Findings from structural equation modeling (SEM) analysis of data from 292 employed women from a variety of organizations reveal asymmetrical associations of CDC with family and work satisfaction in originating and receiving domains through self-efficacy. Both work-family and family-work CDC are related to increased self-efficacy, which in turn is associated with improved satisfaction in the originating domain but diminished satisfaction in the receiving domain. The findings lend support both through direct associations and mediated associations, to the “originating domain” view in the literature which is lately garnering empirical evidence, according to which work-family enhancement originating in a given domain contributes to satisfaction in the originating rather than the receiving domain. Drawing on Conservation of Resources (COR) theory and the Work–Home Resources (W-HR) model, theoretical and applied implications for individual and organizational wellbeing and development are discussed.