Family Role Salience Research Articles

“Make Your Family Proud”: Analyzing the Communication of Roles and Identity in Disney’s Encanto

ABSTRACT In this study, we analyzed Disney’s Encanto through the lens of identity theory using qualitative content analysis to examine how family roles and identity were communicatively constructed. Results uncovered four themes regarding the Madrigal family’s role enactment (role confirmation, role disconfirmation, conformity to family identity, and identity salience of family roles). Findings capture the mutually influential, fluctuating nature of enacting roles and identity in a family system while highlighting the importance of appreciating intergenerational dynamics, as illustrated by the Madrigals. The analysis exemplifies how media portrayals can inform societal expectations about family roles and empowers audiences to think critically about those experiences within their own families.

How Changes in Work and Family Role Salience Following COVID19 Threat Affect Turnover Intention

How Changes in Work and Family Role Salience Following COVID19 Threat Affect Turnover Intention

Individual, organizational and social level antecedents of work-family enrichment: Does gender acts as a moderator?

PurposeThis study aims to fulfill the need to explore positive side of work–family interface, especially in emerging economies like India. The authors assessed the relationships of individual (family role salience), organizational (work–family culture) and social (community support) antecedents to work-to-family enrichment. They also examined whether gender moderated the relationship between the three antecedents and work-to-family enrichment.Design/methodology/approachData were collected on a questionnaire scale from 487 employees.FindingsIt has been found that family role salience, supportive work-family culture and community support were directly related to work-to-family enrichment. Gender did not influence the relationship between work-family culture and work-to-family enrichment. However, relationships between family role salience and work-to-family enrichment, and between community support and work-to-family enrichment, were stronger in case of the male employees. The evolving nature of gender and integration of work-family-community domain provide insights into managers and policymakers about the importance of family and community in the organizations.Practical implicationsThe study builds a business case for facilitating a positive work-family culture in India for both male and female employees. The results point to the transitioning socio-cultural scenario of India, which advocates more similarities than differences in modern gender role expectations and identity. The current study emphasizes that while formulating policy, managers and policymakers should keep in mind evolving preferences of both the genders.Originality/valueThe research provides a holistic view of how individual-, organizational- and social-level factors may affect employees’ work–family enrichment in India. It also highlights the changing role of gender. Theoretical and practical limitations are also discussed.

When and how Workplace Social Support Improves Family Performance

This research investigates the simple and conditional indirect effects of emotional and instrumental family related social support from coworkers on relationship and task family performance. Work to family enrichment is incorporated as mediator and family role salience as the conditional moderator. Primary data were collected through the Likert type of survey questionnaire from the employees working in banking sector of Pakistan (N = 401). It was found that emotional and instrumental family related social support from coworkers have significant effect on relationship and task family performance. Further, the effect of emotional support were more on relationship and the effect of instrumental were more on task family performance. Work to family enrichment was found as mediator in the relationship between social support types and family performance types. Family role salience was found as the conditional moderator in the indirect relationship between both types of social support and both types of family performance. This study will help managerial practitioners and researchers to understand the direct and conditional indirect effects of two specific types of social support (i.e., emotional and instrumental) on two specific types of family performance (i.e., relationship and task).

Reciprocation at work: the role of work to family enrichment and family role salience

Reciprocation at work: the role of work to family enrichment and family role salience

Food insecurity, psychological distress and alcohol use: understanding the salience of family roles for gender disparities

ABSTRACTThe goal of this paper was to expand upon research documenting the adverse mental health effects of food insecurity by assessing the explanatory role of gender differences in family roles and arrangements among a nationally-representative sample of U.S. adults. Using data from the combined 2011–2012 and 2013–2014 cycles of The National Health and Nutrition Examination Survey (NHANES), we estimated a series of models using adult food insecurity measures and self-reported gender as main predictors of depressive symptoms and alcohol use. Our results demonstrate that marriage is protective against greater depressive symptomatology among women and men, and higher alcohol consumption among men. However, the protective effects of marriage against high alcohol use are reduced within the context of food insecurity among men. Further, the results indicate that parenthood is protective against greater depressive symptoms and alcohol consumption among women, but not men. The protective effects of having children are, however, diminished among women in food insecure households. These findings add to the growing literature on the mental health consequences of household food insecurity, and extend this work by clarifying ways in which family roles come to bear on gender differences in the association between food insecurity and psychological and behavioural outcomes.

Reciprocation at Work: The Role of Work to Family Enrichment and Family Role Salience (WITHDRAWN)

This study investigated the main and conditional indirect effects of emotional and instrumental family related social supports from coworkers on person and task focused interpersonal citizenship be...

The effects of gender role orientation and career/family role salience on organizational identification and intention to leave

PurposeThe purpose of this study is to examine how gender role orientation (i.e. masculinity and femininity) and career/family role salience affect individuals’ organizational identification (OID) and intention to leave. Alternative models were developed to specify different relationships among the study variables.Design/methodology/approachData were collected via a questionnaire survey of 362 employees from three large companies in China. Structural equation modeling was used to evaluate alternative models and test the hypotheses.FindingsThis paper found that masculinity was positively related to career role salience, whereas femininity was positively related to family role salience. Career role salience, but not family role salience, was positively related to OID, which in turn was negatively related to intention to leave. A positive relationship was also found between femininity and OID, as well as between family role salience and intention to leave.Research limitations/implicationsThe cross-sectional nature of the data of this study precludes any definitive inferences about causality and directionality. The use of self-report measures also invites the potential threat of common method variance. The generalizability of results has been restricted, given that the respondents were drawn from three large companies.Practical implicationsOrganizations may provide more resources and support for their employees so as to increase their career role salience, which in turn enhances their level of OID. For employees who are high in femininity, employers may offer family-friendly programs to help them address resource drain from family to work, and hence to retain them.Originality/valueThis study provided evidence for the linkage between gender role orientation with career/family role salience. It also revealed the impacts of career/family role salience on OID and intention to leave. Some gender differences in this regard were highlighted.

Community role salience: the development and testing of a new measure

ABSTRACTThere is growing recognition that community plays a role in an individual's work-life experience. While measures of work and family role salience have been developed and applied in the work-life literature, no measure of community role salience had been developed. This has served to limit our understanding of community role salience and how it influences work-life experience. The research aimed to address this gap by developing a new measure for community role salience and community role importance, with a view to understanding the role community plays in shaping an individual's work-life experience. Surveys were administered to 59 participants from the construction sector. The new measure of role salience shows considerable promise as a reliable instrument. The structure and nature of work undertaken in the construction industry is different from that in many other industries, therefore the results may not be generalisable to other industries. However, it is considered that the instruments themselves can be applied in different contexts to explore the role community plays in shaping an individual's work-life experience.

Grounded theory research

Purpose – The purpose of this paper is to explore the phenomenon of work-to-family enrichment in totality. Using grounded theory, the study aims to understand antecedents, moderators, and consequences of work-to-family enrichment. This study also investigates strategies adopted by individuals to enhance their work-family enrichment experience. Design/methodology/approach – The paper opted for an exploratory study using the open-ended approach of grounded theory. This paper builds a model to understand the phenomenon by applying Strauss and Corbin's (1990) “paradigm model” approach of grounded theory. The paper throws light on the key tenets of grounded theory research and explains use of grounded theory as a rigorous method for business research. Data were collected by taking 24 in-depth interviews with employees representing middle management segment of consulting, IT and FMCG firms in India. Findings – This study reports “perceived work-family culture” of an organization as an antecedent of “work-to-family enrichment.” It also finds “community resources” and “family role salience” as significant contributors in enriching the experience of professionals. Work-to-family enrichment experience has positive influence on “employer brand attraction” and “organizational citizenship behavior” and has negative influence on “intention to quit.” The study has also added to the literature by identifying Psychological Capital as one of the consequences. The study has highlighted segmentation, i.e. by maintaining work and family boundaries, support from extended family members or close friends, engaging in activities that provides happiness and personal peace like being a part of NGO, time management and scheduling, engaging in shopping and availing community facilities like good day cares as major strategies used by Indian professionals to enhance their work-to-family enrichment. Research limitations/implications – The study demonstrates application of grounded theory for understanding a phenomenon holistically. It is one of its kinds of study conducted to understand work-to-family enrichment. Practical implications – This is a unique study, where attempts have been made to understand and integrate work-to-family enrichment phenomenon in totality. The paper provides insights to the managers about the importance of suitable work-family culture and other factors to ensure successful implementation of work-family policies. The paper also identifies strategies adopted by individuals to attain work-family enrichment. Social implications – Demographic shifts, changing market and economic trends, technological advances and competitive forces have made work-family interface an important issue for both academicians and practitioners. In India, these changes can be experienced in terms of demographic profile of work force. Changes in the definitions of work and family, shifting family structure, changing profile of work (due to technological advancement, women empowerment, etc.) are transforming the work-family interactions in emerging economies. According to Hewitt's Attrition and Retention Asia Pacific Study, the need for a balance between work and personal life has become an integral element of employee's expectations from their work organization. Originality/value – This paper fulfils an identified need to study and explore positive side of work-family interface especially in emerging economies like India. This is the first attempt to study the relationships in the work-family domain from a grounded theory approach in Indian context and probably one of the first few in the literature.

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.

Work/Family Conflict: A Study Of Women In Management

This study examined the work/family role conflict experienced by female managers and the variables affecting this conflict. The sample, drawn from members of the Women in Management national organization, yielded 633 respondents. Results from regression analysis indicated that managerial women with high levels of family role salience and long work hours experienced the highest levels of work-family conflict. However, women managers with high levels of job satisfaction and family satisfaction experienced the lowest levels of work/family conflict.

Relationship between work-family conflict and job satisfaction: The moderating effect of gender and the salience of family and work roles

Work-family conflict has become an issue of particular concern to today’s businesses. Its prevalence among employees and the negative consequences of this conflict for one’s job satisfaction has led it to become one of the problems that managers and directors have to deal with most. Although there have been researches into the relationship between work-family conflict and job satisfaction, few studies have analysed the role of gender in this relationship. The objectives of this study are to analyse the moderating role of gender and the salience of family and work roles in the work-to-family conflict and general job satisfaction, while the job’s characteristics are controlled. 162 workers from a Spanish public organisation took part in the study. The results from the regression analysis confirms the moderating effect of gender on the relationship between work-to-family conflict and job satisfaction, such that women show a lower level of job satisfaction than men. However, the salience of the family and work roles were not found to have a moderating effect on the aforementioned relationship, neither in the case of men nor in women. The results are discussed in the context of the theory of role identity salience and the gender role theory, as well as the possible cultural effects. Key words: Work-family conflict, job satisfaction, gender, salience of family role, salience of work role, Spain.

Sex, Gender, and the Work-to-Family Interface: Exploring Negative and Positive Interdependencies

This study of full-time managers and professionals examined whether variables selected from theories of the psychology of gender as well as identity, boundary, and role theories explained effects of sex on work-to-family conflict and “positive spillover.” Women experienced higher positive spillover than men, primarily because they were higher in femininity. Although women did not experience different levels of conflict than men, individuals who scored higher on measured family role salience, which was positively related to femininity, experienced lower levels of conflict. Role segmentation not only reduced conflict but also had the unintended consequence of reducing positive spillover.

Sex, Gender, and Decisions at the Family → Work Interface

What is the linkage between individuals’ sex and the interface between their work and family roles? The answer to this question is by no means straightforward as gender roles, work roles, and family roles evolve. To address the question, the authors examine the influence of family-domain factors on work-domain decisions and their linkages to sex and gender. According to the logic of appropriateness, a theory of decision making, people develop and apply rules in decision-making situations that are consistent with their personal identities. The authors identify three broad types of decisions in the work domain—role entry, participation, and exit decisions—that may be influenced by factors in the family domain according to such rules. Next, they review the literature on the linkage between individuals’ sex and an example of each of these types of decisions: the role entry decision about whether to start a business, the role participation decision about the number of hours to devote to one’s job or business, and the role exit decision about whether to quit a job. The review suggests that (a) family-domain factors mediate effects of sex on work-domain decisions and (b) sex moderates relationships between family-domain factors and work-domain decisions. Based on the review, the authors offer a model of the linkages among sex, family-domain factors, and work-domain decisions that incorporates constructs from theories of the psychology of gender (femininity) and identity theories (family role salience). Finally, the authors offer guidelines for future theory and research to test and extend the model.

The Effects of Family Versus Career Role Salience on the Performance of Family and Nonfamily Firms

This study investigated how the relative salience of business owners' family and career roles might influence performance outcomes in family versus nonfamily firms. Using data from 156 family and nonfamily firms, the data show that family firm status moderates the relationships such that the career role salience of a business owner is positively and more strongly associated with performance outcomes in family firms than in nonfamily firms. Conversely, the data show that family firm status negatively moderates the relationship between the business owner's family role salience and expansion activities. Implications for theory and practice, as well as future research directions, are discussed.

Explaining sex differences in managerial career satisfier preferences: The role of gender self-schema.

Using survey data from 400 managers, the authors examined whether gender self-schema would explain sex differences in preferences for status-based and socioemotional career satisfiers. Female gender self-schema, represented by femininity and family role salience, completely mediated the relationship between managers' sex and preferences for socioemotional career satisfiers. However, male gender self-schema, represented by masculinity and career role salience, did not mediate the relationship between managers' sex and preferences for status-based career satisfiers. As expected, male managers regarded status-based career satisfiers as more important and socioemotional career satisfiers as less important than female managers did. The proposed conceptualization of male and female gender self-schemas, which was supported by the data, enhances understanding of adult self-schema and work-related attitudes and behavior.

Investigating the moderating influences of gender upon role salience and work‐family conflict

The existence of gender differences in the experience of work‐family concflict has been subject to recent debate. Contemporary research generally suggests that men and women experience work‐family conflict at comparative levels. However the majority of this research investigates direct relationships only, published investigations of the moderating influence of gender are scarce. The importance or salience of a role to an individual is also theorised to influence role perceptions, including conflict. However, role salience is commonly ignored in work‐family conflict research. The current research addresses these oversights by investigating the direct and indirect relationships between gender, work‐family conflict, role demands, and role salience. A total of 130 university students rated their perceptions of their university (work) and family roles. No significant direct relationships between gender and bi‐directional work‐family conflict were produced. However, gender significantly moderated the relationship between role salience and conflict; with females experiencing more conflict as their level of family role salience increased. The opposite results were produced for the male respondents. The implications of these findings for work‐family conflict research are discussed.

Assessing Ellenore Flood's Roles and Values to Focus Her Career Shopping

Using Career-Development Assessment and Counseling model (C-DAC; Super, 1983; Super, Savickas, & Super, 1996) to guide my work, would administer Salience Inventory (SI; Super & Nevill, 1985a) and Values Scale (VS; Super & Nevill, 1985b) in natural course of career counseling with Ellenore Flood. The C-DAC model involves four steps beginning with a preview of client's record and an initial interview. A depth-view examines career choice readiness and adaptability, interests, and values. Data assessment reviews information gathered, and counseling explores what data signify for client. Each of these steps is considered, in turn, relative to how would proceed with Ellenore, focusing specifically on her SI and VS results. PREVIEW From life-span, life-space counseling perspective, Ellenore's opening statement reveals her blueprint for and prototypical way of moving in new situations (Super et al., 1996, p. 163). In initial interview she asks counselor to [h]elp me sort out of things I've got going right now-job possibilities, making decisions, Bright and multipotentialed, Ellenore seeks help with making decisions, not to make a decision. note this subtle difference. Ellenore has an indecisive nature rather than a problem of being undecided. Three previous counseling attempts, anxiety over making the right choice, confusion about future, and adviceseeking from millions of people depict Ellenore as uneasy about making choices and reliant on others for focusing. She remains undecided despite, or perhaps because of, advice and support at her disposal. Knowing more about how she made past decisions such as teaching in London versus Taiwan, and her involvement in leadership roles (e.g., drama program director and speech club supervisor) might clarify how she reaches a decision. In my preview and throughout counseling with Ellenore, would be aware of potential cultural identity concerns as recommended in an elaboration of C-DAC model (Hartung et al., 1998). For example, Ellenore's connection to family and others sensitizes me to interpersonal issues in her Her recently ended romantic relationship prompted her current decisional dilemma and her need, in her counselor's words, to move on with her own life. Concurrently, Ellenore's words all of things rve [italics added] got going right now depict her as constructor of her current situation. Such issues raise questions about Ellenore's cultural value orientation in terms of individualism-collectivism (Triandis, 1995). Does she emphasize family integrity and group goals (collectivism) or attend more to her own aspirations and personal goals (individualism) in making decisions and solving problems? would assess this more formally using I am method (Kuhn & McPartland, 1954; Triandis, McCusker, & Hui, 1990) or INDCOL Scale (Singelis, Triandis, Bhawuk, & Gelfand, 1995). In initial interview, look for clues about importance of work relative to other life roles. Ellenore's presenting problem centers on four career options reflecting her response to leaving a home and family role (i.e., ending a romantic relationship). Her history reveals high work role salience, having paid her way through college and having worked successfully in several positions. Her student role salience seems high and she says I like school. like learning. Evidence exists for high career salience, suggesting that further assessment and counseling will be meaningful. Ellenore may have high home and family role salience, given her connection to family, whom she has consulted for advice. Her ended relationship may temper this, however. Ellenore's many leisure activities seem less important to her. Her SI results will provide precise role salience information, indicating how much she participates in, commits to, and expects to realize values through roles in five life domains: study, work, community, home, and leisure. …

Family-role salience and environmental cognition

Two studies were conducted to test the notion that enhanced role-salience will tend to influence evaluations of environments which are normatively tied to the role. In study one, spouses evaluated house floor plans both with and without enhanced marital role salience. A marginally significant ( P > 0·10) interaction effect was observed such that ratings given by women in the role-salient condition were lower than those of women in a neutral condition; and lower than those of men in either condition. Males' evaluations were not affected by salience condition. Spouses' ratings were also marginally significantly correlated (r = 0·49) in the neutral condition, but were not significantly related (r = 0·26) in the role-salience condition. In the second study, married male and female subjects evaluated slides of both houses and office buildings. Half of the subjects did these evaluations with enhanced awareness of marital role; and half did them with enhanced awareness of individuality. Women in the role-salient condition gave significantly (0·05) lower ratings to the house, but not to the office-building slides than women in the individual-condition; and lower ratings than those by men in either condition. Evaluations of both types of slides by men were unaffected by the awareness manipulation. The results are interpreted relative to a role/environmental-domain theory of cognitive organization.