Roles and work–family conflict: how role salience and gender come into play

Individual, Spousal Factors and Work–Family Conflict: A Study from Sri Lanka

“…As a result, working women still have to carry a greater responsibility in family roles (Biggs & Brough, 2005; Fernando & Cohen, 2011). But Erdogan et al (2019) have reported contradictory findings as women engaged in white-collar jobs in Turkey had experienced minimum levels of conflict when they had predominant work-role salience; the same was true for men with predominant family role salience. Thus, findings are still inconclusive.…”

“…Life-span theory (Super, 1980), identity theory (Stryker, 1968) and social role theory (Eagly, 1987) are the theoretical frameworks that have been used in role salience research (as cited in Greer, 2011). Many researchers have pointed out that life role salience is primarily overlooked in work–family investigations, even though it is an important area to consider (Abeysekera & Gahan, 2019; Bagger & Li, 2012; Biggs & Brough, 2005; Eby et al, 2005; Erdogan et al, 2019; Greer & Egan, 2012; Hartung & Rogers, 2011).…”

“…Among the limited existing literature, many have focused on how life role salience moderates the relationship between WFC and its outcomes (e.g., Bagger et al, 2008; Bagger & Li, 2012; Carr et al, 2008). Relatively less research has been done on how an individual’s life role salience directly affects WFC (e.g., Biggs & Brough, 2005; Erdogan et al, 2019; Greer, 2011). This is particularly important since the salience of a role can have a direct impact on the employees’ perceptions and responses to pressures within that particular role (Erdogan et al, 2019; Greenhaus & Beutell, 1985).…”

“…Relatively less research has been done on how an individual’s life role salience directly affects WFC (e.g., Biggs & Brough, 2005; Erdogan et al, 2019; Greer, 2011). This is particularly important since the salience of a role can have a direct impact on the employees’ perceptions and responses to pressures within that particular role (Erdogan et al, 2019; Greenhaus & Beutell, 1985).…”

“…Some researchers argue that when resources are allocated based on what is prominently important to the individual, WFC tends to get reduced because one’s prioritised role is given prominence (e.g., Cinamon et al, 2008; Erdogan et al, 2019; Noor, 2004). However, others argue that when resources are allocated based on prioritised role, WFC tends to increase because of the multiple role engagement (e.g., Abeysekera & Gahan, 2019; Greer, 2011; Mihelic, 2014).…”