Identifier

etd-11052015-095817

Degree

Doctor of Philosophy (PhD)

Department

Human Resource Education and Workforce Development

Document Type

Dissertation

Abstract

To say that interest in work-family conflict has increased is an understatement. With the number of dual-earner households increasing, the diversification of the workforce, and women quickly moving into industries that were once primarily male-dominated, the work-family literature is filled with various intonations of the concept. Drawing on insights from social identity and self-categorization theories, this dissertation examined how supervisor-subordinate demographic similarity might relate to the provision of family-supportive supervision and work-family conflict. 102 members of a professional organization dedicated to women who work in technology were surveyed to evaluate whether or not supervisor-subordinate racial and gender similarity would predict family-supportive supervision. Group differences in work-family conflict between those who were similar to supervisors and those who were dissimilar from supervisors were examined. Additionally, participants were asked about work-to-family conflict and family-to-work conflict in order to test for a hypothesized mediation effect of family-supportive-supervision on the supervisor-subordinate similarity and work-family conflict relationship. Results provided support for the hypothesized model of racial similarity that predicted family-supportive supervision. Additionally, family-supportive supervision partially mediated the negative relationship between supervisor-subordinate similarity and work-family conflict. Results are thoroughly reviewed, and implications are discussed.

Date

2015

Document Availability at the Time of Submission

Secure the entire work for patent and/or proprietary purposes for a period of one year. Student has submitted appropriate documentation which states: During this period the copyright owner also agrees not to exercise her/his ownership rights, including public use in works, without prior authorization from LSU. At the end of the one year period, either we or LSU may request an automatic extension for one additional year. At the end of the one year secure period (or its extension, if such is requested), the work will be released for access worldwide.

Committee Chair

Robinson, Petra

DOI

10.31390/gradschool_dissertations.2708

Download

Share

COinS