The Moderating Effect of Work—Family Centrality on Work—Family Conflict, Organizational Attitudes, and Turnover Behavior†

Abstract

Research has explored the role of work—family conflict (WFC), including the antecedents and consequences of this construct. However, few studies have examined the specific role that work—family centrality plays in moderating the relationship between WFC and organizationally related outcomes. Using a sample of 129 employees from a manufacturing plant, we test the moderating influence of work—family centrality on the relationship between WFC and job satisfaction, organizational commitment, and retention. Results indicate that when individuals view work as being more central to their lives, the negative relationships between WFC and organizational attitudes and organizational retention is suppressed.