The moderating effect of core self-evaluations between the relationships of work-family conflict and voluntary turnover, job promotions and physical health

Despite strong evidence that individuals process stressor-strain relationships differently, little attention in work-family conflict research has been given to moderating effects of core self-evaluations (CSE). Integrating conservation of resources theory with work-family conflict and CSE research, we predicted that CSE has moderating effects between the relationships of work-to-family conflict (WFC) and voluntary turnover, job promotions, and physical health. We tested our predictions at two time points over a 14-month period with a sample of 731 working mothers in Japan. Results confirmed that CSE moderated the relationships between WFC and voluntary turnover, job promotions, and physical health, such that respondents with higher CSE had lower degrees of voluntary turnover, higher degrees of job promotions, and lower degrees of health problems. This study helps clarify the inconsistent effects of WFC on voluntary turnover in previous research, expands on the limited research examining WFC and job promotion, and provides consistent evidence that CSE act as a moderator between WFC and outcomes.

Automated summary

The study found that CSE has moderating effects between work-family conflict and voluntary turnover, job promotions, and physical health, indicating that individuals with higher CSE are less likely to voluntarily turnover, more likely to receive job promotions, and have lower levels of health problems.