Personality as an antecedent of work-family conflict : a variable- and person-centred approach

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dc.contributor.advisorJaga, Ameetaen_ZA
dc.contributor.advisorBagraim, Jeffreyen_ZA
dc.contributor.authorOmrawo, Charleneen_ZA
dc.date.accessioned2015-08-27T12:32:53Z
dc.date.available2015-08-27T12:32:53Z
dc.date.issued2015en_ZA
dc.description.abstractThis study examined the relationship between personality and work-family conflict amongst working fathers in South Africa. Two conceptual approaches to personality were employed: a variable-centred approach using the Big-Five personality dimensions (Costa & McCrae, 1992) and a person-centred approach using Asendorpf and Aken's personality prototypes (1999). Cross-sectional survey data were collected from working fathers in a variety of South African organisations (N = 237). Scale portability and robustness of the work-family conflict and personality scale was established through exploratory factor analysis. Hierarchical regression analysis showed that Neuroticism explained significant variance in work-to-family conflict and that Conscientiousness, Neuroticism and Openness to Experience explained significant variance in family-to-work conflict. Cluster analysis confirmed the personality prototypes, Overcontrollers, Undercontrollers and Resilients in this sample. Analysis of Variance results showed no difference in experiences of work-to-family conflict across Resilients, Overcontrollers and Undercontrollers. However, results showed that Resilients experienced less family-to-work conflict than Undercontrollers. Implications for theory and practice are discussed. This study examined the relationship between personality and work-family conflict amongst working fathers in South Africa. Two conceptual approaches to personality were employed: a variable-centred approach using the Big-Five personality dimensions (Costa & McCrae, 1992) and a person-centred approach using Asendorpf and Aken's personality prototypes (1999). Cross-sectional survey data were collected from working fathers in a variety of South African organisations (N = 237). Scale portability and robustness of the work-family conflict and personality scale was established through exploratory factor analysis. Hierarchical regression analysis showed that Neuroticism explained significant variance in work-to-family conflict and that Conscientiousness, Neuroticism and Openness to Experience explained significant variance in family-to-work conflict. Cluster analysis confirmed the personality prototypes, Overcontrollers, Undercontrollers and Resilients in this sample. Analysis of Variance results showed no difference in experiences of work-to-family conflict across Resilients, Overcontrollers and Undercontrollers. However, results showed that Resilients experienced less family-to-work conflict than Undercontrollers. Implications for theory and practice are discussed.en_ZA
dc.identifier.apacitationOmrawo, C. (2015). <i>Personality as an antecedent of work-family conflict : a variable- and person-centred approach</i>. (Thesis). University of Cape Town ,Faculty of Commerce ,Organisational Psychology. Retrieved from http://hdl.handle.net/11427/13795en_ZA
dc.identifier.chicagocitationOmrawo, Charlene. <i>"Personality as an antecedent of work-family conflict : a variable- and person-centred approach."</i> Thesis., University of Cape Town ,Faculty of Commerce ,Organisational Psychology, 2015. http://hdl.handle.net/11427/13795en_ZA
dc.identifier.citationOmrawo, C. 2015. Personality as an antecedent of work-family conflict : a variable- and person-centred approach. University of Cape Town.en_ZA
dc.identifier.ris TY - Thesis / Dissertation AU - Omrawo, Charlene AB - This study examined the relationship between personality and work-family conflict amongst working fathers in South Africa. Two conceptual approaches to personality were employed: a variable-centred approach using the Big-Five personality dimensions (Costa & McCrae, 1992) and a person-centred approach using Asendorpf and Aken's personality prototypes (1999). Cross-sectional survey data were collected from working fathers in a variety of South African organisations (N = 237). Scale portability and robustness of the work-family conflict and personality scale was established through exploratory factor analysis. Hierarchical regression analysis showed that Neuroticism explained significant variance in work-to-family conflict and that Conscientiousness, Neuroticism and Openness to Experience explained significant variance in family-to-work conflict. Cluster analysis confirmed the personality prototypes, Overcontrollers, Undercontrollers and Resilients in this sample. Analysis of Variance results showed no difference in experiences of work-to-family conflict across Resilients, Overcontrollers and Undercontrollers. However, results showed that Resilients experienced less family-to-work conflict than Undercontrollers. Implications for theory and practice are discussed. This study examined the relationship between personality and work-family conflict amongst working fathers in South Africa. Two conceptual approaches to personality were employed: a variable-centred approach using the Big-Five personality dimensions (Costa & McCrae, 1992) and a person-centred approach using Asendorpf and Aken's personality prototypes (1999). Cross-sectional survey data were collected from working fathers in a variety of South African organisations (N = 237). Scale portability and robustness of the work-family conflict and personality scale was established through exploratory factor analysis. Hierarchical regression analysis showed that Neuroticism explained significant variance in work-to-family conflict and that Conscientiousness, Neuroticism and Openness to Experience explained significant variance in family-to-work conflict. Cluster analysis confirmed the personality prototypes, Overcontrollers, Undercontrollers and Resilients in this sample. Analysis of Variance results showed no difference in experiences of work-to-family conflict across Resilients, Overcontrollers and Undercontrollers. However, results showed that Resilients experienced less family-to-work conflict than Undercontrollers. Implications for theory and practice are discussed. DA - 2015 DB - OpenUCT DP - University of Cape Town LK - https://open.uct.ac.za PB - University of Cape Town PY - 2015 T1 - Personality as an antecedent of work-family conflict : a variable- and person-centred approach TI - Personality as an antecedent of work-family conflict : a variable- and person-centred approach UR - http://hdl.handle.net/11427/13795 ER - en_ZA
dc.identifier.urihttp://hdl.handle.net/11427/13795
dc.identifier.vancouvercitationOmrawo C. Personality as an antecedent of work-family conflict : a variable- and person-centred approach. [Thesis]. University of Cape Town ,Faculty of Commerce ,Organisational Psychology, 2015 [cited yyyy month dd]. Available from: http://hdl.handle.net/11427/13795en_ZA
dc.language.isoengen_ZA
dc.publisher.departmentOrganisational Psychologyen_ZA
dc.publisher.facultyFaculty of Commerceen_ZA
dc.publisher.institutionUniversity of Cape Town
dc.subject.otherOrganisational Psychologyen_ZA
dc.titlePersonality as an antecedent of work-family conflict : a variable- and person-centred approachen_ZA
dc.typeMaster Thesis
dc.type.qualificationlevelMasters
dc.type.qualificationnameMSocScen_ZA
uct.type.filetypeText
uct.type.filetypeImage
uct.type.publicationResearchen_ZA
uct.type.resourceThesisen_ZA
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