Do workers who experience conflict between the work and family domains hit a "glass ceiling?": A meta-analytic examination

Abstract

Based in Conservation of Resources (COR; Hobfoll, 1989) and self-verification (Swann, 1987) theories, we argue that when workers experience conflict between the work and family domains this should have implications for evaluations of their work performance, and ultimately affect more “objective” career outcomes such as salary and hierarchical level attained, as well as the attitudinal outcome of career satisfaction. Our meta-analysis of 96 studies, for a combined sample size of 32,783, found that both work to family conflict (WFC) as well as family to work conflict (FWC) negatively impacted self-rated as well as manager-rated work performance. And our structural equation model found that WFC and FWC were negatively related to career satisfaction and hierarchical level attained. But while WFC was negatively related to salary, FWC was positively related to salary.