Abstract

This study empirically examined the relationship between work-family conflict and career commitment of married working women. Two forms of work-family conflict, time-based conflict and strain-based conflict, were defined. It was analyzed what effects these two forms of the conflict have on career commitment. In addition, achievement orientation and family-friendly benefit policies were explored as moderators of the relationship. Multiple hierarchical regression analyses were undertaken using data from 204 married working women. The results of this study can be summarized as follows. First, two forms of the conflict were negatively related to career commitment but time-based conflict has a greater negative effect than strain-based conflict. Second, achievement orientation was found to have moderating effects. Women with higher expectation of achievement showed less negative relationship than women with lower expectation between the conflict and career commitment. Third, family-friendly benefit policies were also found to have moderating effects. Women perceiving higher level of family-friendly benefit policies showed less negative relationship between the conflict and career commitment than women perceiving lower level of policies. Based on aforementioned results, this study finally discussed managerial implications.