English (United Kingdom)

https://curated-unify.zendy.io/wp-json/zendy-region/v1/featured_content/oa?rat=en

https://curated-unify.zendy.io/wp-json/zendy-region/v1/highlighted_journal/

Global: Zendy Plus annual

Presents the access of premium content as premium feature

Premium Content

Presents the keyphrase highlighting as premium feature

Keyphrase Highlighting

Presents the summarisation as premium feature

Summarisation

Insights

Presents the pdf analysis as premium feature

PDF Analysis

Presents the zaia usage as premium feature

ZAIA

Global: Zendy Tools annual

Global: Zendy Free Plan

Global: Zendy Tools monthly

Global: Zendy Plus monthly

This study of 390 full-time Chinese managers examined the relationship between gender and work-to-family conflict. Guided by identity theory, we found that work centrality and family centrality mediated the relationship between gender and work-to-family conflict. The findings indicate men follow a work centrality pathway that results in increased work-to-family conflict and women follow a family centrality pathway that also results in higher levels of work-to-family conflict. Gender role attitudes moderated the relationship between gender and work centrality, and the indirect relationship between gender and work-to-family conflict through work centrality was stronger for managers with traditional gender role attitudes than those with non-traditional gender role attitudes. Theoretical and practical implications are discussed.

The relationship between gender and work-to-family conflict among Chinese managers: testing a moderated mediation model