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6-21 Jessie Wang Lecture: A Resource Investment Perspective Linking Personality Traits and Work Family Conflict and Enrichment

  • Release date:2018-08-20 04:36:00

  Topic: A Resource Investment Perspective Linking Personality Traits and Work Family Conflict and Enrichment

  Speaker: Jessie Wang

  Time: June 21 (Thursday) 9:30 am – 11:00 am

  Location: Main Building Room 216

 

  Speaker Profile:

  Assistant Professor, Department of Management, Pennsylvania State University, Scranton, Ph.D. in Management, Texas A&M University (2016), Visiting Scholar, Tsinghua University (2017), California State University MBA (2011), Bachelor of Management, Huazhong University of Science and Technology (2010) . Her research interests include human resource management and organizational behavior; her research directions include organizational citizenship behavior and active behavior, employee personality and team composition, work stress, and work-family.

 

  Introduction:

  Challenging the prior research viewing employees as passive beings who respond to work-family conflict, this research studies employees as active agents who shape their experience of work-family conflict and enrichment through developing resources based on their attentional efforts. Specifically, drawing on Conservation of Resources Theory, I propose and test a resource-based process model that explain the indirect effect of key resources (conscientiousness, extraversion, and agreeableness) on work-family conflict and work-family enrichment through differential resource development processes (human capital development, social capital development, and altruistic development). The results show support that agreeableness is associated with work-family conflict and enrichment through its unique effect on altruistic capital development. The indirect effect of conscientiousness on work-family conflict and enrichment operates through human capital development and altruistic capital development. Extraversion is associated with work-family conflict and enrichment through all three types of resource development. Moreover, the supplementary analysis using a longitudinal mediation design reveals a pattern of reverse causality—the positive relationship between conscientiousness and human capital development is attributable to the indirect effect through work-family enrichment.