Women’s work–family conflict and its consequences in commuter marriages: The moderating role of spouses’ family commitment in a dyad analysis

This study aims to explore the relationship between work-family conflict and its consequences on job, family, and marital satisfaction among stay-at-home wives of commuter couples by testing the moderating effect of commuters’ family (parental, marital, and household) commitment. The phenomenon of c...

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Bibliographic Details
Published inFrontiers in psychology Vol. 13; p. 860717
Main Authors Wu, Hsin-Pei, Wang, Yu-Mei
Format Journal Article
LanguageEnglish
Published Frontiers Media S.A 24.08.2022
Subjects
commuter marriage
family commitment
family satisfaction
job satisfaction
marriage satisfaction
Psychology
work–family conflicts
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Summary:This study aims to explore the relationship between work-family conflict and its consequences on job, family, and marital satisfaction among stay-at-home wives of commuter couples by testing the moderating effect of commuters’ family (parental, marital, and household) commitment. The phenomenon of commuter marriages is detectable among well-educated and employed couples in modern society. The study collected dyadic data from 120 dual-earner and noncohabitating couples by using convenience sampling. The analytical approach of the Actor-Partner Interdependence Model was adopted. The results revealed that stay-at-home wives perceived more job dissatisfaction due to work-to-family conflicts and perceived more job, family, and marital dissatisfaction caused by family-to-work conflicts. Moreover, the partner moderating effect of the commuters’ family commitment as spouse support reversed the negative relationship between stay-at-home wives’ family-to-work conflicts and family satisfaction.
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Edited by: Marisa Matias, University of Porto, Portugal
Reviewed by: Sara Tement, University of Maribor, Slovenia; Pouya Zargar, Girne American University, Cyprus; Teresa Galanti, G. d’Annunzio University of Chieti and Pescara, Italy
This article was submitted to Organizational Psychology, a section of the journal Frontiers in Psychology
These authors have contributed equally to this work and share first authorship
ISSN:1664-1078
1664-1078
DOI:10.3389/fpsyg.2022.860717