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PERSONALITY, EMOTIONAL INTELLIGENCE AND COUPLE RELATIONSHIP - MEDIATORS FOR THE WORK-FAMILY CONFLICT
Abstract
Several studies approached the work-family relation in a positive manner, considering that performing multiple simultaneous roles is beneficial, determining the accumulation of benefits, the recovery of individual resources through compensation/buffering effects (in the case of a poor performance in one role), the enrichment of personality and the growth of self-esteem; still, most studies approach the work-family relation in terms of role conflict [1]. The main objective of this research was to analyse the predictor role of certain personality traits, emotional intelligence dimensions and aspects of the couple relationship for the work-family conflict. The subjects were 188 employed individuals, having a family or a long-time/stable relationship. The research method was the questionnaire-based survey, using the Work-Family Conflict Scale [2], the Guilford-Zimmerman Temperament Survey [3], the Emotional Quotient inventory [4], and the Multidimensional Relationship Questionnaire [5]. The results showed positive but not statistically significant correlations between most of the predictor variables, and also strongly significant correlations (p<0,01) between the criterion variable (work-family conflict) and certain predictor variables such as general activity (r=-0.7), restraint (r=-0.52), ascendance (r=-0.43), sociability (r=-0.8), objectivity (r=-0.71), empathy (r=-0.64), optimism (r=-0.61), self-consciousness (r=-0.87), relational anxiety (r=0.61), relational assertiveness (r=-0.77), relational motivation (r=-0.84), relational satisfaction (r=-0.5). The R value of 0.786 proved the correlation between the predictor variables and the criterion one, and the value of R-squared (0.6177) indicated that 61,77% of the work-family conflict variation was determined by the predictor variables (as a whole) (F=2,571; p<0,01). In conclusion, certain personality traits (general activity, restraint, ascendance, sociability and objectivity), emotional intelligence dimensions (empathy, optimism and self-consciousness) and aspects of the couple relationship (relational anxiety, relational assertiveness, relational motivation and relational satisfaction) were predictors for the work-family conflict. These results can be used by various organisations in developing work-family conflict prevention programs. Although the results are statistically significant, the small number of subjects should lead to a cautious extrapolation, as this research is more of a pilot study.
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References14
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