Work-family conflict and work-family synergy for generation X, baby boomers, and matures: Generational differences, predictors, and satisfaction outcomes

Nicholas J. Beutell; Ursula Wittig-Berman

doi:10.1108/02683940810884513

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Journal of Managerial Psychology

ISSN: 0268-3946

Online from: 1986

Subject Area: Human Resource Management

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Work-family conflict and work-family synergy for generation X, baby boomers, and matures: Generational differences, predictors, and satisfaction outcomes

Document Information:
Title:	Work-family conflict and work-family synergy for generation X, baby boomers, and matures: Generational differences, predictors, and satisfaction outcomes
Author(s):	Nicholas J. Beutell, (Hagan School of Business, Iona College, New Rochelle, New York, USA), Ursula Wittig-Berman, (Hagan School of Business, Iona College, New Rochelle, New York, USA)
Citation:	Nicholas J. Beutell, Ursula Wittig-Berman, (2008) "Work-family conflict and work-family synergy for generation X, baby boomers, and matures: Generational differences, predictors, and satisfaction outcomes", Journal of Managerial Psychology, Vol. 23 Iss: 5, pp.507 - 523
Keywords:	Age groups, Baby boomer generation, Behaviour, Conflict management, Family
Article type:	Research paper
DOI:	10.1108/02683940810884513 (Permanent URL)
Publisher:	Emerald Group Publishing Limited
Acknowledgements:	Portions of this paper were presented at the annual meeting of the Eastern Academy of Management (May 2007), New Brunswick, NJ, USA. The co-author regrets to advise of the untimely death of Dr Ursula Wittig-Berman (October 31, 2007).
Abstract:	Purpose – This paper aims to explore generational effects on work-family conflict and synergy Design/methodology/approach – The design is cross-sectional and investigates large US national probability samples. Multiple regressions and ANOVAs were used in the analyses. Findings – Generational differences in work-family conflict and synergy were found. Mental health and job pressure were the strongest predictors of work-family conflict for each group. Matures were significantly more satisfied than baby boomers and generation Xers. Research limitations/implications – All measures were self-reports collected at one point in time. Thus, common method variance may be an issue and causal inferences cannot be made. Life stage and family stage differed for the generational groups and this should be explored in subsequent research. Practical implications – Managers and human resource professionals need to consider generational differences in work-family program design and monitor patterns of program usage for each group. Generation X members are particularly concerned about work/life balance. Originality/value – This is the first paper to investigate generational issues affecting work-family conflict and synergy. The findings are particularly relevant to managers and human resource professionals.