Exploring the Nexus Between Work-to-Family Conflict, Material Rewards Parenting and Adolescent Materialism: Evidence fro

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ORIGINAL PAPER

Exploring the Nexus Between Work‑to‑Family Conflict, Material Rewards Parenting and Adolescent Materialism: Evidence from Chinese Dual‑Career Families Yanping Gong1 · Xiuyuan Tang1,2 · Julan Xie1 · Long Zhang3  Received: 23 April 2019 / Accepted: 16 November 2020 © Springer Nature B.V. 2020

Abstract As a social issue of widespread concern, work-to-family conflict has been found to adversely affect employees’ work and family lives. The current research linked employees’ work-to-family conflict to disruptions in parenting (the use of material rewards) and in turn to adolescents’ materialism. In Study 1, two-wave data from 207 Chinese dual-career families that included an adolescent in junior high school (ages 11 to 14) showed that both men’s and women’s work-to-family conflict was positively correlated with material rewards parenting, and this positive relationship was stronger when parenting daughters than sons. Study 2 replicated the results of Study 1 in a sample of 284 Chinese dual-career families that included an adolescent of the same age group. Furthermore, Study 2 showed that employees’ work-to-family conflict was indirectly related to their adolescent offspring’s materialism through increased material rewards parenting, and this mediating effect was stronger for daughters. The results are discussed in terms of the spillover and crossover processes that affect employees and their families in the context of work-to-family conflict. Keywords  Work-to-family conflict · Adolescent materialism · Stakeholders · Gender differences · Material rewards parenting

Introduction Work and family are two important focal points of adult life (Wang et al. 2012), and employees have a basic need to achieve work–family balance (Felstead et al. 2002; Guitian 2009). In contemporary China, the family life is changing in response to the economy’s rapid development (Siu et al. * Julan Xie [email protected] Yanping Gong [email protected] Xiuyuan Tang [email protected] Long Zhang [email protected] 1



School of Business, Central South University, Changsha 410083, China

2



School of Business, Hunan International Economics University, Changsha 410205, China

3

Business School, Hunan University, Changsha 410082, China



2005). Chinese employees commonly face challenges in combining work and family life because of an increase in women entering the labor force, an increase in the number of dual-career couples and single parents, a higher birth rate, and large pension obligations (Zhang et al. 2013). Overwork and role overload may make it more difficult to take on family responsibilities. The phenomenon of work–family conflict is becoming a social issue of widespread concern in China (Zhang et al. 2013). Work–family conflict is defined as a form of inter-role conflict in which the demands of different roles that someone plays at work and in the family are incompatible with each other (Greenhaus and Beutell 1985). It can be conceptualized as having both a personal and social dimension in the context of corporat

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