College of Sciences


Ph.D. Psychology - Industrial & Organizational Psychology

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Applying met expectations and newcomer socialization theory, congruence and discrepancy between anticipated work-family conflict (AWFC) and experienced WFC were examined in relation to job satisfaction, affective commitment, and turnover intent. It was hypothesized that when AWFC and WFC are in agreement outcomes would be more favorable. Further, it was hypothesized that when the discrepancy is such that WFC is higher than AWFC outcomes are more favorable than vice versa. Data were collected from 205 adults, first as graduating seniors in college and again three months after starting their post-graduation jobs. Polynomial regression revealed that congruence between work interference with family (WIF) and anticipated work interference with family (AWIF) was related to increased job satisfaction and affective commitment but not decreased turnover. Analyses supported the hypothesis thatwhenWIF is higher thanAWIF than vice versa, job satisfaction and affective commitment are higher, but turnover intent was not lower. Hypotheses regarding family interference with work (AFIW) were not supported. Unexpectedly, men reported higher levels of AWIF and AFIW than women. Findings expand understanding of the nature of relationships between WIF and work-related outcomes by applying the concept of met expectations. Future research should examine interventions to provide realistic previews regarding expected levels of WIF for individuals prior to entering the organization to determine if job satisfaction and affective commitment can be improved indirectly through the formation of realistic expectations regarding WIF.



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Congruence and Discrepancy Between Newcomers’ Anticipated and Experienced Work Interference with Family Predicting Early Socialization Outcomes