The impact of work–family conflict on late-career workers’ intentions to continue paid employment

a social cognitive career theory approach

Patrick Raymund James M. Garcia, Michael Milkovits, Prashant Bordia

Research output: Contribution to journalArticle

10 Citations (Scopus)

Abstract

Drawing from the social cognitive career theory, we examined the relationship between work–family conflict (WFC) and late-career workers’ intentions to continue paid employment. We test the mediating roles of self-efficacy, outcome expectations, and preferences to continue paid employment as well as the moderating role of financial satisfaction at the age of 60. Data were collected from 373 working Australians aged 40–60. Results revealed that self-efficacy and outcome expectations partially mediated the negative relationship between WFC and preferences. Family–work conflict (FWC) had a negative indirect effect on preferences via self-efficacy, while outcome expectations did not mediate this relationship. Preferences also partially mediated the positive relationship between self-efficacy, outcome expectations, and intentions. Moreover, financial satisfaction moderated the positive relationship between preferences and intentions. Theoretical and practical implications are discussed.
Original languageEnglish
Pages (from-to)682-699
Number of pages18
JournalJournal of Career Assessment
Volume22
Issue number4
DOIs
Publication statusPublished - 1 Nov 2014
Externally publishedYes

Keywords

  • late-career workers
  • social cognitive career theory
  • self-efficacy
  • intentions to continue paid employment

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