In two studies, I employ theories of self-regulation to examine how work-family conflict and family-to-work enrichment affect self-regulation processes necessary for networking behaviors; in turn, networking behaviors affect the size and diversity of professional social networks ("the pattern of ties linking a defined set of persons or social actors;" Siebert, Kramer, & Liden, 2001). I hypothesize that work-family conflict depletes self-regulatory and energy resources and primes a self-regulatory prevention focus, while family-to-work enrichment enhances resources and primes a self-regulatory promotion focus, affecting networking behaviors. A ten-day experience sampling study (Study 1) reveals that on days when family-to-work conflict is high, employees report lower levels of self-regulatory promotion focus and are less likely to engage in network investing behaviors. On days when family-to-work enrichment is high, employees report higher levels of self-regulatory promotion focus, and engage in more network investing behaviors. An ego network study (Study 2) explores between-person effects of work-family conflict, family-to-work enrichment, self-regulation, and networking on employee social networks and career outcomes. Study 2 reveals that family-to-work enrichment and investing and restoring networking behaviors positively relate to network size and diversity; family-to-work enrichment positively relates to advancement potential through increased network size. Self-regulatory promotion focus also positively relates to network size and diversity through effects on investing behaviors.
University of Minnesota Ph.D. dissertation. May 2015. Major: Business Administration. Advisor: Theresa Glomb. 1 computer file (PDF); vi, 201 pages.
The Effects of Work-Family Conflict and Enrichment on Self-Regulation, Networking, and the Creation of Social Networks.
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