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

*Corresponding author for this work

    Research output: Contribution to journalArticlepeer-review

    17 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 - 12 Nov 2014

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