{"id":{"repo_id":"cape-town","oai_identifier":"oai:open.uct.ac.za:11427/13795"},"canonical_url":"https://search.dev.ndltd.org/etd/cape-town/oai:open.uct.ac.za:11427/13795","repository":{"repo_id":"cape-town","name":"University of Cape Town","base_url":"https://open.uct.ac.za/oai/request"},"display":{"title":"Personality as an antecedent of work-family conflict : a variable- and person-centred approach","abstract":"This study examined the relationship between personality and work-family conflict amongst working fathers in South Africa. Two conceptual approaches to personality were employed: a variable-centred approach using the Big-Five personality dimensions (Costa & McCrae, 1992) and a person-centred approach using Asendorpf and Aken's personality prototypes (1999). Cross-sectional survey data were collected from working fathers in a variety of South African organisations (N = 237). Scale portability and robustness of the work-family conflict and personality scale was established through exploratory factor analysis. Hierarchical regression analysis showed that Neuroticism explained significant variance in work-to-family conflict and that Conscientiousness, Neuroticism and Openness to Experience explained significant variance in family-to-work conflict. Cluster analysis confirmed the personality prototypes, Overcontrollers, Undercontrollers and Resilients in this sample. Analysis of Variance results showed no difference in experiences of work-to-family conflict across Resilients, Overcontrollers and Undercontrollers. However, results showed that Resilients experienced less family-to-work conflict than Undercontrollers. Implications for theory and practice are discussed. This study examined the relationship between personality and work-family conflict amongst working fathers in South Africa. Two conceptual approaches to personality were employed: a variable-centred approach using the Big-Five personality dimensions (Costa & McCrae, 1992) and a person-centred approach using Asendorpf and Aken's personality prototypes (1999). Cross-sectional survey data were collected from working fathers in a variety of South African organisations (N = 237). Scale portability and robustness of the work-family conflict and personality scale was established through exploratory factor analysis. Hierarchical regression analysis showed that Neuroticism explained significant variance in work-to-family conflict and that Conscientiousness, Neuroticism and Openness to Experience explained significant variance in family-to-work conflict. Cluster analysis confirmed the personality prototypes, Overcontrollers, Undercontrollers and Resilients in this sample. Analysis of Variance results showed no difference in experiences of work-to-family conflict across Resilients, Overcontrollers and Undercontrollers. However, results showed that Resilients experienced less family-to-work conflict than Undercontrollers. Implications for theory and practice are discussed.","abstract_html":"This study examined the relationship between personality and work-family conflict amongst working fathers in South Africa. Two conceptual approaches to personality were employed: a variable-centred approach using the Big-Five personality dimensions (Costa & McCrae, 1992) and a person-centred approach using Asendorpf and Aken's personality prototypes (1999). Cross-sectional survey data were collected from working fathers in a variety of South African organisations (N = 237). Scale portability and robustness of the work-family conflict and personality scale was established through exploratory factor analysis. Hierarchical regression analysis showed that Neuroticism explained significant variance in work-to-family conflict and that Conscientiousness, Neuroticism and Openness to Experience explained significant variance in family-to-work conflict. Cluster analysis confirmed the personality prototypes, Overcontrollers, Undercontrollers and Resilients in this sample. Analysis of Variance results showed no difference in experiences of work-to-family conflict across Resilients, Overcontrollers and Undercontrollers. However, results showed that Resilients experienced less family-to-work conflict than Undercontrollers. Implications for theory and practice are discussed. This study examined the relationship between personality and work-family conflict amongst working fathers in South Africa. Two conceptual approaches to personality were employed: a variable-centred approach using the Big-Five personality dimensions (Costa & McCrae, 1992) and a person-centred approach using Asendorpf and Aken's personality prototypes (1999). Cross-sectional survey data were collected from working fathers in a variety of South African organisations (N = 237). Scale portability and robustness of the work-family conflict and personality scale was established through exploratory factor analysis. Hierarchical regression analysis showed that Neuroticism explained significant variance in work-to-family conflict and that Conscientiousness, Neuroticism and Openness to Experience explained significant variance in family-to-work conflict. Cluster analysis confirmed the personality prototypes, Overcontrollers, Undercontrollers and Resilients in this sample. Analysis of Variance results showed no difference in experiences of work-to-family conflict across Resilients, Overcontrollers and Undercontrollers. However, results showed that Resilients experienced less family-to-work conflict than Undercontrollers. Implications for theory and practice are discussed.","abstract_has_math":false,"creators":["Omrawo, Charlene"],"institution":"Organisational Psychology","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":[],"advisors":["Jaga, Ameeta","Bagraim, Jeffrey"],"committee_chairs":[],"committee_members":[],"year":2015,"date_issued":"2015","date_published":"2015","updated_at":"2026-07-22T22:23:05Z","subjects":[],"languages":["eng"],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/11427/13795","outbound_label":"Handle","outbound_source":"dc:identifier.uri"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.advisor","label":"Advisor","values":["Jaga, Ameeta","Bagraim, Jeffrey"]},{"key":"dc:creator","label":"Author","values":["Omrawo, Charlene"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2015-08-27T12:32:53Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2015-08-27T12:32:53Z"]},{"key":"dc:date.issued","label":"Date","values":["2015"]},{"key":"dc:publisher.department","label":"Dc Publisher Department","values":["Organisational Psychology"]},{"key":"dc:publisher.institution","label":"Dc Publisher Institution","values":["University of Cape Town"]},{"key":"dc:type","label":"Dc Type","values":["Master Thesis"]},{"key":"dc:type.qualificationlevel","label":"Dc Type Qualificationlevel","values":["Masters"]},{"key":"dc:type.qualificationname","label":"Dc Type Qualificationname","values":["MSocSc"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language.iso","label":"Language (ISO)","values":["eng"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier.uri","label":"Identifier URI","values":["http://hdl.handle.net/11427/13795"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["This study examined the relationship between personality and work-family conflict amongst working fathers in South Africa. Two conceptual approaches to personality were employed: a variable-centred approach using the Big-Five personality dimensions (Costa & McCrae, 1992) and a person-centred approach using Asendorpf and Aken's personality prototypes (1999). Cross-sectional survey data were collected from working fathers in a variety of South African organisations (N = 237). Scale portability and robustness of the work-family conflict and personality scale was established through exploratory factor analysis. Hierarchical regression analysis showed that Neuroticism explained significant variance in work-to-family conflict and that Conscientiousness, Neuroticism and Openness to Experience explained significant variance in family-to-work conflict. Cluster analysis confirmed the personality prototypes, Overcontrollers, Undercontrollers and Resilients in this sample. Analysis of Variance results showed no difference in experiences of work-to-family conflict across Resilients, Overcontrollers and Undercontrollers. However, results showed that Resilients experienced less family-to-work conflict than Undercontrollers. Implications for theory and practice are discussed. This study examined the relationship between personality and work-family conflict amongst working fathers in South Africa. Two conceptual approaches to personality were employed: a variable-centred approach using the Big-Five personality dimensions (Costa & McCrae, 1992) and a person-centred approach using Asendorpf and Aken's personality prototypes (1999). Cross-sectional survey data were collected from working fathers in a variety of South African organisations (N = 237). Scale portability and robustness of the work-family conflict and personality scale was established through exploratory factor analysis. Hierarchical regression analysis showed that Neuroticism explained significant variance in work-to-family conflict and that Conscientiousness, Neuroticism and Openness to Experience explained significant variance in family-to-work conflict. Cluster analysis confirmed the personality prototypes, Overcontrollers, Undercontrollers and Resilients in this sample. Analysis of Variance results showed no difference in experiences of work-to-family conflict across Resilients, Overcontrollers and Undercontrollers. However, results showed that Resilients experienced less family-to-work conflict than Undercontrollers. Implications for theory and practice are discussed."]},{"key":"dc:title","label":"Title","values":["Personality as an antecedent of work-family conflict : a variable- and person-centred approach"]}]}],"canonical_facts":{"dc:contributor.advisor":["Jaga, Ameeta","Bagraim, Jeffrey"],"dc:creator":["Omrawo, Charlene"],"dc:date.accessioned":["2015-08-27T12:32:53Z"],"dc:date.available":["2015-08-27T12:32:53Z"],"dc:date.issued":["2015"],"dc:description.abstract":["This study examined the relationship between personality and work-family conflict amongst working fathers in South Africa. Two conceptual approaches to personality were employed: a variable-centred approach using the Big-Five personality dimensions (Costa & McCrae, 1992) and a person-centred approach using Asendorpf and Aken's personality prototypes (1999). Cross-sectional survey data were collected from working fathers in a variety of South African organisations (N = 237). Scale portability and robustness of the work-family conflict and personality scale was established through exploratory factor analysis. Hierarchical regression analysis showed that Neuroticism explained significant variance in work-to-family conflict and that Conscientiousness, Neuroticism and Openness to Experience explained significant variance in family-to-work conflict. Cluster analysis confirmed the personality prototypes, Overcontrollers, Undercontrollers and Resilients in this sample. Analysis of Variance results showed no difference in experiences of work-to-family conflict across Resilients, Overcontrollers and Undercontrollers. However, results showed that Resilients experienced less family-to-work conflict than Undercontrollers. Implications for theory and practice are discussed. This study examined the relationship between personality and work-family conflict amongst working fathers in South Africa. Two conceptual approaches to personality were employed: a variable-centred approach using the Big-Five personality dimensions (Costa & McCrae, 1992) and a person-centred approach using Asendorpf and Aken's personality prototypes (1999). Cross-sectional survey data were collected from working fathers in a variety of South African organisations (N = 237). Scale portability and robustness of the work-family conflict and personality scale was established through exploratory factor analysis. Hierarchical regression analysis showed that Neuroticism explained significant variance in work-to-family conflict and that Conscientiousness, Neuroticism and Openness to Experience explained significant variance in family-to-work conflict. Cluster analysis confirmed the personality prototypes, Overcontrollers, Undercontrollers and Resilients in this sample. Analysis of Variance results showed no difference in experiences of work-to-family conflict across Resilients, Overcontrollers and Undercontrollers. However, results showed that Resilients experienced less family-to-work conflict than Undercontrollers. Implications for theory and practice are discussed."],"dc:identifier.uri":["http://hdl.handle.net/11427/13795"],"dc:language.iso":["eng"],"dc:publisher.department":["Organisational Psychology"],"dc:publisher.institution":["University of Cape Town"],"dc:title":["Personality as an antecedent of work-family conflict : a variable- and person-centred approach"],"dc:type":["Master Thesis"],"dc:type.qualificationlevel":["Masters"],"dc:type.qualificationname":["MSocSc"]},"updated_at":"2026-07-22T22:23:05Z"}