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A gender‐sensitive study of McClelland's needs, stress, and turnover intent with work‐family conflict

Juliana D. Lilly (Department of Management and Marketing, Sam Houston State University, Huntsville, Texas, USA)
Jo Ann Duffy (Department of Management and Marketing, Sam Houston State University, Huntsville, Texas, USA)
Meghna Virick (Department of Organization and Management, San Jose State University, San Jose, California, USA)

Women in Management Review

ISSN: 0964-9425

Article publication date: 1 December 2006

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Abstract

Purpose

The purpose of this study is to study gender differences in the relationship between McClelland's needs, stress, and turnover intentions with work‐family conflict.

Design/methodology/approach

Survey data were collected from 383 individuals representing 15 different industries. Multiple regression analysis was used to test the hypotheses.

Findings

Results suggest that McClelland's needs act as an antecedent of work‐family conflict, and that they have a differential impact on work‐family conflict for women and men.

Research limitations/implications

The subjects were college graduates, hence it was a self‐selected sample, and the results may not generalise to other populations.

Practical implications

Women are more affected by family obligations than men and this may impact the performance and turnover intentions of women in organisations.

Originality/value

This paper enhances understanding of work‐family conflict by specifically examining individual differences such as need for power, need for achievement and need for affiliation and evaluating their impact on turnover intention and job tension.

Keywords

Citation

Lilly, J.D., Duffy, J.A. and Virick, M. (2006), "A gender‐sensitive study of McClelland's needs, stress, and turnover intent with work‐family conflict", Women in Management Review, Vol. 21 No. 8, pp. 662-680. https://doi.org/10.1108/09649420610712045

Publisher

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Emerald Group Publishing Limited

Copyright © 2006, Emerald Group Publishing Limited