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Adverse Effects of CEO Family-to-Work Conflict on Firm Performance

Author

Listed:
  • Christopher S. Reina

    (Department of Management, School of Business, Virginia Commonwealth University, Richmond, Virginia 23284)

  • Suzanne J. Peterson

    (Thunderbird School of Global Management, Arizona State University, Glendale, Arizona 85306)

  • Zhen Zhang

    (Department of Management and Entrepreneurship, W. P. Carey School of Business, Arizona State University, Tempe, Arizona 85287)

Abstract

We examine whether chief executive officers’ (CEOs’) experiences occurring outside the work domain influence the performance of their respective firms. We suggest that the family-to-work conflict (FWC) that CEOs experience depletes their ability to self-regulate, thereby reducing their ability to make appropriately comprehensive decisions for their firms. This reduced decision-making comprehensiveness, in turn, has negative implications for firm performance. We further propose that CEOs’ levels of job engagement, or the extent to which they invest themselves in their work, can expand their capacity to withstand the negative effects of self-regulatory depletion. We test our hypotheses using a sample of 98 CEOs from the United States computer software and hardware industry. Findings confirm that reduced decision-making comprehensiveness represents one mechanism by which the experience of FWC in CEOs harms the performance of their firms. Moreover, CEO job engagement buffers both the negative effect of CEO FWC on decision-making comprehensiveness and the strength of the indirect relationship between FWC and firm performance via decision-making comprehensiveness.

Suggested Citation

  • Christopher S. Reina & Suzanne J. Peterson & Zhen Zhang, 2017. "Adverse Effects of CEO Family-to-Work Conflict on Firm Performance," Organization Science, INFORMS, vol. 28(2), pages 228-243, April.
    • Handle: RePEc:inm:ororsc:v:28:y:2017:i:2:p:228-243
    DOI: 10.1287/orsc.2017.1114
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    2. Le Tang & Rentao Miao & Lai Jiang, 2020. "Employee Political Skill, Supervisor-Subordinate Guanxi, and Work-Family Conflict: The Cross-Level Moderating Role of Family-Friendly Practices," IJERPH, MDPI, vol. 17(14), pages 1-21, July.
    3. Yu, Xiaoyu & Meng, Xiaotong & Chen, Yi & Chen, Yingying & Nguyen, Bang, 2018. "Work-family conflict, organizational ambidexterity and new venture legitimacy in emerging economies," Technological Forecasting and Social Change, Elsevier, vol. 135(C), pages 229-240.
    4. Christoph Weinert & Tim Weitzel, 2023. "Teleworking in the Covid-19 Pandemic," Business & Information Systems Engineering: The International Journal of WIRTSCHAFTSINFORMATIK, Springer;Gesellschaft für Informatik e.V. (GI), vol. 65(3), pages 309-328, June.
    5. Galina Shirokova & Nailya Galieva & Joshua V. White & Diana Doktorova, 2024. "Narcissism, workaholism, family support and new venture performance: a moderated mediation model," Small Business Economics, Springer, vol. 63(1), pages 379-419, June.
    6. Desmond (Ho-Fu) Lo & Francisco Brahm & Wouter Dessein & Chieko Minami, 2022. "Managing with Style? Microevidence on the Allocation of Managerial Attention," Management Science, INFORMS, vol. 68(11), pages 8261-8285, November.
    7. Hamann, P. Maik & Schiemann, Frank, 2021. "Organizational performance as a set of four dimensions: An empirical analysis," Journal of Business Research, Elsevier, vol. 127(C), pages 45-65.

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