Relationships Among the Big 5 Personality Dimensions, Role Stressors, and Work-Family Conflict

Date of Graduation

Spring 2006


Master of Science in Psychology



Committee Chair

Carol Shoptaugh


Interest in work-family conflict (WFC) as a research topic increased largely due to its negative impact on organizations and employees. Most of the research on WFC has focused on antecedents (e.g., role ambiguity, conflict, and overload) and consequences (e.g., job satisfaction, life satisfaction, productivity, stress and health). Little has been done to link the most prevalent theory of personality, Costa and McCrae’s Big 5 personality model, to WFC. These personality dimensions, like other individual differences, are likely to moderate the relationship between WFC antecedents and consequences. The purpose of this study is to test an exploratory model of the relationship among the Big 5 personality dimensions, role stressors, WFC and overall health and stress. Human resources professions (n = 221) participated by completing an online questionnaire that assessed these relationships. Multiple regressions were run to determine which of the Big 5 personality dimensions moderated the relationship between role overload and WFC and between role ambiguity and WFC. Openness to experience was the only personality dimension found to moderate the relationship was only significant for role overload.


work-family conflict, role ambiguity, role overload, big 5 personality, overall health, stress

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© Leighann E. Volentine