| The human capital of an organization is a source of competitive advantage and organizations are continually seeking ways to maximize this differentiator. One strategy used by organizations is to positively influence the level of engagement of employees so that the organization may realize the benefits of the discretionary effort engaged employees apply to their work. However, the individual's ability to be engaged in their work is influenced by work and nonwork factors. Through the application of role theory, this study used a quantitative, nonexperimental, explanatory design to examine the extent by which the type of family care responsibilities moderates the relationship between the level of family-work conflict and the level of employee engagement. The sample for this study was comprised of 154 individuals who live in the United States, are employed fulltime, and are between 18 and 65 years old. Of this sample, half possess basic family care responsibilities while the other half possess exceptional care responsibilities for a dependent family member. Data collected for this study was analyzed using moderated linear regression. The results of this study indicated that family-work conflict significantly explains changes in the level of employee engagement. However, the type of family care responsibilities was not found to significantly moderate the relationship between family-work conflict and employee engagement. |
