| dc.description.abstract | Research on work-family spillover mostly examines spillover among individuals in different-gender relationships. Most research has not explored this phenomenon among same-gender couples and has not investigated LGBT-specific factors that could influence this spillover and subsequent outcomes. The present research examines how LGBT identity disclosure at work (i.e., being “out”) influences work-family (and family-work) conflict (WFC/FWC) as well as work-family (and family-work) facilitation (WFW/FWF). In Study 1, I surveyed 324 individuals in same-gender relationships and examined how varying levels of partner’s workplace disclosure affects the relationship between the respondent’s disclosure and spillover. Results show that workplace disclosure significantly predicts increased FWF, and the effects were exacerbated by the partner’s level of disclosure. In Study 2, I surveyed 693 couples and examined how these positive and negative forms of spillover subsequently impact relationship quality and job satisfaction. Results show that disclosure discrepancies between partners predict lower FWF and subsequent decreased relationship quality and job satisfaction. Higher disclosure between both partners predicts greater FWC and subsequent decreased relationship quality and job satisfaction. Additionally, I examined the effects of dyadic coping on the adverse effects of FWC and decreased FWF. Results show that dyadic coping is ineffective for mitigating the effects of increased FWC and decreased FWF. I discuss these findings and provide theoretical and practical implications as well as future directions for research in this area. | en |
