What is acceptable for women may not be for men: The effect of family conflicts with work on job-performance ratings


Department of Psychology, University of Northern Iowa, Cedar Falls, IA 50614-0505 USA, (e-mail: adam.butler@uni.edu).


We conducted a laboratory study examining the effect of a family conflict with work on performance appraisal ratings given to men and women. Overall, the experience of a family conflict was associated with lower performance ratings, and ratee sex moderated this relationship. Men who experienced a family conflict received lower overall performance ratings and lower reward recommendations than men who did not, whereas ratings of women were unaffected by the experience of a family conflict. The sex bias was not evident when performance was evaluated on the more specific dimension of planning. Neither rater gender nor work-family role attitudes moderated the sex bias. Implications for future research and practice are discussed.