Open Access Dissertation
Date of Award
First, the present study entails a theoretically guided examination of relationships between nonparent-friendly organizational climate (NPFC) and important outcomes among nonparent workers. Second, the present study explores the role of social-identity theory in understanding nonparent work experiences by examining and comparing the function (i.e., moderation effect sizes) of parental role values and parental expectations (i.e., childfree status) on relationships between NPFC and outcomes including affective commitment. Third, the present study compares the relevance of NPFC and singles-friendly culture in the prediction of outcomes among nonparent workers. Lastly, the present study examines the potential role of intersectionality of nonparental role and gender in anticipated relationships between NPFC and outcomes among nonparents. In the process, the present study replicates and expands on past research aimed at elucidating the nuances of what it means to be a nonparent at work. Results may inform how researchers and practitioners engage with and operationalize social identities in the workplace, whether social identities moderate (i.e., magnify) important outcomes for workers, and whether NPFC (compared to a measure of singles-friendly organizational culture) is a more appropriate measure of the friendliness of the workplace for nonparents.
Lutz, Andrew, "Nonparent-Friendly Work Climate & Parental Role Value: An Updated Approach To Understanding Nonparent Work Experiences" (2022). Wayne State University Dissertations. 3681.