Journal of Vocational

Behavior 21, 99-l 10 (1982)

Interrole Conflict among Married Women: The Influence of

Husband and Wife Characteristics on Conflict and
Coping Behavior
NICHOLAS J. BEUTELL
Seton

Hall

University

AND
JEFFREY H. GREENHAUS
Drexel

University

The present research investigated the conflict that women experience between
their home and nonhome roles. All of the women in the sample (N = 115) were
married and living with their husbands, had at least one child living at home,
and were college students. It was found that women who placed a similar level
of importance on work as their husbands experienced less intense conflict than
women who differed from their husbands in career orientation. In addition, the
number of children at home was positively related to a womans conflict when
her husband was highly work oriented. A womans use of reactive coping strategies was negatively related to her life satisfaction when her husband was dissatisfied with his own life.

Married women who combine family and career roles are likely to
experience conflict among their life roles (Bardwick, 1971; Hall, 1972;
Hall & Hall, 1979; St. John-Parsons, 1978; Suniewick, 1971). Furthermore, such interrole conflict can have an adverse impact on a womans
psychological well being (Cartwright, 1978; Hall, 1975; Hall and Gordon,
1973). It is important, therefore, to determine the forces that produce
interrole conflict as well as the factors that contribute to the successful
management of the conflict.
A womans husband is thought to be a critical influence on her ability
to integrate family and career roles (Bailyn, 1964; Holahan & Gilbert,
1979). We need to know, however, the conditions under which a husband
provides or withholds support for his wifes role activities.
The authors appreciate the valuable comments by two anonymous reviewers on an
earlier version of the manuscript. Correspondence should be directed to Nicholas J. Beutell,
W. Paul Stillman School of Business, Seton Hall University, South Orange, NJ 07079.
99
OOOl-8791/82/040099-12$02.00/O
Copyright
0 1982 by Academic
Press, Inc.
All rights of reproduction
in any form reserved.

100

BEUTELLANDGREENHAUS

We propose that the career orientations of husbands and wives jointly

affect the conflict a woman experiences among her life roles. It has beer
observed that a career-involved
man may provide little time and emo,
tional support to his family (Rapoport & Rapoport, 1971). The greatel
the salience or importance a man places on his work, the more preoc
cupied he is with work, the less frequently he participates in home role!
(Scanzoni, 1967), and the more likely his wife will experience conflic
as she attempts to fulfill simultaneous role requirements.
Furthermore, Hall and Hall (1979) have speculated that career-orientec
women who are married to career-oriented men may experience partic
ularly intense interrole conflict. Discussing these couples, the Halls sug
gest that Neither (partner) may be willing or able to make career sac
rifices to facilitate the career of the other or to fulfill home and farnil!
roles (Hall 8z Hall, 1979, p. 24). The implication
is that work-farnil!
accommodations
are possible when at least one partner is not strong]!
career oriented (Bailyn, 1970).
We predict (Hypothesis l), therefore, an interaction between a hus
bands and wifes career orientation. Specifically, it is proposed that the
degree of interrole conflict experienced by a woman is highest when botl
partners place a great deal of importance on the work role. Conflict i:
expected to be lower when either partner or both partners place relative1
little importance on work.
In addition, child-care responsibilities
may be strong sources of rok
conflict for many married women (Herman & Gyllstrom,
1977). Fur
thermore, as the number of children at home increases, a womans par
ticipation in family activities expands, her personal and job frustration
become more pronounced (Bryson, Bryson, & Iohnson, 1978), and it i
likely that she will experience more conflict between her family obli
gations and career-related activities.
We propose, however, that the number of children at home interact
with the husbands career orientation to produce conflict for the woman
If, indeed, a strongly career-oriented
man is unwilling to participate
extensively in child-care activities (Hall & Hall, 1979; Scanzoni, 1967)
then the burden of child care rests largely with the mother. Under thes
conditions, one would expect a positive relationship between the numbe
of children at home and a womans interrole conflict. Less strong]:
career-oriented men may participate more extensively in family activities
thereby reducing the impact of children on the womans level of conflict
Therefore, we propose Hypothesis 2: The positive relationship betweel
the number of children at home and interrole conflict is stronger fo
women whose husbands place a great deal of importance on work thal
for women whose husbands place little importance on work.
Hall (1972) has identified three strategies for coping with interrol
conflict. Type I coping (structural role redefinition) involves an attemp

INTERROLE

CONFLICT

101

to deal directly with role senders and to lessen the conflict by mutual
agreement on a new set of role expectations. Type II coping (personal
role redefinition) entails changing ones attitudes and perceptions rather
than directly attempting to change the expectations themselves. Type
III coping (reactive role behavior) relies strictly on existing role behaviors
(e.g., meeting all role senders expectations) with no attempt to alter the
structural or personal definition of ones roles. Type III strategies are,
in effect, relatively passive attempts to accommodate role senders.
Prior research (Hall, 1972) suggests that Type III coping strategies are
less effective in managing interrole conflict than Type I and Type II
strategies. Yet Type III strategies, attempts to be superwomen,
are
apparently quite common among married women who participate in
multiple roles (Friedan, 1979). Therefore, it is important to understand
the antecedents and consequences of Type III coping more thoroughly.
We predict (Hypothesis 3) that the more external a womans locus of
control (Rotter, 1966), the more likely she is to use Type III coping
strategies. Since externals tend to perceive that they have little control
over their reinforcements, we would expect them to use a more passive,
reactive strategy to handle incompatible
role expectations. Although a
relationship between locus of control and coping was proposed by Hall
(1972) and was investigated among entrepreneurs facing a natural disaster
(Anderson, 1977), it has apparently not been tested among women who
experience interrole conflict.
It is also predicted (Hypothesis 4) that the scope of a womans role
involvement is negatively related to the use of Type III coping. Extensive
role demands may reduce the likelihood that a woman can ignore the
conflict or attempt to meet all expectations; that is, she may feel she
must do something to modify the incompatible
expectations. Furthermore, a womans extensive participation
in multiple roles can enhance
her sense of potency (Hall, 1975), which may encourage a less passive
stance toward role senders.
The use of Type III coping has been found to be negatively related
to a womans satisfaction with her life roles (Hall, 1972). However, we
predict (Hypothesis 5) that the negative relationship between the use of
Type III coping and overall life satisfaction is stronger for women whose
husbands are dissatisfied with their own lives than for women married
to relatively satisfied men.
A woman who engages in Type III coping tries to meet all role senders
expectations. A frustrated, dissatisfied man, however, may impose unrealistic family role pressures on his wife and may criticize any performance that fails to meet his expectations. Since it is unlikely that a
person can ever meet all role expectations, a womans reliance on Type
III coping under these circumstances may produce anger, frustration,
and ultimately
low levels of life satisfaction. Thus, the husbands dis-

102

BEUTELL

AND

GREENHAUS

satisfaction may exacerbate the effects of a womans Type III coping

on her own satisfaction.
In summary, the present study considered the sources of interrole
conflict, the choice of coping strategy, and the consequences of coping
among a group of married women. Unlike much of the prior research,
we have attempted to identify the impact of the husband on a womans
conflict and coping behavior.
METHOD
Sample and Procedure
Participants in the present study were 115 married couples living in
the New York metropolitan
area. We first identified women meeting
certain criteria and then attempted to enlist their cooperation
and
(through the women) the cooperation of their husbands. The criteria for
inclusion in the sample were met by women who (1) were married and
living with their husbands, (2) had at least one child, and (3) were attending college the semester (Fall 1978) in which the study was conducted. These criteria were established to ensure that the women in the
sample participated in both home roles and nonhome roles.
Women were recruited in classes at seven colleges and universities.
After the first author described the criteria for participation,
each volunteer was given an envelope that contained her questionnaire, a questionnaire for her husband (husband and wife questionnaires were coded
with matching numbers), and separate return envelopes for the woman
and her husband. The women were asked not to confer with their husbands until both questionnaires
were completed and returned to the
researchers.
One hundred twenty-six women returned usable questionnaires. Completed questionnaires were also returned by husbands of 115 of these
women. The age of the participants ranged from 21 to 79, with a mean
of 38.1 for the women and 41.6 for the men. The women were registered
for an average of 8.75 credit hours during the Fall 1978 semester. Virtually
all of the women were undergraduates and 61% were either juniors or
seniors. More than half of the husbands (56%) were college graduates
and all of the husbands were employed on a full-time job. The women
who were employed (N = 65) averaged 26.2 hr of work per week.
Research Instruments
As noted earlier, two versions of the questionnaire were developed
for the study. The wifes questionnaire included measures of role activities, interrole conflict, coping, work-role salience, locus of control, life
satisfaction, and a number of demographic items. The husbands ques-

INTERROLE

CONFLICT

103

tionnaire included measures of work-role salience, life satisfaction, and

several demographic items.
Women were asked to check all of the roles relevant to their current
life situation from the following list: daughter, employee, homemaker,
mother, student, wife, volunteer, and self (i.e., personal interests). They
also had an opportunity to add any relevant roles that were not listed.
In addition, the women rated the importance of each role in which they
participated
on a Spoint scale from not very important
to very
important .
In order to measure the scope of a womans role activities, we distinguished home roles (e.g., mother) from nonhome roles (e.g., student).
For each of these two role categories, we calculated the number of roles
in which the women reported participating and the average importance
rating given to those roles.
Women were also asked to describe as many as three situations that
reflected conflict among the roles in which they participate. For each
conflict situation, the women (1) specified the roles that were in conflict
(e.g., wife and volunteer), (2) described in detail the nature of the conflict,
and (3) rated the intensity of the conflict on a Spoint scale from very
mild to very intense.
Furthermore,
for each conflict situation, the women described how
they attempted to cope with the conflict. Responses to this open-ended
item were classified as Type I, Type II, or Type III coping strategies.
The first author and a graduate student consulted Halls (1972) definitions
and illustrations of the three coping strategies and independently coded
a 20% sample of the responses. Interrater agreement was assessed (K
= .74, p < .Ol) and after reconciling the coding differences, the first
author coded the remaining responses.
A Type III coping score was developed for each woman who reported
experiencing conflict. We first counted the number of conflict situations
each woman reported and then calculated the proportion of conflict situations in which she used a Type III strategy. Therefore, women who
reported one conflict could have a Type III score of 0 or 1; women who
reported two conflicts could have a score of 0, S, or 1; and women who
reported three conflicts could have a score of 0, .33, .67, or 1.
Work-role salience, the importance of work and career in a persons
life, was measured by a 27-item scale developed by Greenhaus (1971).
Respondents express their agreement with each statement (e.g., I could
never be truly happy in life unless I achieved success in my job or
career) on a Spoint scale from strongly agree to strongly disagree.
Responses to the 27 items were summed to produce a total score. The
internal consistency reliability (alpha) of the work-role salience scale was
.83 for women and 90 for men.

104

BELJTELL

AND

GREENHAUS

Locus of control was measured by Rotters (1966) Internal-External

scale. Each of the 23 keyed items consists of a pair of statements (one
internal and one external) and respondents choose the statement with
which they more strongly agree. Since 1 point is given for each external
statement selected (Rotter, 1966), scores can range from 0 (most internal)
to 23 (most external). The internal consistency (alpha) for the women
in the present sample was .82.
Overall life satisfaction was assessed by eight global items (e.g., I
am very satisfied with the way I am spending my life these days) rated
on a 5-point scale from strongly agree to strongly disagree. Responses to the eight items were summed to produce a total score with
a reasonably high degree of internal consistency (a = .85 for women
and .83 for men).
RESULTS
Gordon and Hall (1974) identified three sources of interrole conflict
among married women: home roles, nonhome roles, and self-oriented
roles. We decided to focus on conflicts between home and nonhome
roles in the present research. This decision was based on (1) Bardwicks
(1971) definition of role conflict in women as a simultaneous commitment
to family (home) and career (nonhome) roles and (2) Gordon and Halls
(1974) finding that home-nonhome
conflict was the most prevalent type
of interrole conflict among college-educated women.
Seventy-nine of the 115 women in our sample reported at least one
home-nonhome
conflict. Of these 79 women, 45 reported one conflict,
22 reported two conflicts, and 12 reported three conflicts, for a total of
125 conflict situations. The women used Type I coping strategies for 34
of the conflicts, Type II strategies for 42 of the conflicts, and Type III
strategies for 49 of the conflicts. The intercorrelations
among the major
variables in the study are presented in Table 1. It might be noted that
there was no relationship between husbands and wives level of workrole salience and no relationship between spouses level of overall life
satisfaction.
The first two hypotheses involved interactions predicting home-nonhome
conflict. Moderated multiple regression analysis was used to test the
interaction hypotheses. For each of the first two hypotheses, the criteria
were (1) the number of home-nonhome
conflicts and (2) the average
intensity of home-nonhome
conflicts. Following established procedure
(Zedeck, 1971), the criteria were first regressed on the two predictors
that were hypothesized to interact and were then regressed on the two
predictors and their product (interaction) term. If the inclusion of the
product term resulted in a significant increment in R2, the presence of
an interaction was indicated. The results of the regression analyses are
presented in Table 2.

13

14
02

06
09

-01
-

01

-13

12
00

20*
06
-

-07

-09

-09
-08

-01

04

- 10

03
10

03
- 19*
-

-14

-25*

-06

15
14

-07
-3o**
04
-

-05

-05

06

00
09

02
05
00
-05
-

20*

-26**

- 14

08
06

10

14
- 18
-01
-11
-

-08

14

00

-08

-08
-02

11

Note. N = 115 for all variables except conflict intensity and Type III coping (N = 79); decimals omitted
* p < .05.
** p < .Ol.

1. No. of conflicts
2. Conflict intensity
3. Husband work-role
salience
4. Wife work-role
salience
5. No. of children at
home
6. Husband life
satisfaction
7. Wife life satisfaction
8. Type III coping
9. Locus of control
10. No. of home roles
11. No. of nonhome roles
12. Importance of home
roles
13. Importance of nonhome roles

Variable

TABLE 1
Intercorrelations
among Variables

4.26
3.98

-35**

30.56
30.77
.34
9.32
2.91
1.91

2.01

17.33

79.77

1.10
3.59

12
-11
-02
06
03

04

-04

20*

03

-09
24*

13

11
-03
-24**
08
02

06

10

15*

-18

04
- 32**

12

2
c
2

1.07

.76

8
.43
4.59
.28
.70

g
S

9
z

5.51

1.24
5.18

11.47

12.38

.96
.98

SD

106

BEUTELLANDGREENHAUS
TABLE 2
Results of Multiple Regression Analyses

No. of conflicts (1)

Conflict intensity (1)
No. of conflicts (2)
Conflict intensity (2)
Wife life satisfaction
(5)

R2 without
interaction

Predictors

Criterion

Husband WRS + wife

WRS
Husband WRS + wife
WRS
Husband WRS +
children at home
Husband WRS +
children at home
Husband life satisfaction
+ Type III coping

R2 with
interaction

F for
increment

,025

.026

.88

.008

.080

5.15*

404

.069

8.13**

.009

.013

.36

.036

,155

9.88**

Note. Hypothesis number in parenthesis; WRS, work-role salience; N = 115 for analyses
predicting the number of conflicts, and N = 79 for analyses predicting contIict intensity
and wife life satisfaction.
* p < .05.
** p < .Ol.

Hypothesis 1 proposed that husband and wife work-role salience would

interact to predict a womans conflict. It can be seen in Table 1 that
husbands and wives levels of work-role salience were not related to
either the number or the intensity of conflicts. However, as indicated
in Table 2, husband and wife work-role salience did interact to predict
the intensity of conflict.
In order to investigate the nature of the interaction, the sample was
divided into four groups based on median splits on husbands and wives
levels of work-role salience. As indicated in Table 3, the intensity of
home-nonhome conflict was lower when spouses were similar in workTABLE 3
Conflict Intensity as a Function of Husband and
Wife Work-Role Salience
Husband work-role
Low
Wife work-role
salience
Low

M =
SD =

High

3.45

.92

N = 20
High

M
SD

=
=

salience

3.75

1.19
N = 12

M =
SD =

3.84

M =
SD =

3.45

1.07
N = 18

N = 23

.84

INTERROLECONFLICT

107

role salience (even if both were highly work oriented) than if they exhibited different levels of work-role salience.
Hypothesis 2 predicted that husband work-role salience would interact
with the number of children at home to predict a womans conflict. For
the total sample (Table l), the number of children at home was not
related to either the number or intensity of a womans conflicts. The
regression analyses revealed an interaction between number of children
at home and husband work-role salience predicting the number of conflicts experienced by the woman. The correlation between number of
children at home and the number of conflicts was, as predicted, significantly (p < .Ol) stronger for women with relatively high work-rolesalient husbands (r = .34, p < .Ol) than for women with relatively low
work-role-salient
husbands (r = - .12, ns).
Hypothesis 3 predicted a positive relationship between locus of control
and Type III coping, and Hypothesis 4 predicted a negative relationship
between role involvement
and Type III coping. As indicated in Table
1, Type III coping was not related to locus of control nor any of the
four role involvement
variables.
Hypotheses 3 and 4 were also tested with partial correlations between
each of the five variables (locus of control and the four role-involvement
indices) and Type III coping holding the other four variables constant.
These analyses indicated that Type III coping was related to the number
- .21, p < .05) and importance (Tpanial = -.20, p < .05) of
(rpmtial
=
nonhome roles.
Hypothesis 5 predicted that the negative relationship between Type
III coping and overall life satisfaction would be stronger for women with
dissatisfied husbands than for women with relatively satisfied husbands.
As indicated in Table 2, there was an interaction between Type III coping
and husband life satisfaction. As predicted, the relationship between
Type III coping and life satisfaction was significantly (p < .Ol) stronger
for women whose husbands were relatively dissatisfied (r = - .52, p
< .Ol) than for women whose husbands were relatively satisfied with
their lives (r = .19, ns).
DISCUSSION
Husband and wife work-role salience interacted to predict the intensity
of home-nonhome
conflict. Women who had levels of work-role salience
similar to their husbands experienced less intense conflict than women
whose work-role salience was lower or higher than their husbands.
Furthermore,
this pattern was virtually identical for employed and nonemployed women.
It is understandable why low work-role-salient
women married to low
work-role-salient
men might experience less intense conflict. Because
neither spouse places a great deal of importance on work and career,

108

BEUTELLANDGREENHAUS

accommodations
to various role demands may be more easily accomplished, thereby preventing the conflict from becoming extremely intense.
What was unanticipated,
however, was that high work-role-salient
women married to high work-role-salient
men would experience the same
level of conflict as the low-low salience group. Perhaps spouses who
are both high in work-role salience have a mutual understanding of their
partners career aspirations, values, and concerns and have worked out
a system of mutual accommodation.
Consistent with this idea, Burke,
Firth, and McGrattan
(1974) found that husbands and wives who are
similar in personality were more able to manage stressful situations than
couples with dissimilar personalities.
We are certainly not suggesting that a person should base a marital
decision on a potential spouses level of work-role salience. However,
it may be useful for spouses to discuss the possible effect of similar/
dissimilar career orientations on their work and family roles. Spouse
workshops or seminars may be appropriate vehicles for initiating and
reinforcing such discussions.
We also found that when the husband is highly work oriented, a wife
experiences more conflicts as the number of children living at home
increases. This may be an important finding in that children continue to
exert pressures on the family for many years. Because the number and
spacing of children is presumably under the control of wife and husband,
it is important that spouses consider the impact of family size on career
and family role requirements.
The number and importance of nonhome roles in which a woman
participates were negatively related to Type III coping. A longitudinal
study is needed to determine whether role involvement
influences the
choice of coping strategies or whether coping affects involvement in role
activities. Nevertheless, the data suggest that participation in important
nonhome roles does not necessarily require a woman to ignore, suppress,
or attempt to meet incompatible
expectations.
Furthermore,
the negative relationship between Type III coping and
life satisfaction was particularly strong for women whose husbands were
dissatisfied with their own lives. Perhaps a dissatisfied husband influences
his wifes feelings of competence by expecting too much and then criticizing her for poor role performance. Thus, a womans feelings of incompetence may be aroused and she is likely to be dissastisfied with her
life.
Although Type III coping was not related to a womans life satisfaction
when her husband was satisfied with his life, the use of Type III coping
requires a great deal of energy (Hall, 1972). Future research needs to
determine the long-term effects of Type III coping on a womans physical
and mental well being.
Additional research is required in a number of different areas as well.

INTERROLE

CONFLICT

109

Our measure of conflict may not have been as sensitive to individual

differences as we would have desired. Open-ended scales introduce the
possibility of bias due to differences in respondents verbal fluency. It
is hard to imagine, for example, that the 36 women in our sample who
reported no home-nonhome
conflicts literally experienced no conflict
between these two sets of roles. At the other end of the continuum, our
imposed ceiling of three conflict situations may have restricted the
expression of conflict for some of the women in our sample. A theoretically grounded, closed-ended scale would be helpful in future research.
The open-ended measure of coping was also limited in several respects.
Individual differences in fluency and clarity of expression may have been
partially responsible for the relatively low interrater agreement we obtained in the coding process. In addition, it is difficult to infer typical
coping strategies from such a small and varied sample of conflict situations (1, 2, or 3). Perhaps an approach that combines closed-ended
responses with reference to specific conflict situations can improve the
reliability and validity of the assessment of coping behavior.
The present sample also requires some discussion. All of the women
in our sample were married, living with their husbands, and were mothers
and college students. Although our sampling procedure ensured participation in multiple roles, it is not clear whether our results would hold
for other populations of women (e.g., single heads of household, professional women). More empirical research is required to understand contlict
and coping among different subgroups of women.
Finally, it would be useful to study the impact of organizational policies
and practices on womens (and mens) use of effective coping strategies.
For example, it is assumed that flexible working hours enable an employee to balance his or her life roles effectively. Yet we have seen little
data on the effect of organizational
variables on employees ability to
cope with interrole conflict. Research is necessary to understand and
facilitate the integration of work and nonwork roles.
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Received: June 30, 1981