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Drexel University
This study extended prior analyses by J. H. Greenhaus, K. M. Collins, R. Singh, and S.
Parasuraman (1997) by examining relationships between 2 directions of work-family conflict
(work-to-family conflict and family-to-work conflict) and withdrawal from public accounting.
The sample consisted of 199 members of the American Institute of Certified Public Accountants
(135 men and 64 women) who were married or in a long-term relationship and who had 1 or more
children. It was found that work-to-family conflict (but not family-to-work conflict) was positively related to withdrawal intentions. In addition, relationships of work-to-family conflict with
withdrawal intentions and withdrawal behavior were stronger for individuals who were relatively
uninvolved in their careers than for those who were highly involved in their careers. The
implications of the findings for future research are discussed.
the field of public accounting itself. These developments emphasize the need to gain a better understanding of the dynamics underlying withdrawal
from a professional career field.
Accounting firms have assumed that the high rate
of withdrawal from the profession is due, in part, to
the stress generated by extensive work-family conflict (American Institute of Certified Public Accountants, 1992). This is not an unreasonable assumption.
Work-family conflict tends to produce low levels of
job satisfaction and career satisfaction (Adams, King,
& King, 1996; Higgins, Duxbury, & Irving, 1992;
Netemeyer, Boles, & McMurrian, 1996; Parasuraman, Purohit, Godshalk, & Beutell, 1996), both of
which may stimulate withdrawal tendencies (Blau &
Lunz, 1998; Neapolitan, 1980; Rhodes & Doering,
1983, 1993). Extensive work-family conflict has also
been associated with a diminished quality of life
(Higgins et al., 1992; Rice, Prone, & McFarlin, 1992)
and a variety of dysfunctional behaviors (Frone, Russell, & Barnes, 1996; Frone, Russell, & Cooper,
1993, 1997; MacEwen & Barling, 1994; Stewart &
Barling, 1996).
Although work-family conflict has been mentioned as a potential determinant of the decision to
withdraw from a profession or career field, this topic
has received little attention in the research literature.
Recently, however, Greenhaus, Collins, Singh, and
Parasuraman (1997) examined the impact of work
and family factors on withdrawal from public accounting. They observed significant relationships between work-family conflict and withdrawal. However, the relationships were smaller than what might
Organizational downsizing and restructuring in response to global competitive pressures have been
accompanied by marked changes in the nature of
careers. The uncertainty of continuous employment
within a single organization and extensive work pressures in the new "lean and mean" organizations have
led to the growing prevalence of "boundaryless" careers (Arthur & Rousseau, 1996). In light of recent
changes in the psychological contract between employers and employees as well as a favorable labor
market, individuals pursuing boundaryless careers
are likely to move across organizational and occupational boundaries with increasing frequency.
Although high rates of voluntary turnover have
been observed among diverse groups of occupations
(e.g., nursing, information technology), the public
accounting profession has recently witnessed turnover rates in excess of 20% per year (Connor, Hooks,
& McGuire 1997). A disturbing trend observed by
the profession is that public accountants are not only
leaving their employer but are also withdrawing from
Jeffrey H. Greenhaus and Saroj Parasuraman, Department of Management, LeBow College of Business, Drexel
University; Karen M. Collins, College of Business and
Economics, Lehigh University.
An earlier version of this article was presented in August
1999 at the annual meeting of the American Accounting
Association, San Diego, California. We thank Romila Singh
for her assistance with the research.
Correspondence concerning this article should be addressed to Jeffrey H. Greenhaus, Department of Management, Drexel University, Philadelphia, Pennsylvania 19104.
Electronic mail may be sent to greenhaus@drexel.edu.
91
92
93
Method
Sample
The present research was part of a larger study on the
quality of life in public accounting (Greenhaus et al., 1997).
Participants were members of the American Institute of
Certified Public Accountants (AICPA) who were employed
in public accounting below the partnership level, excluding
sole practitioners and those who had joined the institute
within the previous 12 months. Surveys were mailed to
1,000 randomly selected members of the AICPA who met
the above-mentioned criteria. To relate survey responses to
subsequent withdrawal from public accounting (discussed
below), we assigned a confidential research number that
identified the respondent to each outgoing survey. Respondents were informed about the presence of the research
number, were assured that their responses would be kept
confidential, and were instructed to return their completed
surveys directly to the researchers.
Completed surveys were returned by 428 accountants,
which represents a response rate of 43%. We were able to
compare our respondents with the AICPA membership on
four background characteristics: sex, age, number of years
in public accounting, and size of their firm. Compared with
the public practice membership of the AICPA, the present
sample included a larger percentage of women (37% in the
present sample vs. 24% in the AICPA), was younger (median age of 33.0 years vs. 40.9 years), had spent fewer years
in public accounting (median time of 8.0 years vs. 13.6
years), and was more likely to be employed by a national or
international public accounting firm (33% vs. 24%). It is
likely that our strategy of excluding public accountants at
the partner level and sole practitioners yielded a younger,
less-experienced sample with a greater percentage of
women than the national membership as a whole.
The present analyses were conducted on the 199 respondents who were married or in a long-term relationship and
who had one or more children. This sample included 135
men and 64 women, 98% of whom were married. The
number of children ranged from 1 to 7, with 82% of the
sample having one or two children. The average age of the
respondents' children was 7.52 years (SD = 8.19 years).
Thirty-five percent of the respondents were senior accountants and 65% were managers. The vast majority of the
sample worked in auditing (27%), tax (36%), or multiple
areas of specialization (31%). Respondents averaged 4.74
years in their position, 6.31 years in their firm, and 9.64
years in public accounting.
Measures
Work-to-family conflict was measured by nine items
(e.g., "Because my work is demanding, at times I am
irritable at home" and "My work schedule often conflicts
with my family life") that assessed time-based conflict and
strain-based conflict (Greenhaus & Beutell, 1985). Five of
the items were used previously by Greenhaus et al. (1997)
and assessed time-based and strain-based interference of
94
Data Analyses
Preliminary analyses revealed that two demographic variables were significantly related to intentions to leave and
withdrawal from public accounting: size of firm (national or
international vs. regional or local) and number of years in
public accounting. Because they were also significantly
related to work-to-family conflict, firm size and tenure in
public accounting were controlled in all subsequent analyses.
Hypothesis 1 predicted a positive relationship of workto-family conflict with withdrawal intentions and withdrawal behavior, and Hypotheses 2 and 3 predicted interactions of work-to-family conflict with family involvement
and career involvement, respectively. The predictions of
withdrawal intentions were tested with hierarchical multiple
regression analysis, and the predictions of withdrawal behavior were tested with hierarchical logistic regression analysis. All variables were standardized prior to conducting the
regression analyses (Jaccard, Turrisi, & Wan, 1990). Withdrawal intentions and withdrawal behavior were separately
regressed on the two demographic controls in Step 1. The
independent variables (work-to-family conflict, family-towork conflict, career involvement, and family involvement)
were entered in Step 2. In Step 3, the interactions of workto-family conflict and family-to-work conflict with career
involvement and family involvement were entered. All significant interactions were plotted by calculating regression
lines from the full equation at high (+1 SD) and low (-1
SD) levels of the moderator variable (Cohen & Cohen,
1983).
Results
Table 1 presents the means, standard deviations,
and intercorrelations for the study variables. During
the 22 months between the administration of the
survey and the collection of the withdrawal data, 18%
of the sample had withdrawn from public accounting.
Table 1
Intercorrelations Among Study Variables
Variable
1.
2.
3.
4.
5.
6.
7.
8.
Size of firm"
Years in public accounting
Family-to-work conflict
Work-to-family conflict
Career involvement
Family involvement
Intention to leave public accounting
Withdrawal from public accounting11
M
SD
1
-.10
-.02
.35**
-.04
-.17*
.11
-.06
-.23**
-.19**
.09
.04
.31**
.31**
0.30
0.46
9.64
5.64
1
.34**
.01
-.07
-.17*
-.06
.02
.40**
.02
.19**
2.22
3.21
0.61
0.81
-.26**
-.31**
-.09
3.14
0.76
.01
.11
4.35
0.64
.38**
2.68
1.16
0.18
0.38
95
Hypothesis 3 predicted that the relationships between work-to-family conflict and withdrawal intentions and behavior would be weaker for employees who are highly involved in their careers
than for those who are relatively uninvolved in
their careers. The regression analyses revealed significant interactions between work-to-family conflict and career involvement predicting withdrawal
intentions and withdrawal behavior. Figure 1 indicates that the relationship between work-to-family
conflict and withdrawal intentions was not as substantial for employees who are highly involved in
their careers as for those who are relatively uninvolved in their careers. The interaction predicting
withdrawal behavior, shown in Figure 2, reflects a
somewhat similar pattern. There was a strong positive relationship between work-to-family conflict
and withdrawal for employees uninvolved in their
careers, and a weak negative relationship between
conflict and withdrawal for those highly involved
in their careers.
Although it was not predicted that family-towork conflict would interact with career involvement, there was a significant interaction between
these variables predicting withdrawal intentions.
As shown in Figure 3, there was a weak positive
relationship between family-to-work conflict and
withdrawal intentions for employees who are relatively uninvolved in their careers and a weak
negative relationship for employees who are highly
involved in their careers.
Table 2
Hierarchical Multiple Regression Analysis Predicting the Intention
to Leave Public Accounting
Step & predictors
A/?2
F change
dfa
1. Controls
Size of firm"
Years in public accounting
2. Independent variables
Work-to-family conflict (WFC)
Family-to-work conflict (FWC)
Career involvement (CI)
Family involvement (FI)
3. Interactions
WFC x CI
WFC X FI
FWC x CI
FWC X FI
.14
16.24**
2, 193
.30**
-.20**
.19
13.18**
4,189
.28**
-.06
-.33**
-.09
.04
2.80*
4, 185
Note. N = 196.
a
1 = national/international; 0 = regional/local.
-.12t
-.07
-.14*
-.01
96
Table 3
Hierarchical Logistic Regression Analysis Predicting Withdrawal From
Public Accounting
Step & predictors
X2 improvement
1. Controls
Size of firm6
Years in public accounting
2. Independent variables
Work-to-family conflict (WFC)
Family-to-work conflict (FWC)
Career involvement (CI)
Family involvement (FI)
3. Interactions
WFC X CI
WFC X FI
FWC X CI
FWC X FI
30.69**
Note. N = 111.
' Unstandardized coefficient.
0.80**
-1.30**
4.47
0.20
0.14
-0.20
0.31
5.72
-0.50t
-0.60
0.29
0.44
1 = national/international; 0 = regional/heal.
97
3.75
CO
3.5
B 3.25
I
.E
3
15
| 2.75 -\
~ 2.5
2.25 ^
2
Low
High
Work-to-Family Conflict
- Low career involvement
98
0.8 -,
i
2
0.7
T3
^~
JL.
-a
o 0.3 o
"o 0.2
in
0.1 -
Low
High
Work-to-Family Conflict
- Low career involvement
Figure 2. Interaction between work-to-family conflict and career involvement predicting the
likelihood of withdrawal from public accounting. The dependent variable, logit (withdrawal),
is converted to the likelihood of withdrawal through exponentiation and division as described
by Menard (1995, p. 13).
predict withdrawal from public accounting for several reasons. First, our sample had a higher percentage of women and was somewhat younger and less
experienced than the national membership of the
AICPA. Second, the interactions we observed between conflict and career involvement explained
modest percentages of the variance in withdrawal
tendencies. We view our findings in general, and the
interactions in particular, as providing theoretical insight into the role of the work-family interface in
professional withdrawal and stimulating future research to enhance theoretical development further.
Moreover, future research should examine the impact of work and family life on withdrawal from
professional fields other than public accounting.
Many professional career fieldssuch as nursing,
law, and consultingsuffer high withdrawal rates,
and the new emphasis on boundaryless careers that
move across functional, organizational, and occupational boundaries will undoubtedly increase the frequency of major career shifts.
Finally, it is important to acknowledge that the
present research was not designed to test a compre-
WITHDRAWAL
FROM
PROFESSION
Low
High
Famify-to-Work Conflict
Figure 3.
and c
Burke, P. J.
(1991). Identity
processes
and social
itjcis
a model would necessarily include a variety of workCohen, J., & Cohen, P. (1983). Applied multiple regression/
related variablesstressors, job
characteristics, and
correlation
we
tncouraiji. 1
researchers
lor
the
bcliadnral
sciences
(2nd
for
flexible
work
arrangements
and
career
to examine a
fessional
analysis
influences
in
future
services
Greenhaus
firms.
In
S.
(Eds.), Integrating
Parasurarnan
work
&
and family:
J.
H.
Chal-
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