Publication Date

Spring 2020

Advisor(s) - Committee Chair

Katrina A. Burch (Director), Elizabeth L. Shoenfelt, and Reagan B. Brown

Degree Program

Department of Psychological Sciences

Degree Type

Master of Science


Organizations have long sought to determine methods in reducing the work family conflict employees experience in order to improve overall morale as well as producing more efficient and effective employees. My study examined the spillover process from the work to family domain. Specifically, I examined the influence of work related affective rumination on family disengagement, mediated by strain-based work-to family conflict. I also examined the buffering effects of flexible work arrangements on the relationship between strain-based work-to-family conflict and family disengagement. Utilizing a sample of employees recruited via Amazon’s Mechanical Turk and working full-time outside the home, I analyzed the data with a moderated-mediation analysis process macro model 14 (Preacher, Rucker, & Hayes, 2007). Results indicate that there is a partial mediation between work-related affective rumination and family disengagement through strain-based work-to-family conflict. However, the hypothesized moderating effect of flexible work arrangements on family disengagements was not significant. Implications for research and practice are discussed.


Cognitive Psychology | Human Resources Management | Industrial and Organizational Psychology