2003 IMTA Proceedings - International Military Testing Association

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combat performance (β = .223, p = .001), and turnover intentions (β = -.235, p = .000). After
controlling for sex and rank, family-friendly work environment perceptions accounted for 6%
(physical training), 8% (combat readiness), and 30% (turnover intentions) of the variance in the
performance measures.
Hypothesis 3a, 3b, and 3c proposed that family-friendly work environment perceptions
would moderate the relationships between work-life conflict and job performance, perceptions of
future performance, and turnover intentions, respectively. Only hypothesis 3a was supported,
with the interaction shown in Figure 1. That is, family-friendly work environment perceptions
moderated the relationship between work-life conflict and physical training scores (Table 2).
PT
Score
High
Low
425
400
375
350
325
300
Low
Work Life Conflict
Figure 1
Interaction between Work-Life Conflict, FFWE, and Physical Training Scores
Table 2
Interaction between Work-Life Conflict and FFWE Perceptions on Physical Training Scores
Variable B SE B β R 2 ∆R 2
Step 1: .04 .04*
Sex -5.05 5.78 -.06
Rank 2.30** .77 -.07
Step 2: .08 .04*
Sex -6.23 5.74 -.07
Rank 1.68* .79
FFWE 1.46** .52 .22
Work-Life Conflict 1.16 .66
Step 3: .11 .03**
Sex -5.75 5.65 -. 07
Rank 1.81* .78 .15
FFWE 1.35** .51 .20
Work-Life Conflict .89 .66 .10
FFWE x Work-Life Conflict .27** .09 .20
Notes. N = 289. FFWE = Family Friendly Work Environment. For sex, females are coded as 1 and males
are coded as 2. The B weights in the columns are from the step of entry into the model. ** p < .01. * p < .05.
45 th Annual Conference of the International Military Testing Association
Pensacola, Florida, 3-6 November 2003
High
Low FFWE
High FFWE