ABSTRACT
This work examines tensions in the military–employee–family triad and how it influences employees’ and partners’ attitudes toward the organization. Survey data from Navy personnel and their partners were collected while they were geographically separated due to deployment. Results show that tensions between work and family perceived by employees and their partners affect organizational outcomes, via distinct mechanisms. Among deployed Navy personnel, work-to-family conflict positively predicts turnover intentions via negative attitudes toward the Navy. Family-to-work conflict predicts turnover intentions via cognitive failures at work and the associated reduced job satisfaction. Work–family-specific support received from team members, on-board the ship, is shown to be an important mechanism in reducing tensions between work and family and their detrimental effects. Among the stay-at-home partners, views that military job demands interfere with their family life are not uncommon, and such views are negatively associated with partners’ attitudes towards the Navy. Satisfaction with support organized by the Navy is positively associated with all attitudes toward the Navy and buffers the detrimental effects of perceived work–family conflict on partners’ identification with the Navy.
