Organizational Psychology

Purpose. The study focuses on issues related to gender inclusion in organizations. It examine show employers can support women in achieving a balance in two domains: work and family. Employees with childcare commitments can perceive the impact of family on work as positive or negative, and this perception might affect their well-being. Following person-environment fit theory, we test the hypothesis that coping strategies can reduce negative consequences and strengthen positive ones. Study design. Women from CIS countries with childcare commitments (N = 200) participated in this survey. The data was collected in close partnership with the SelfMama project. Findings. The results demonstrate thatsuch coping strategies as positive reinterpretation and growth, planning, denial, and attention leads to insignificance of the negative relationship between the negative spillover effect of the family on workand employee well-being, while venting of emotions and behavioral disengagement act in a similar wayin case of low variable value. At the same time, such coping strategies as planning, venting of emotions, denial, and attention, with their high manifestation, strengthened the relationship between the positive spillover effect of the family on work and well-being, while behavioral disengagement moderated in a similar manner at low values. Thus, the following coping strategies with high manifestation are the most effective moderators: planning, denial, and attention in case of their high manifestation, as wellas venting of emotions and behavioral disengagement in case of their low value. Value of results. The observations obtained will allow the management of companies and employees themselves to increase gender inclusion, pointing to more effective coping strategies that can be trained for employees with childcare commitments.