Does domestic intimate partner aggression affect career outcomes? The role of perceived organizational support

Laramie Tolentino, Patrick Raymund James M Garcia, Simon Lloyd David Restubog, Kristin L. Scott, Karl Aquino

Research output: Contribution to journalArticleResearchpeer-review

20 Citations (Scopus)


Drawing upon the conservation of resources theory, we developed and tested a moderated mediation model linking domestic intimate partner aggression (IPA) to job performance and career advancement. Our model posits that the indirect relationship between IPA and career advancement via in-role performance and organizational citizenship behaviors (OCBs) is moderated by perceived organizational support (POS). Overall, multisource and multiwave data obtained from two independent samples of employed women from the Philippines supported our predictions. Specifically, results suggest that: (1) IPA was negatively associated with supervisor-rated in-role performance and OCBs; (2) there was a stronger negative relationship between IPA and in-role performance and OCBs for employees with low as opposed to those with high levels of POS; and (3) the conditional indirect effects of IPA in predicting supervisor-rated promotability and actual promotion via in-role performance and OCBs were stronger under conditions of low as opposed to high POS. Implications for theory and practice are discussed.

Original languageEnglish
Pages (from-to)593-611
Number of pages19
JournalHuman Resource Management
Issue number4
Publication statusPublished - 1 Jul 2017


  • careers
  • gender diversity
  • intimate partner aggression
  • organizational support
  • stress
  • work-family conflict

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