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This study examined the influence of work-family conflict, family-work conflict and financial wellbeing on career advancement among female non-academic employees in University of Ibadan. The purpose of this study is to examine the main and interaction effect of work-family conflict, family-work conflict, and financial wellbeing in determining career advancement, as well as explore the role of resilience in moderating the main and interaction effect of work-family conflict, family-work conflict, and financial wellbeing among female non-academic employees. The study adopted an ex-post facto cross-sectional design and samples from the population were drawn using the convenient and purposive sampling technique. 232 respondents participated in this study. Data was collected using the survey method. The mean age of the participants was 42.17, while the standard deviation was 9.57. The data gathered in the study was analyzed using Two-way ANOVA, Independent T-test, One-way ANOVA, multiple regression and stepwise regression analysis to test the research hypothesis. The result revealed that work-family conflict (F <sub>(2,206)</sub> = .332; p>.05), family-work conflict (F <sub>(2,206)</sub> = .436; p>.05) and financial wellbeing (F <sub>(2,206)</sub> = 1.938; p>.05) had no significant main effect on career advancement. There was no significant interaction effect between work-family conflict and family-work conflict (F <sub>(4,206)</sub> = 1.165; p>.05), work-family conflict and financial wellbeing (F <sub>(4,206)</sub> = .154; p>.05), family-work conflict and financial wellbeing (F <sub>(4,206)</sub> = .363; p>.05), as well as, work-family conflict, family-work conflict and financial wellbeing (F <sub>(4,206)</sub> = .296; p>.05) on career advancement. Resilience did not significantly moderate the main effect of work-family conflict (F <sub>(4,223)</sub> = .358; p>.05), family-work conflict (F <sub>(4,223)</sub> = .297; p>.05), and financial wellbeing (F <sub>(4,223)</sub> = .353; p>.05) on career advancement. There was also no significant difference in career advancement of single and married employees (t (221) =1.35, p>0.05). The result as well revealed a significant difference between groups of socioeconomic status (F <sub>(2,231)</sub> = .017; p Based on this finding, it was concluded that the presence or absence of work-family conflict, family-work conflict, financial well-being and resilience would make no difference in career advancement. Only socio-economic status would influence career advancement. It was therefore recommended that career development programmes should be put in place to career advancement.
本研究探讨了伊巴丹大学（University of Ibadan）女性非学术雇员的工作-家庭冲突、家庭-工作冲突与财务福祉对职业晋升的影响。本研究的目的在于检验工作-家庭冲突、家庭-工作冲突及财务福祉在决定职业晋升中的主效应与交互效应，并探讨韧性在调节上述三者对女性非学术雇员职业晋升的主效应与交互效应中所发挥的作用。本研究采用事后回溯横截面设计，通过便利抽样与目的抽样技术从总体中抽取样本，共计232名受访者参与本次研究。数据通过问卷调查法收集，参与者的平均年龄为42.17岁，标准差为9.57。本研究采用双因素方差分析、独立样本t检验、单因素方差分析、多元回归分析及逐步回归分析对研究假设进行检验。 研究结果显示，工作-家庭冲突（F(2,206)=0.332；p>0.05）、家庭-工作冲突（F(2,206)=0.436；p>0.05）与财务福祉（F(2,206)=1.938；p>0.05）对职业晋升均无显著主效应。工作-家庭冲突与家庭-工作冲突（F(4,206)=1.165；p>0.05）、工作-家庭冲突与财务福祉（F(4,206)=0.154；p>0.05）、家庭-工作冲突与财务福祉（F(4,206)=0.363；p>0.05），以及工作-家庭冲突、家庭-工作冲突与财务福祉三者的交互效应（F(4,206)=0.296；p>0.05）对职业晋升均无显著影响。韧性未对工作-家庭冲突（F(4,223)=0.358；p>0.05）、家庭-工作冲突（F(4,223)=0.297；p>0.05）及财务福祉（F(4,223)=0.353；p>0.05）与职业晋升间的主效应产生显著调节作用。未婚与已婚雇员的职业晋升水平无显著差异（t(221)=1.35，p>0.05）。研究结果同时显示，不同社会经济地位群体的职业晋升水平存在显著差异（F(2,231)=0.017; p）。基于上述研究结果，本研究得出结论：工作-家庭冲突、家庭-工作冲突、财务福祉及韧性的有无，对职业晋升均无显著影响，仅社会经济地位会对职业晋升产生影响。据此建议应设立职业发展项目以推动职业晋升。
