Work Family Conflict

The authors conducted meta-analyses to assess (a) relations among affective, continuance, and normative commitment to the organization and (b) relations between the three forms of commitment and variables identified as their antecedents, correlates, and consequences in Meyer and Allen's (1991) Three-Component Model. They found that the three forms of commitment are related yet distinguishable from one another as well as from job satisfaction, job involvement, and occupational commitment. Affective and continuance commitment generally correlated as expected with their hypothesized antecedent variables; no unique antecedents of normative commitment were identified. Also, as expected, all three forms of commitment related negatively to withdrawal cognition and turnover, and affective commitment had the strongest and most favorable correlations with organization-relevant (attendance, performance, and organizational citizenship behavior) and employee-relevant (stress and work-family conflict) outcomes. Normative commitment was also associated with desirable outcomes, albeit not as strongly. Continuance commitment was unrelated, or related negatively, to these outcomes. Comparisons of studies conducted within and outside North America revealed considerable similarity yet suggested that more systematic primary research concerning cultural differences is warranted. C 2002 Elsevier Science (USA)

... 29. PE Spector, Measurement of human service staff satisfaction: Development of the jobsatisfaction survey. American Journal of Community Psychology 13 (1985), pp. 693–713. Full Text via CrossRef | View Record in Scopus | Cited By in Scopus (111). 30. PE Spector. ...

An integrative model of the work -family interface was developed and tested. This model extends prior work by . Although the present model adopts the distinction between work-to-family and family-towork conflict, several important changes have been incorporated. First, a more explicit attempt is made to model the reciprocal (i.e., feedback) relations between work and family life. Second, a distinction is drawn between proximal and distal predictors of work -family conflict. Third, the relations between work -family conflict and role-related affect have been differentiated into predictive and outcome relations. Finally, role-related behavior and behavioral intentions have been explicitly incorporated into the model. Data were obtained from a sample of 372 employed adults who were married and/or parents. The model was tested with structural equation modeling techniques and the results were supportive. The present model provides a general framework to help organize past research and guide future research on the work -family interface. ᭧ 1997 Academic Press Understanding the work-family interface is a pivotal concern of both work and family researchers. Consequently, given contemporary demographic trends in the work force (e.g., increased numbers of working mothers and two-earner or single-earner families), it is not surprising that research activity

The study examines the influence of work and family variables on the career success and psychological well-being of 111 men and women entrepreneurs. The results show that work-domain variables account for significant variation in time commitment to work, whereas family-domain variables explain substantial variation in time commitment to family. Time commitment to work and time commitment to family play an important role in mediating the effects of gender, work and family characteristics, and role demands on work-to-family conflict and family-to-work conflict. These two types of work-family conflict in turn mediate the effects of time commitment to work and family and selected work and family variables on entrepreneurs' career success and life stress. Implications of the findings and directions for further research are discussed.

In this study we explored between-and within-gender differences in the importance of life roles and their implications for work–family conflict. In earlier research (Cinamon & Rich, 2002) we found 3 profiles of workers who differ in attributions of importance to work and family ...

Th e ai m of this study was to e xamin e the pre vale nce , ante ce de nts, an d conse que nce s of work¯family conflict among employe d wome n and men in Finland. The data we re obtaine d by que stionnai re from a sample of 501 e mployee s working in four organizations. The results showed that work¯family conflict was more pre valent than family¯work conflict among both se xes, but that there we re no gende r differences in e xpe riencing either work¯family or family¯work conflict. Family¯work conflict was be st explained by family domain var iable s ( e .g., numbe r of ch ildre n living at hom e ) for both se xe s, an d work¯family con flict by work dom ain variabl e s (e .g., full-time job, poor leadership relations) among the wome n, and by high education and high number of children living at home among the me n. Family¯work conflict had ne gative consequences on family well-being, and work¯family conflict, in particular, on occupational well-being. The findings suggest that in particular improvements in working life are nee de d to pre vent problems in the work¯family interface. K EY WORDS: work¯family conflict; family¯work conflict; family well-being; occupational well-being.

Despite the positive press given to flexible work arrangements (FWA), empirical research investigating the link between the availability of these policies and work-family conflict is largely equivocal. The purpose of the present study was to begin to reconcile these mixed results through more precise measurement and the examination of moderators. Using a sample of employed women, we found that FWA relate more highly to work interference with family (WIF) than to family interference with work (FIW) and that temporal flexibility (flextime) has a stronger relationship with WIF than does spatial flexibility (flexplace). Additionally, we found family responsibility significantly moderated these relationships, such that the relationship was stronger for those with greater family responsibility. Practical and theoretical implications are discussed.

Purpose -The purpose of this study is to investigate the effects of work-family conflict, emotional exhaustion, and intrinsic motivation on front-line employees' job performance, job satisfaction, and affective organizational commitment in Turkish retail banks as its setting. Design/methodology/approach -A total number of 363 usable questionnaires were personally retrieved from front-line employees in the research location. The relevant writings were canvassed in order to design the survey instrument. The hypothesized relationships were tested using LISREL 8.30 through path analysis. Findings -Results reveal that work-family conflict increased emotional exhaustion and decreased job satisfaction. Intrinsic motivation was found to exert a significant negative impact on emotional exhaustion. Results demonstrate that high levels of intrinsic motivation resulted in high levels of job performance, job satisfaction, and affective commitment to the organization. The empirical results also indicate that emotional exhaustion exerted a significant negative effect on job satisfaction. As hypothesized, high levels of job performance led to increased job satisfaction. However, work-family conflict and emotional exhaustion did not have any significant effects on job performance and affective organizational commitment. As expected, the empirical results provided support for the significant positive effects of job performance and job satisfaction on affective organizational commitment. Research limitations/implications -Job performance was operationalized via self-report measure. In future research, incorporating non-work variables such as family, leisure and life satisfaction into the research model would shed further light on one's understanding about the relationships of work-family conflict and emotional exhaustion with those variables. Practical implications -Top managements of banks should be committed to establishing and maintaining family-supportive work environments. By doing so, properly trained bank managers can create a culture that helps front-line employees balance work requirements with non-work responsibilities. In addition, these managers should provide ongoing training programs, which aim to teach front-line employees how to manage time effectively and resolve problems associated with work-family conflict and emotional exhaustion. Originality/value -The present study makes useful additions to the current knowledge base by investigating the effects of work-family conflict and intrinsic motivation on emotional exhaustion and the effects of work-family conflict and emotional exhaustion on various job outcomes of front-line bank employees in a developing economy.

Despite public concern about time pressures experienced by working parents, few scholars have explicitly examined the effects of work time on work-family conflict. The authors developed and tested a model of the predictors of work time and the relationships between time, work interference with family (WIF), and psychological distress.

The literature on the impact of telecommuting on work-family conflict has been equivocal, asserting that telecommuting enhances work-life balance and reduces conflict, or countering that it increases conflict as more time and emotional energy are allocated to family. Surveying 454 professional-level employees who split their work time between an office and home, the authors examined how extensively working in this mode impacts work-to-family conflict and family-to-work conflict, as well as the contextual impact of job autonomy, scheduling flexibility, and household size. As hypothesized, the findings suggest that telecommuting has a differential impact on work-family conflict, such that the more extensively individuals work in this mode, the lower their work-to-family conflict, but the higher their family-towork conflict. Additionally, job autonomy and scheduling flexibility were found to positively moderate telecommuting's impact on work-to-family conflict, but household size was found to negatively moderate telecommuting's impact on family-to-work conflict, suggesting that contextual factors may be domain specific.

Purpose – This paper seeks to examine the relationship of a network of social support for midlife women with their attitudes toward work-family balance and work outcomes, including job satisfaction, organisational commitment, and career accomplishment. Design/methodology/approach – A total of 1,089 women between the ages of 35 and 50 across three organizations were surveyed and then 72 of them interviewed. Findings – Results indicate that the women generally received more personal social support than work-based social support and more instrumental than expressive support from all sources. Work-based social support was positively associated with job satisfaction, organisational commitment, and career accomplishment; personal social support was also associated with job satisfaction and organisational commitment. Work-family balance may partially mediate the relationship between social support and work outcomes. Originality/value – Much of what is known about work-life issues centers o...

A meta-analysis of life satisfaction with respect to career satisfaction, job performance, turnover intentions, and organizational commitment was performed. Each major section of the article concludes with a future opportunities subsection where gaps in the research are discussed.

This manuscript reports on three studies that utilized five different samples (N ϭ 1211) to construct and validate a multidimensional measure of work-family conflict. The six dimensions of conflict measured include the combination of three forms of work-family conflict (time, strain, and behavior) and two directions of work-family conflict (work interference with family and family interference with work). The three studies assessed the content adequacy, dimensionality, reliability, factor structure invariance, and construct validity of the scale. The design of the final scale provides future researchers the flexibility to measure any of the six dimensions of work-family conflict individually.

Previous marketing research examines role stress (role conflict and role ambiguity) as an antecedent of job satisfaction across a range of professional marketing contexts. Recently, research has begun to address the impact of nonwork factors on employee job satisfaction. For the most part, however, this research ~gnores the front line service providers who, ~ven their key role in building customer satisfaction and relationships, are immensely important in many business settings. In this study, a model is developed and tested that posits work-family conflict as a partial mediator of the role stress-job satisfaction relationship. Empirical results suggest that increased role conflict and role ambiguity diminish job satisfaction both directly and indirectly, such that the true effect of these important role constructs may not be understood without a consideration of work~family conflict. Results are contrasted with those from other work domains, and implications for marketing managers are discussed, j BUSN aES 1996. 37.41--50

The study examines the influence of work and family variables on the career success and psychological well-being of 111 men and women entrepreneurs. The results show that work-domain variables account for significant variation in time commitment to work, whereas family-domain variables explain substantial variation in time commitment to family. Time commitment to work and time commitment to family play an important role in mediating the effects of gender, work and family characteristics, and role demands on work-to-family conflict and family-to-work conflict. These two types of work-family conflict in turn mediate the effects of time commitment to work and family and selected work and family variables on entrepreneurs' career success and life stress. Implications of the findings and directions for further research are discussed.

This research investigated the relationship between both work-to-family conflict (WFC) and family-to-work conflict (FWC) and three nonattendance behaviors: absenteeism, leaving work early, and tardiness. Findings indicate that while WFC had a positive main effect on leaving work early, FWC did not, and neither type of conflict was related to tardiness. However, gender and kinship responsibility (KR) interacted with WFC to predict nonattendance behavior. Women with high WFC had the highest incidence of absences. Employees with high KR and high WFC had the highest incidence of leaving work early. The implications of these findings are discussed.

We investigated how people manage boundaries to negotiate the demands between work and home life. We discovered and classified four types of boundary work tactics (behavioral, temporal, physical, and communicative) that individuals utilized to help create their ideal level and style of work-home segmentation or integration. We also found important differences between the generalized state of work-home conflict and "boundary violations," which we define as behaviors, events, or episodes that either breach or neglect the desired work-home boundary. We present a model based on two qualitative studies that demonstrates how boundary work tactics reduce the negative effects of work-home challenges.

Purpose -The purpose of this paper is to examine the relationship of schedule flexibility with performance and satisfaction in the work and family domains, and whether these associations are mediated by the work-family interface. Possible gender differences in the putative benefits of schedule flexibility are also to be explored. Design/methodology/approach -Using a sample of 607 full-time employees in either schedule flexibility or traditional working arrangements the authors tested a moderated-mediation model. Regression was used to test the mediation of work-family and the moderation of gender to the schedule flexibility to work-family path. Findings -Both work-to-family conflict and work-to-family enrichment are mediating mechanisms in the relationship of schedule flexibility with outcomes. More specifically, full mediation was found for job satisfaction and family performance for both enrichment and conflict while partial mediation was found for family satisfaction with enrichment only and mediation was not supported for job performance. Finally, gender moderated the schedule flexibility to work-family conflict relationship such that women benefited more from flexible working arrangements than men. Originality/value -The paper adds value by examining a mediation mechanism in the schedule flexibility with the outcome relationship of the work-family interface. It also adds value by including work-family enrichment which is a key variable but has little research. Finally, it adds value by demonstrating that schedule flexibility plays a stronger role for women than men regarding the work-family interface.

The aim of this research was to explore relations between work/family demands, work flexibility, work/family conflict, and work-related outcomes in the cultural context of Chinese society, using a national probability sample. For Taiwanese employees, work demands were positively related to work/family conflict, whereas both work and family demands were positively related to family/work conflict. Work/family conflict was negatively related to job satisfaction and family/work conflict to organizational commitment. More importantly, the authors found that organizational policies and practices such as work flexibility could alleviate feelings of work interfering with family, further enhancing job

A research model investigating the relationship of supervisor support and work-family conflict with the selected job outcomes was developed and tested using a sample of frontline employees in Northern Cyprus hotels. The results of the path analysis suggest that supervisor support alleviates frontline employees' conflicts in the work-family interface and increases their job satisfaction. Results demonstrate that family-work conflict influences job performance deleteriously. In contrast, the hypothesis that work-family conflict has a significant negative influence on job performance is not supported by the empirical data. The results of this study indicate that work-family conflict is a significant predictor of job satisfaction, while family-work conflict is not. In addition, the hypotheses that job performance exerts a significant positive effect on job satisfaction and job performance and job satisfaction depict significant positive associations with affective organizational commitment are supported by the empirical data. Although not hypothesized, results reveal that family-work conflict has a negative impact on job satisfaction indirectly by way of job performance, while family-work conflict has a detrimental effect on affective organizational commitment indirectly via job performance and job satisfaction. The results of the path analysis indicate that work-family conflict and job satisfaction are significant determinants of turnover intentions. This study, however, found no evidence of significant relationships of family-work conflict and affective organizational commitment with turnover intentions. r

Little research exists on the effects of the utilization of workplace supports on work-family conflict and job satisfaction. With family systems theory as a framework, 2 waves of national survey data were collected from 234 couples (N ϭ 468) caring for children and for aging parents. Data were analyzed with structural equation modeling techniques. Longitudinal results indicate that individuals' use of workplace supports was related to work-family conflict in the direction opposite to expectations and was related to job satisfaction in the direction consistent with expectations. Differential effects for wives versus husbands were found. In addition, couples' use of workplace supports was only minimally related to wives' outcomes. Results are discussed in terms of gender differences, family systems theory, and methodological and measurement issues related to the longitudinal study of utilization of workplace supports.

Stress, work-family conflicts and flexible scheduling are three of the most important elements in organizational studies. The focus of current study is to understand the effect of Stress, workfamily conflicts and flexible scheduling on employee's performance and also to understand whether flexible scheduling helps in reducing stress and work-family conflicts or not. The back bone of this study is the secondary data comprised of comprehensive literature review. A survey has also been conducted to strengthen the idea comprising of a sample of 70 employees from different organizations. 53 of them responded and the respond rate was 75%. Descriptive statistics is used to analyze the data. Results show that stress and work family conflict negatively affect the employee performance and flexible scheduling has a positive effect on employee performance. Primary study as well as literature review showed that flexible scheduling also helps in reducing stress and work-family conflicts. However, results are strongly based on the literature review i.e. secondary data.

This paper considers the recent literature into aspects of work-life interference including work-life balance, and work family conflict, with specific reference to the hospitality industry. In most cases, recent research is examined, including the second author's, in progress DEd thesis, in order to draw upon the latest thoughts in this area. The different concepts are first defined, and then discussed, and this is followed by an examination of what policies organisations in the hospitality industry could put in place to reduce the effects of work-life interference.

In this study we examined the moderator role of coping (problem-, emotion-, and avoidance-focused coping strategies) between work-to-family and family-to-work conflict and well-being (work engagement, job satisfaction, and family satisfaction). The study was based on a sample of 527 Finnish workers. Hierarchical moderated regression analyses showed that emotion-focused coping buffered against job dissatisfaction in a high family-to-work conflict situation. On the other hand, emotionfocused coping was harmful for family satisfaction in the same stressful situation: Those who used more emotion-focused coping were less satisfied with their family life under the conditions of high family-to-work conflict. Furthermore, avoidance coping was beneficial in a high family-to-work conflict situation: Those who used more avoidance coping were more satisfied with their family life in this situation. No buffering effects were found for work engagement or for problem-focused coping.

This study provides and meta-analytically examines an organizing framework and theoretical model of work–family conflict. Results, based on 1080 correlations from 178 samples, indicate that work role stressors (job stressors, role conflict, role ambiguity, role overload, time demands), work role involvement (job involvement, work interest/centrality), work social support (organizational support, supervisor support, coworker support), work characteristics (task variety, job autonomy, family friendly organization), and personality (internal locus of control, negative affect/neuroticism) are antecedents of work-to-family conflict (WFC); while family role stressors (family stressors, role conflict, role ambiguity, role overload, time demands, parental demands, number of children/dependents), family social support (family support, spousal support), family characteristics (family climate), and personality (internal locus of control, negative affect/neuroticism) are antecedents of family-to-work conflict (FWC). In addition to hypothesized results, a revised model based on study findings indicates that work role stressors (job stressors, role conflict, role ambiguity, role overload) and work social support (organizational support, supervisor support, coworker support) are predictors of FWC; while family role stressors (family stressors, role conflict, role ambiguity, role overload), family involvement (family interest/centrality), family social support (family support, spousal support), and family characteristics (family climate) are predictors of WFC. Copyright © 2010 John Wiley & Sons, Ltd.

The present study investigated the influence of having a mentor on employee perceptions of work-family conflict. Results from a field survey of 502 employees showed that individuals with mentors reported significantly less work-family conflict, particularly family → work conflict, than those respondents who did not have mentors. Other important findings indicated that a mentor's support of a protégé's efforts to balance work and family demands has significant effects on reducing protégés' work-family conflict and that the role modeling function of mentoring significantly reduces family → work conflict experienced by protégés. C

This paper is a comprehensive meta-analysis of over 20 years of work-family conflict research. A series of path analyses were conducted to compare and contrast existing work-family conflict models, as well as a new model we developed which integrates and synthesizes current work-family theory and research. This new model accounted for 40% of the variance in job satisfaction, 38% of the variance in family satisfaction, and 35% of the variance in life satisfaction. In a critical examination of work-family linkages, a series of analyses excluding work-family conflict constructs and pathways resulted in a well fitting and more parsimonious model that still accounted for 39% of the variance in job satisfaction, 37% of the variance in family satisfaction, and 33% of the variance in life satisfaction. Results indicate that direct effects drive work-family conflict models while indirect effects provide little incremental explanation in regards to satisfaction outcomes.

Purpose The purpose of this study was to examine the processes through which personality characteristics may influence work-family conflict (WFC). Specifically, the mediating effects of selection, optimization, and compensation (SOC) behavioral stress-coping strategies on the relationship between personality characteristics and WFC were tested. Design/Methodology/Approach A snowball sampling technique was used to recruit 289 working adults, who completed online questionnaires. The proposed model was tested using path analysis. Findings Conscientiousness and agreeableness were related to greater usage of work and family behavioral coping strategies, and these behavioral strategies influenced levels of experienced WFC. Negative affect was found to have direct effects on work interference with family (WIF) and family interference with work (FIW), and emotional stability was found to have a direct effect on WIF conflict. Implications Findings suggest that different processes underlie the influence of specific personality characteristics on WFC. These findings can have implications for the effectiveness of training programs and interventions aimed at reducing work-family conflict levels of employees, in that trainers and managers should take into account the strong influence of individual factors on a person's choice of coping strategies. Originality/Value The examination of the processes through which personality characteristics may influence work-family conflict (WFC) has not received adequate attention. This article advances work-family conflict research by examining the mediating role of behavioral strategies aimed to cope with competing demands of work and family roles in the relationship between individual difference variables and WFC.

A study of work interference with family (WIF) among managers is described, contrasting four clusters of countries, one of which is individualistic (Anglo) and three of which are collectivistic (Asia, East Europe, and Latin America). Country cluster (Anglo vs. each of the others) moderated the relation of work demands with strain-based WIF, with the Anglo country cluster having the strongest relationships. Country cluster moderated some of the relationships of strain-based WIF with both job satisfaction and turnover intentions, with Anglos showing the strongest relationships. Cluster differences in domestic help were ruled out as the possible explanation for these moderator results.

The objective of this study was to examine the perception of confl ict between work and family roles and job, family, and life satisfaction among nurses in Croatia. One hundred and twenty-nine nurses (married mothers) working in hospitals in Zadar, Šibenik, and Split were divided in four groups according to their worktime schedule. The participants completed a survey, which included a set of sociodemographic-type questions, questions about the level and allocation of family responsibilities between spouses, and scales measuring the perceived negative effects of worktime, psychological demands of the work, work-family confl ict, and semantic differential scales for measuring the affective and cognitive-evaluative component of job, family, and life satisfaction. This was the fi rst study in Croatia to deal with work-family confl ict among nurses or workers with different shift systems. The results of this study indicate that nurses working morning shifts only experienced less confl ict between work and family than other groups of nurses, who worked the morning, afternoon, and the night shift. The cognitive-evaluative component of job satisfaction was the highest among morning shift nurses and the lowest in nurses who worked 12-hour shifts, while the affective component of life satisfaction was the lowest in nurses working irregular and backward rotated shifts. These results confi rm that shiftwork makes the work-family role confl ict even worse. They also support the view that the type of shift rotation matters.

Work-family conflict (WFC) has become an important construct in the study of individual differences at work, although the research focusing on the interaction of situational with individual differences variables has been scarce. The present study was devised to analyze the interaction between work and family situational variables, with individual dispositions measured by the alternative big five personality model in the prediction of WFC. Regression analyses indicated that work demand, work and family support, and neuroticism were the most predictive variables of work interference with family (WIF) and family interference with work (FIW). Besides, it was found that impulsive sensation seeking moderated the association of children age at home with FIW. The overall outcomes in the present study are somehow analogous to the results reported in the few research works carried out to date in the field, and might represent a consistent pattern of situation  person interactions.

The objective of the study is to examine the relationship of demographic factors with work-life balance among police personnel of Himachal Pradesh. The study further examines differences in work life balance of police personnel at varied levels of demographic factors. The demographic factors considered in the present study are age, gender and marital status. This study was conducted through the sample of 781 Non Gazetted Police Officers (NGOs) of Grade-II employed in Himachal Pradesh. The data, thus, collected have been analyzed with the help of SPSS 21. The study found that the demographic factors like age and gender has a significant relationship with work-life balance of police personnel. Police personnel of the lower age group face more difficulty in balancing the demands of work and other domains of life in comparison to police personnel of higher age group. No difference was found between married and unmarried police personnel with regard to work-personal life balance. Work interference with personal life was found less in case of male police personnel (WIPL, M=27.50) than female police personnel (WIPL, M=25.61).

The aim of the present study was to examine the role of the Big Five personality dimensions as possible moderating factors between two types of work-family conflicts: work interference with family (WIF); and family interference with work (FIW); and their relationship to well-being in the domains of work and family generally as well. The participants were fathers (n=296) who took part in a national family research project in the Netherlands in 1995. All fathers were employed full-time. The results showed that emotional stability moderated the relationships between WIF and job exhaustion and between WIF and depression. In addition, agreeableness moderated the relationship between FIW and marital satisfaction. Consequently, emotionally stable fathers were protected from negative effects of WIF on well-being at work (job exhaustion) and on general well-being (depression). In the same way, agreeable fathers were protected from negative effects of FIW on marital satisfaction. Besides these moderating effects, both WIF and FIW and emotional stability and agreeableness had main effects on well-being. #

In this study we explored between-and within-gender differences in the importance of life roles and their implications for work-family conflict. In earlier research we found 3 profiles of workers who differ in attributions of importance to work and family roles: persons who assigned high importance to both the work role and the family role ("Dual" profile); participants who ascribed high importance to the work role and low importance to the family role ("Work" profile); and participants who attributed high importance to the family role and low importance to the work role ("Family" profile). We used these profiles to clarify the relationship between gender and work-family conflict. Participants were 126 married men and 87 married women who were employed in computer or law firms. Significant between-and within-gender differences were found in the distribution of participants to profiles. Men were equally distributed throughout the profiles, whereas women were underrepresented in the Work category. More women than men fit the Family profile, and more men than women fit the Work profile. No gender differences were found for the Dual profile. Women reported higher parenting and work values than men did. Between-gender differences in work-family conflict were apparent, as were within-gender differences across profiles. Results demonstrate the value of examining both between-and within-gender variation in studies of gender and work-family conflict.

Study 1, with 266 employed parents, identified 8 coping strategies: super at home, good enough at home, delegation at home, priorities at home, super at work, good enough at work, delegation at work, and priorities at work. Study 2, with 679 employed parents, demonstrated a moderating effect of sex and gender role ideology in the relationship between coping strategy and work-family conflict. Specifically, the relationships between coping strategies (i.e., good enough at home, good enough at work, and delegation at work) and work interference with family were moderated by sex and gender role ideology. Regarding family interference with work, the relationships between coping strategies (i.e., good enough at home and good enough at work, delegation at home and delegation at work, and priorities at home) and family interference with work were moderated by sex and gender role ideology.

Although balancing work-related and non-work-related time demands is an ongoing concern for many hotel workers, there is a dearth of research examining workers' satisfaction with their work schedule flexibility. Using a sample drawn from nine different hotel properties in South Korea, this study finds that workers' levels of emotional intelligence and overall job satisfaction serve as antecedents of their schedule flexibility satisfaction. Moreover, the study also finds that decreased turnover intent is a consequence of schedule flexibility satisfaction. Based upon these findings, both managerial and research implications are presented.

Work-family conflict research has focused almost exclusively on professional, White adults. The goal of this article was to expand the understanding of culture and industry in shaping experiences and consequences of work-family conflict. Using in-depth interview data (n ϭ 26) and structured survey data (n ϭ 200) from immigrant Latinos employed in the poultry processing industry, the authors evaluated predictions drawn from emerging models emphasizing the influence of cultural characteristics such as collectivism and gender ideology on work-family conflict. Results indicated that immigrant Latinos in poultry processing experienced infrequent work-to-family conflict; both the level and the antecedents of work-to-family conflict differed by gender, with physical demands contributing to greater conflict for women but not men. In addition, there was little evidence that work-family conflict was associated with health in this population. These results demonstrate how traditional models of work-family conflict need to be modified to reflect the needs and circumstances of diverse workers in the new global economy.

The current empirical study investigates the effects of work role and family role variables on frontline employees' affective (job satisfaction, JSAT and intention to leave, INTLEAVE) and performance (service recovery performance, SERPERF) outcomes in the Turkish hotel industry. The results of the path analysis indicate that the proposed model fits the data well. Role ambiguity, work-family conflict (W-FCON), and family-work conflict (F-WCON) are significant predictors of SERPERF and INTLEAVE. Greater JSAT decreases frontline employees' INTLEAVEs the hotel. While role stressors and F-WCON depict significant negative relationships with frontline employees' satisfaction with the job, W-FCON does not. An increase in role conflict leads to an increase in employee performance. Findings also lend empirical support to the significant positive relationship between SERPERF and JSAT. Discussion of the results, implications for managerial action, and avenues for future research are presented in the study. r

Although work and family social support predict role stressors and work-family conflict, there has been much ambiguity regarding the conceptual relationships among these constructs. Using path analysis on meta-analytically derived validity coefficients (528 effect sizes from 156 samples), we compare three models to address these concerns and clarify relationships. Results revealed that social support, controlling for role involvement, is best viewed as an antecedent of role stressors and subsequent work-family conflict. Controlling for work and family involvement, work and family social support were most related to same domain role conflict (b = À.46, p < .05; b = À.43, p < .05) and role ambiguity (b = À.28, p < .05; b = À.33, p < .05). Subsequently, work role conflict and time demands were most related to work-to-family conflict (b = .39, p < .05; b = .21, p < .05), while family role conflict and role ambiguity were most related to family-to-work conflict (b = .22, p < .05; b = .24, p < .05). Implications for research and practice, along with suggestions for theoretical advances, are discussed.

The effectiveness of organizational interventions in reducing the adverse consequences of work–family conflict has produced mixed findings. This paper examines the relationship between the use of organizational ‘family friendly’ resources (such as crèche facilities, flexible working hours, and job sharing), with levels of work–family conflict, and job and family satisfaction over time. Using structural equation modelling, these associations were tested in 398 employed men and women who each completed a self-report questionnaire administered on two occasions. The use of organizational interventions directly predicted increased levels of concurrent (Time 1) work–family interference and increased levels of subsequent (Time 2) job satisfaction. Both organizational interventions and family interventions (i.e. support) positively predicted subsequent family satisfaction. The research demonstrates that the provision of organizational ‘family-friendly’ practices will produce improved psychological outcomes for employees. Copyright © 2005 John Wiley & Sons, Ltd.

Based on current conceptualizations of enrichment, or the positive side of the work-family interface, a multi-dimensional measure of work-family enrichment is developed and validated using five samples. The final 18 item measure consists of three dimensions from the work to family direction (development, affect, and capital) and three dimensions from the family to work direction (development, affect, and efficiency). The validity of the scale was established by assessing the content adequacy, dimensionality, reliability, factor structure invariance, convergent validity, divergent validity, and its relationship to work and family correlates.

The current study examined how work support resources and working from home influenced forms of work-family conflict (WFC) in employees at a large corporation. Scales measuring employee's general WFC, time-based WFC, and strainbased WFC were used to evaluate the extent to which employees experienced workinduced conflict at home. Two forms of working at home were assessed, days worked at home and extra hours worked at home, and five variables measured the extent of one's support resources: work social support, organizational support, individual consideration from one's manager, idealized influence from one's manager and contingent reward from one's manager. We predicted that days worked at home would be negatively related to the three forms of WFC, while the extra hours worked at home would be positively related. Moreover, we hypothesized that the five support variables would moderate the relationship between extra hours worked at home and the types of WFC. The data supported some of the predictions, and the implications of these findings are discussed.

The purpose of this research is to develop an abbreviated version of multidimensional measure of work-family conflict. The abbreviated measure would have high utility in research situations in which a measure representative of the entire theoretical construct is desired, but the use of a long measure is precluded, as in diary and longitudinal designs. Two 3-item abbreviated measures based on Carlson et al.'s multidimensional measures were developed, 1 to assess work-to-family conflict and 1 to assess family-towork conflict. Two samples were used to provide concurrent and predictive validity evidence for the abbreviated measure. Results from Study 1 indicate that the abbreviated measure has the expected factor structure and exhibited concurrent and predictive validity that replicated results found with Carlson et al.'s 18-item measure. Results from Study 2 provide additional psychometric and construct validity evidence for the abbreviated measure; the abbreviated measure was internally consistent, exhibited good test-retest reliability, and was systematically related to measures of role stressors, work-family balance, and well-being outcomes.

This study examined the contributions of organizational level norms about work requirements and social relations, and work-family conflict, to job stress and subjective health symptoms, controlling for Karasek's job demand-control-support model of the psychosocial work environment, in a sample of 1,346 employees from 56 firms in the Norwegian food and beverage industry. Hierarchical linear modeling analyses showed that organizational norms governing work performance and social relations, and work-to-family and family-to-work conflict, explained significant amounts of variance for job stress. The cross-level interaction between work performance norms and work-tofamily conflict was also significantly related to job stress. Work-to-family conflict was significantly related to health symptoms, but family-to-work conflict and organizational norms were not.

Although past research has emphasized considerable strain and institutional biases for female academics balancing work and family, research on male academics with young children is limited. This qualitative study addressed this void by examining how junior male tenure-track faculty with children negotiated work and family responsibilities. Analysis of in-depth interviews (n ϭ 12) revealed three broad, nonoverlapping themes regarding men's negotiation of their various roles. These themes included (a) tenure and family balance/conflict; (b) coping responses; and (c) attitudes toward policy and work culture. Prototypical quotes are used as illustrations of subthemes found within each of the three general categories. Respondents negotiated their multiple responsibilities by using compartmentalization strategies, significant time management, communicating with spouses and peers at work, and overextending themselves in work and family responsibilities, though with little knowledge or utilization of university policies that could ease their considerable workload and conflicts. The results are discussed within the context of research on men's work and family lives as well as departmental culture and institutional policies.

Existing theory is extended to predict the effectiveness of strategies for structurally reducing work-family conflict by manipulating roles, given the salience of work and family roles and resources available to the female entrepreneur. A conceptual framework based on the constructs of role involvement and role conflict is used to examine whether high-growth female entrepreneurs choose more appropriate strategies for reducing work-family conflict than their less successful counterparts. Three basic strategies for manipulating roles are discussed: (1) role elimination; (2) role reduction; and (3) role-sharing.

As extensive resources are expanded in transferring knowledge from universities to undergraduates, it is important for them to enter the workforce upon graduation to enable the knowledge to flow to the industry. The aim of this study is to investigate the extent to which knowledge flow is disrupted because graduate women are not entering the Singapore construction industry to ensure its sustainable growth. This study used a structured questionnaire, with data collected from 116 construction-trained graduate women via postal survey. Results show that 58% of them chose not to enter or are considering leaving the construction industry. The disruption in knowledge flow is due to better prospects in other industries (pull factor) and poor job conditions within the construction industry (push factor). To retain graduate women in the construction industry, it is recommended that employers: introduce flexible work schedule; allow graduate women to work from home; and give them the same opportunities as their male counterparts.