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Drawing from the conservation of resource theory and the job demands-resources model, this study examines the bi-directional conflicts of work and family during COVID-19, and investigates the online teaching work-related antecedents and the mechanism shaping emotional exhaustion of teachers in Taiwan. Moreover, this study explores mindfulness in teaching as a possible moderator.

Data for analysis were collected from elementary school teachers via an online survey using a questionnaire comprising well-developed scales. The hypotheses were validated using structural equation modeling.

Results show that only family interfering with work conflict mediates the positive relationship of online teaching job demand with emotional exhaustion and negative relationship of online teaching job resource with emotional exhaustion. Results also evidence that mindfulness practiced by teachers can help them perceive their own feelings and thoughts non-judgmentally in face of job demands.

With the growing work-from-home trend, the current study revisits the impact of work demands and resources on work-family conflict, and examines whether Taiwanese teachers' perception towards online teaching would lead to different observations. The path that JD→WIF conflict→EE is well established in the literature, while COVID-19 brings to light another path JD→FIW conflict→EE, revealing insight into teachers' cognition and plight during the pandemic.

The purpose of this paper is to investigate the relationship between work‐family conflict and its antecedent variables. The research's dependent variables include work interference with family (WIF) and family interference with work (FIW). Independent variables consist of work‐related (hours spent at work, role conflict, role ambiguity, supervisor support, and work shifts), family‐related (hours spent with family, marital status, spousal employment, number of children, and age of the youngest child), and demographic (gender, age, tenure, and education) variables.

In total, 333 operating room personnel in ten Iranian hospitals completed a survey questionnaire, which consisted of 38 questions administered to participants in the workplace.

Analysis of data revealed that among work‐related variables, the role conflict was positively associated with WIF. Supervisor support and working shifts were also weakly related to WIF. No significant relationships were found between family‐related variables and FIW. Among the demographic variables, only gender influenced FIW in a manner that men experienced more FIW than women.

The research findings contribute to understanding work‐family conflict in a new cultural setting. The empirical evidence of work‐family conflict in Iran, among operating room personnel, shows that experiences and antecedents of work‐family conflict vary among diverse cultures and industries. Models of work‐family conflict may need to be modified to reflect the experiences and antecedents that explain work‐family conflict in cultures similar to that of Iran.

Examines the influence of family‐ and work‐specific determinants of multiple forms of family interference with work (FIW) and work interference with family (WIF) conflict. Using a Hong Kong university sample (including both academic and non‐academic staff), finds that parental demands and hours spent on household work were important determinants of FIW conflict and that role conflict, role overload, and hours spent on paid work influenced WIF conflict. Differential gender effects for FIW and WIF conflict support the traditional gender roles embedded in Confucian ethics. Moderating effects of spouse support, supervisor support and domestic support were also found, although the latter was opposite to the direction hypothesized. Implications for future researchers and managers are discussed.

The purpose of this paper is to examine differences in work interferes with family (WIF) and family interferes with work (FIW) conflicts, their antecedents and their outcomes throughout the parenting life cycle. The following parenting stages were compared: parenthood to preschool-age children, parenthood to school-age children, parenthood to adolescents, parenthood to offspring at the launching stage and parenthood to offspring at the empty-nest stage.

The sample included 549 working parents in Israel (270 fathers and 279 mothers). The criterion for inclusion was fulfilling the dual roles of parent and paid worker. The research questionnaires were distributed in workplaces in diverse organizations: high-tech companies, government ministries, factories and business organizations.

Levels of WIF and FIW conflicts are highest during the early parenthood stages. Overload peaks during parenthood to adolescents and during the empty-nest stage. The later stages in the parenting life cycle (the launching and empty-nest stages) benefit parents: WIF and FIW conflicts are relatively low, mental well-being is relatively high and the number of roles that parents perform is higher than in earlier stages. Along the entire parenting life cycle, fathers experience higher levels of WIF conflict than mothers, but no gender differences were found in FIW conflict.

Public policy should encourage employers to develop a family-friendly approach and consider the needs of both parents, based on the understanding that in addition to being breadwinners, fathers and mothers today both participate in housework and in raising children.

From a theoretical perspective, the research conclusions may provide understandings for how to integrate the parental stage as a key variable in theorizing about the experience of stressors in the work–home interface.

The authors observe the impact of certain aspects of globalization on the work-family interface in India. Specifically, the purpose of this paper is to investigate the impact of life in Tier 1 (more globalized) vs Tier 2 (less globalized) cities, family/work collectivism and gender on work-family conflict (WFC) – both work interfering with family (WIF) conflict as well as family interfering with work (FIW) conflict.

The study surveyed 628 young employees on cultural values of collectivism and WFC.

Results suggest a main effect of tier in which Tier 1 city individuals experience more of both forms of WFC than Tier 2 city individuals. However, two- and three-way interactions between family/work collectivism and tier greatly moderate the main effect. Interactions indicate that family collectivism decreased WIF more for Tier 1 as compared to Tier 2 cities and work collectivism decreased FIW more for Tier 2 as compared to Tier 1 cities. The results suggest that high family collectivism creates high conflict for those who are low on work collectivism and high family collectivism creates low conflict for those who are high on work collectivism.

The paper provides great insight into globalization and WFC within the context of cultural values. The paper calls for further studies on globalization, work life enrichment and cultural values.

The results build a case for more paid and organizationally supported interventions for work-life balance in India.

Large scale institutional changes, such as globalization, call for a reexamination of cultural dynamics. This study heeds the call and examines WFC in the context of rapid economic and social transformation occurring in India by bridging globalization, cultural change and WIF/FIW.

One way to reduce work‐family conflict is for individuals to have the ability to effectively cope with the stressful demands. The relationships between four styles of work and family coping (direct action, help‐seeking, positive thinking, and avoidance/resignation) and levels of work‐family conflict are considered. Two different forms of work‐family conflict (time‐based and strain‐based) were examined as well as the effect of direction (work interfering with family, family interfering with work) to examine the efficacy of different coping styles. Help‐seeking and direct action coping used at home were associated with lower family interfering with work conflict levels. Avoidance/resignation coping was associated with higher conflict levels of all types. The results suggest individuals may have greater control and opportunity for positive change within the family domain compared with the work environment.

The paper sets out to describe the testing of a model of work and family life among a sample of professional and managerial employees in the Australian construction industry. The model positioned work‐family conflict as a variable linking experiences in one domain (i.e. work or family) with outcomes in the other domain.

A survey exploring experiences of work and family life was conducted among employees of one large private and one large public sector construction organization in Queensland, Australia. Regression analyses were performed to test the validity of the work‐family interface model.

The model was partially supported in that time and strain‐based demands in the work domain were linked to family functioning via work interference with family. However, time and strain‐based demands in the family domain were not linked to work role outcomes via family interference with work.

The survey was cross‐sectional so the causal direction of relationships could not be ascertained. Longitudinal research is needed to establish the causal direction of the work‐family relationships supported by the research. Further research is also required to examine the effectiveness of strategies designed to reduce work interference with family life in the construction sector.

The asymmetry in the relationship between construction employees' work and family lives indicates that the family life of professional and managerial construction employees in Australia is more susceptible to interference from work than work life is susceptible to interference from family life.

Provides evidence that, when construction professionals and managers face obligations in one role that interfere with the enactment of a second role, performance in the second role suffers.

Despite widespread acknowledgement that work‐family conflict and career success are salient issues that impact individual wellbeing and organizational effectiveness, there is little research that studies how the two concepts are related. The purpose of this paper is to develop and present a tentative framework for understanding the relationships among antecedents of interrole conflict between work and family and career success.

Drawing on existing theoretical and empirical evidence the paper develops and presents a conceptual framework of the relationships between domain‐specific variables, work‐family conflict, and career success. The paper also presents propositions based on the relationships suggested by the framework.

The framework suggests that individual‐specific variables will be more likely to predict family‐to‐work conflict and perceived career success, while work‐specific variables will be more likely to predict work‐to‐family conflict and perceived career success. It also suggests that such domain‐specific variables influence both work‐family conflict and career success.

Future research should examine empirically the linkages suggested by this framework, along with other domain‐specific and, perhaps, cultural‐specific variables that may explain or predict dimensions of organizational cultures that are most relevant to the types of work‐family conflict and to indicators of career success. The paper suggests that employees and employers would be well advised to identify appropriate strategies for balancing work and non‐work domains in such a way that employees strive to perform work and family roles successfully, and employers ensure that employees have the necessary “infrastucture” and tailored‐made family supportive programs to encourage them to achieve dual‐success: success in family relationships and success in careers.

This paper makes a valuable contribution to both the work‐family conflict and career success literatures by being one of the first to examine the effects of domain‐specific characteristics on the relationships between these important organizational concepts and by revealing that managing work‐family conflict and career decision making is relevant for employees, employers, and career consultants.

Following the conservation of resources theory and job demands–resources model, this study aims to explore the relationship between work interference with family (WIF) and emotional exhaustion and the boundary condition for construction professionals.

This study collected 319 valid samples from Chinese construction projects and examined the established integrative moderated mediation model using regression analysis and bootstrapping.

The results indicated that WIF was positively related to emotional exhaustion. The surface acting strategy mediated the relationship between WIF and emotional exhaustion. Emotional intelligence alleviated the indirect effect of WIF on emotional exhaustion via surface acting.

These findings unveil the resource depletion process of work–family conflict in the construction project context, enrich the emotional intelligence literature to demonstrate the buffer function on the negative impact of emotional resource depletion and address the implications for the construction labour workforce.

The purpose of this study is to analyse the impact of certain factors (such as working mothers’ attitudes towards career role salience, notion of career success, work-life balance and the impact of organisational support systems available for childcare) on career persistence, despite parenthood, and career re-entry after parenthood. It is conducted in relation to new age, young working mothers of the booming IT sector in India.

A survey questionnaire was administered to 138 working mothers in the IT sector to analyse the impact of working mothers’ career role salience, notion of career success, work-life balance and the impact of organisational support systems available for childcare on career persistence, despite parenthood.

The findings state that re-entry is also a growing phenomenon, in as much as career breaks are an accepted reality. Career role salience and notions of career success are important predictors of career re-entry of young mothers. Most importantly, this study highlights the significant role of the trusted, extended family support system, that is characteristically unique to Indian social fabric, in enabling women’s career persistence and career re-entry after motherhood.

Like most survey research, this study’s validity is also limited to the findings on the self-reported responses. Nevertheless, the study points to new areas to be researched, such as the possibility of the same findings with older mothers who have spent considerable years in their careers, or whether the same sample would answer differently after a few years.

The paper includes implications for society and organisations, concerning opting out, and for undertaking genuine initiatives to enable and support women to re-enter their careers after breaks, so that the decision to persist, exit or re-enter their careers remains the privileged choice of women employees.

The paper fulfils an identified need to study how parenthood affects women’s careers in the IT sector and need for organisations in India to understand the practicality of women employees’ needs to integrate work and life.