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Research has shown that, when employees’ work-family conflict levels are reduced, performance in the workplace can increase. How to reduce these levels, however, is a complex task. The purpose of this empirical study was to investigate the differences in work-family conflict between full-time worksite employees and full-time teleworking employees (individuals who teleworked from home at least two days per week). Employees (n = 308) in seven for-profit companies in Minnesota were sampled and surveyed using a slightly revised version of the Carlson and Kacmar (2000) work-family conflict scale. The findings indicate that teleworkers had lower levels of overall work-family conflict as well as most of the other work-family conflict variables explored (i.e., strain-based, time-based, work interference with family, family interference with work)

The turn of the twenty-first century witnessed significant shifts in the global work environment that led to employees’ personal and professional lives witnessing dynamic transformations. Work-life interference has become the norm rather than the exception for most employees, who, of late, experience more significant interference in balancing work obligations and family responsibilities. This study aims to examine the bi-directional interference experienced by working women in India’s health-care sector.

For this study, 850 questionnaires were distributed to selected health-care workers in Northern India. After eliminating the invalid questionnaires, 782 valid questionnaires were retained and used for further analyzes.

The study results revealed that working women in a collectivistic culture such as India experience higher work interference on personal life than personal life interference on work in the health sector. However, women health-care workers with higher support from their employers, families and colleagues experienced lower interference levels. Therefore, health organizations need to put a system in place to ensure the least interference in women employees’ personal lives by providing both emotional and institutional support.

This study undertakes to conceptualize the bidirectional nature of the work-life interface among India’s health-care workers. The findings would direct employers, employees and the practitioners involved in the health-care sector to execute policies and practices that attempt to facilitate work-life integration among the workers and generate positive organizational outcomes.

The purpose of this paper is to analyze the effects of leadership on work-family spillovers. Specifically, we analyze the relationships between leadership (leader-member exchange (LMX) with one negative work-family spillover effect (work-family interference) and one positive work-family spillover effect (work-family facilitation). The authors hypothesize that LMX influences work-family spillover via different mediators, rather than one all-encompassing mediator, such as empowerment.

The authors hypothesize that a good relationship with your supervisor (high LMX) diminishes work pressure, which in turn reduces work-family interference. Furthermore, the authors expect that a good relationship with your supervisor positively relates to the meaningfulness of work, as you could get more interesting work and more understanding of your role within the organization. In turn, this will increase work-family facilitation. These hypotheses are tested using a nation-wide survey among Dutch healthcare professionals.

Findings of structural equation modeling (SEM) indeed indicate that high-quality LMX is negatively related to work-family interference, and that this is mediated by work pressure (53 percent explained variance). Furthermore, the authors found that a good relationship with your supervisor is positively related to meaningfulness of work, which in turn positively correlates to work-family facilitation (16 percent explained variance).

The added value of the paper lies in introducing two mediators – work pressure and meaningful work – which worked adequately both theoretically and empirically, instead of the sometimes problematic mediators empowerment and stress; a focus on healthcare professionals; and using sophisticated techniques to test the model (SEM with bootstrapping).

In this chapter, we review the literature on the relationship of work–family conflict with health outcomes and well-being. We discuss the meaning of work–family conflict and then present a theoretical model that depicts the psychological process by which work–family conflict affects negative emotions, dissatisfaction with life and its component roles, health-related behavior, and physical health. We conclude with suggestions regarding the development of a future research agenda.

This study addresses how and when the experience of family-induced work strain might steer employees away from efforts to promote innovative ideas. In particular, it proposes a mediating role of role ambiguity and moderating roles of two coworker resources (goal congruence and goodwill trust) in this process.

The research hypotheses are tested with data obtained from a survey administered among employees who work in a professional services organization.

An important explanatory mechanism that links family interference with work to diminished championing efforts is that employees hold beliefs that their job roles are unclear. The extent to which employees share work-related mindsets with coworkers, as well as their belief that coworkers are trustworthy, attenuate this harmful effect.

For HR managers, the study shows a clear danger that threatens employees who feel drained by significant family demands: The negative situation may escalate into work-related complacency (diminished championing), which then may generate even more hardships. As it also reveals though, employees can leverage high-quality coworker relationships to contain this danger.

This study adds to HR management research by investigating the role of negative spillovers from family to work in predicting idea championing, as explained by negative beliefs about job-related information deficiencies but buffered by high-quality coworker relationships.

Although women continue to enter managerial and professional jobs in increasing numbers, they continue to be underrepresented at more senior levels of management. Several factors have been found to account for this, an important one being women's responsibilities for home and family functioning, often resulting in work‐family conflict (WFC). The purpose of this paper is to examine correlates and consequences of WFC among a sample of managerial and professional women working in Istanbul, Turkey.

Data were collected from 143 women, most working in the public sector, using anonymously completed questionnaires. About half were married and about half had children. WFC, both work interfering with family and family interfering with work (time‐, strain‐ and behaviour‐based) were measured by a scale developed and validated by Carlson et al., in a US study.

The respondents indicated relatively low levels of WFC. Levels of work interfering with family and family interfering with work were significantly and positively correlated. Hierarchical regression analyses, controlling for both personal demographic and work situation characteristics, showed that WFC generally predicted both work and psychological well‐being outcomes, work interfering with family being a consistently stronger predictor of these than was family interfering with work.

Data collected at one point in time make it difficult to examine causality. In addition, most respondents worked in the public sector, raising the issue of generalizability to women managers and professionals in the private sector.

Practical implications are offered for individuals, families and workplaces to address work‐family issues.

This is one of the few studies of WFC among women managers and professionals in Turkey.

A survey of employed workers was conducted at two time periods to assess relationships between work‐family conflict, well‐being, and job and family satisfaction, along with the role of social support from work colleagues and family members. Levels of work‐to‐family interference (WFI) were found to be uniformly higher than family‐to‐work interference (FWI). However, at each time period FWI showed more consistent negative relationships with well‐being and satisfaction, indicating that family‐to‐work interference may have a greater bearing on employees’ affective reactions. There were few cross‐time relationships between work‐family conflict and these reactions, which suggests that the association of work‐family conflict with well‐being and satisfaction may be time‐dependent. Although there was some evidence that social support from work colleagues moderated the relationship of WFI with psychological strain and family satisfaction, family support did not display a consistent moderator influence. Instead, both forms of support tended to exhibit direct (rather than moderator) relationships with the outcome variables. Implications of the findings for research and interventions are discussed.

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.

The purpose of this paper is to test the relative contribution of work environment factors as well as individual difference variables on the degree of work interfering with family (WIF) and other mental health outcomes, namely, emotional exhaustion, life satisfaction, and family interfering with work (FIW).

Self‐report measures of the constructs of interest will be completed by a random sample of 539 health care professionals (Study 1: n=314; Study 2: n=128). In Study 1, it is hypothesized that work environment factors namely, work stressors and a supportive work environment characterized by perceived support from the supervisor, the organization, and co‐workers' supportive behaviors will be positively and negatively associated with WIF, respectively.

Findings document positive links between task‐related stressors and WIF and negative links between perceived support from the organization and WIF. In addition, both task‐related stressors and WIF are positive predictors of emotional exhaustion. In Study 2, the relative impact of two individual difference variables (i.e. time management and global self‐determination) on WIF and other mental health outcomes are examined, above and beyond the impact of the work environment factors. Task‐related stressors remainean important predictor of WIF and global self‐determination accounts for additional variance in this outcome variable.

Theoretical and practical implications that may guide future theory and research in this domain are discussed.

Findings from both studies provide insight as to potential sources, namely work environment factors and individual difference variables, which may accentuate or mitigate the degree of WIF.

To examine the relative power of four dispositional, self‐evaluation traits (adaptive and maladaptive perfectionism, generalized self‐efficacy, and general self‐esteem) versus three situational factors (organizational time demands, potential negative career consequences, and managerial support) in predicting work interference with home (WIH) and home interference with work (HIW).

A survey was conducted among 223 UK public sector employees. Hierarchical multiple regression analysis tested main effects of personality and situational characteristics on WIH and HIW. A usefulness analysis determined whether dispositional or situational variables had greater predictive power for the two dependent variables.

Significant, negative main effects of adaptive perfectionism on HIW, and of self‐esteem on WIH. Positive relationships were found between maladaptive perfectionism and both WIH and HIW. Situational factors were also significant predictors of WHI: organizational time demands were positively associated with WIH, while managerial support had a negative relationship with WIH. Dispositional variables accounted for 15 per cent of variance in HIW, but only 4 per cent of variance in WIH.

The cross‐sectional design of the study does not permit firm conclusions regarding causality, and the results may be influenced by common method bias.

Raising awareness of the role of personality in work‐home interference may assist managers in providing more effective support to employees. The danger exists that policy‐makers will dismiss HIW as an individual responsibility due to the influence of dispositional factors.

This study indicates that self‐evaluation personality characteristics play a key role in predicting HIW, and are more important than traditionally investigated factors associated with the home and workplace environments.