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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.

Past studies on housework and marital studies seldom considered the possible endogeneity between these two factors. This chapter analyses data of the Women’s Status Survey 2010 to investigate the association between satisfaction with family status and housework participation in dual-earner married couples in China. The authors examine the association by ordinary least squares (OLS) regression models and structural equation models (SEM), taking into account of time constraints, economic resources and other demographic characteristics. Results suggest that both men and women are less satisfied with their family status if they share more housework than their partners, after controlling for household income, relative economic contribution, educational qualifications and other factors. Moreover, relative housework contribution is associated more consistently and significantly with satisfaction with family status than absolute housework time. In SEM, the authors include a correlated error term between housework time and satisfaction in the models to take endogeneity between these factors into account. For both urban men and women, relative contribution of housework, but not absolute time of housework, is still negatively associated with family status satisfaction.

This study explores the effects of parents' attending status and alcohol consumption (scenario based) on their feelings of happiness, relaxation, family cohesion and family satisfaction.

This study uses a 2 (attending status: with a child or without a child) X 3 (alcohol consumption: water, a cup of beer or four cups of beers) between-subjects experimental design on an art festival and employs relational cohesion theory while spillover theory.

The results reveal (1) significant differences between parents' attending status on happiness and relaxation; (2) significant differences between alcohol consumption on happiness, family cohesion, and family satisfaction and (3) happiness significantly mediates the effect of parents' alcohol consumption on family cohesion and family satisfaction.

Attending art festivals provides families with a chance to consolidate family relationships. Art festival planners could promote the festival through enhancing participants' family cohesion and satisfaction through potential family leisure activities.

Events are an emerging topic in the hospitality and tourism discipline in recent years. Social impacts, especially family-related outcomes, on art festivals are barely examined. Additionally, while alcohol consumption is common in festivals, the influence of alcohol consumption on the attendees' emotions and behaviors is under-researched.

The present study aims to investigate the predictive effect of work‐family conflict and work‐family facilitation on job satisfaction in the Korean hotel industry. In addition, this study seeks to examine if there is a significant effect of job satisfaction on job performance.

The data were obtained from full‐time frontline staff in ten five‐star hotels in Seoul. Confirmatory factor analysis and path analysis through AMOS 4.0 were performed to demonstrate relationships among variables. In addition, frequent analysis to investigate sample characteristics and correlation analysis to determine relationships between each of the two constructs were conducted using SPSS 10.0.

The results show that job satisfaction may be improved by limiting “work to family conflicts” and evaluating the nature of “facilitation from family to work”. An additional finding is that job satisfaction may enhance job performance. Unexpectedly, “family to work conflict” significantly and positively relates to job satisfaction in the workplace.

It would be desirable for future research to study these issues via extending the sample to various categories of employment, and not only hotels but also different areas of the tourism and hospitality industry. Longitudinal research that allows social researchers and hotel organizations to understand employees better in specific industrial situations would be beneficial to understand fully the relationship of work‐family interface to job outcomes more completely.

This study proposes that organizations invest more resources in flexible working schedules, regular working hours, family‐friendly programs, and additional useful benefits and support related to family.

This study offers useful guidelines for foreign hotel entrepreneurs entering the Korean market regarding how to improve job satisfaction and job performance in relation to work‐family interaction.

For more than a decade, efforts to integrate the two major perspectives of work–family studies, namely, work–family conflict and work–family enrichment have started advancing not only in western context but also in non-western contexts as well. However, both conflict and enrichment emerging from the family front have often been neglected in previous studies. The purpose of this paper is to test the integration of two major work–family perspectives, that is, work–family conflict and work–family enrichment in an Indian context.

The current study involves a multi-sectoral survey of sales employees belonging to manufacturing, information technology, fast-moving consumer goods, pharmaceuticals and financial services using standard scales. The sample consisted of 330 sales employees working in some of the major firms coming under these sectors. Structural equation modelling (SEM) using analysis of a moment structures was used to test the integrated model. In addition, multi-group SEM was used to test the impact of select demographic variables on the integrated model.

Results of SEM suggested that for sales employees in Indian organizations, work–family conflict follows a matching domain principle, whereas, work–family enrichment follows both matching and cross-domain principles. Further, it was found that marital status and annual salary emerge as moderators in the integrated model.

The present study confirmed that similar-domain relationships are stronger than cross-domain relationships, supporting findings from previous research with regard to work–family conflict. In addition, the results contradicted the studies conducted in western countries wherein the same domain effect is observed with respect to both types of enrichment, that is, work to family enrichment (WFE) and family to work enrichment (FWE). The present study confirms a similar and cross-domain relationship in the case of both types of enrichment. It means that both WFE and FWE have a positive impact on both jobs and family satisfaction.

Organizations so far have been trying ways to reduce stress to reduce work to family conflict. However, there is a need to incorporate policies that facilitate work–family enrichment. Such policies may focus more on support for both married and unmarried employees’ sales employees.

This study contributes to work–family literature by attempting to integrate both conflict and enrichment perspectives, which has rarely been done in the Indian context.

The purpose of this paper is to examine the pattern of work-family interface outcomes by empirically testing work-family conflict and facilitation bidirectional dimensions simultaneously in relation to domains-specific (job and family) and domain nonspecific (life) satisfactions. In addition, the indirect effects of work-family interface dimensions on life satisfaction (LS), mediated through both domain-specific satisfactions are also examined to understand which domain satisfaction elicits major impact on LS.

Structural equation modeling analysis was conducted on questionnaire data obtained from 212 fulltime journalists working in top ten dailies of Punjab, India. Parallel multiple mediated regression was used to estimate specific indirect effects caused by each of the two parallel mediators (job satisfaction (JS) and family satisfaction (FS)).

Results illustrate that both dimensions of work-family conflict strongly decreased satisfaction of an originating domain than satisfaction of the receiving domain while both dimensions of work-family facilitation increased satisfaction of both the domains on equal basis. Results further reveal that the effect of work-family conflict and facilitation dimensions on LS is indirect rather than direct. On comparison of specific indirect effects results demonstrate that only originating domain satisfaction act as a mediator to work-family conflict and LS relationship, while both JS and FS act as mediators to work-family facilitation and LS relationship.

Media organizations can offer interventions like family friendly policies, overtime pay, more autonomy, work rewards and skill variety, so that employees’ workplace resource reservoir can be strongly built up to meet future work and family demands. In this way, positive intrusion from work-to-family takes place, which leads to more JS and FS and in turn increased overall LS.

The study removes inconsistency regarding pattern of work-family conflict and facilitation outcomes by testing a comprehensive model that integrates originating domain, receiving-domain and domain-nonspecific outcomes.

This research investigates the relationship between inter‐domain conflict in the form of work‐family conflict and family‐work conflict with various facets of employee job satisfaction. The study was conducted among police personnel (n = 119) in a large southeastern state. Results indicate that work‐family conflict is significantly related to satisfaction with job in general, pay, supervision, promotion, work, and co‐workers. Family‐work conflict is not as consistently related to the facets of job satisfaction. In general, as expected, conflict between work‐family is more closely related to employee job satisfaction than conflict between family‐work. Managerial implications are included as well as directions for future theoretical research.

Building on the work-home resources model and the conservation of resources (COR) theory, this study proposes and explores a moderated mediation model on the effect of doctor's family incivility and burnout on doctor's job satisfaction as a function of psychological capital (PsyCap) at dual stages.

This study obtained data in two phases, using a time-lagged methodological design. The final sample comprised 324 emergency medicine doctors working in hospitals across India, and statistical analysis of the above-said relationships was carried out using PROCESS macro in SPSS 23.0.

Findings indicate strong evidence supporting the mediation effect of burnout, which means doctors facing family incivility at home experienced burnout at work, which influences doctors' job satisfaction. Also, the indirect effect of family incivility on job satisfaction through burnout gets attenuated at both stages when emergency physicians possess high PsyCap.

This study adds to the work-family literature by delving into the underlying mechanisms that link family incivility to various job outcomes. Despite procedural remedies, there remains a possibility of common method bias. Longitudinal research and validating the model across different samples are suggested.

This study expands the limited domain of knowledge on the work consequences of uncivil family behavior. This study is among the primary to empirically substantiate the long-term adverse consequences of family incivility as burnout. The implications of these findings for applications and applications' extension of the work-home resources model to the family domain are elaborated in detail.

Based on the job demands and resources (JD-R) model and conservation of resources (COR) theory, this paper aims to develop and test a model that examines the moderating role of daily remote work hours and the mediating role of work–family conflict on the effects of excessive workload and time pressure on life satisfaction due to mandatory remote work arrangements.

Hierarchical regression analysis was used to analyze data from 400 professionals working in the IT sector in Turkey. Scales developed by previous researchers were used to measure excessive workload, time pressure, work–family conflict and life satisfaction. While these four variables were measured with 19 statements, daily remote work hours were determined with a single question. The collected data were validated using confirmatory factor analysis, and the hypotheses were tested using structural equation modeling. Furthermore, the reliability and validity of the data were confirmed. Finally, PROCESS was applied to examine moderated mediation.

According to the analysis results obtained from the above sample data, daily remote work hours moderate the mediating role of work–family conflict in the relationships between (1) excessive workload and life satisfaction and (2) time pressure and life satisfaction. In other words, the findings show that job-related demands arising from workload, time pressure and remote work hours prevent employees from meeting their family obligations, thereby increasing work–family conflict and ultimately affecting life satisfaction.

The study can help employers, managers, human resource professionals, policymakers and researchers increase employees' life satisfaction due to the changes in job demands experienced by employees in companies that have transitioned to remote work practices. It can provide new approaches for dealing with dissatisfaction arising from work-related conflicts in Turkey's changing environment. The results can greatly facilitate the Turkish companies' efforts to create more innovative work arrangements and make an outstanding contribution to improving employee performance in Turkey's transition to remote work practices by focusing on reducing workload, time pressure and long working hours and creating employee-centered remote work models.

As per World Health Organization, the world will face frequent pandemic in the coming years, and thus organizations should be aware of remote work practices that will become widespread. This study provides a new perspective on the impact of employees' changing job demands on work–family conflict and life satisfaction during organizations' transition to new work arrangements in the face of the social crisis created by the COVID-19 pandemic. The study also contributes to closing the research gap between job demands, work–family conflict and life satisfaction.

The purpose of this study is to examine how two different types of heavy work investment – work engagement and workaholism – are related to family satisfaction as reported by employees and their intimate partner.

In total, 398 Japanese couples completed self-reported questionnaires including the model variables. One year later, participants reported again on their family satisfaction. Structural equation modelling analyses were used to test the hypotheses.

As hypothesized, work engagement was positively related to work-family facilitation, which, in turn, predicted own and partner's family satisfaction, also one year later. In contrast, workaholism showed a positive relationship with work-family conflict, and had an indirect negative effect on own and partner's family satisfaction. The structural relationships between the variables from husbands to wives were similar to those from wives to husbands.

The use of a non-experimental design does not allow for definitive conclusions regarding causality.

The findings contribute to the work-family interface literature by showing how experiences built up at work can have a positive or negative impact on one's partner's family satisfaction. The study highlights a growing need to promote work engagement and discourage workaholism within organizations since engagement has positive and workaholism has negative implications for employees' private life.

This study clearly shows the differences between two important work experiences – work engagement and workaholism. Using the spillover-crossover model, the study sheds a new light on the process through which employee work engagement and workaholism influence one's partner at home.