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This research aims to explore the relationship between work time demands, work time control and supervisor support in the Australian construction industry.

A survey was undertaken with waged and salaried construction workers in two construction organizations (n=261).

Work time demands were positively correlated with time‐ and strain‐based work interference with family life (WIF) but inversely correlated with time‐ and strain‐based family interference with work (FIW). Work‐family enrichment was inversely correlated with work time demands and positively correlated with both work time control and social support from one's supervisor. Respondents with high work time demands and low work time control (or low supervisor support) reported the highest levels of time‐ and strain‐based WIF. The lowest levels of WIF were reported by respondents in low work time demands and high work time control (or high supervisor support) jobs classifications. However, jobs high in both work time demands and work time control reported the highest levels of work‐to‐family enrichment.

The results suggest that work‐family conflict and work‐family enrichment should be treated as two distinct concepts in work‐family research and that the job demands‐control theory is helpful in explaining work‐family conflict but that alternative theories are needed to explain positive work‐family interactions.

The practical implication of the research is that reducing work time demands may be helpful in reducing work‐family conflict but that the provision of work domain resources is probably required to enable positive work‐family interactions.

Previous work‐family research has focused on job demands and resources separately, while the job strain literature has focused on the impact of job demands and the key resources of social support. The originality of this research is that it examines the extent to which different configurations of job demand and resource can explain experiences at the work‐family interface.

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.

Given the increasing global focus of many aspects of our society, researchers have taken significant steps in understanding the impact of culture on various psychological states. This review focuses on the stressor–strain relationships within the context of cross-cultural and cross-national studies. Using research findings from the United States as a baseline, we identify common and unique themes concerning the stressor–strain relationships between different countries, and clarify the differences between cross-national and cross-cultural studies. Furthermore, we consider cross-cultural and cross-national occupational stress research from an individual differences perspective. We encourage future studies to adopt this perspective and carefully consider the implications of cultural values on occupational stress research at the individual, group, and country levels.

The present study first explored the different dimensions of work–family conflict and job stress. It then evaluated the mediating role of time and strain-based work–family conflict on the relationship between role overload and psychological stress and role overload and physiological stress.

The study utilized a quantitative data collection approach through a questionnaire design. With the aid of the questionnaire, 308 samples were collected from the project-level staff of ten construction organizations in Sri Lanka. The collected data were analyzed using a structural equation modeling approach to address the research hypotheses.

Results supported the mediating role of work–family conflict on the relationship between role overload and job stress. Specifically, the time and strain-based work–family conflict combined partially mediated the effect of role overload on psychological stress. While strain-based work–family conflict fully mediated the effect of role overload on physiological stress. Hence, the organizations that seek employee well-being should focus on developing a conducive working environment with a focus on a reasonable workload for everyone. Besides, the management should give special consideration to working hours as it affects both the employees' stress levels and family life.

This study added the mediating role of time and strain-based work–family conflict to the previous empirical research on the relationship between role overload and job stress dimensions. Besides, this study discusses the different dimensions of work–family conflict and job stress, which is a less explored area in the construction literature.

The purpose of this study is to investigate the relationships between (1) employed parents' work–family conflict (WFC), (2) their children with disabilities' support needs, (3) their children's age, and (4) those parents' levels of school engagement.

Data were collected from 193 US parents of children with disabilities who completed a survey regarding work and family strain as well as school engagement. Descriptive statistical and correlational analyses were used, followed by moderated regression analysis.

Results indicate that higher levels of WFC have a negative impact on parents' school engagement. Similarly, children with disabilities' increased needs for parental support have a negative impact on school engagement. Moreover, the age of children with disabilities holds a moderating role in the relationship between support needs and school engagement.

Human resource managers can acquire information regarding employed parents of children with disabilities' increased support needs and formalize flexible policies leading to supportive workplace cultures. School personnel can instigate a range of options that facilitate parents' school engagement, such as maximizing use of technology via virtual meetings and activities.

These innovative findings contribute to theoretical underpinnings in work and family strain research as well as conservation of resources theory, given the lack of previous empirical work specific to children with disabilities and their employed parents.

The aim of this chapter is to investigate the context dependence of the implications of telework for work–family conflict. It examines whether and how the implications of telework for strain-based and time-based work–family conflict depend on work–family-supportive and high-demand workplace cultures. Based on a sample of 4,898 employees derived from a unique linked employer–employee study involving large organizations in different industries in Germany, multilevel fixed-effects regressions were estimated.

The results show that telework is associated with perceived higher levels of both time-based and strain-based work–family conflict, and that this is partly related to overtime work involved in telework. However, teleworkers experience higher levels of work–family conflict if they perceive their workplace culture to be highly demanding, and lower levels if supervisor work–family support is readily available.

Future research is required to investigate how the conclusions from this research vary between heterogonous employees and how work–family-supportive and high-demand workplace cultures interrelate in their implications on the use of telework for work–family conflict.

The findings show how important it is to implement telework in a way that not only accommodates employers’ interest in flexibilization, but that it also makes it possible to reconcile work with a family life that involves high levels of responsibility.

This is the first study which examines whether telework is either a resource that reduces or a demand that promotes work–family conflict by focusing on whether this depends on perceived workplace culture.

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.

This study builds on existing research to explore how transgender and non-binary people navigate complex terrain when it comes to strained and ambiguous relationships with families of origin. This chapter draws on 23 in-depth interviews with trans and non-binary adults (ages 19–41) to examine the ways that respondents navigated ambiguous and complex family relationships marked by mixed messages and contradictory behaviors from parents regarding their sexual and gender identities. I find that respondents engage in a range of strategies – correcting, conforming, and concealing – to bargain for belonging within families of origin through their work to preserve family ties. Beyond experiencing the emotional costs of ambiguous parental support, I find that some respondents also experience financial strain and inadequate housing, stemming from unstable, distressing relationships with their parents. This chapter demonstrates that ambiguous support from family and complex familial relationships may contribute to a cycle of precarity for trans and non-binary adults. Finally, I show that for respondents, connections to local queer and trans communities and supportive partnerships buffered the negative impacts of familial ambiguity. However, not all respondents had access to community support, intensifying their experiences of marginalization. This chapter contributes to the literature working to destabilize the support versus rejection binary used to characterize LGBTQ experiences and has implications for better understanding the pathways into poverty that trans and non-binary people experience.

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)

Considerable evidence suggests that although they overlap, entrepreneurial and employee stressors have different causal antecedents and outcomes. However, limited empirical data explain how entrepreneurial traits, work and life drive entrepreneurial stressors and create entrepreneurial strain (commonly called entrepreneurial stress). Drawing on the challenge-hindrance framework (CHF), this paper hypothesises the causal effect of hindrance stressors on entrepreneurial strain. Furthermore, the study posits that entrepreneurial stressors and the resultant strain affect entrepreneurial behaviour.

The study adopts an SEM-based machine-learning approach. Cross-lagged path models using SEM are used to analyse the data and train the machine-learning algorithm for cross-validation and generalisation. The sample consists of 415 entrepreneurs from three countries: India, Oman and United Arab Emirates. The entrepreneurs completed two self-report surveys over 12 months.

The results show that hindrances to personal and professional goal achievement, demand-capability gap and contradictions between aspiration and reality, primarily due to unique resource constraints, characterise entrepreneurial stressors leading to entrepreneurial strain. The study further asserts that entrepreneurial strain is a significant predictor of entrepreneurial behaviour, significantly affecting innovativeness behaviour. Finally, the finding suggests that psychological capital moderates the adverse impact of stressors on entrepreneurial strain over time.

This study contributes to the CHF by demonstrating the value of hindrance stressors in studying entrepreneurial strain and providing new insights into entrepreneurial coping. It argues that entrepreneurs cope effectively against hindrance stressors by utilising psychological capital. Furthermore, the study provides more evidence about the causal, reversed and reciprocal relationships between stressors and entrepreneurial strain through a cross-lagged analysis. This study is one of the first to evaluate the impact of entrepreneurial strain on entrepreneurial behaviour. Using a machine-learning approach is a new possibility for using machine learning for SEM and entrepreneurial strain.