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The current longitudinal study investigated the within- and between-person variance in work-to-family conflict and family-to-work conflict among working mothers over time. It also examined the effects of a nonstandard work schedule and relationship quality on work-to-family conflict and family-to-work conflict using bioecological theory. Results of multilevel modeling analyses showed that there was significant within- and between-person variance in work-to-family conflict and family-to-work conflict. The linear and quadratic terms were significantly related to family-to-work conflict, whereas the quadratic term was significantly associated with work-to-family conflict. There was also a positive relationship between a nonstandard work schedule and work-to-family conflict, whereas relationship quality was negatively associated with family-to-work conflict. Future studies should consider diversity among working mothers to adequately predict work–family conflict. The current study provides important implications for employers to consider, concerning within-and between-person differences among working mothers, which could in turn allow for accommodations and help to decrease work–family conflict.

Innovative behavior is a microfoundation of an organization’s innovation. Knowledge workers are the main creators of innovations. With the boundaries between work and family becoming increasingly ambiguous, the purpose of this study is to explore how the work–family conflict affects knowledge workers’ innovative behavior and when such a conflict arises.

To test the theoretical model, this study collected data from a time-lagged matched sample of 214 dual-career couples. The data were analyzed with the bias-corrected bootstrapping method.

The results of this study showed that work-to-family conflict had not only a direct negative effect on knowledge workers’ innovative behavior but also an indirect effect through spouses’ within-family emotional exhaustion and knowledge workers’ family-to-work conflict. If wives’ gender role perceptions are traditional, then the indirect serial mediating effect is weakened, but if such perceptions are egalitarian, then the mentioned effect is aggravated.

In terms of organizational implications, managers could alter their approach by reducing detrimental factors such as work–family conflict to improve knowledge workers’ innovative behavior. Emotional assistance programs for both knowledge workers and their spouses can be used to prevent the detrimental effect of work–family conflict on innovative behavior. As to social implications, placing dual-career couples into a community of likeminded individuals and promoting their agreement on gender role identity will greatly reduce the negative effects of work–family conflict.

Starting from the perspective of the behavior outcome of knowledge management, this study advances the existing knowledge management literature by enriching the antecedents of knowledge workers’ innovative behavior, illuminating a spillover–crossover–spillover effect of work–family conflict on knowledge workers’ innovative behavior and identifying the boundary condition of this transmission process.

This study aims to investigate the relationship of work‐family conflict (work‐to‐family conflict and family‐to‐work conflict) with job and family satisfaction among police personnel. Moreover, this study focuses on exploring the moderating effect of social support from co‐workers on the relationship of work‐family conflict dimensions with job and family satisfaction.

This study is quantitative in nature. The data for the present study were collected from a total of 148 police personnel based in India.

The results of the study indicate that work‐to‐family and family‐to‐work conflict are negatively correlated with job satisfaction. Moreover, social support from co‐workers is observed to significantly moderate the relationship of work‐to‐family and family‐to‐work conflict with family satisfaction.

The research has a few limitations like cross‐sectional nature of the study, use of self‐reported measures for data collection, and use of homogenous sample in the study.

This paper provides valuable insights into understanding the work‐family conflict among police personnel. A few measures are suggested that higher authorities in the police department can adopt to minimize the work‐family conflict, which can lead to better work‐life balance among police personnel.

This study explores the phenomenon of work‐family conflict and its effect on job and family satisfaction among police personnel in India. The Indian police system is unique in many ways; like, police personnel face high political interference in their day‐to‐day functioning, face very high job demands, work and live in unhygienic conditions, and receive very little support from higher authorities. These atypical working and living conditions of police personnel make it interesting and informative to understand their work and family life, and how and to what extent their life is influenced by the support from co‐workers.

The purpose of this paper is to demonstrate systematic application of grounded theory to understand antecedents, moderators and consequences of family-to-work enrichment in India. The paper throws light on the key tenets of grounded theory research and explains its use as a rigorous method for management research.

“Paradigm model” of grounded theory was used for data analysis. Data were collected through in-depth interviews of 24, middle managers in India. Interviewees were from various industries like IT, software, insurance, banking, telecom, media, consulting and fast moving consumer goods.

This study identifies family resources as an antecedent of family-to-work enrichment. Community resources and work-role salience facilitate positive relation between family resources and family-to-work enrichment. Further, psychological capital has been identified as a consequence. Strategies adopted by the professionals to enhance their family-to-work enrichment have also been explored.

This study provides a holistic understanding of family-to-work enrichment, an under researched phenomenon by exploring relation between work, family and community resources.

The integration of three domains, i.e. work, family and community provide insights to managers and policy makers about the importance of family and community in the organizations.

This study fulfills the need to explore positive side of work-family interface especially, in emerging economies like India. Moreover, it is the first attempt to study the work-family-community interface from a grounded theory approach in the Indian context and probably one of the first few in the literature.

The purpose of this paper is to assess the effects of various workplace characteristics on work-family conflict among dual-career couples in India.

Primary data based on 393 employees belonging to dual-career couples were analyzed. Using multiple regression analysis, the study has attempted to find out the effects of workplace characteristics on work-family conflict in dual-career couples.

The findings indicate that not all workplace characteristics effect work-family conflict in dual-career couples. Out of 13 characteristics, 8 workplace characteristics, namely, development and flexibility, co-worker support, supervisory support, job competence, self-employee control, practicing overtime, flexibility and discrimination, are found to have significant effects on work-family conflict in dual-career couples.

As this study is limited to the dual-career couples employed mainly in organizations operating in India, these results may not be generalized to other areas such as traditional career couples, self-employed member of couples and in other national contexts.

It would be beneficial for organizations to understand and implicate that adoption of certain workplace characteristics provide appropriate choices, freedom and environment for dual-career employees, which further encourage them to build effective amalgamation of work and family roles suiting their individual circumstances.

This study is an important and almost first study on dual-career couples in India on such issues. As a very scant number of researches have examined the impact of workplace characteristics on work-family conflict on such extensive basis, it definitely contributes to HR literature.

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.

This study introduced a focus on work flexibility-worry and intended to test whether work flexibility-worry would weaken the strengthening power of work flexibility-willingness on the relationship between work flexibility-ability and work–family conflict from the perspective of person–situation interaction.

Participants were 924 employees recruited by the snowballing technique. They completed questionnaires about demographics and work flexibility. Multivariate stepwise regression was used to analyze the collected data.

Results showed that work flexibility-ability can reduce work-to-family conflict. However, this effect is most pronounced only among individuals with a high work flexibility-willingness who simultaneously experience low work flexibility-worry.

For organizations that want to provide work flexibility benefits to employees, they should not only pay attention to employees' personal preference for work flexibility but also create a climate in which all employees are allowed to use the flexibility supply without criticism from coworkers and without impacting organizational evaluations, which can benefit employees' functioning in both their work and family roles.

This study clarified the joint role of willingness and worry in predicting the extent to which work flexibility-ability reduces work–family conflict, which helps organizations to better understand the conditions under which work flexibility can better reduce work–family conflict.

The purpose of this paper is to examine work-to-family conflict and family-to-work conflict, taking into account generational cohort and life cycle stage differences.

Survey participants (428 employed individuals with families) represented different generations and life cycles. Key variables were work/family characteristics and centrality, work-family and family-work conflict, and age.

Generational differences in both directions were found. Gen X-ers reported the most work-family conflict, followed by Millennials and then Baby Boomers. Baby Boomers exhibited family-work conflict the most, followed by Gen X-ers, and then Millennials, a surprising finding given generational stereotypes. Some of these differences remained after controlling for children in the household (based on life cycle stage theory) and age. Millennials were highest in work centrality, whereas Baby Boomers were highest in family centrality. Employees with children ages 13-18 reported the most work-family conflict, and employees with children under the age of six reported the most family-work conflict.

This study found that generation and children in the household make a difference in work-family conflict, but it did not support some of the common generational stereotypes. Future studies should use a time-lag technique to study generational differences. To reduce work-family conflict, it is important to consider its directionality, which varies across generations and life cycle stages.

This informs organizations on how to tailor interventions to help employees balance work/life demands.

This study is the first to simultaneously examine both generation and life cycle stage (children in the household) in regard to work-family conflict.

The purpose of this paper is to assess the relative influence of personality (locus of control) and situational control (job autonomy) on the experience of work‐to‐family conflict (WFC), family‐to‐work conflict (FWC), and positive work‐family spillover (PS).

Using data from the 2002 National Study of the Changing Workforce (n=3,504) and from O*Net, an independent database of occupational characteristic ratings, regression analysis was used to test direct effects, relative weights analysis was used to determine the relative influence of locus of control and job autonomy on work‐family outcomes, and mediation analysis was used to examine the mediating influence of perceived job autonomy.

Dispositional control (i.e. internal locus of control) was more strongly associated with the outcome variables than was situational control (i.e. objective job autonomy). As expected, internal locus of control was negatively related to WFC and FWC, and positively related to PS. Job autonomy, however, was unexpectedly related to higher levels of FWC and was unrelated to WFC and PS. Relative weights analysis revealed that situational vs dispositional control were differentially related to the outcome variables. Perceived job autonomy mediated the relationship between locus of control and WFC and PS.

The correlational design prevents conclusions about causality.

Knowing that both personality and job autonomy are important in understanding work‐family outcomes enables managers to intervene appropriately.

This study increases our understanding of the role of personality in relation to work‐family outcomes. In addition, it used a novel technique to partial the effects of situational and dispositional control, and used an objective measure of job autonomy.

The purpose of this paper is to explore the perception of the work‐family interface in an expatriation context. Furthermore, potential antecedents of work‐family enrichment and work‐family conflict in the work as well as in the family domain are identified and potential gender differences in perceptions sought.

An exploratory approach was adopted. The authors conducted in‐depth interviews with 15 expatriates and repatriates that were analysed using content analysis.

Work‐to‐family conflict was perceived as a time‐based conflict, whereas family‐to‐work conflict was perceived as an energy‐based conflict. Work‐family enrichment (i.e. work‐to‐family; family‐to‐work) was perceived as a transfer of skills and mood. Furthermore, at least in an expatriation context, the work‐family interface is reflected in more reciprocal influences than are currently presented in existing concepts. In total, four potential antecedents of work‐family interaction were identified: social support at work; development opportunities at work; family social support; and family adjustment. Finally, gender differences in the perception of the work‐family interface could be revealed.

First, the interviews were analysed solely by one person; consequently, inter‐rater‐reliability could not be tested. Second, a direct relationship between each potential antecedent and work‐family interaction can only be hypothesized.

The findings enable companies to implement support strategies that foster a positive interaction between the work and the family domain which, in turn, will enhance expatriation success.

The study provides one of the first exploratory examinations of the perception of the complete work‐family interface in an expatriation context. Furthermore, this is one of the few studies that include female and male international assignees in the sample and therefore can give a balanced perspective of the work‐family interface among male and female assignees.