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Work-family conflict is an important topic which had an evolution, starting from a static definition, where work and family domains were divided, to a more dynamic and complex balance. COVID-19 has influenced society and created a significant distress among families and working activity, and this topic has been characterised by a major interest, considering some old definitions where this balance was considered problematic but not as an enriching opportunity.

The authors used SCOPUS to find all records mentioning work-family conflict, by considering book, article and review, excluding conference paper and considering only records written in English language. After a duplicated and not pertinent record removal, the authors obtained a number of 675 records. The authors considered 437 records from SCOPUS to create a cluster map.

Using SCOPUS and VOSviewer the authors have clustered 5 different areas, which are regrouped in next clusters considering keywords with most co-occurrence and significancy: Work-life balance and burnout gender cluster job stress and performance social and family support job satisfaction.

Cluster map is origined only by SCOPUS database.

This work aims to find a state of art about this topic, creating hypothesis where this problem has been exacerbated by 2020 due to important society modifications created by COVID-19, where recent evolution of work-family balance has been complicated by papers which come back to consider this balance as problematic.

The purpose of this study is to examine gender and rural economic relations of the Nrobo of Southeastern Nigeria. Specifically, the study was designed to examine the subsistence strategies, gendered role patterns and gender gaps in economic relations of the Nrobo.

This study used ethnographic methods of participant observation – adopting chitchatting and semi-structured interviews. Also, focus group discussion (FGD) was used to cross-check the validity of data from the other instrument.

This study found among other things, that although there is still verbal expression of gendered roles division, it does not mirror what actually obtains in society, except bio-social roles. Ideological superiority of men reflects the patrilineal kinship arrangement of society. Theoretically, some of the hypotheses of gender inequality theory were disputed for lack of adequate explanation of gender and economic relations in an egalitarian-reflected society such as Nrobo.

This study, to the best of my knowledge, is the first attempt to ethnographically examine gender and economic relations among this group. As such it adds to the corpus of ethnographies on the Igbo of Southeastern Nigeria.

Self-employment is presented as enabling people to better balance their work and family roles but research on its effectiveness is equivocal. We collected survey data from 280 self- and organizationally-employed certified public accountants and conducted a multivariate analysis comparing positive spillover and conflict between the two groups.The self-employed reported less work-to-family conflict with no differences with respect to family-to-work conflict or positive spillovers. However, there were different patterns between male and female subsamples: self-employed males experienced less conflict and more positive spillover than male employees, whereas self-employed females had less of one form of conflict but more of the other.

Although there is a small body of empirical research on the working lives of managers, both the popular media and the academic literature tend to ignore the distinct ways that role identities such as age and gender intersect to create a complex work–life interface for diverse managers. This gap is especially surprising considering that managerial roles are defined by unique demands and expectations that likely intersect with the differential life course shifts experienced by men and women, which has the potential to create specific challenges across the work and life domains of managers. The current study aims to address this gap through an intersectional examination of the non-linear effects of age and gender on the work–life balance of managers.

Using a sample of 421 managers, the authors apply statistical tests of the incremental validity of non-linear interaction terms to examine the complex relationship between age, gender and work–life balance.

Results support a non-linear U-shaped main effect of age on leader work–life balance. This effect is moderated by gender, however, with a non-linear U-shaped effect of age on work–life balance being supported for male managers – with female managers displaying no effect of age on work–life balance.

Based on these findings, the authors highlight the need for increased availability of flexible schedules and employee empowerment for managers as well as general employees.

The current study offers one of the first tests of the intersection of age and gender on the work–family interface of managers.