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The purpose of this paper is to analyze female expatriates' work‐life conflicts and enrichments which take place during the international assignment.

A total of 20 interviews were carried out with female expatriates. The interview data were content analyzed.

The findings indicate that females have experiences of conflicts but also enrichment during international assignments. Both aspects – the effect of the personal life on the working life and vice versa – are shown to be important for females. Life and career stages appear to be integral to these experiences. This study utilizes four metaphors – airport, seesaw, stage, and harbor – as main headings to represent female expatriates' experiences in balancing work and their personal lives.

This study expands our understanding of the experiences of female expatriates from the work‐life balance perspective and contributes by analyzing both the work‐life conflicts as well as the enrichment which takes place, broadening the view of private life to include aspects other than the family.

This study examines the relationship of organization-based self-esteem (OBSE) to work-life conflict and enrichment. It considers whether work engagement mediates this relationship and whether organizational support moderates the relationship.

Data were collected from surveys completed by 271 academic life scientists and an MTurk sample of 197 full-time employees.

Overall, OBSE is significantly associated with work-life conflict and work-life enrichment, although the relationships between OBSE and life-work conflict and life-work enrichment were not significant for the academic scientist sample. Work engagement mediated the relationship between OBSE and work-life conflict and enrichment to varying extents. Organizational support moderated the relationship between OBSE and life-work conflict.

The research extends the literature on work-life and life-work conflict and enrichment through demonstrating how personal resources at work, specifically OBSE and work engagement, impact the work-life interactions. It also extends the JD-R theory to show how personal resources may operate sequentially and whether organizational resources may interact with personal resources. Limitations include the lack of longitudinal data and the specific characteristics of the sample.

The results suggest that organizations should institute human resources practices that increase an individual’s OBSE because it is negatively associated with work-life conflict and positively associated with work-life enrichment.

Our research expands the limited study of how personal resources affect work-life conflict and enrichment. In particular, we look at previously unstudied but still important relationships of OBSE with work-life conflict and enrichment and whether work engagement mediates and organizational support moderates this relationship.

The purpose of this paper is to examine the effect of superior support, in the presence of a range of work role stressors, on both conflict and enrichment aspects of work-life interface simultaneously. The paper frames the research narrative of superior support by contextualizing it within superior’s dichotomous and opposing roles of organizational performance driver and support provider.

Survey data was collected from Malaysian work adults. Drawing on a sample of 1,051 cases, structural equation modeling technique is used to examine the effect of superior support, with the presence of work role stressors, on individuals’ work-life experience. Three alternate models are compared: superior support as moderator of stressors-strain relationship; both superior support and work stressors as direct antecedents of work-life experience; and superior support as indirect antecedent (mediated by work role stressors) of work-life experience.

Findings evidence the favorable model of superior support as indirect antecedent (mediated by work role stressors) of work-life experience. In addition, superior support has significant impact on work role ambiguity and work-life enrichment, however, its effect on work role conflict, work role overload and work-life conflict is not significant. Findings of the study also demonstrate the distinct effect of work role stressors on work-life experience in terms of direction and strength of impact.

While superior support promotes greater work-life enrichment, its effect on work-life conflict is limited. Therefore, instead of superior support, employers have to identify alternate resources to assist employees to deal with conflict and interference of work-life interface. Distinctiveness of various work role stressors and interaction between these work role stressors offer practical implications to employer that all stressors at workplace should not be treated as identical and common to each other. Distinct effort should be taken to address different forms of work role stressors so that work-life conflict (resource depletion) can be minimized while work-life enrichment (resource gaining) can be enhanced.

The research investigates superior support in relation to work stressor and work-life experience by scrutinizing the role of supervisors from the vantage point of supervisors as performance drivers as well as support providers. This provides a balanced narrative as compared to previous research focussing solely on either the support perspective or the employee effort extraction perspective. In its execution, the research incorporates enrichment aspect of work-life experience, in addition to the conflict and negative effect. Drawing on the Conservation of Resources Theory, the study teases out important implication for employers and researchers to show that superior support and work role stressors come together to shape individuals’ work-life experience by depleting resources (work-life conflict) and gaining resources (work-life enrichment) simultaneously, as well as drawing out the dilemma of supervisors as performance drivers and support providers at the same time.

The purpose of this paper is to examine the relationship of schedule flexibility with performance and satisfaction in the work and family domains, and whether these associations are mediated by the work‐family interface. Possible gender differences in the putative benefits of schedule flexibility are also to be explored.

Using a sample of 607 full‐time employees in either schedule flexibility or traditional working arrangements the authors tested a moderated‐mediation model. Regression was used to test the mediation of work‐family and the moderation of gender to the schedule flexibility to work‐family path.

Both work‐to‐family conflict and work‐to‐family enrichment are mediating mechanisms in the relationship of schedule flexibility with outcomes. More specifically, full mediation was found for job satisfaction and family performance for both enrichment and conflict while partial mediation was found for family satisfaction with enrichment only and mediation was not supported for job performance. Finally, gender moderated the schedule flexibility to work‐family conflict relationship such that women benefited more from flexible working arrangements than men.

The paper adds value by examining a mediation mechanism in the schedule flexibility with the outcome relationship of the work‐family interface. It also adds value by including work‐family enrichment which is a key variable but has little research. Finally, it adds value by demonstrating that schedule flexibility plays a stronger role for women than men regarding the work‐family interface.

The purpose of this paper is to examine the role of work-family and family-work conflict and enrichment in predicting job satisfaction and its subsequent relation with turnover intentions in a transition country.

This study examined the role of work-family and family-work conflict and enrichment in predicting job satisfaction and its subsequent relation with turnover intentions in a transition country.

While work-family enrichment was significantly and positively related to job satisfaction, family-work enrichment was not. A similar pattern was observed for conflict, whereby only work-family conflict exhibited a positive relation to job satisfaction. Moreover, job satisfaction partially mediated the relationships between work-family interface and turnover intentions. The results revealed indirect effects of work-family enrichment and work-family conflict on turnover intentions.

This study is unique because it tested the relationships among the negative and positive sides of the work-family interface and job attitudes in a transition country in CEE, an underrepresented cultural context in the work-family literature. Furthermore, it tested the direct and indirect effects of work-family interface on turnover intentions. In addition, it provided evidence of the significance of same-domain effects and insignificance of cross-domain effects.

Athletic coaches are responsible for team relationships and a team's performance, yet many may leave the coaching profession or withdraw from team management because of work‐family issues. The purpose of this study is to use ecological theory as a guide to theorize on the relationships between work‐factors and work‐family outcomes for team leaders.

Participants were 601 college coaches. Using an online questionnaire, participants evaluated their supervisory support, autonomy in their job, and various work‐family factors. Specifically, the effects of the work‐factors of autonomy and supervisory support were examined on work‐family variables. Data were analyzed using structural equation modeling (SEM).

Confirmatory factor analysis results suggested that the fit for coaches and their work‐family interface is best explained by four work‐family dimensions – two directional conflict dimensions and two directional enrichment dimensions. Results suggest that supervisory support correlates with lower conflict and greater enrichment. Additionally, coaches reported that an autonomous workplace correlated with lower conflict and greater work enrichment with family.

Results suggest that it is beneficial to help the coach/team leader to improve fit, even though conflict is inevitable. Previously mentioned, and found throughout the results, was the effectiveness of the supervisor at alleviating conflict and amplifying enrichment.

A reason for the disparate number of women in team leadership positions has been family pressure. This research is expected to lay a foundation for future research on the beneficial aspects of multiple role participation.

This research builds on past work on the work‐family fit, which originally focused heavily on conflict, but has just recently started looking at the beneficial aspects of multiple role participation.

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 analyze the effect of a bundle of work–family policies on employee’s job satisfaction and (affective) organizational commitment, by using work–family enrichment and conflict as explanatory.

Empirical study is conducted with a sample of 322 employees from 30 Spanish firms that have been granted with the “Flexible Firm Award” or have been certified as “Family Responsible Firms.” Structural equation modeling is used to test hypotheses.

The results show that the higher the use of work–family policies the more positive effects on work–family enrichment and conflict, and that job satisfaction is positively related to (effective) organizational commitment.

This is a cross-sectional study which may limit the establishment of causal relationships.

Work–family policies may constitute a relevant management tool to balance work and family life by making employees more interested in their jobs, enhancing their well-being and reducing the conflicts between work and family domains. The positive role of work–family enrichment contributes to enhance employees’ job satisfaction and, at the same time, to increase their organizational commitment. Managers should pay attention at how work–family policies are justified because they may influence differently on their outcomes on satisfaction and commitment.

There are two main original contributions of the paper. First, the authors study the joint effect of work–family policies on different dimensions of enrichment and conflict. Second, the authors analyze the relationship between different dimensions of enrichment and conflict on job satisfaction and organizational commitment.

The purpose of this paper is to investigate the relationship of flexible and permeable boundary management with both life domain conflict and life domain enrichment among expatriate workers.

This study utilizes a sample of 199 expatriates working in a higher education context, and analyses survey data with hierarchical regression analysis and cluster analysis.

Relationships between the permeability and the flexibility of life domains, and work-private life conflict, private life-work conflict, and work-private life enrichment were found. However, no significant results were obtained for the relationship between boundary management and private life-work enrichment. Two clusters of boundary management used by expatriates are described.

Due to cross-sectional data, causal influences cannot be determined with confidence.

The findings underscore the need to consider the role-related stakeholders of expatriates, especially in the private life domain. Implications for the support of expatriates based on the boundary management clusters are discussed.

This is the first study analysing boundary management distinguishing between flexibility and permeability in an expatriate context.

The purpose of this paper is to provide a review of the predominant theoretical frameworks used to describe the interaction between work and family roles and present an integrative model of work‐family enrichment. The goal is to better understand the psychological processes underlying work‐family enrichment and to identify ways in which work‐family enrichment can be increased. A conceptual and testable model depicting the direct and indirect relationships involved in work‐family enrichment is provided.

A review of past theories describing the work‐family interface is provided, followed by the presentation of a theoretical and testable model depicting the relationships between work‐family enrichment and need theory.

It is suggested that the basic needs of competence, autonomy, and relatedness are presented as important psychological benefits that directly impact affect within a domain and indirectly influence work‐family enrichment and quality of life.

This paper suggests several future directions that researchers can undertake to advance the understanding of positive linkages between work and family. These future directions include: testing the propositions related to need theory through a daily study approach, examining organizational and personal antecedents and consequences associated with work‐family enrichment, and testing the aspects of the presented model to further the new area of research, integrating work‐family enrichment and need theory.

This paper highlights several practical recommendations for individuals and organizations. These include: the need to focus beyond work‐family conflict towards work‐family enrichment, incorporating basic psychological need fulfillment into employees' developmental goals, and for employees to seek psychological benefits to buffer any costs within a role when trying to balance work and family.

This paper addresses several gaps in the previous work‐family literature including: the primary focus on the negative interaction between work and family; the lack of theoretical exploration into how and why multiple roles can lead to work‐family enrichment; and specifically, the integration of need theory as an explanation for work‐family enrichment.