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An important theme for a twenty-first century employee is a desire for work and family balance which is devoid of conflict. Drawing on detailed empirical research, the purpose of this paper is to examine the multi-faceted causes and consequences of work-family conflict (WFC) in a non-Western context (Nigeria).

The paper uses qualitative data gleaned from the semi-structured interviews of 88 employees (44 university lecturers and 44 medical doctors) in cities in the six geo-political zones of Nigeria.

The findings showed that work pressure, heavy familial duties, poor infrastructural facilities, and a lack of suitable and practicable work-family balance policies are the main causes of WFC in Nigeria. Juvenile delinquencies, broken marriages/families, and an unhappy workforce are among the grave consequences of WFC among Nigerian employees.

This paper suggests that the availability of basic infrastructural facilities, more governmental support, practicable work-family policies, inter alia, will reduce the level of WFC for Nigerian employees and will also results in positive spill-over from the work domain to the family domain and vice-versa.

Changing work/family dynamics and economic developments have made it more likely that an employee might work with a family member or spouse. Such working relationships offer a unique perspective by which to understand the work/family interface; however, relatively little research has explored the implications of working with family for employee stress and well-being. In this chapter, we review the existing research concerning stress associated with working with family. We integrate this research into broader demand/resource perspectives on employee stress and well-being, highlighting the manner in which working with family provides unique demands and resources through differences in work–family linking mechanisms. We conclude with suggestions for future research that might enhance our understanding of the work/family interface by considering the dynamics of working with family.

The purpose of this paper is to explore how internal auditors’ (IAs) roles have changed because of the diffusion of neoliberal ideologies in the Ukrainian public sector.

A qualitative methodological approach was applied. Data were collected from 29 semi-structured interviews with public sector auditors in Ukraine’s central government; secondary data analysis was also performed.

IAs’ role in Ukraine’s central government has changed significantly, with reforms attempting to move to performance auditing. Consequently, Ukrainian central government IAs appeared in the multi-expectation situation, due to the division of the role senders into two different areas. On one hand, IAs are expected to perform new roles set by the Ministry of Finance of Ukraine, while their traditional role as “watchdogs” is still expected by managers (heads of institutions). Diverging expectations resulted in the role conflict that impedes the change in IAs’ role and performance auditing introduction in the Ukrainian central government. Moreover, we identify factors that motivate IAs to prioritise managers’ expectations, while trying to cope with the existing role conflict in Ukraine’s central government.

This study makes a threefold contribution by enriching the understanding of auditors’ roles, role conflicts that public sector auditors may experience and factors that influence how auditors cope with such conflicts, through the lenses of role theory; exploring the change in roles with the emergence of performance auditing; and shedding light on public sector auditing in the less explored context of a post-Soviet country.

This study investigated the crossover of work–family conflict (WFC) from supervisors to subordinates employed in conventional work settings. The authors hypothesized that the supervisor’s WFC would impact the subordinate’s level of WFC, and the level of crossover would vary with relationship quality or LMX.

The authors surveyed a matched set of 150 supervisors and 193 subordinates from several services organizations who were recruited using a snowballing technique. Data were analysed using hierarchical regression analyses and moderation testing.

Results confirmed a significant direct crossover path. Further, the crossover was found to be lowered in the event of higher LMX quality.

The findings provide significant insights into the conditions under which transmission of WFC takes place by broadening crossover research in the work–family area. Future studies must explore the crossover of work–family enrichment and the role of leadership styles, empathy and perspective taking of subordinates in the crossover.

Supervisors must endeavour to reduce the level of WFC of subordinates by trying to build high-quality LMX by regularly interacting with them and by providing them a supportive climate. Employees in turn must support supervisors in various means, which will help them gaining manager’s trust and support.

Examination of the potential mitigating effect of high-quality LMX in the crossover of WFC in supervisor–subordinate dyads has rarely been investigated in the past.

The paper aims to address a topic that has not been systematically studied in the organisational citizenship behaviour (OCB), performance appraisal and rewards literature. Specifically, this paper seeks to examine the potential effects of rewarding OCBs by explicitly incorporating them into performance appraisal and reward systems.

A review of relevant theory and literature is provided and propositions concerning the possible effects of assessing and rewarding OCBs are offered.

The findings show that there are potential advantages and disadvantages of formally incorporating OCBs into performance appraisal systems and that it seems likely that more organisations will move toward formally measuring and rewarding OCBs.

While most research indicates that OCBs are associated with positive outcomes, this paper also addresses potential negative consequences of formally evaluating and rewarding OCB.

It has been observed that “the libraries of colleges and universities are changing faster than their respective parent institutions. Essentially everything in and around the library is changing: services, technologies, organizational constructs, ownership and access policies, values and most of the rest” (Riggs, 1997). Invariably this intensity of change will cause conflict on different scales and levels and have serious implications for Library and Information Services. Between 1996 and 1998 the eLib IMPEL2 (Impact on People of Electronic Libraries) project was able to monitor how this conflict was being manifested. Using literature from both the management and librarianship disciplines, the general concepts of conflict are discussed, focusing on causes of conflict, positive and negative impacts and different conflict handling techniques. There is an overview concerning how the theories and ideas on conflict drawn from the management discipline apply within an academic library context. After outlining the background to the IMPEL2 eLib project, examples of conflict found in academic libraries are illustrated using data collected. In February 1999 examples of conflict were reviewed at a study day for librarians who identified causes and possible conflict management strategies. These are also presented.

The growing importance of the service sector in almost every economy in the world has created a significant amount of interest in service operations. In practice, many service sectors have sought and made use of various enhancement programs to improve their operations and performance in an attempt to hold competitive success. As most researchers recognize, service operations link with customers. The customers as participants act in the service operations system driven by the goal of sufficing his/her added values. This is one of the distinctive features of service production and consumption. In the paper, first, we propose the idea of service operations improvement by mapping objectively the service experience of customers from the view of customer journey. Second, a portraying scheme of service experience of customers based on the IDEF3 technique is proposed, and last, some implications on service operations improvement are given.

The purpose of this paper is to focus on the issue and the reasons why fertility patterns in many industrialized and post-industrialized societies decline so rapidly, primarily in newly industrialized countries, particularly in East Asia, and especially after the countries have adopted the capitalist and market economy as the preferred approach to improve the lives of their population.

The authors discuss gender equality and the relationship between fertility and female labor force participation in industrialized and post-industrialized countries, in the context of role incompatibility, mainly for women and the level of the strength and rigidity of family- and gender-role norms/attitudes that affect the behaviors of men and women.

The existing family-related policies and programs which have reduced the role conflict and incompatibility experienced by working mothers are reviewed and discussed under national orientations toward the resolution of work–family conflict since they could affect the relevance, acceptance, significance and effectiveness of policies being developed and approved to carry on under institutional context within a nation.

Specific strategies and policies to reduce role incompatibility and childcare arrangements and their costs are discussed, especially for East Asian nations.

The purpose of this paper is to explore the concept of customer discomfort in service settings when employees and customers who share social incompatibilities, stemming from war, nationalism, religious differences or terrorism, work together in service settings.

The authors engage in triangulation research to understand how Israeli Arabs and Jews experience comfort/discomfort in services. Study 1 uses an experimental design to show how comfort differs when Israeli Jews work with Arabs and Jews in three different service settings. Study 2 employs survey methodology to explore how comfort differs among Israeli Arabs when they work with either an Arab or a Jewish employee. Study 3 uses grounded theory methodology to provide a theoretical framework that explains reasons for customer discomfort occurrence between Israel’s Arabs and Jews, its impact on customers’ attitudes and behaviors and suggestions for increasing comfort.

Israeli Arabs and Jews express various feelings of discomfort when working with each other, and Druze, in service settings. Israeli Jews express higher levels of discomfort when working with Arabs than vice versa, while Israeli Arabs express discomfort when working with Druze employees. Five strategies for increasing customer comfort are defined and developed.

Social incompatibilities prevent many consumers and employees from experiencing comfort during service exchanges; however, managers can alleviate some of the factors that exacerbate customer discomfort.

Managers need to realize that customer discomfort leads to place avoidance and thus should implement strategies to assuage it.

Unabated service situations that result in customer discomfort may lead to customer ill-being, including fear.

This study is the first to explore customer discomfort due to social incompatibilities in depth.

The purpose of this paper is to examine the relationship among fertility, female education and female labour participation in ASEAN-7 countries: Malaysia, Indonesia, Brunei, Myanmar, the Philippines, Vietnam and Thailand, between 1990 and 2015. The choice of these countries is informed by their economic, social and political importance in the ASEAN Bloc; while Indonesia boasts of the largest population in ASEAN, Brunei and Malaysia boast of relatively advanced economies, in GDP terms.

Pesaran’s test of panel unit root in the presence of cross-sectional dependence was employed to test for the stationarity properties of the series. The dynamic long-run coefficients of the variables were examined using the pooled mean group, common correlated effect and dynamic OLS techniques, while the Granger causality test was used to estimate the direction of causality among the variables.

The findings indicate that there is both negative and positive relationship between fertility and labour force participation, with causality running from labour force participation through fertility – on the one hand, and between education and labour force participation, with no causality between the two – on the other hand.

The study, therefore, upholds the role incompatibility and societal response hypothesis, as well as human capital and opportunity cost theories.

The appropriate policies are those that gear the countries’ fertility decisions towards the societal response hypothesis in order to enhance human capital development and increase productivity. This implies that the governments of ASEAN-7 countries should ease hindrances on a balanced combination of family-care and workforce participation on married women in view of the gender-wage gap created by female work apathy, which largely reduces domestic productivities. Appropriate policies in this direction include rising availability and affordability of childcare facilities, incentives for women higher education, attitudinal changes towards job-participating mothers, as well as legislated paid parental leaves which have balanced the, hitherto, incompatibility between work and childbearing.

Except for Abdullah et al. (2013), the authors have no knowledge of other authors who have worked on this relationship in the chosen ASEAN countries. This study is, however, an improvement upon that of Abdullah et al. (2013) in different ways, one of which is that it considers seven ASEAN countries, thus making the results more valid representation of the ASEAN Bloc. Furthermore, the Pesaran (2007) technique of unit root testing has not been found in any recent literature on the subject-matter. This technique, being a second-generation test, tests variable unit root in the presence of cross-sectional dependence.