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Examines the influence of family‐ and work‐specific determinants of multiple forms of family interference with work (FIW) and work interference with family (WIF) conflict. Using a Hong Kong university sample (including both academic and non‐academic staff), finds that parental demands and hours spent on household work were important determinants of FIW conflict and that role conflict, role overload, and hours spent on paid work influenced WIF conflict. Differential gender effects for FIW and WIF conflict support the traditional gender roles embedded in Confucian ethics. Moderating effects of spouse support, supervisor support and domestic support were also found, although the latter was opposite to the direction hypothesized. Implications for future researchers and managers are discussed.

The purpose of this paper is to investigate the relationship between work‐family conflict and its antecedent variables. The research's dependent variables include work interference with family (WIF) and family interference with work (FIW). Independent variables consist of work‐related (hours spent at work, role conflict, role ambiguity, supervisor support, and work shifts), family‐related (hours spent with family, marital status, spousal employment, number of children, and age of the youngest child), and demographic (gender, age, tenure, and education) variables.

In total, 333 operating room personnel in ten Iranian hospitals completed a survey questionnaire, which consisted of 38 questions administered to participants in the workplace.

Analysis of data revealed that among work‐related variables, the role conflict was positively associated with WIF. Supervisor support and working shifts were also weakly related to WIF. No significant relationships were found between family‐related variables and FIW. Among the demographic variables, only gender influenced FIW in a manner that men experienced more FIW than women.

The research findings contribute to understanding work‐family conflict in a new cultural setting. The empirical evidence of work‐family conflict in Iran, among operating room personnel, shows that experiences and antecedents of work‐family conflict vary among diverse cultures and industries. Models of work‐family conflict may need to be modified to reflect the experiences and antecedents that explain work‐family conflict in cultures similar to that of Iran.

The purpose of this paper is to examine differences in work interferes with family (WIF) and family interferes with work (FIW) conflicts, their antecedents and their outcomes throughout the parenting life cycle. The following parenting stages were compared: parenthood to preschool-age children, parenthood to school-age children, parenthood to adolescents, parenthood to offspring at the launching stage and parenthood to offspring at the empty-nest stage.

The sample included 549 working parents in Israel (270 fathers and 279 mothers). The criterion for inclusion was fulfilling the dual roles of parent and paid worker. The research questionnaires were distributed in workplaces in diverse organizations: high-tech companies, government ministries, factories and business organizations.

Levels of WIF and FIW conflicts are highest during the early parenthood stages. Overload peaks during parenthood to adolescents and during the empty-nest stage. The later stages in the parenting life cycle (the launching and empty-nest stages) benefit parents: WIF and FIW conflicts are relatively low, mental well-being is relatively high and the number of roles that parents perform is higher than in earlier stages. Along the entire parenting life cycle, fathers experience higher levels of WIF conflict than mothers, but no gender differences were found in FIW conflict.

Public policy should encourage employers to develop a family-friendly approach and consider the needs of both parents, based on the understanding that in addition to being breadwinners, fathers and mothers today both participate in housework and in raising children.

From a theoretical perspective, the research conclusions may provide understandings for how to integrate the parental stage as a key variable in theorizing about the experience of stressors in the work–home interface.

The purpose of this paper is to examine the effect of work schedules on work‐family conflict and synergy using the job demands‐resources (JD‐R) and conservation of resources models. The impact of resources including supervisor support, work schedule control and satisfaction, as well as the moderating effects of work schedules on conflict (synergy) and domain satisfaction are examined.

This quantitative study examined responses from organizationally‐employed respondents (n=2,810) from the 2002 National Study of the Changing Workforce using MANOVA and multiple regressions.

Work schedules were significantly related to work‐interfering with family (WIF) and work‐family synergy (W‐FS) but not for family interfering with work (FIW). Perceived supervisory support was significantly related to employee work schedule control and work schedule satisfaction. Perceived control of work schedule and work schedule satisfaction were significantly related to work‐family conflict and synergy. Work schedules moderated the relationship between work‐family conflict (synergy) and domain satisfaction.

Although based on a national probability sample, this study may suffer from common method variance since all measures were from the same self‐report questionnaire.

The results do suggest that solutions like increased schedule flexibility for all workers may not be efficacious in reducing work‐family conflict or increasing work‐family synergy. Employee control over work schedule, employee satisfaction with work schedule, and supervisor support need to be considered as well.

This study examined the impact of work schedules on work‐family conflict and synergy. It is noteworthy since very little research has been conducted on work schedules and synergy. The results also broaden evidence for the JD‐R and conservation of resources models.

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.

Despite widespread acknowledgement that work‐family conflict and career success are salient issues that impact individual wellbeing and organizational effectiveness, there is little research that studies how the two concepts are related. The purpose of this paper is to develop and present a tentative framework for understanding the relationships among antecedents of interrole conflict between work and family and career success.

Drawing on existing theoretical and empirical evidence the paper develops and presents a conceptual framework of the relationships between domain‐specific variables, work‐family conflict, and career success. The paper also presents propositions based on the relationships suggested by the framework.

The framework suggests that individual‐specific variables will be more likely to predict family‐to‐work conflict and perceived career success, while work‐specific variables will be more likely to predict work‐to‐family conflict and perceived career success. It also suggests that such domain‐specific variables influence both work‐family conflict and career success.

Future research should examine empirically the linkages suggested by this framework, along with other domain‐specific and, perhaps, cultural‐specific variables that may explain or predict dimensions of organizational cultures that are most relevant to the types of work‐family conflict and to indicators of career success. The paper suggests that employees and employers would be well advised to identify appropriate strategies for balancing work and non‐work domains in such a way that employees strive to perform work and family roles successfully, and employers ensure that employees have the necessary “infrastucture” and tailored‐made family supportive programs to encourage them to achieve dual‐success: success in family relationships and success in careers.

This paper makes a valuable contribution to both the work‐family conflict and career success literatures by being one of the first to examine the effects of domain‐specific characteristics on the relationships between these important organizational concepts and by revealing that managing work‐family conflict and career decision making is relevant for employees, employers, and career consultants.

The purpose of this study is to analyse the impact of certain factors (such as working mothers’ attitudes towards career role salience, notion of career success, work-life balance and the impact of organisational support systems available for childcare) on career persistence, despite parenthood, and career re-entry after parenthood. It is conducted in relation to new age, young working mothers of the booming IT sector in India.

A survey questionnaire was administered to 138 working mothers in the IT sector to analyse the impact of working mothers’ career role salience, notion of career success, work-life balance and the impact of organisational support systems available for childcare on career persistence, despite parenthood.

The findings state that re-entry is also a growing phenomenon, in as much as career breaks are an accepted reality. Career role salience and notions of career success are important predictors of career re-entry of young mothers. Most importantly, this study highlights the significant role of the trusted, extended family support system, that is characteristically unique to Indian social fabric, in enabling women’s career persistence and career re-entry after motherhood.

Like most survey research, this study’s validity is also limited to the findings on the self-reported responses. Nevertheless, the study points to new areas to be researched, such as the possibility of the same findings with older mothers who have spent considerable years in their careers, or whether the same sample would answer differently after a few years.

The paper includes implications for society and organisations, concerning opting out, and for undertaking genuine initiatives to enable and support women to re-enter their careers after breaks, so that the decision to persist, exit or re-enter their careers remains the privileged choice of women employees.

The paper fulfils an identified need to study how parenthood affects women’s careers in the IT sector and need for organisations in India to understand the practicality of women employees’ needs to integrate work and life.

The aim of this paper is to examine the effects of burnout and supervisory social support on the relationship between work‐family conflict, and intention to leave of cancer workers in an Australian health care setting.

Data collected from a public hospital of 114 cancer workers were used to test a model of the consequences of work‐family conflict. The strength of the indirect effects of work‐family conflict on intention to leave via burnout will depend on supervisor support was tested by conducting a moderated mediation analysis.

Path analytic tests of moderated mediation supported the hypothesis that burnout mediates the relationship between work‐family conflict (i.e. work‐in‐family conflict and family‐in‐work) and intention to leave the organisation and that the mediation framework is stronger in the presence of higher social supervisory support. Implications are drawn for theory, research and practice.

This study applies the innovative statistical technique of moderated mediation analysis to demonstrate that burnout mediates the relationship between work‐family conflict and intention to leave the organisation and that the mediation framework is stronger in the presence of lower social supervisory support. In the context of the continued shortage of many clinician groups theses results shed further light on the appropriate course of action for hospital management.

This study asks the following research question: does “city” context interact with gender and gender egalitarianism (GE) to impact the positive (WFPOS – work–family positive spillover) and negative (WFC - work-family conflict) aspects of the work–family (WF) interface of working men and women in India.

MANCOVA analysis is used to examine data gathered from 250+ working men and women from eight different Indian cities that were ranked based on the 2018 Ease of Living (EOL) Index.

There was no significant main effect of gender on WF interface variables. Low levels of GE and low EOL were significantly associated with high levels of WFC and WFPOS. There was a significant interaction between gender, GE and city. An examination of within-gender differences indicated that in low-EOL cities, men and women with low values of GE (traditionals) had significantly higher time-based WFC than men and women with high values of GE (egalitarians). Additionally, traditional women reported higher WFPOS than egalitarian women. In high-EOL cities, traditional men reported significantly higher time-based WFC than egalitarian men. There were no significant differences between women.

Gender, along with gender-related attitudinal and contextual variables, does a better job of explaining variance in the WF interface as compared to gender alone. Results support the notion that high WFPOS and high WFC can co-occur in contexts of change and transition such as rapidly growing urban centers.

The results have significance for work–family practitioners as well as urban city planners looking to improve the quality of work–life in India and other similar emerging market economies experiencing rapid urbanization.

The study extends work–family research by bringing aspects of urban planning and gender studies into an understanding of the work–family interface.