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The purpose of this article is to explore the impact of life cycle stage, specifically parenting stage, on work‐family conflict among working parents to determine whether discernible differences are evident among those individuals at the early stage of their parenting cycle compared with those with older children.

An explorative study was undertaken among parents employed within the Irish hotel sector. The questionnaire was distributed to 22 hotels and 76 individuals who reported having children responded. A number of measures were used to assess the impact which a number of factors, namely job stress, job involvement, managerial support and colleague support, may have on working parents' work‐life conflict. Correlation and regression analysis are performed to test the hypotheses proposed.

The research findings provide initial support for the possibility that the factors influencing work‐family conflict differ for each of the parenting groups analysed. For all parents with dependent children it was found that job involvement, job stress and colleague support all have predictive powers in terms of explaining the antecedents of work‐family conflict.

The findings provide a compelling case for the need to begin to address work‐family conflict in a more holistic manner, examining both the immediate and long‐term consequences for employees with childcare responsibilities.

The ability to design and implement specific, targeted responses to employees' work‐life needs is an area where HRD can make a real and significant contribution. Strategic HRD has the potential to reduce the misappropriation of organisational resources by ensuring a focused and targeted response, thereby minimising the fruitless pursuit of “one size fits all” approaches to this complex issue.

The paper seeks to lay the first key foundation‐stones in framing the debate in relation to work‐life balance in terms of the entire working lives of individuals and not just specific snapshots during the course of that employment. The paper is critical of current organisational thinking in relation to employees' work‐life balance needs and challenges HRD professionals to begin to examine this important and complex issue in a more holistic manner.

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.

This study aims to examine the direct relationship between work–family conflict and psychosomatic health complaints among female physicians in Egypt. The study also investigates the mediating role of the negative affect on this relationship.

Data were collected using a paper and pen questionnaire from 186 female physicians, and structural equation modeling (SEM) was used to analyze the data.

The study findings revealed that work–family conflict is associated with increased psychosomatic complaints among female physicians in Egypt. The study also found that negative affect partially mediates the relationship between work–family conflict and psychosomatic health complaints.

Because of the cross-sectional research design, causal interpretations could not be made. Further empirical evidence is also needed to ascertain the generalizability of the findings to other contexts.

Organizations need to support their employees in balancing their work and family roles. In addition, employees need to understand how work–family conflict could influence their affect and should try to find ways to cope.

The study addresses calls for research on the relationship between work–family conflict and health in developing countries. It also responds to calls for research on the mechanisms through which work–family conflict relates to employee health.

The main aim of this study is to explore the moderating role of ethical leadership on the indirect effect of work–family conflict on nurses' job satisfaction via hindrance stress.

A questionnaire was answered by 224 nursing professionals working in public and private health institutions.

A mediation–moderation model was estimated, and the results thereof indicated that work–family conflict has an indirect negative effect on satisfaction through the mediation mechanism of hindrance stress. Results also show that ethical leadership enhances this mediated relationship.

The cross-sectional data limited the generalization of results. Future research should develop longitudinal studies, which will allow for conclusions to be drawn with regard to inferences of causality.

It is recommended that health organizations should develop ethical training for their leaders. By doing so, they will address two issues: the conciliation between work and family as well as the reduction of job stress, which will subsequently improve job satisfaction.

The originality of this empirical study lies in the exploration of the moderating role of ethical leadership in the indirect effect of work–family conflict, which, in turn, impacts on job satisfaction via the hindrance stress experienced by nurses. The study is innovative in the sense that it seeks to gain a greater understanding of the moderation–mediation mechanisms of the variables under study.

This study aims to determine the direct and mediating effects of time pressure, work–family conflict, role ambiguity, work stress and audit quality reduction behavior.

The sample selection in this research is done by purposive sampling method based on the criteria specified by the researcher. In addition, random sample selection does not necessarily produce a sample that can represent auditors at all levels and types of Kantor Akuntan Publik (KAP). This research uses quantitative analysis with approach of structural equation modeling (SEM) method to analyze direct and indirect effect. The main method for data analysis is SEM.

Based on the results of the research note that time pressure, work–family conflict and role ambiguity each have a significant effect on work stress. In testing the direct effect on audit quality reduction behavior, only time pressure influential significant, while work–family conflict and role ambiguity not significant. However, in the test of indirect influence/influence of mediation, there is a significant influence on all tests that time pressure, work–family conflict and role ambiguity each have a significant effect on audit quality reduction behavior through work stress.

The originality of this paper is in SEM used by involving new variable which is work–family conflict. The research location is public accounting offices (KAP) in Indonesia.

The main purpose of this study is to link work‐family conflict, quality of work and non‐work lives, quality of life and social support (supervisor and spouse supports). Specifically, it seeks to address three different roles of social support that have theoretical and empirical support and the mediating roles of quality of work life and quality of non‐work life.

The SEM‐based approach has been used to study supervisor and spouse supports as moderators between work‐family conflict and quality of life; independent variables of work‐family conflict; independent variables of quality of life. The study has been carried out in Malaysia.

The main findings are: work‐family conflict has relationship with quality of life; quality of work life and non‐work life are “partial” mediators between work‐family conflict and quality of life; and, among the various roles of social support, its role as an independent variable of quality of life gives the best results.

The research is based on a cross‐sectional study conducted in Malaysia and addresses only the spouse and supervisor supports as components of social support.

The research has developed a comprehensive model linking work‐family conflict, quality of work and non‐work lives, and quality of life and has studied the role of social support.

This paper aims to investigate whether there is a relationship between work–family conflict and turnover intention and whether work engagement has a mediating effect and supervisor support has a moderated mediation effect in this relationship.

The sample of the study is composed of public hospital employees in Erzincan province. After removing the missing and incorrect ones from the questionnaires distributed to 1,044 employees of the hospital, 350 were evaluated. The data of the survey were analyzed and interpreted with statistical package programs. Regression analysis is used to investigate the association between the variables.

This paper finds significant negative associations of work–family conflict with work engagement and work engagement with turnover intention. A significant positive association is found between work–family conflict and turnover intention. In the meantime work engagement has a partial mediating effect on this relationship. Another important result of the research is that supervisor support has a moderator role between work–family conflict and work engagement and has a moderated mediation role at the model in which work–family conflict is independent, turnover intention is dependent and work engagement is a mediator variable.

The research was conducted only in Erzincan province with a limited number of participants, and only health sector employees were examined. It is possible to obtain distinct results in future research studies conducted on different sector employees. Moreover, only the work–family conflict variable was examined in the research. It is possible to expand the scope by also including the family–work conflict variable in future studies.

This research is the first study examining the mediating role of work engagement in the relationship between work–family conflict and turnover intention on healthcare employees in Turkey. Also, this paper is the first attempt to investigate moderated mediation model with the specified variables (work–family conflict, turnover intention, work engagement and supervisor support) in the model by using the frameworks of leader–member exchange and social exchange theories. This research answers research calls to study the moderating function of supervisor support during mediating role of work engagement, since the moderation impact clarifies the circumstances under which supervisor support is connected with the favorable results. This study also revealed how effective the supervisor support is on employees experiencing work–family conflict and their attitudes like work engagement and turnover intention. The consequences of such studies influence the way organizations handle and solve the problems in their organizations today. It takes into account moderated mediation modeling with the management subject in hospital employees.

Drawing on proactive coping theory, the authors aimed to test the mitigating effects of proactive personality on the relationships between work-to-family conflict and both work-related outcomes (i.e. career satisfaction and social network) and nonwork-related outcomes (i.e. life satisfaction and personal growth).

To increase the heterogeneity of sample, undergraduate students in a private university were randomly invited and then requested to invite any one of their parents, who had a full time job currently, to participate in the study. Sample size was 204, with a response rate of 75.56 percent.

As predicted, results showed that, for those who had a high level of proactive personality, the influences of work-to-family conflict on both work- and nonwork-related outcomes were all significantly mitigated, as compared with those who had a low level of proactive personality.

In this paper, the authors initiated a new insight into work-family interface research by advocating that individuals may “transfer” or reallocate their resources across the work and family domains. They labeled this phenomenon as work-family reallocation, which was supposedly to be differentiated from the prevailing concepts of either work-family conflict or work-family facilitation.

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.

Research has shown that, when employees’ work-family conflict levels are reduced, performance in the workplace can increase. How to reduce these levels, however, is a complex task. The purpose of this empirical study was to investigate the differences in work-family conflict between full-time worksite employees and full-time teleworking employees (individuals who teleworked from home at least two days per week). Employees (n = 308) in seven for-profit companies in Minnesota were sampled and surveyed using a slightly revised version of the Carlson and Kacmar (2000) work-family conflict scale. The findings indicate that teleworkers had lower levels of overall work-family conflict as well as most of the other work-family conflict variables explored (i.e., strain-based, time-based, work interference with family, family interference with work)