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Research on the effect of pay cuts/freezes on employee morale is limited. More importantly, past studies examining this relationship tend to focus on fairness perception as a mediator. This study hypothesizes that work–life conflict also mediates the negative relationship between pay cuts/freezes and employee morale.

A total of 13,139 employees in 1,830 workplaces in Britain in the 2011 Workplace Employment Relations Survey were analyzed.

The analyses confirm the above hypothesis. The results also demonstrate that this mediating mechanism can be mitigated to some extent when work–life balancing practices are available, but much more strongly when they are actually used.

If possible, organizations should provide and encourage employees to use work–life balancing practices when employees' pay needs to be cut or frozen if maintaining employee morale is a concern.

Our study highlights the need to incorporate various theoretical frameworks, and not just the dominant justice/fairness theories, into the study of pay cuts and freezes. The current research demonstrates that the work–life conflict framework can also be applied to understand the relationship between pay cuts/freezes and employee morale.

As after-hours technology-mediated work (ATW) becomes common in organizations, the increased workload and interference to life caused by ATW has induced employee turnover. This research develops a mediated moderation model to explain how employees' intrinsic and extrinsic motivations for ATW affect their turnover intention through work–life conflict.

A survey was conducted to collect data of 484 employees from Chinese companies. Partial Least Square was used to perform data analysis.

The results show that intrinsic motivation for ATW has an indirect negative impact on turnover intention via work–life conflict, whereas extrinsic motivation for ATW has both a positive direct impact and a positive indirect impact (via work–life conflict) on turnover intention. This study also helps find that time spent on ATW can strengthen the positive impact of extrinsic motivation for ATW on turnover intention but has no moderation effect on the impact of intrinsic motivation for ATW. Furthermore, this study reveals that the interaction effect of time spent on ATW and extrinsic motivation on turnover intention is mediated by employees' perceived work–life conflict.

By discovering the distinct impact of employees' intrinsic and extrinsic motivations for ATW on turnover intention, this research provides a contingent view regarding the impact of ATW and offers guidance to managers regarding how to mitigate ATW-induced turnover intention through fostering different motivations.

This paper uses a representative sample of U.S. workers to examine how self-employment may reduce work-life conflict. We find that self-employment prevents work from interfering with life (WIL), especially among women, but it heightens the tendency for life to interfere with work (LIW). We show that self-employment is connected to WIL and LIW by different causal mechanisms. The self-employed experience less WIL because they have more autonomy and control over the duration and timing of work. Working at home is the most important reason the self-employed experience more LIW than wage and salary workers.

The COVID-19 pandemic may negatively impact the careers of U.S. women faculty in computer science (CS) – a field with few women and high attrition rates among women – due to difficulties balancing increased work and family demands (author citation). Thus, it is important to understand whether supervisors may help to decrease this work-to-life conflict and increase the odds of retaining women faculty. This study examined whether family-supportive supervisor behaviors (FSSB) were associated with better retention-related job outcomes (e.g., lower turnover intentions) among women faculty in CS, and whether this association was mediated by lower work-to-life conflict.

A total of 379 CS faculty across the U.S. (54% women, 52% with children at home) were surveyed during the COVID-19 pandemic (Fall 2020-Spring 2021).

Compared to men, women CS faculty reported significantly higher work-to-life conflict, and that higher work-to-life conflict predicted poorer retention-related work outcomes for all faculty. However, for women only, FSSB predicted lower levels of work-to-life conflict, and in turn, better retention-related work outcomes.

Results suggest that emotionally-supportive supervisor behaviors may lower work-to-life conflict during the pandemic, which has important implications for retention-related work outcomes among women faculty in CS.

Research has yet to disentangle how managers can help to retain women CS faculty in light of the increasing and changing work and home demands due to the pandemic. The present study focused on whether FSSB – particularly emotional support – may benefit women CS faculty.

With the rapid use of new technologies and longer working hours, balancing work and one’s personal life is becoming more important from the employees’ and employers’ perspective. Research suggests that employees who have greater work-life balance perform better and are less likely to leave the organization. Additionally, the satisfaction and balance of life and work also becomes a predictor of job satisfaction and productivity in the workplace. When organizations put increasing pressure on their employees and do not manage the above mentioned balances appropriately, work-life conflict may appear. Work-life and life-work conflict consequently negatively affects employees, as well as their employers. To analyze which antecedents can predict work-life balance and conflict in Croatian companies an online survey was conducted on a sample of 107 respondents. The results showed that work stress factors, job satisfaction, work-life balance company policies, and level of self-esteem influence worklife and life-work conflict.

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.

This paper aims to investigate the effect of flexible working conditions on work‐family conflict in European countries. Flexible work has increasingly been used by employers to adapt to the demands of economic competition, often at the expense of employee's demands. Yet, at the same time, flexible work can provide a means to better combine work and family obligations. The paper seeks to explore which of these effects dominates for different types of flexible employment, paying specific attention to gender‐specific effects.

For the cross‐national analysis of work‐life‐conflict, the authors employ the latest wave of the European Social Survey (ESS) from 2010, featuring a module on “Family, work and well‐being”. Binomial logistic regression is used to identify determinants of work‐life‐conflict both on the micro‐ and the macro‐level. In addition to looking at flexible work forms as a phenomenon per se, specific attention is given to the experience of different types of employment flexibilization throughout the financial crisis.

For both genders, irregularity and unpredictability of working hours negatively impact on work‐life conflict beyond the mere amount of working hours. Yet, higher autonomy in choosing one's work time is used very differently: While women tend to use their control over working hours to achieve a better work‐life‐balance, men tend to use these arrangements to increase their work commitment, thereby enhancing their perceived work‐family conflict. The authors argue that this gender‐specific use of flexible work arrangements might still reflect the traditional gender roles and gender‐segregated labour market structures. Adding to previous literature, the authors furthermore demonstrate that gender‐specific differences are also apparent in the effects of the most recent economic crisis.

By examining the effects of various types of flexible employment separately for men and women, the paper contributes to a better understanding of the gender‐specific effects of flexible work arrangements on work‐family‐conflict within European countries. The 5th wave of the ESS furthermore for the first time allows an empirical investigation of the effects of the recent financial crisis on work‐family conflict from a cross‐nationally comparative perspective.

The purpose of this paper is to compare part-time and full-time employees, analyzing the relationship between job characteristics and workplace well-being (i.e. burnout and engagement) and the mediating role of the work-to-life conflict with a sample of 736 employees from 14 Portuguese call center companies.

The hypotheses were tested with multiple group analysis on two samples: part-time and full-time employees.

The results confirm that in both the part-time and full-time subsamples employees’ perceptions of job characteristics are related to their well-being, and the work-to-life conflict partially mediates this relationship. Moreover, the study confirms that the relationship between employees’ perceptions of job demands and the work-to-life conflict and between the work-to-life conflict and workplace well-being were stronger for full-time than for part-time employees.

The co-relational and cross-sectional design should be regarded as limitations. Moreover, each variable was only assessed with self-reported measures, and the sample comprised call center employees from only one country (Portugal), which may constrain the generalization of these results.

Part-time work is a good solution in order to prevent the work-to-life conflict. Furthermore, a reduced workload and time pressure, enhanced decision latitude and supervisory support appear to be crucial work characteristics for employees juggling their work with other roles and in the promotion of well-being at work.

This research study provides evidence that the traditional vision of the work-family conflict requires a broader conceptualization by considering the interference between life roles, particularly in the case of full-time young employees.

The purpose of this research is to focus on understanding the work‐life conflict of never‐married women without children.

This study uses survey data from two full‐service health care organizations and a financial services organization. Quantitative methodologies were used to address the study's research questions and hypotheses.

The findings show that never‐married women without children do experience conflict, specifically work‐to‐life conflict, and often at similar levels to that experienced by other groups of working women. The findings also suggest that work‐life benefits typically provided by organizations are frequently regarded as less important and used less often by never‐married women without children than by other working women.

Future research should increase the sample of never‐married women without children, explore the sources of support these women use in juggling life roles, and incorporate comparative analysis across age and occupation groups as well as with never‐married childless men.

The research finds that not all employees value or utilize the benefits frequently offered by organizations. Human resource departments cannot assume a “one size fits all” approach to benefit administration but must recognize the unique sources of work‐life conflict for an array of employees and develop appropriate strategies to mitigate such conflict.

This study contributes to the work‐life literature by focusing on a vastly understudied group of employees whose growing presence in the workforce necessitates further exploration. This research advocates expanding the definition of work‐life as traditionally defined in the organizational behavior literature, allowing scholars to think more broadly about life roles other than spouse and parent that may have implications for conflict.

The purpose of this paper is to explore work-life conflict and work-life facilitation among employed Muslim men, a growing ethno-religious minority in Australia.

The study is guided by the interpretive paradigm and is qualitative in nature. The primary data collection method was semi-structured in-depth interviews and 20 participants participated in the study.

Australian Muslim men experience both work-life conflict and facilitation simultaneously; however, facilitation is reported more frequently. Work flexibility, work and family support, and religiosity promote work-life facilitation. In contrast, workload and work hours lead to feelings of conflict, with workload being the stronger antecedent. Importantly, religious values and beliefs are an underpinning influence on participants’ experiences.

The study is conducted with a small sample and hence, lacks the power to generalise findings to the broader Muslim male population.

There is a strong need to modify the traditional western models of work-life conflict and facilitation and workplace policies designed to assist workers when dealing with minorities, such as Australian Muslims. By including religion, the research offers a fresh voice to work-life research and encourages to think about the salience of other life domains beside family, an issue of great concern within the work-life literature.

This is one of the few studies to focus on Australian Muslim men and explore how religion fits into the current understanding of work-life balance.