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Based on the work–home resources model regarding the work domain and the home domain as a whole resource exchange system with directional resource flows, this study proposed that perceived overqualification could lead to personal resources drain, especially for employees with high work–family centrality (i.e. valuing work more than family). Furthermore, the drained personal resources of the focal employees brought in more spouse undermining and less spouse support at home.

A quantitative approach in which Study 1 involving 259 pairs and Study 2 involving 260 pairs of employees and their spouses from China provided support to the first-stage moderated mediation model.

Results revealed that when employees' work–family centrality is high, perceived overqualification could elicit personal resources drain and induce more spouse undermining and less spouse support. On the contrary, when employees' work–family centrality is low, perceived overqualification could reduce personal resources drain and render less spouse undermining and more spouse support. The two studies consistently provided support for most of the hypotheses.

The research results suggest that organizations could take some feasible measures to help overqualified employees articulate the value of work–family centrality to manage overqualified employees' work–family resources further, bringing appropriate sequential behaviors at home.

Research on perceived overqualification has primarily focused on its consequences in the work domain, paying scant attention to whether it can influence the home domain outside work. This research contributes to this line of literature by investigating how and when perceived overqualification leads to family outcomes.

Drawing on ego depletion theory, this study aims to provide insights into the effect of work-family conflict on the high-speed railway (HSR) drivers’ safety performance by examining the mediating role of ego depletion and the moderating roles of work-family centrality and supervisor safety support.

In total, 243 HSR drivers from 7 railway bureaus in China were surveyed. Structural equation modeling was used to test the hypotheses.

Both work-to-family conflict and family-to-work conflict have direct and positive effects on HSR drivers’ ego depletion and indirect effects on both safety compliance and safety participation via ego depletion. Moreover, both the direct effect of work-family conflict on ego depletion and its indirect effect on safety performance are moderated by work-family centrality. Supervisor safety support plays a buffering role in the relationship between ego depletion and safety performance.

This study examined the relationship between work-family conflict and safety performance based on the perspective of ego depletion theory. The findings testify to the importance of reducing work-family conflict among HSR drivers pursuant to maximizing safety.

This study aims to explore family incivility as a source of stress originating in the family domain and empirically examine its spillover effects on the workplace.

Through integrating the work–family interface model with conservation of resources (COR) theory, this study investigated the effect of family incivility as perceived by employees of the service industry on service sabotage, along with the mediating role of family-to-work conflict (FWC) and the moderating role of work–family centrality.

The results of a three-wave survey of 335 employees in China and 62 of their immediate supervisors demonstrated that family incivility was positively related to service sabotage, and FWC also mediated this relationship. Moreover, work–family centrality was found to strengthen the effect of family incivility on FWC, as well as the mediating effect of FWC on the relationship between family incivility and service sabotage.

This study not only enriched the work–family interface literature but also suggested new insights into sabotage behaviors by focusing on antecedents in the family domain.

By realizing that family incivility has detrimental effects on service employee behaviors, enterprises and managers should provide greater support for employees in managing family incivility and help them to maintain a better balance between work and family life.

This study appears to be the first empirical evidence linking a family stressor (i.e. family incivility) with a workplace behavioral outcome in the service industry (i.e. service sabotage).

The purpose of this paper is to examine work-to-family conflict and family-to-work conflict, taking into account generational cohort and life cycle stage differences.

Survey participants (428 employed individuals with families) represented different generations and life cycles. Key variables were work/family characteristics and centrality, work-family and family-work conflict, and age.

Generational differences in both directions were found. Gen X-ers reported the most work-family conflict, followed by Millennials and then Baby Boomers. Baby Boomers exhibited family-work conflict the most, followed by Gen X-ers, and then Millennials, a surprising finding given generational stereotypes. Some of these differences remained after controlling for children in the household (based on life cycle stage theory) and age. Millennials were highest in work centrality, whereas Baby Boomers were highest in family centrality. Employees with children ages 13-18 reported the most work-family conflict, and employees with children under the age of six reported the most family-work conflict.

This study found that generation and children in the household make a difference in work-family conflict, but it did not support some of the common generational stereotypes. Future studies should use a time-lag technique to study generational differences. To reduce work-family conflict, it is important to consider its directionality, which varies across generations and life cycle stages.

This informs organizations on how to tailor interventions to help employees balance work/life demands.

This study is the first to simultaneously examine both generation and life cycle stage (children in the household) in regard to work-family conflict.

The purpose of this study is to explore the impact of work-to-family conflict (WFC) on unethical pro-family behavior (UPFB) and work engagement (WE) among Chinese female leaders. In addition, this study investigates the mediating role of work-to-family guilt (WFG) and the moderating role of family centrality (FC) in these relationships.

A quantitative approach was adopted, involving the collection of data through online questionnaires administered at three time points. These data were analyzed using hierarchical regression and the bootstrapping method to test the proposed hypotheses.

WFC exhibited a significant positive correlation with UPFB and a negative correlation with WE; WFG played a mediating role in the relationships between WFC and both UPFB and WE; and FC had a significant moderating effect on the relationship between WFC and WE.

This study sheds light on a model of WFC and its related effects, reveals how WFC affects UPFB and WE and uncovers the mediating role of WFG and the moderating role of FC; pays attention to a unique organizational behavior, UPFB, which enriches research on the antecedents influencing such behaviors; and examines Chinese female leaders in organizations, their current experience of WFC and the resulting psychological and behavioral outcomes.

The current study examined cultural (diffuse orientation), organizational (organizational work-family climates) and individual (role centrality) antecedents of key work-family (WF) experiences (WF conflict, WF enrichment and WF boundary management) in India.

Survey data were collected from 586 white-collar employees in India. The data were analyzed using structural equation modeling.

Analyses revealed interesting culture-specific insights into the WF dynamic. For example, less demarcation between WF boundaries (diffuse orientation) did not increase WF conflict, but significantly fostered WF enrichment, challenging the findings in the Western cultural contexts. A supportive organizational WF climate was found to be a crucial factor that alleviated WF conflict, whereas greater investment in work role led to greater WF enrichment.

This study addresses a dearth of research on antecedents of WF interface that simultaneously examines the positive and negative aspects of WF interface. It also advances the WF literature by generating empirical evidence related to the cultural dimension of diffuse orientation.

This study provides a holistic view of WF interface in the Indian context by incorporating various antecedents in one model.

The purpose of this study is to examine the relationship between two forms of work‐family conflict – work‐family conflict and family‐work conflict – and individual consequences for Chinese managers.

Participants of this study were 264 managers from Mainland China. The authors tested their hypotheses with structural equation modeling.

Work‐family conflict was positively associated with emotional exhaustion. Family‐work conflict was negatively associated with life satisfaction and affective commitment, as well as positively related to turnover intentions. Contrary to the research with samples of workers from Western countries (e.g. the USA), the study found that work‐family conflict was positively associated with affective commitment and did not associate with turnover intentions for Chinese managers.

Using the perspective of the Chinese prioritizing work for family benefits, the authors are the first to provide a preliminary test of the generalizability of the source attribution and the cross‐domain models to Chinese managers. The paper's findings provide the preliminary evidence that the cross‐domain model works among the Chinese because of its cultural neutrality whereas the source attribution model cannot be used to predict the associations between work‐family conflict and work‐related consequences.

The purpose of this study is to investigate the structural relationship model among narcissism, work centrality, employee engagement and discretionary effort.

Respecting the quantitative approach, the data were gathered by means of the survey completed by 1,190 respondents of Generation X, Y and Z working in the Thai service and manufacturing industries.

The findings of the study indicated positive associations between narcissism and work centrality, narcissism and employee engagement, work centrality and employee engagement and employee engagement and discretionary effort. It was observed that work centrality played a partially mediating role in the relationships between narcissism and employee engagement, while employee engagement fully mediated the associations between work centrality and discretionary effort, as well as between narcissism and discretionary effort. The structural model demonstrated variations across different generational cohorts, suggesting that the relationships differed among generations. However, the model did not exhibit any variations across different types of industries. Furthermore, the findings from the Thai samples indicated that generational differences had a moderating effect on the path relationships between narcissism and work centrality (with Generation Y having a stronger effect compared to Generation Z and Generation X), narcissism and employee engagement (with Generation Y having a stronger effect compared to Generation Z and Generation X) and narcissism and discretionary effort (with Generation X having a stronger effect compared to Generation Y and Generation Z), all with a significance level of 95%. Additionally, the relationship between employee engagement and discretionary effort showed a significant difference across generations, with Generation Z exhibiting a stronger effect compared to Generation Y and Generation X, at a significance level of 99%.

This study provides empirical evidence supporting the positive relationships between narcissism and work centrality, as well as narcissism and employee engagement, contrary to previous research findings. The results reveal that employee engagement fully mediates the associations between work centrality and discretionary effort, as well as between narcissism and discretionary effort, offering valuable contributions to the existing literature. Furthermore, this study expands on previous research by examining the moderating effect of industry type, specifically comparing manufacturing and service industries. The findings suggest that the model exhibits variations across different generational cohorts, highlighting the importance of considering generational differences in understanding these relationships. However, the model does not exhibit variations across different types of industries.

This study aims to examine the consequences of work–family conflict and explore the mechanism by which it influences organizational citizenship behavior from the perspective of changes in and preservation of family well-being (emotional resources).

Work–family conflict has always been an important research topic in the field of organizational behavior; scholars have studied the relationship between it and organizational citizenship behavior from different perspectives. To better understand the mechanism of work–family conflict on organizational citizenship behavior, we use a longitudinal design and analyze the multi-stage matching data of 209 employees and their superiors from six cities in southern China. The authors construct a theoretical model based on the conservation of resources theory to explore the mechanism by which work–family conflict influences organizational citizenship behavior when taking employees’ family well-being as a mediator and work–family segmentation preference as the boundary condition.

Work–family conflict has a significant negative effect on family well-being and this effect is moderated by work–home segmentation preferences. Work–family conflict also has a significant indirect effect on organizational citizenship behavior through family well-being and this indirect effect is enhanced by an increase in the level of preference for work–home segmentation.

This study enriches our knowledge of the moderating variables in the study of work–family relationships from the perspective of individual personality traits. It also provides a new perspective for the study of such relationships in the context of Chinese family culture.

The purpose of this paper was to develop an indigenous understanding of work-family interface (WFI) that reflects the drastic changes and evolving social context in China over the past three decades and challenge the existing conceptualizations of WFI and identify societal impact of the changing nature of the WFI.

We conducted literature review, content and thematic analyses.

The core idea of prioritizing work for family (PWF) is that Chinese employees, especially Chinese male employees, tend to integrate work and family roles as well as deal with WFI issues at the family level. Thus, Chinese employees can be strongly committed to the family while simultaneously prioritizing work performance.

The proposed indigenous perspective of PWF may furnish a contextualized theory for future research. The proposed measurement approaches may help developing indigenous scales for the perspective of PWF for future empirical studies.

Although Chinese employees tend to be more tolerant of work-family conflict (WFC) than their Western counterparts, such tolerance may be combined with the expectation of long-term returns to their families. Managers may assist employees with career planning and realistic goal setting to compensate for their endurance of WFC.

As a cornerstone of the society, the family plays an important role in building a “harmonious society” promoted by the government. A perceived balance of work and family is a significant factor for family harmony. We bring to the attention of policy makers the changing nature of the Chinese employees' WFI. A corresponding policy may be formulated to help Chinese employees balance their lives.

We challenge the existing conceptualizations of WFI by proposing and elaborating a perspective of PWF for context-based conceptualization.