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Research on work–family interface (WFI) is almost two decades old. It is widely believed that the archetype of work and family after COVID has changed. Post-COVID emphases and outcomes would be different. Accordingly, a bibliometric analysis of the research would help to understand the state of the research and positive WFI patterns that guide further investigations. The present study used measures such as journals, citations, etc. to determine the bibliometric patterns from 2003 to August 2023 using VOSviewer software.

Data were obtained from Scopus. 1,601 works were found in the first search. This figure was narrowed down to 525 based on a few conditions. The most commonly referenced journals, sources, authors, etc. were used for the analysis.

Research on positive WFI has increased in recent years. The total number of articles in positive WFI was 525 between 2003 and August 2023. Greenhaus, Powell and Carlson were the most cited authors in this field. Carlson had produced the highest number of documents in WFI. Most WFI authors focused on antecedents, treating positive WFI as the outcome variable.

This is the first bibliometric analysis conducted on a positive WFI, although there have been a few on work–family conflict. However, other sources such as the Australian Business Deans Council (ABDC) and Web of Science may throw different results on journals, citations, etc. Hence, future researchers might emphasize if the same results originate from data in other databases. Other analytical tools may be used in the place of VOSviewer.

This is the first article on bibliometric analysis of positive WFI. This paper’s primary objective is to understand the patterns of literature available on positive WFI and its significance comprehensively.

Drawing upon work-home resources model, this study aims to investigate how and when humble leadership influences followers’ work–family enrichment. Specifically, this study focuses on the mediating role of thriving at work and moderating role of promotion focus.

Data were collected from 292 employees of science and technology enterprises in China through a three-wave questionnaire survey. Hierarchical regression analysis and bootstrapping approach were employed to test hypotheses.

This study found that thriving at work significantly mediated the relationship between humble leadership and work–family enrichment. Promotion focus strengthened the positive relationship between humble leadership and thriving at work and the indirect effect of humble leadership on work–family enrichment through thriving at work.

The findings of this study offer guidance for managers to enhance thriving at work and improve employees’ work–family experiences.

First, this study explores the work-to family spillover effects of humble leadership by examining the family outcomes of humble leadership. Second, this study further uncovers the underlying mechanism between humble leadership and work–family enrichment by demonstrating the mediating role of thriving at work. Third, by exploring the moderating role of promotion focus, this study provides insight into the boundary conditions of the impact of humble leadership.

This study analyses the relationship between the use of work–family benefits and job satisfaction (JS). Furthermore, it proposes that work-to-family conflict (WFC) and work-to-family enrichment (WFE) play a mediating role in this relationship. The purpose of this paper is to address these issues.

Data are gathered from 1,051 employees of Colombian organisations. Partial least squares path modelling is used.

The results show that the perception of WFE to a greater extent and the WFC perception, to a lesser extent, are significant mediators in the relationship between the use of benefits and JS.

This study justifies investments and initiatives on the adoption and promotion of work–family benefits. Moreover, it provides practical clues on how to boost JS: WFC and WFE are variables to be considered.

This study proposes a multiple mediation model to analyse the relationship between the actual use of work–family benefits and JS from a family perspective. It contributes to the literature in examining antecedents of JS, highlighting the role of WFE.

This study aims to investigate the spillover–crossover effects on the work–family interface, with an emphasis on work–family conflict (WFC) and family–work conflict (FWC) on marital satisfaction and personal burnout.

Data were collected from matched dyads by 300 teachers and their spouses (N = 600) in Indonesia. Multiple regression analysis served to test the hypotheses.

The results showed significant spillover–crossover effects of WFC on personal burnout amongst working wives to their spouses, but not working husbands to their spouses. Moreover, there was a spillover effect of FWC on personal burnout amongst working wives, and a crossover effect of FWC on spouses' personal burnout amongst working husbands to their spouses. However, there was no spillover–crossover effect of WFC and FWC on marital satisfaction for both working wives and husbands.

The findings have implications for occupational stress management. Decision-makers have to create a positive atmosphere that reduces WFC in the workplace by providing support to the workers.

This study contributes to the literature by exploring the crossover effects of WFC and FWC amongst marital spouses in a country with inherent conservatism and traditional gender role perspectives.

The purpose of this study is to review the literature on work–life interface (WLI) studies conducted in India, including how cultural and institutional factors affect the work–life balance perception of Indian employees and how they differ from the west.

The preferred reporting items for systematic reviews and meta analyses (PRISMA) framework was used to select studies included in this systematic review.

Employees in India prioritize their family first because of the collectivist culture as opposed to the west, where work forms the role of root identity. Further, it was found that institutional support in India is lower than in developed western countries, resulting in difficulty for Indian employees to balance their work and life domains. Additionally, methodological advancement and large-scale multilevel research are much needed in India, as research on work–life studies is still in its infancy.

This study is limited to qualitative synthesis of PRISMA framework. Adopting more advanced “meta-analysis” techniques to review quantitative studies could result in more comprehensive and informative results.

Since 2009, there has been an increase in empirical studies conducted on work–life studies in India, but no systematic review has been conducted to understand the various theories and variables used by researchers. In this study, we developed a conceptual model to increase the theoretical knowledge of WLI constructs.

This paper aims to explore the content of the psychological contract (PC), i.e. work-family conflict (WFC), family-work conflict (FWC), work overload (WO) and work autonomy (WA) and its impact on well-being (WB), i.e. job satisfaction (JS), family satisfaction (FS), life satisfaction (LS), through the mediation of psychological distress (PD).

The current study has adopted a quantitative approach and a cross-sectional research design with a snowball sampling technique. The sample size consists of 400 employees from the banking sector. SPSS and AMOS 20v has been used for structural equation modelling to give empirical findings from the responses collected.

The current study has checked the relationship between PC and WB through the mediation analysis of PD. WA was not affecting the WB of banking employees. The study found that there was partial mediation. It was also proven that the lower the breach of PC lower the PD, and the higher the WB.

The current study has tried to explain the content of PC among the employees of the banking sector and how that is associated with WB. There was limited work from which showcase the WFC, FWC and WO from the view of PC theory, and it affects different WB, i.e. JS, LS and FS.

The goals of this review are to identify key theories, constructs and themes in the international business travel (IBT) literature and to propose a model based on findings, theories and constructs drawn from adjacent research literature.

The authors reviewed the business travel (BT) literature to identify conceptual and empirical articles on IBT published from 1990 to 2022. Only 53 publications were suitable for review. The authors reviewed them using an open coding system.

The IBT literature is dispersed across several disciplines that use different methods, focus on different aspects of travel and emphasize different positive and negative outcomes that IBT engenders. The publications employed a diverse range of methods, including review and conceptual (11), quantitative (28) and qualitative methods (14). The samples were diverse in country, age, marital status and tenure. Many publications were descriptive and exploratory. The few that based their research on theory focused on two stress theories: Job Demands-Resources (JD-R) theory and conservation of resources (COR) theory.

Experimental and longitudinal designs are needed to reduce the causal ambiguity of this body of mostly correlational and cross-sectional research. The authors discuss the impact of emerging advances in virtual global communication technology on the future of IBT.

More research is needed on positive aspects of IBT. Human resource (HR) people should be aware of these issues and are encouraged to decrease the deleterious aspects of the international trips and increase the positive ones.

Increasing well-being of international business travelers is important for the travelers, their families and the organization.

This is the first IBT review focused on the theoretical underpinnings of research in the field. The authors offer a model for IBT and introduce adjustment and performance as important constructs in IBT research. The authors encompass crossover theory to add the reciprocal impact of travelers and spouses and label IBT a “double-edge sword” because it arouses both positive and negative outcomes.

Remote work has been intensifying in organizations, and the recent pandemic forced an immediate increase in it, ignoring its effect on the family. The purpose of this study was to analyze the work and personal-family life balance of Colombian workers during the lockdown and the effects on post-pandemic times.

Quantitative correlational study with a non-probabilistic sample of 1,069 participants: 349 (32.64%) men and 720 (67.35%) women.

A total of 44.8% of the participants reported that their work interfered with their personal life; 61.6% reported that their work exceeded their habitual time; 72.2% felt comfortable with the remote work; and women perceived more affectation, as did participants with children. No interaction was present between these variables. There are more interruptions for workers with children younger than 12 years.

There is satisfaction with remote work. However, there are difficulties regarding work-personal life balance that must be addressed to improve quality of life, with an emphasis on women and workers with children, especially younger children.

This study provides empirical evidence for the foundation of public and organizational policies aimed at managing remote work and the work-personal life balance to reduce the risk of loss of female labor force and effects on the quality of life of workers.

Studies on the work-personal life balance with Latin American samples are scarce. This research contributes to the literature about satisfaction with working from home modality and the work-personal life balance during COVID-19 confinement, with a look at the differences by gender and the evaluation of the family conditions of Colombian workers, contributing to a regional perspective.

By utilizing boundary theory and distraction–conflict theory, this study attempted to examine the influential process of supportive teleworking practices granting work scheduling autonomy on work-to-family conflict (WFC) via the mediating mechanism of work interruption initiated from home.

The study conducted two-wave online questionnaire survey to obtain a final sample of 277 remote knowledge workers in Taiwan during the peak period of COVID-19 pandemic. Hypotheses were tested with partial least squares-structural equation modelling using SmartPLS 3.0 software.

The results revealed that supportive teleworking practices did not directly decrease the level of WFC while home-sourced work interruptions fully mediated the negative relationship between supportive teleworking practices and WFC.

This provides a more nuanced explanation for how and why supportive teleworking practices are beneficial for employees to cope with the challenge of work–home interferences under the new ways of working. The findings simultaneously address evidence-based practices to better deal with mandatory teleworking during potential societal crisis beyond the COVID-19 pandemic.

Stewardship behavior is an important embodiment of the spirit of employee ownership, which is critical to the sustainability of companies, especially under the influence of the COVID-19 epidemic. Most previous studies have focused on how to motivate employees’ stewardship behavior, but little is known about how stewardship behavior affects employees themselves. The purpose of this study is to explore how employee stewardship behavior affects their work-family interface based on the conservation of resources (COR) theory.

In this study, structural equation modeling was conducted using two-wave survey data from 323 employees through three internet companies in Southern China.

Results reveal that engaging in stewardship behavior is positively correlated with both positive emotion and emotional exhaustion. Positive emotion and emotional exhaustion, in turn, mediate the effects of stewardship behavior on work–home interface. Family motivation influences the strength of the relationships between positive emotion or emotional exhaustion and work–family interface, that is, high family motivation strengthens the positive association between positive emotion and work–family enrichment and weakens the positive association between emotional exhaustion and work–family conflict.

This study suggests that managers should give employees more support and care to ease the worries of engaging in stewardship behavior. Also, organizations should recruit employees with high family motivation, which can reduce the negative effects of stewardship behavior on work–-family interface.

Based on an actor’s perspective, this study examines both the positive and negative effects of stewardship behavior on employees themselves, thereby increasing understanding of the dual effect of stewardship behavior. In addition, this study further elucidates the mechanisms that moderate the positive and negative effects of individual family motivation on their engagement in stewardship behavior within the COR theory.