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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.

This paper aims to explore generational effects on work‐family conflict and synergy

The design is cross‐sectional and investigates large US national probability samples. Multiple regressions and ANOVAs were used in the analyses.

Generational differences in work‐family conflict and synergy were found. Mental health and job pressure were the strongest predictors of work‐family conflict for each group. Matures were significantly more satisfied than baby boomers and generation Xers.

All measures were self‐reports collected at one point in time. Thus, common method variance may be an issue and causal inferences cannot be made. Life stage and family stage differed for the generational groups and this should be explored in subsequent research.

Managers and human resource professionals need to consider generational differences in work‐family program design and monitor patterns of program usage for each group. Generation X members are particularly concerned about work/life balance.

This is the first paper to investigate generational issues affecting work‐family conflict and synergy. The findings are particularly relevant to managers and human resource professionals.

Hispanics represent a growing segment of the US population and workforce, yet there is a lack of empirical research on Hispanics in relation to work-family conflict and synergy. Drawing on work-family and job demands-resources theories, the authors model predictors (autonomy, schedule flexibility, social support, work hours) and outcomes (health and satisfaction) of work-family variables among Hispanics and non-Hispanic whites. The paper aims to discuss these issues.

This quantitative study examined responses from respondents (n=2,988) of the 2008 National Study of the Changing Workforce using descriptive statistics, t-tests, ANOVAs, and structural equation models (SEM). The paper focusses primarily on Hispanics and also examined gender differences for Hispanics and non-Hispanic whites.

Hispanic women reported the highest work-family conflict (work interfering with family (WIF) and family interfering with work (FIW)) and synergy (work-family synergy (WFS)) levels. Job resources are related to WIF for Hispanic women but not Hispanic men. Autonomy was the best predictor of WFS for all groups. Coping mediated the depression-life satisfaction relationship. WIF and WFS were each significantly related to job satisfaction. Job satisfaction and life satisfaction were significantly related for all groups except Hispanic women. Job satisfaction-turnover paths were significant.

Although based on a high-quality national probability sample, all information was gathered from one extensive interview. There is also a need to examine subgroups of Hispanics beyond the scope of this data set.

Results suggest similarities as well as differences in work-family variables for Hispanics and non-Hispanic whites. Corporate work-family policies and initiatives may need to be altered in light of ethnicity and gender issues as the workforce becomes more diverse.

This study examined work-family conflict and synergy among Hispanics. The predominance of research on non-Hispanic whites needed to be extended to different racial/ethnic groups who may experience WIF, FIW, and WFS differently.

The purpose of this paper is to introduce a selection of papers within the issue that discuss the work‐family interface.

The themes of the papers in the issue are outlined

The papers address the following: conflict, facilitation and individual coping styles across the work and family domains; generational differences in work‐family conflict and work‐family synergy for Generation X, baby boomers and matures; the development and transmission of work‐related attitudes; a cross cultural comparison of female managers attitudes, experiences and career choices; the impact of individual and organisational characteristics on work‐family conflict and career outcomes, and the variation of work life integration experiences of mid‐career professional women.

The paper introduces the special issue which provides a varied mix of theoretical approaches and multi‐level perspectives to scope out and explain the links between work and family life.

The present study aims to examine work–family interface and explore its relationship with some key psycho-social variables amongst women entrepreneurs in the urban Indian context.

This paper has adopted a quantitative design, whereby data collected using a questionnaire from 164 women entrepreneurs was analysed using hierarchical regression.

Findings indicate that core self-evaluations, role involvement and social support worked in tandem towards diminishing conflict and driving enrichment. The role of family support and family involvement in enabling family-to-work enrichment suggests that work–family synergies could work to the unique advantage of women entrepreneurs. Work involvement was also seen to be related positively with work-to-family enrichment and negatively with family-to-work conflict.

The linkages between key psycho-social factors and work–family interface need to be studied on larger and varied samples, using alternative scales, for greater generalizability of results. Longitudinal research could also bring out valuable insights related to the effect of life cycle stages and other family characteristics on work–family interface.

Work–family interface should be regarded as a fundamental business imperative with crucial implications for the venture. Self-development training and counselling in Entrepreneurship Development Programmes for women can shield them from conflict and its negative consequences while incorporating key behaviours to foster enrichment instead.

The present study is the first empirical research to examine work–family enrichment and its relationship with core self-evaluations, role involvement and social support for women entrepreneurs in the Indian context.

This paper aims to examine the effects of gender and satisfaction with organizational support on work – family conflict.

The authors used a questionnaire to collect data from 236 married accountants employed in service organizations in the UAE. Data were analyzed using a two-step hierarchical regression.

The results indicate that organizational support is an important tool to reduce work – family conflict among married accountants employed in the UAE. In addition, female accountants face higher levels of conflict than males.

The authors used a convenient sample which limits the degree of generalizing the results beyond the studied organizations. In addition, the regression models were specified in a linear function. Other functions may produce different results.

The results provide motivation for firms to adopt policies to support employees to reduce work – family conflict.

This is the first study to examine the role of gender and organizational support in work – family conflict among accountants employed in the UAE while controlling for the time sources of the conflict.

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.

The central aim of this paper is to test a model in which work‐family enrichment is associated with lower levels of professional turnover through higher levels of job satisfaction and professional commitment.

The bootstrap procedure for estimating indirect correlations in multiple mediator models was used to test the hypotheses.

The findings show that nurses experiencing high levels of work‐family enrichment are likely to report lower intentions to leave their profession by virtue of their higher levels of professional commitment.

The research relies on a cross‐sectional design with a single source of data.

The research suggests that management should foster work‐family enrichment since this appears to be linked to decreased turnover intentions.

There is a shortage of nurses in Italy and many other countries, which has negative consequences for high‐quality nursing care and costs of the healthcare system, and the results of the present study suggest ways in which nurse retention could be improved.

This study contributes to work‐family literature by addressing the relationship between work‐family enrichment and professional‐related outcomes.

The purpose of this paper is to test a model predicting self-employment (SE) personal growth (learning opportunities and creativity) and SE exit intentions (exiting to work for someone else and exit likelihood) based on the job demands-resources model.

SEM was used to examine SE demands and resources, strain, and engagement predicting growth, exit intentions, job satisfaction, and life satisfaction. SE type (owners with employees and independent owners without employees) was a moderator variable. Data were analyzed from a national probability sample (n=464 self-employed respondents for whom SE was their primary work involvement), the National Study of the Changing Workforce.

Overall support for the model was found. Work–family conflict (demand) and work–family synergy (resource) had the strongest relationships with strain and engagement. Strain was positively related to both growth and exit intentions while engagement was inversely related to exit intentions but positively related to growth. The model was significantly different for business owners and independently self-employed.

These results provide guidance to researchers and educators regarding the challenges of self- employment engagement and strain with implications for selecting business types that minimize exit likelihood while maximizing work engagement and personal growth potential.

This study breaks new ground by testing a structural model of engagement and growth for self-employed individuals while also investigating two types of exit intentions. The authors report findings for growth and exit decisions that have received scant attention in the literature to date. Type of SE was a significant variable.