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Summary: The management of the daily rhythm of work and childrearing, two central responsibilities of working fathers, has received limited research attention. Drawing from an expanded self‐regulation perspective, this study seeks to understand the within‐person depletion and compensation mechanisms that explain how fathers' daily work experiences spillover to influence their next‐day parenting interactions. We also posit that actual childrearing support by mothers and its unavailability may shape fathers' day‐to‐day caregiving rhythm by injecting resources and/or cuing demands for father parenting involvement. Using daily triadic data (N = 631 within‐person observations) from 96 fathers, mothers and their adolescent children in the United States, we found that the lagged relationship between fathers' negative work events and next‐day father–adolescent conflict was mediated by fathers' psychological distress. In addition, we found that negative work events were associated with increased father–adolescent routine activities the next day via time‐based work–family conflict, but only when mothers worked the next day. We further found that negative work events were associated with decreased father–adolescent interactive activities the next day via psychological distress, but only when mothers provided less routine care than normal the next day. Our study portrays fathers juggling work and parenting as a sequenced balancing act. Importantly, incorporating mothers' daily work status and routine parent–adolescent interactions enriches our understanding of fathers' daily work‐to‐parenting spillover process. [ABSTRACT FROM AUTHOR]

AbstractBackgroundMethods and measuresResultsConclusionParental work-family conflict (WFC) and parental household income have been linked to negative outcomes for children. So far, no study has associated these two stressors with the hair concentration of cortisol (HCC) and dehydroepiandrosterone (DHEA) in kindergarteners as a measurement of their objective stress.44 children (40.91% female) with a mean age of 5.16 years and their parents participated in this cross-sectional study. Children’s cortisol and DHEA measurements reflected the hormones produced over the past two months. Parents filled out questionnaires concerning their WFC and parenting behavior.Higher maternal WFC and a lower parental net household income were negatively associated with the DHEA and positively with HCC/DHEA ratio of their children. No significant associations were found between HCC and any included variables. Paternal WFC had no impact on the stress hormones and negatively affected parenting behavior of both parents. Levels of stress hormones were not correlated with parenting behavior.The present results indicated a higher stress exposure in children of mothers with a higher WFC and lower net household income. Conceivably, this may have led to an accumulation of allostatic load. Potential influences of demographic variables on the children’s hormones are discussed. [ABSTRACT FROM AUTHOR]

Background: This study aims to determine how workplace violence experienced by healthcare workers in Turkey affects their job satisfaction and intention to leave. It also examines the mediating role of employees' work-family conflict between these effects. Methods: The PROCESS method was used in the study. The research was conducted on 595 health workers in three public hospital affiliated with the Istanbul Provincial Health Directorate. The convenience sampling method was used in the selection of the participants. Results: As a result of the analysis, it was determined that there is a positive, significant, moderate (R = 0.35, p < 0.01) relationship between workplace violence and work-family conflict, and a negative, significant and weak relationship between workplace violence and job satisfaction (R = -0.27, p < 0.01), there is a positive, significant, and weak (R = 0.26, p < 0.01) relationship between workplace violence and intention to leave. In addition, there is a negative, significant, and weak (R = -0.27, p < 0.01) relationship between workfamily conflict and job satisfaction, and a positive, significant, and weak (R = 0.28, p < 0.01) relationship between work-family conflict and intention to leave. Workplace violence had significant and negative effects on the employees' job satisfaction and significant and positive effects on the intention to leave and work-family conflicts. Discussion: As a result of the mediating variable analysis, it was determined that work-family conflict has a partial mediator role in the relationship between workplace violence, job satisfaction, and intention to leave. The results are very important, especially for managers working in the healthcare sector. Reducing workplace violence against healthcare personnel will contribute to increasing productivity in the sector and providing better quality service to the healthcare sector. [ABSTRACT FROM AUTHOR]

This research delves into the complex impact of High Involvement Work Practices (HIWPs) on various facets of employee well-being and service outcomes within the framework of the trichromatic service conception. Utilizing the Job Demands-Resources (JD-R) model, the study uncovers the dual, both beneficial and detrimental, effects of HIWPs on service performance, work-family conflict, subjective well-being, and work-family enrichment. Examining the conflicting paths of job demands (workload) and job resources (customer orientation), the analysis incorporates the moderating influence of a strategic contextual factor--supervisor support. Data was collected through self-administered questionnaires from 475 respondents in Pakistani banks, and the analysis employed moderated mediation analysis using SPSS, AMOS, and the PROCESS Macro. All proposed hypotheses received support. The results indicate that HIWPs enhance service performance by promoting customer orientation but concurrently escalate workload, leading to adverse consequences for subjective well-being and work-family conflict. The study underscores the importance of implementing HIWPs under supportive leadership to maximize positive outcomes and mitigate negative consequences. Ultimately, this approach enables employees to effectively serve customers, maintain a healthy work-family balance, and contribute to the long-term growth and sustainability of organizations. [ABSTRACT FROM AUTHOR]

Background: This study investigates the nuanced experiences of faculty members in higher education institutions during and after the COVID-19 pandemic. Focusing on family-work conflict, job satisfaction, and personal wellbeing, the research aims to provide comprehensive insights into the challenges and adaptations encountered by faculty members amidst unprecedented disruptions. Method: A mixed-method approach was employed, encompassing both quantitative and qualitative measures. The quantitative facet involved 82 participants who responded surveys distributed to faculty members across diverse regions of India. Concurrently, qualitative data were collected through interviews with 30 faculty members in three states. The quantitative study utilized standardized tools, while the qualitative inquiry followed a semi-structured interview schedule. Result: Quantitative findings revealed a significant upswing in job satisfaction after institutional reopening compared to the lockdown period. However, no significant differences were observed concerning work-family conflict and personal wellbeing. Notably, faculty members reported heightened work-family and family-work interference compared to national statistics. Qualitative responses highlight a notable shift in teaching methodologies, incorporating multimedia and online tools. Faculty members exhibited mixed sentiments about returning to the office, expressed a deepened appreciation for social relationships post-reopening, and emphasized the positive impact of institutional hygiene protocols. Conclusion: This study offers crucial insights into the multifaceted experiences of faculty members in higher institutions during the COVID-19 lockdown and subsequent reopening. The research contributes valuable perspectives to the evolving discourse on post-pandemic academia, providing a foundation for further exploration and understanding of the challenges and opportunities faced by faculty members in the changing scenario of higher education. [ABSTRACT FROM AUTHOR]

This study examines how heterosexual couples in Taipei used space when both were working from home. I interviewed 29 heterosexual couples on how they arranged working space at home and how these spatial arrangements influenced their working experiences and career development. I found that space was gendered: men tended to work in a preferable space at home compared to their partners. However, a preferable space was not always defined by its physical setting, such as a room. Interviews revealed that women tended to move around to accommodate their family members' needs when they worked from home, having unstable and interrupted working environments. Their experiences revealed that women's family roles, such as mother, daughter, and wife, are prioritized at home, resulting in constant interruptions. On the contrary, men's roles as workers were prioritized and protected when they worked from home. Gender superseded and transformed the physical space and reproduced gender inequality at work for people who work from home. This study suggests the need to consider the impact of gender norms before treating remote work as a pro-work–family policy. [ABSTRACT FROM AUTHOR]

Work-family conflict has gained a growing amount of attention in the field of workplace stress, which can negatively impact employee health. Work-family equilibrium is difficult to maintain in contemporary industrialized societies due to the rising demands of both the workplace and the home. This study relied on self-determination theory, conservation of resources theory, psychological safety, innovative human resource management practices, and social exchange theory. It investigates the impacts of work-family conflict on psychological well-being and psychological safety. It also investigates the indirect effects of work-family conflict on organizational performance. This study investigates the influence of innovative human resource management on psychological safety, physical well-being, and social well-being. Finally, the indirect effects of innovative human resource management on organizational performance are examined. The data used in this research was gathered from a variety of Chinese industrial sources. The subjects of this research are China employees of a diverse range of companies. A total of 442 employees were randomly chosen utilizing a sampling technique. According to the findings, work-family conflict has a significant effect on psychological safety but not a significant impact on psychological well-being. Innovative human resource management has a significant effect on psychological well-being, physical well-being, and social well-being. Psychological safety and social well-being also impact significantly organizational performance. Finally, this study provided some important theoretical contributions and practical implications for the reference of industries and academics. [ABSTRACT FROM AUTHOR]

The current labor market is characterized by drastic changes linked to the use of information and communication technologies (ICT) and post-COVID-19 transformations, which have decreased job security and job stability. As a result, the feeling of losing one's job has become even more common among European workers. In this study, we aimed to investigate whether and how job insecurity would be related to work–family conflict during the pandemic. Online self-report questionnaires assessing job insecurity, working excessively, techno-overload, and work-to-family conflict were completed by 266 workers from Italy. Descriptive analyses, confirmatory factor analyses, and structural equation mediation models were conducted. Job insecurity was positively associated with work-to-family conflict, both directly and indirectly, as mediated by techno-overload and a tendency to work excessively. This study advances the literature, as it is the first to identify techno-overload and working excessively as parallel psychological mechanisms linking job insecurity to work–family conflict among Italian workers during the pandemic. Workers could benefit from technological workload monitoring programs, techno effectiveness, and time management training programs. Companies could also consider implementing family-friendly and digital disconnection practices. [ABSTRACT FROM AUTHOR]

Despite convincing evidence suggesting that organizations benefit from employees' flow states, when and how work flow experience generates negative effects remain largely understudied. By integrating the spillover-crossover model and perseverative cognition theory, we established a model to explain how flow experience induces employees' positive rumination after work (i.e., problem-solving pondering), which ultimately results in work-family conflict. We proposed that mindfulness acts as a buffer factor in this process but further elucidated that work-family segmentation preference serves as a boundary that may alter or even completely reverse the original effects of mindfulness. Our experience sampling method yielded 1425 data points from 186 employees and their family members across 10 workdays in China, and multilevel analyses supported our propositions. We identified the mediating role of problem-solving pondering in transmitting the effects of flow to work-family conflict. Additionally, we confirmed the three-way interaction effect among mindfulness, segmentation preference, and flow. Specifically, the harmful effect of flow is assuaged when segmentation preference and mindfulness are both high. However, flow experience causes severe work-family conflict when mindfulness is high and segmentation preference is low. Theoretical and practical implications were discussed. [ABSTRACT FROM AUTHOR]

This study examined work-family and family-work conflicts' mediating effect on the relationship between hotel workers' job insecurity and job satisfaction in the Algarve, Portugal. The final sample comprised 166 employees who voluntarily completed a survey. SPSS and PROCESS macro software was used to analyze the data. Multiple regression analysis revealed that job insecurity is significantly related to job satisfaction both directly and indirectly via work-family conflict. Family-work conflict does not significantly mediate the abovementioned relationship. Hotel managers should continually monitor and enhance employees' job satisfaction including providing more job security and implementing practices that foster a work-family balance. [ABSTRACT FROM AUTHOR]

Work-family conflict and parental burnout are two important and often co-occurring indicators of psychological maladjustment related to the parenting role. Whereas both have been studied in largely different research areas, the present study forwards the assumption that their co-occurrence may be explained by shared dispositional factors such as parental perfectionism and emotional dysregulation (Malivoire et al., 2019). In particular, the present study adds to existing literature by (a) exploring the role of perfectionistic concerns in (the co-occurrence of) work-family conflict and parental burnout, (b) examining the role of emotional dysregulation as an intermediate variable in this link between perfectionism and parental maladjustment, and (c) addressing these research objectives for mothers (N = 116) and fathers (N = 102) separately, as well as their mutual influences using Actor-Partner Interdependence Modeling (APIM). The research goals are examined in families of adolescents, thereby addressing parental experiences during one of the most challenging periods of parenthood. The results based on both maternal and paternal self-report showed that perfectionistic concerns were related to both work-family conflict and parental burnout, with emotional dysregulation playing a significant intermediate role. In addition to these actor effects, the APIM results showed a significant partner-effect between paternal perfectionistic concerns and maternal work-family conflict, as well as between maternal perfectionistic concerns and paternal burnout. From an applied perspective, these findings suggest that interventions towards parents who struggle with work-family balance should not only focus on a more realistic and compassionate attitude towards themselves, but should also target emotion regulation, and enhance insight in transactional processes between partners. Highlights: Work-family conflict and parental burnout are two important aspects of parental functioning that often co-occur. Parental perfectionistic concerns is a shared dispositional risk factor for both domains of parental functioning. The link between perfectionistic concerns and ill-being can partly be explained by emotional dysregulation. One parent's perfectionistic concerns does not only affect the parent's own functioning but also the psychosocial adjustment of the other parent. Interventions on work-family conflict and parental burnout should not only focus on a more realistic attitude towards parenting standards, but also target parents' capacity for emotion regulation. [ABSTRACT FROM AUTHOR]

Amid the rising prevalence of working from home during the COVID-19 pandemic, scholarly interest in the effects of working from home on the fit between work and family life has regained momentum. However, little is known about whether these effects depend on workers' role salience levels. This study examines the association between the frequency of working from home and two types of work–family conflict: (a) work-to-family conflict (WTFC) and (b) family-to-work conflict (FTWC). We also examine whether these associations are moderated by the salience workers assign to their work and family roles, as well as by workers' gender and parenting status. To explore these issues, we apply linear regression analyses to data from 4067 employees in Wave 12 (2019–2020) of the German Family Panel Survey. Results show that working from home more frequently is generally associated with both higher WTFC and FTWC for women but not for men. However, among fathers, we found a significant association between working from home and higher WTFC. A moderated association by role salience, where higher work-role salience reduced the positive effect of working from home on FTWC, also only emerged among women. These results suggest that the link between working from home and the fit between one's work and family is heterogenous: it varies not only by gender and parenthood status, but also partly by the importance workers assign to their various life roles. [ABSTRACT FROM AUTHOR]

Using data collected from 36 interviews with the police and their family members, the first author's insider perspective as a former police officer and the second author's lived experience of growing up in a police family, as well as media reports, this paper explores how work-family conflict plays out among rank-and-file police officers in China. We find that, like their counterparts elsewhere, the Chinese rank-and-file officers have been troubled by three dimensions of work-family conflict touching on professional habits, overtime work and working pressure. We argue that while the work-family conflict inflicted by professional encroachment may be common for police officers in all jurisdictions, the time-based and strain-based conflicts share unique political roots of self-sacrifice spirit advocated by the Chinese party-state. This study is not only one of the very first empirical studies on the work-family conflict among police officers in China but it also contributes to comparative policing studies by highlighting how politics in a particular country may affect the conflict. [ABSTRACT FROM AUTHOR]

This article offers a scoping review and thematic synthesis of qualitative research on the relationship between precarious employment and mental health. Systematic searches of primary qualitative research in western economies, focused on insecure contracts and a broad conceptualisation of mental health, identified 32 studies. Thematic synthesis revealed four core experiences of precarious employment: financial instability, temporal uncertainty, marginal status and employment insecurity, each connected with multiple, interrelated experiences/responses at four thematic levels: economic, socio-relational, behavioural and physical, leading to negative mental health effects. Reported mental health outcomes could be predominantly understood as reductions in 'positive mental health'. Findings are theoretically located in models of work-family conflict and latent deprivation; insecure work constrains access to benefits of time structure, social contacts, social purposes, status and identity, which correlate with psychological wellbeing. Frequently failing also to provide the manifest (financial) benefits of work, insecure employment poses mental health risks on both fronts. [ABSTRACT FROM AUTHOR]

This research is an important finding because it will reveal the intensity of conflict between female workers and their families during COVID-19, as well as the subsequent impact on the performance of female nurses who are married. The study aimed to determine the conditions and contribution of women's work-family conflict to the performance of married female nurses at the Otto Iskandar Dinata Hospital, Bandung, West Java. This research was conducted when COVID-19 had been going on for 3 years. At that time all sectors were affected, especially the local government's public health service units which had direct access to handling the COVID-19 pandemic, which involved workers from various health professions who were inseparable from conflicts in their work and families. The research method used is causal associative, qualitative, and quantitative data types. The data collection method is by literature study and field study, while the data collection techniques use observation, interviews, and questionnaires. Data analysis was assisted by statistical software SPSS version 25 with multiple linear regression analysis, correlation coefficient, and coefficient of determination. The study population consisted of 148 female nurses, and 69 were taken as a sample, with 80 data taken from the field. The results showed that the General demands of a role and Time devoted to a given role conditions had a relatively high conflict intensity, and the Strain produced by a given role condition had a high conflict intensity, while the performance condition had a very good level. Work-family conflict has a small effect on performance, and the effect is significant. The results of this study hoped that the regional government health service organization will be able to determine work policies for female nurses so that the workload is distributed evenly and there is no high conflict intention, which results in decreased performance. [ABSTRACT FROM AUTHOR]

Drawing upon the theory of displacement, the job-demands resources (JD-R) theory, and the conservation of resources (COR) theory, the current study seeks to develop an integrated model investigating the factors determining subjective well-being among hotel employees, considering the mediating impact of work-family conflict as well as the moderating role of psychological resilience. This paper applied a quantitative method relying on a self-administered questionnaire to gather primary data from the staff of 5-star hotels in North Cyprus. Performing PLS-SEM, the empirical findings indicated that job insecurity significantly impacts both work-family conflict and employees' subjective well-being. Work-family conflict has a positive impact on emotional exhaustion, which in turn negatively influences subjective well-being. Work-family conflict also significantly mediates the link between employees' job insecurity and their emotional exhaustion. Psychological resilience significantly moderates the link between job insecurity and subjective well-being. This study provides various theoretical and practical implications for scholars and administrators. [ABSTRACT FROM AUTHOR]

This study aims to investigate the influence of organizational culture and shared leadership on work-family conflict (WFC) and employee job satisfaction, within the context of businesses in the Mekong Delta in Vietnam. A survey was conducted involving 592 employees, and linear structural equation modeling (SEM) was utilized for data analysis. With the exception of the negative impact of external orientation culture value and task-oriented leadership style on job satisfaction, the study revealed that organizational cultural values and shared leadership have a favorable impact on reducing WFC and enhancing employee job satisfaction. A noteworthy discovery from this research is that organizational cultural values and shared leadership style not only mitigate WFC but also foster higher employee job satisfaction. As a result, it is recommended that enterprises prioritize the development of organizational cultural values and shared leadership models to bolster job satisfaction, increase employee loyalty, and consequently, enhance overall firm performance. [ABSTRACT FROM AUTHOR]

Work–family conflict is a phenomenon known to affect an individual's well-being. However, its affective consequences are yet to be explored. In this study, we focus on understanding work–family conflict affective consequences on positive and negative affect. Our approach aims to refine the Job Demands and Resources model (JD-R model) by incorporating affect as a psychological mechanism in the health-impairment process and by exploring family-supportive organizational perceptions and psychological detachment as moderators. The final sample was composed of 195 couples, with men's mean age around 46 years old (M = 46.85, SD = 0.34) and women's age around 44 (M = 44.23, SD = 0.37). Men worked an average of 44.46 h per week (SD = 0.83), while women worked an average of 39.79 h per week (SD = 0.65). The majority of couples had full-time jobs (77.9% of men and 73.8% of women), worked fixed schedules (55.4% of men and 73.8% of women), were employed by others (75% of men and 82.8% of women), and worked for small companies (54.6% of men and 40% of women). Concerning education, most of the men (81.3%) and women (71.4%) attended high school or had less than 12 years of education. To test our moderation models, PROCESS version 4.1st macro for SPSS was used. Additional analyses included correlations and paired mean comparisons. Our findings indicate that work–family conflict correlates positively with negative affect and negatively with positive affect. Psychological detachment moderated the effect of work–family conflict on negative affect for women, but did not moderate the relationship with positive affect for men or women. Family-supportive organizational perceptions also did not moderate any of the proposed relationships. This study highlights how the ability to detach and separate family and professional domains is important and supports the health-impairment process of the Job Demands and Resources model through affective experiences. [ABSTRACT FROM AUTHOR]

Introduction: Work-family conflict is a fundamental issue that affects employees and is one of the most common complaints of any organization. Social capital and organizational commitment can be mentioned among the factors related to work-family conflict. Thus, the aim of this research was to investigate the relationship between social capital and work-family conflicts with the mediating role of organizational commitment. Method: This research is practical regarding the purpose and descriptive regarding the data collection method. The statistical population of this research is all the people working in the bazaar of Tehran. In this research, a convenient sampling method was used. Research tools include the work-family conflict questionnaire of Netmier, Bowles and McMarian (1996), the social capital questionnaire of the American Social Capital Association and the organizational commitment questionnaire of Balfour and Wechsler (1996). SPSS and smartPLS softwares were also used for data analysis. Results: The results showed that the relationship of social capital with organizational commitment, and organizational commitment with work-family conflict are significant. In addition, This research confirmed the mediating role of organizational commitment in the relationship between social capital and work-family conflict. Discussion: The results of the present study showed that organizational commitment can mediate the relationship between work-family conflict and social capital; Therefore, special attention must be paid to organizational commitment. [ABSTRACT FROM AUTHOR]

With the increasing maturity of supportive office technologies and applied software represented by instantaneous communication and online office, work connectivity behavior after-hours has emerged in various industries as a modern and flexible management method, which expects employees to remain "online" after office hours. The transition from "invisible overtime" to "voluntary overtime" has garnered widespread attention from scholars. Initially, work connectivity behavior after-hours has been proven to significantly enhance work autonomy and flexibility, improving work efficiency, job satisfaction, and creativity. However, with the excessive use of work connectivity after-hours, its negative effects have gradually become evident. In light of conservation of resources theory and social identity theory, this research attempts to explore the mechanism through which work connectivity after-hours affects unethical pro-family behavior. Hierarchical regression, experimental methods and fsQCA are used for data analysis and verification of hypotheses. Research results shed light on the following findings: (1) work connectivity behavior after-hours could not only directly enhance employees' unethical pro-family behavior, but also indirectly enhance this behavior through work-family conflict; (2) family motivation could strengthen the positive relationship between work-family conflict and unethical pro-family behavior, while organizational identity could weaken this positive relationship; (3) the synergistic effect of family motivation and organizational identity could weaken the positive relationship between work-family conflict and unethical pro-family behavior. To sum up, this research provides solid evidence for the negative impact of work connectivity after-hours on employees' family and work, and calls for enterprises to resort to cultivation of organizational identity as a means to restrain the negative effects of work connectivity after-hours. [ABSTRACT FROM AUTHOR]

Objective: This study aimed to examine working mothers' experiences with returning to work after giving birth, work-family conflict, breastfeeding, and mental health. Methods: A sequential, mixed methods design was used to administer an online survey to capture job characteristics and perceptions of work-family conflict among first-time mothers in Georgia who gave bi rth within the previous year (N= 26). Then, interviews were conducted to understand their experiences with returning to work, work-family conflict, breastfeeding, and mental health. Results: Many participants worked in educational settings and returned to full-time work after giving birth. Qualitative themes front 12 interviews captured the context of participants' work environments, types of work-family conflict, and factors that alleviated work-family conflict. Conclusions: Employers need to incorporate support for work-family conflict and perinatal mental health into workplace breastfeeding programs and maternity leave policies. [ABSTRACT FROM AUTHOR]

Currently, work-family conflict of college teachers is a common issue, especially when their children are in the preschool stage, which will directly affect the children’s problem behaviors. This study aims to explore the relationship between parental work-family conflict and children’s problem behaviors, and the mediating role of parental phubbing and children’s problematic media use among Chinese college teachers. A total of 234 college teachers and their preschool children (Meanage= 60.29 months) participated in this study. The results indicate that (1) there is a significant positive correlation between college teachers’ work-family conflict and their children’s problem behaviors; (2) there is a significant mediating effect of problematic media use between work-family conflict and preschool children’s problem behaviors; and (3) Parental phubbing and children’s problematic media use play a chain mediating role between work-family conflict and children’s problem behaviors. The results reveal the influencing mechanism of work-family conflict on preschool children’s problem behaviors. [ABSTRACT FROM AUTHOR]

An effort to maintain employee engagement is one of the major challenges for organizations currently because companies that are engaged in the construction industry must be able to overcome every obstacle, such as increased competition, decreased purchasing power, and instability in raw material prices, when carrying out their business activities, so companies have an urgency in maintaining the best talent over the long term as an effort to increase their competitive advantages in the organization. Many previous studies have shown different results with similar latent variables, so the results of these studies cannot be generalized. This study aims to fill the research gap by testing the influence of trust in management, goal clarity, and work-family conflict on employees’ intention to stay by involving work engagement as a mediator, especially in every company that is engaged in the construction industry. Data were collected through a structured questionnaire from 51 employees who worked as non-managerial staff at PT. Sanyon Bangun Lestari, in Indonesia, as one of the companies that are engaged in the construction industry. This study used a quantitative approach, so the data were analyzed through partial least squares with structural equation modelling when measuring a construct. The results of this study indicate that trust in management and work engagement have a positive and significant impact on intention to stay, whereas work engagement plays an important role in mediating the influence of trust in management and goal clarity on intention to stay. It is hoped that this study can be a reference in the development of future studies, especially research that utilizes different objects and variables, so it can explore the mediating role of work engagement more deeply in relationship with intention to stay and it can be a guide in describing managerial practical implications for organizations regarding the importance of building work engagement and maintaining the intention to stay of employees in the organization. [ABSTRACT FROM AUTHOR]

Background: this research sought to identify profiles of parents according to their food parenting practices (FPFP) (monitoring, restriction, modeling and child control) and to determine whether the profiles differed according to their satisfaction with food-related life (SWFoL), work-family interface, diet quality of parents and adolescent children, type of work and sociodemographic characteristics (socioeconomic level, gender and age). Methods: the sample consisted of 430 two-parent dual-income families with adolescent children in Santiago, Chile. The Comprehensive Questionnaire of Parental Eating Practices, Satisfaction with Food-related Life scale (SWFoL), Adapted Healthy Eating Index (AHEI) and Work-Family Interface Scale (work-family conflict and work-family enrichment) were used. Results: latent profile analysis showed five profiles of fathers and mothers: a) mothers and fathers with high control and restraint (32.1 %); b) mothers and fathers with high control and very low monitoring, restriction and modeling (29.5 %); c) mothers with high monitoring and fathers with low control and restriction (18.8 %); d) mothers and fathers with high monitoring (14.9 %); and e) mothers and fathers with high restraint and modeling (4.7 %). Conclusions: the profiles differed in fathers' and mothers' SWFoL scores, fathers' work-family conflict, fathers' work-family enrichment, diet quality of all three family members, and mothers' body mass index. The results suggest that fathers and mothers use different combinations of FPP according to the characteristics of their families and workplaces. [ABSTRACT FROM AUTHOR]

Improving the management of principals has been proven to be an effective strategy to reduce preschool teachers' turnover. However, relevant empirical evidence for preschool teachers is still insufficient. A total of 3623 preschool teachers from the Chinese mainland participated in the current study through random cluster sampling and were administered self‐report questionnaires to measure their principal's restrictive behavior, work–family conflict, effort–reward imbalance (ERI), and turnover intention. This study used serial mediation models to examine the direct relationship between the principal's restrictive behavior and preschool teachers' turnover intention, as well as the indirect relationship between the two variables through the independent and serial mediating roles of ERI and work–family conflict (including work‐to‐family conflict [WFC] and family‐to‐work conflict [FWC]). Results showed that among Chinese preschool teachers, (1) the direct relationship between the principal's restrictive behavior and turnover intention was significant; (2) ERI mediated the relationship between the principal's restrictive behavior and turnover intention; (3) WFC and FWC both mediated the relationship between the principal's restrictive behavior and turnover intention; and (4) a serial mediating effect of ERI and WFC/FWC was observed. The findings have theoretical and practical significance for interventions to reduce preschool teachers' turnover. Practitioner points: Principal's restrictive behavior is significantly positively correlated with preschool teachers' turnover intention.Effort–reward imbalance and work–family conflict play a serial mediation role in the relationship between the principal's restrictive behavior and preschool teachers' turnover intention.Both aspects of work–family conflict, namely work‐to‐family conflict (WFC) and family‐to‐work conflict (FWC), served as mediators in the serial mediation model mentioned above, but the mediation effect of FWC was greater. [ABSTRACT FROM AUTHOR]

The current study examined how state anxiety is related to social support (formal and informal), work–family conflict, and level of happiness among married mothers and single mothers by choice (SMBC) during the first lockdown of the Covid-19 crisis. The uniqueness of the present study lies in its comparison of married mothers and SMBC, whereas previous studies examined differences between single mothers, who are usually divorced, and married mothers. Moreover, the present research is the first to combine all relevant variables in one coherent study. A sample of 386 SMBC and 293 married mothers filled out a closed online questionnaire sent through social networks. The study findings show negative correlations between the level of social support, level of happiness, and type of support (friends, family, and significant others) and the level of state anxiety. Most women did not turn to formal sources of support such as aid and welfare agencies. Finally, a positive correlation was found between state anxiety and work–family conflict. [ABSTRACT FROM AUTHOR]

Through the lens of the conservation of resources (COR) theory and gender-role perspective, this research investigates the effect of work-family conflict (WFC) on positive discipline parenting (PDP) via well-being among working mothers in Indonesian public organizations. A total of 218 mothers who worked in public organizations such as schools and hospitals were selected as participants. All participants had children attending schools from elementary to senior high school. Data were collected online with a three-wave data collection technique and analyzed using IBM SPSS AMOS ver. 26 and Hayes' PROCESS macro on SPSS ver. 26. The results showed that WFC directly reduced the mothers' PDP or indirectly lowered their well-being. In Indonesia, mothers are responsible for child-rearing and working in public organizations can cause resource imbalance. Scholars and practitioners should consider the existence of WFC and how it influences working mothers in public organizations. This study is among a few studies investigating WFC's impact on working mothers' well-being and parenting. [ABSTRACT FROM AUTHOR]

Innovative women entrepreneurs undoubtedly represent an under investigated research area within entrepreneurship research to date. This paper fits into this scantly explored stream of research, enriching the academic discussion by analyzing how innovative women entrepreneurs deal with issues typically associated to "traditional" women entrepreneurs. In doing so, a literature review and an analysis of in-depth semi-structured interviews, conducted in the time period 2022–2023 on a sample of 10 Italian innovative women entrepreneurs who were selected using purposive sampling, have been carried out in order to provide an overview of the features that characterize such entrepreneurs. Results show some interesting aspects in which innovative women entrepreneurs differ, at least in part, from women entrepreneurs involved in traditional sectors. Firstly, all the interviewed women have been pulled, rather than pushed, into entrepreneurship; secondly, the interviewed entrepreneurs do not perceive the high workload as something that can interfere with family responsibilities, but as a means of satisfaction and personal fulfilment. Finally, the majority of the interviewed women entrepreneurs were able to raise money by means of public funds, business angels, or specific competitions. [ABSTRACT FROM AUTHOR]

Organizational restructuring and technological developments have been associated with working for longer hours, assuming more responsibilities, and feeling more pressure to reach demanding work targets leading to work intensification. Guided by the framework of the JD Resources and stress-as-offense-to-self theory, the aim of the present study was to explore how work intensification decreases work engagement. We posit that illegitimate tasks and work–family conflict could play a mediator role between work intensification and work engagement. A total of 480 employees in Portugal completed an online survey. The results showed a negative correlation between work intensification, illegitimate tasks, and work–family conflict. Work identification can affect work engagement indirectly through two paths: the separate intermediary effect of illegitimate tasks or work–family conflict and the continuous mediating role of illegitimate tasks and work–family conflict. The results indicate that work intensification decreases work engagement through the role of illegitimate tasks and work–family conflict. This study contributes to the literature on the impacts of work intensification by considering the sequential mediating effect of illegitimate tasks and work–family conflict on work engagement. Although past research has claimed that work intensification negatively impacts work engagement, our results showed that illegitimate tasks and work–family conflict play a critical role in this process. [ABSTRACT FROM AUTHOR]

Despite the antecedents of unethical sales behavior (USB) have been well studied, these literatures primarily focus on the work domain and neglect the spillover effects of the home domain. Drawing on ego depletion theory as an overarching theoretical framework, this research investigates why and how salespersons' work-family conflict (WFC) at home triggers next day's USB at work. This study used daily diary data collected from 99 salespeople in two weeks to test the proposed hypotheses. The multilevel path analysis indicates that evening's WFC positively affects next afternoon's USB via increased next morning's ego depletion (ED). Furthermore, service climate was found to moderate this indirect relationship, such that the indirect relationship becomes weaker under high service climate. To the best of my knowledge, this study is one of the first to reveal that salespersons' daily WFC may serve as a role conflict event and lead to next day's USB at work, which provides a fine-grained understanding of spillover effects of daily WFC through a daily diary study. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic brought disruptions to government workplaces, including abrupt transitions to remote work for many employees. Remote work can offer a physically distant environment and greater flexibility for individual employees and organizations; remote work also creates or exacerbates potential work-life balance tensions. Drawing on Job-Demands Resources theory, we propose that two organizational resources, instrumental leadership (a vertical organizational resource) and a sense of social belonging (a horizontal organizational resource), help prevent burnout by alleviating conflict between work- and family-life activities. Using survey responses from local government employees collected during the COVID-19 pandemic (May 2020), we show that employees with a strong sense of social belonging experience less work-family conflict and, in turn, report lower levels of burnout. We also find that social belonging, as a horizontal organizational resource, appears more important for reducing burnout in a period characterized by disruption than the more formal, vertical resource of instrumental leadership. [ABSTRACT FROM AUTHOR]

Objective: The aim of this study was modeling of the mediating role of perceived social support in relationship between work-family conflict with job burnout in satellite employees of the oil industry start-up and exploitation company. Method: The current research was a descriptive research and structural equations type. The statistical population of the satellite employees of the oil industry start-up and exploitation company (OICO) in the spring of 2023 was 4500 people. 500 people were selected based on Cochran formula and with convenience sampling. To collect data Maslach burnout inventory (MBI) of Maslach, Jackson, Leiter, Schaufeli & Schwab (1986), work-family conflict questionnaire (WFCQ) of Carlson, Kacmar & Williams (2000) and multidimensional perceived social support scale (MSPSS) of Zimet, Dahlem, Zimet & Farley (1988) were used. Data were analyzed using structural equations with SPSS version 28 and AMOS software. Findings: The findings of this research indicated that the work-family conflict (p<0.05, β =.59) has a significant direct effect on job burnout. Finally, perceived social support (p<0.05, β = - .19) has a significant direct effect on job burnout and was able significant mediating role in the relationship between work-family conflict and job burnout. Also, proposed model had an acceptable fitness to the data (RMSEA=0/018 p<0/05) and analyses also revealed that %52 of variance of job burnout was explained. Conclusion: It can be concluded that due to the significant mediating role of perceived social support, it is possible to prevent burnout in satellite employees by using family-oriented interventions. [ABSTRACT FROM AUTHOR]

Most individuals yearn to experience interpersonal closeness and connection to others at work. Would those experiences be related to lower work-family conflict (WFC), which in turn would be related to enhanced wellbeing? In the current study we build on job demands-resources (J-DR) and self-determination (SDT) theories to investigate differences across the life course in the effect of communion job resources (employee involvement and supportive leadership) and job hindrance demands (surface acting) on important dimensions of employee wellbeing (namely mental health, sleep quality and work-engagement). Moreover, we study the proportion of the total effect of job demands and resources on individual outcomes that is mediated by the subjective assessment of WFC. Structural equation modelling (SEM) analysis, which draws on the 6th European Working Conditions Survey (N = 35,377 employees in 35 countries), reveals that communion job resources are associated with lower WFC, which in turn is associated with enhanced wellbeing. Conversely, communion job hindrance demands and structural demands (long working hours) are related to heightened WFC, which is translated into diminished wellbeing. The model is significant for both men and women from all age groups, but parameter estimates magnitude are stronger for women aged 50 +. Implications of the findings are discussed. [ABSTRACT FROM AUTHOR]

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Drawing from the conservation of resources theory, this study proposes that individuals who perceive environmental competitiveness may improve their mental health through their job crafting behaviors at work. Data were collected from 450 full-time Chinese employees using a three-wave time-lagged approach. The results showed that perceived environmental competitiveness is positively correlated with job crafting, and job crafting has a positive relationship with mental health. Moreover, the results indicated that job crafting mediates the relationship between perceived environmental competitiveness and mental health. Additionally, the present study found that work–family conflict plays a moderating role in the relationships among environmental competitiveness, job crafting and mental health. A moderated mediation model was proposed in this study. Finally, theoretical and practical implications of this study are also discussed.

BackgroundThe primary public health service system is indispensable for the implementation of the “Healthy China 2030” strategy, and primary healthcare workers, as the key drivers of this system, play a pivotal role in its development and establishment to ensure population well-being. In developing countries, such as China, primary public health systems are still weak, and in order to address this phenomenon, health system reform is needed, and primary public health personnel are crucial to health system reform. The current situation of primary public health workers in low-income and developing countries is characterized by varying degrees of problems that need improvement.ObjectivesThe purpose of this study is to understand the current situation of primary public health service workforce building, analyze the existing problems of the workforce, put forward suggestions for improvement and explore countermeasures, and provide Chinese wisdom and a reference basis for primary public health workforce building in the world, especially in developing countries.MethodsCombining the Work–Family Conflict Scale, Copenhagen Burnout Inventory, Minnesota Satisfaction Questionnaire, and Turnover Intention Scale, a relevant survey questionnaire was designed to quantitatively investigate the baseline characteristics of primary public health service institutions and their staff in four representative cities in the Huaihai Economic Zone: Xuzhou in Jiangsu Province, Linyi in Shandong Province, Shangqiu in Henan Province, and Huaibei in Anhui Province. The collected data were analyzed and processed using SPSS 25.0 statistical analysis software through univariate analysis and logistic regression analyses. Methods such as one-way ANOVA, Logistic regression analysis, and independent samples t-test were used to analyze the influencing factors of primary public health workforce development.ResultsThe current work intensity at the primary public health level is currently high, the salary and benefits cannot meet the needs of most primary public health personnel, and the competition between work and family in terms of time and resources is pronounced, and the majority of primary public health personnel are dissatisfied with the status quo of “doing more work for less reward” and the poor social security. Emotional exhaustion, depersonalization, and a sense of personal accomplishment were positively correlated with the tendency to leave (all p

ObjectiveThis study aims to examine the current status of turnover intention among female nurses with two children and explore the factors influencing their decision to resign, ultimately providing a basis for reducing nurses’ turnover intention and stabilizing the nursing workforce.MethodsA convenience sampling method was used to select 1,370 in-service female nurses with two children from 65 Grade A tertiary public hospitals in Sichuan Province from September to December 2023. Data was collected through a general information questionnaire, work-family behavioral role conflict scale, regulatory emotional self-efficacy, and turnover intention scale.ResultsThis study revealed that the average score for turnover intention among female nurses with two children was (13.11 ± 3.93). There was a positive correlation between work-family behavioral role conflict and turnover intention (r = 0.485, p

BackgroundPrimary care physicians (PCPs) are doctors in primary health care institutions, namely village clinics, township health centers and community health service centers (stations) who are the main providers of primary health care services in primary health care settings. Improving the overall health status of the population requires the support of a large number of primary care physicians; however, the job satisfaction of this group has not been sufficiently emphasized and recognized.ObjectiveThe purpose of this study was to examine the effects of primary care physicians’ work-family conflict on their job satisfaction, as well as the mediating role of burnout and the moderating role of social support.MethodsThis cross-sectional study was conducted from February 2023 to March 2023. Participants were 749 primary care physicians from four cities of Xuzhou, Linyi, Huaibei, and Shangqiu in the Huaihai Economic Zone of China. SPSS statistical analysis was used to evaluate the relationship between work-family conflict, social support, burnout and job satisfaction among medical workers.ResultsWork–family conflict had a significant negative effect on job satisfaction (β = −0.36, p

Background: COVID-19 is an example of an epidemic and sudden crisis that has affected many aspects of life and work and identifying the factors that contribute to its impact can help prevent similar crises in the future. The purpose of this study was to investigate fear of COVID-19, health anxiety, and work–family conflict in nurses working in COVID-19 wards in hospitals affiliated with the Tehran University of Medical Sciences (TUMS). Materials and Methods: This descriptive-analytical study used a census method to survey 226 nurses working in eight hospitals affiliated with TUMS. Demographics information and three questionnaires including; the Fear of COVID-19 Scale, Short Health Anxiety Inventory, and Work–Family Conflict Scale were completed online. Data were analyzed using descriptive statistics and analytical statistics, and a significance level of p < 0.05 was considered. Results: Structural equation modeling test showed that work–family conflict had an effect on health anxiety, and health anxiety had an effect on fear of COVID-19 (p < 0.05). The severity of the effect of work–family conflict on health anxiety was 0.73, and the severity of the effect of health anxiety on fear of COVID-19 was 0.46. Work–family conflict had an indirect effect on fear of COVID-19 mediated only by health anxiety (p < 0.05) and the severity of the indirect effect was 0.33. Conclusions: Health anxiety plays a mediating role in the relationship between work–family conflict and fear of COVID-19. Workplaces should provide more support to their employees during a crisis such as the COVID-19 pandemic, and prevention programs should be implemented to decrease anxiety.

Integrating work and family life is a relevant concern, especially for women in the banking industry. While the impact of job characteristics on work-family conflict is well-documented, the moderating role of core self-evaluations (CSE) remains underexplored. This study aimed to investigate the role of CSE in moderating the relationship between job characteristics and work-family conflict among married female bank employees in Nigeria. A cross-sectional survey was conducted with 245 married female bank employees in Enugu state. Participants were assessed using the Core Self-Evaluation, Job Characteristics, and Work-Family Conflict Scales. Pearson correlation analysis and path coefficient evaluation were utilised to test the study's hypotheses. Job characteristics, notably autonomy, feedback, skill variety, task identity, and task significance, influence work-family conflict across three dimensions: behaviour-based, strain-based, and time-based. Notably, CSE emerged as a significant moderator, with its influence varying depending on the job characteristics. The findings highlight the importance of considering both job characteristics and individual psychological attributes in addressing work-family conflicts. Organisations should adopt a multidimensional, individual-centred approach, recognising the intertwined roles of job factors and personal evaluations in shaping employees' work-life balance experiences.

BackgroundTypically, work engagement is positively related to beneficial job outcomes. Earlier studies, however, revealed a “dark side” of work engagement showing negative effects such as more work-family conflict. Using a resource perspective, our study seeks to better understand why and when these negative effects of work engagement occur. Specifically, we test a new model in which the relationship of work engagement with work-family conflict is mediated by organizational citizenship behavior (OCB) and work rumination. Moreover, we argue that employees’ resource-building strategies (i.e., job crafting) and resource levels (i.e., psychological capital) buffer resource depletion due to high work engagement.MethodsWe tested our assumptions in a field study that involved data collected on three measurement points with 523 employees from Nigeria. The measures consist of Utrecht Work Engagement Scale, Organizational Citizenship Behavior Scale, Work Rumination Scale, Psychological Capital Scale, Job Crafting Measure, Work-family Conflict Scale, and demographic variables. Structural Equation Modeling (SEM) was used to test the hypotheses.Results and discussionResults from latent structure equation modelling confirm that work rumination mediates the positive relationship between work engagement and work-family conflict. Additionally, our findings suggest that behavioral engagement (i.e.,OCB) and work rumination mediate the relationship between work engagement and work-family conflict. Moreover, psychological capital mitigated the relationships of work engagement with work rumination, but not job crafting. Our study helps to better understand the “dark side” of work engagement and offers implications on how to mitigate its detrimental relationship with work-family conflict.

Objectives: Work–family conflict is a growing problem worldwide, because of changing work–family demographic trends and the spread of technology. Empathy, as the ability to understand and share the feelings of other people, is the essential component of emotional intelligence that plays a crucial role in healthcare settings. This study aimed to assess the level of emotional empathy and investigate its relationship with work–family role conflicts among dental medicine doctors. Materials and methods: In this study participated 589 doctors of dental medicine from Croatia, Serbia, Bosnia and Herzegovina. The questionnaire included general and demographic data, the Emotional Empathy Scale questionnaire and the Work and Family Role Conflict Assessment Scale questionnaire. Results: The research results indicate no significant association between empathy and conflict between work and family roles (R = 0.032, p = 0.435). Women have achieved significantly higher scores in Emotional Empathy Scale (p ≤ 0.001), while there was no difference in Work and Family Role Conflict Assessment Scale according to gender (p = 0.194). A difference in emotional empathy was observed depending on where the respondents were employed (p = 0.045) and depending on the specialisation of the dental medicine (p = 0.021). Conclusion: Female doctors of dental medicine demonstrated higher emotional empathy while the work–family role conflict is experienced equally by both genders.

This research is an important finding because it will reveal the intensity of conflict between female workers and their families during COVID-19, as well as the subsequent impact on the performance of female nurses who are married. The study aimed to determine the conditions and contribution of women's work-family conflict to the performance of married female nurses at the Otto Iskandar Dinata Hospital, Bandung, West Java. This research was conducted when COVID-19 had been going on for 3 years. At that time all sectors were affected, especially the local government's public health service units which had direct access to handling the COVID-19 pandemic, which involved workers from various health professions who were inseparable from conflicts in their work and families. The research method used is causal associative, qualitative, and quantitative data types. The data collection method is by literature study and field study, while the data collection techniques use observation, interviews, and questionnaires. Data analysis was assisted by statistical software SPSS version 25 with multiple linear regression analysis, correlation coefficient, and coefficient of determination. The study population consisted of 148 female nurses, and 69 were taken as a sample, with 80 data taken from the field. The results showed that the General demands of a role and Time devoted to a given role conditions had a relatively high conflict intensity, and the Strain produced by a given role condition had a high conflict intensity, while the performance condition had a very good level. Work-family conflict has a small effect on performance, and the effect is significant. The results of this study hoped that the regional government health service organization will be able to determine work policies for female nurses so that the workload is distributed evenly and there is no high conflict intention, which results in decreased performance.

Abstract This study aimed to analyze the effect of work-family conflict on work stress and the moderating role of social support and perceived organizational support in the effect of work-family conflict on work stress. The type of this research is explanatory research. Data collection techniques used were questionnaires and variable measurement techniques based on a Likert scale. The population in this study were all female nurses in Malang City. The sampling technique used is non-probability sampling using purposive sampling, with the criteria of female nurses who are married. Data were analyzed using inferential statistics and a moderation test using Smart PLS. The results of the study revealed that work-family conflict had a significant effect on work stress; social support moderated the effect of work-family conflict on work stress; Perceived organizational support had a moderating role in the effect of work-family conflict on work stress. Keywords:Work-Family Conflict; Work stress; Social Support; Perceived Organizational Support

Abstract Background Female nurses confronting work-family conflict may endure adverse consequences for themselves and their families, leading to a decline in job performance and intentions to quit. Investigating the effects of interventions based on factors contributing to work-family conflict can aid in identifying optimal strategies for conflict reduction and mitigating its negative repercussions. This study aimed to examine the impact of time management and resilience training on work-family conflict among Iranian female Nurses in 2022. Methods In this randomized controlled trial employing pre, post, and follow-up measures, 132 female nurses employed in the hospitals of Bushehr University of Medical Sciences (Bushehr, Iran) were selected and subsequently categorized into three groups—time management, resilience training, and control groups—using simple random sampling method. 10 online training sessions were conducted for each intervention group. A demographic form and a work-family conflict questionnaire were used for data collection. Repeated measures ANOVA, one-way ANOVA and multivariate general linear model were used to examine the hypotheses. Results Regarding total work-family conflict, posttest mean scores were significantly lower than the pretest in both time management (p 0.05) and lower than the control group (P 0.05) and lower than the control group (P

Abstract Background In recent years, researchers have been examining the impact of work-life balance (WLB) on mental health, considering it as a potential risk factor. However, it remains unclear whether the traditional understanding of WLB applies to older adults who worked for fewer hours before full retirement and whose children are likely to be independent adults. Therefore, this study aims to propose a modified form of WLB specifically for older adults. Within this context, we hypothesize that an optimum balance between working hours and social engagement protects against depressive symptoms among older adults. Method We conducted an analysis using data on 5,751 Korean adults older than 55 years from the Korean Longitudinal Study of Aging 2016. Multivariate logistic regression analysis was used to evaluate the relationships among working hours, social engagement, and depressive symptoms. Results Older adults who worked fewer than 35 h per week were less likely to experience depressive symptoms than were non-working older adults and those working 35 h or more per week. Additionally, older adults with a high level of informal social participation, thus occurring almost every day or two to three times per week, were less likely to experience depressive symptoms than were those with a low level of such participation (once a month or less). Furthermore, depressive symptoms were less frequent among those who worked fewer than 35 h per week and engaged in a high level of informal social participation compared to non-working older individuals and those with a low level of informal social participation. Conclusions Maintaining an optimal number of working hours and degree of social engagement are necessary to minimize the risk of depressive symptoms in older adults. Based on these findings, we suggest that fulfillment for work and life and their balance are important for older adults and propose work–life fulfillment balance.

Introduction: In the contemporary, fast-paced, and demanding world of work, achieving an effective Work- Life Balance (WLB) has become paramount. This study aimed to conduct a brief overview of measurement tools developed over the last five years (2018-2023) to assess work-life balance. Methods: The selection of studies was conducted in accordance with the Joanna Briggs Institute (JBI) Critical Appraisal Tool and PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) guidelines, ensuring the inclusion of high-quality research. Results: A total of 1,816 records were screened. After the application of inclusion and exclusion criteria, eight studies of 512 were deemed suitable for the current review. All newly developed tools focused on overcoming the limitations of previous instruments, and how to best capture the multidimensional nature of WLB. These novel assessments also offer a theoretical contribution on how to best operatize WLB in the clinical or research setting. Discussion: This review provides a valuable resource by providing an up-to-date overview of measures developed in the last five years to evaluate WLB. It underscores the continued importance of this topic in contemporary society and the ongoing efforts to enhance our understanding of it. It also highlights the need for further research to refine and develop standardized cultural and contextual variations measures. Such measures are essential for fostering a better understanding of WLB in today's diverse and ever-evolving work environments. This review underlines the significance of WLB in the modern world and the importance of continuing research efforts to keep pace with the evolving nature of work.

Background & Purpose: The issue of work-family conflict has received much attention in today's organizations, because it affects the organizational success and the personal life of employees. Studies in this field emphasize its two-dimensionality: work family conflict (WFC) and family- work conflict (FWC). Therefore, the research seeks to identify the affecting factors and consequences of both of the conflicts. Methodology: This interpretive research has used the systematic literature review (SLR) method to answer the main research question. Its information sources include related articles that have been published in international scientific databases from 1992 to 2023 and entered the systematic review process based on acceptance criteria. Finally, after evaluating their quality based on Q and H indexes of publications, 91 articles were analyzed using coding method. Findings: The identified antecedents of work-family conflict were classified into four categories: nature of job, time-related antecedents of the job, job requirements and work conditions, and social pressure of the job, which lead to two categories of consequences: weakening of the family role and Weakening the quality of family life. The antecedents affecting family-work conflict are also classified into three categories: family status of employees, role-oriented family antecedents, and family social pressure. The consequences of these antecedents include: psychological job consequences, behavior-oriented job consequences, and performance-oriented job consequences. Conclusion: The findings of this research can help managers and organizations to better understand the antecedents and consequences related to both areas of the conflict so that they can effectively take steps to solve the problems of the working and family life of employees. Additionally, the findings of this study, by integratingng the findings of previous studies, have helped to improve the richness of existing knowledge in this field.