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The present study advances a within-person approach to the study of workaholism in line with whole trait theory, arguing that individuals have general workaholic tendencies as well as daily fluctuations in workaholism. We tested this model using an experience sampling study of 121 U.S. employees and their spouses who completed self-report surveys for 10 working days. Multilevel analyses supported the idea that workaholism varies at the daily level, and trait workaholism was significantly related to higher daily fluctuations in workaholism averaged across the 10 days. Consistent with whole trait theory (Fleeson, 2007), we found anticipated workload each morning positively related to daily fluctuations in workaholism. Moreover, individuals reported feeling more fatigued on days they report higher daily workaholism, and daily fluctuations in workaholism were related to stress crossover and spouse's relationship tension. Overall, results support a within-person conceptualization of workaholism, linking anticipated workload to daily fluctuations in workaholism, which in turn demonstrates negative spillover and crossover outcomes. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

We use the conservation of resources (COR) theory to propose a work-family model of stress in remote work. We propose that interruptions from family are a unique hindrance stressor, detrimental for the employee's challenge and hindrance stress responses in remote work, which, in turn, have distinct effects on resource-oriented attitudes and states of both the employee and spouse. Namely, we expect that both partners' satisfaction with the work arrangement, employee engagement, and spouse family overload will be associated with the way the employee experiences stress in remote work (stress response). We also integrate the effort-recovery model to examine whether two types of breaks taken by employees while working remotely replenish resources lost through interruptions. Using a sample of 391 couples, we find support for all hypotheses that pertain to the employee. Findings involving the spouse support the primacy of the resource loss tenet in COR theory, in that these detrimental effects are significant in crossing over to the spouse via hindrance but are not significant via challenge stress. We discuss the implications of these findings, emphasizing that interruptions are harmful for both types of stress experienced by remote employees (i.e., lower "good" and higher "bad" stress responses), and interruptions appear to have far-reaching effects on both partners. However, choosing to use breaks for both nonwork goals and self-care can buffer these otherwise detrimental effects.

Our work investigates the influence of supervisor bottom-line mentality (SBLM) (i.e., a one-dimensional focus on bottom-line outcomes to the exclusion of other organizational priorities) on employees’ organizational commitment via the work-family interface as well as the crossover effects of SBLM on the organizational commitment of the employees’ spouse. More specifically, we examined how SBLM contributes to work-family conflict (WFC) and impacts the experienced commitment of the dyad along three paths. We conducted two studies across three samples (Study 1, Sample A: 186 employees; Study 1, Sample B: 258 employees; Study 2: 399 employee-spouse dyads) to demonstrate the unique role of SBLM in this context and find support for the hypothesized relationships. First, the resource drain of SBLM had a spillover effect through WFC to decrease the employee’s commitment at work. Second, it crossed over to the spouse to reduce their own organizational commitment due to the employee being a source of family undermining, which subsequently influenced the spouse’s family-work conflict (FWC). Third, SBLM impacted the spouse such that it crossed back to contribute to decreased organizational commitment for the employee. Theoretical contributions and practical implications are discussed as well as directions for future research.

PurposeThe purpose of this study is to understand the impact of techno-overload and techno-invasion on work and family. Specifically, we focus on intention to turnover in the work domain, work-family conflict in the work-family domain, and family burnout in the family domain. Furthermore, this study examines the moderating role of entitlement, a personality variable, in this process.Design/methodology/approachUsing a sample of 253 people who were using technology to complete their work over two time periods, the relationships were examined using hierarchical moderated regression analysis.FindingsThe results revealed that both techno-overload and techno-invasion were significantly related to greater turnover intentions, higher work-family conflict, and greater family burnout. In addition, entitlement played a moderating role such that those who were higher in entitlement had stronger techno-overload-outcome and technostress invasion-outcome relationships.Practical implicationsThese findings may provide managers key insights to help manage employees, especially those with an inflated sense of entitlement, to mitigate the serious negative outcomes associated with techno-overload and techno-invasion. In particular, both techno- overload and techno-invasion had minimal impact on negative outcomes when employee entitlement was lower. However, when employee entitlement was higher, techno-overload and techno-invasion had considerable negative effects.Originality/valueDue to the ubiquitous nature of information-communication technology (ICT) in organizations today, individuals often experience techno-overload and techno-invasion. This research utilized conservation of resources theory to examine these relationships. This study established the relationships of both techno-overload and techno-invasion with key organizational and family outcomes and points to the critical role of the personality variable, entitlement, in this process. The results provide theoretical and practical advancement in the role of technology with people in organizations today.

PurposeThe authors examine a boundary management tactic for managing the work–family interface: putting family first (PFF). PFF is a boundary management tactic defined as the voluntary behavior of intentionally putting family obligations ahead of work obligations in a way that violates organizational normsDesign/methodology/approachIn Study 1, The authors develop a theoretically derived measure of PFF and distinguish it theoretically and empirically from similar existing constructs, examining convergent and discriminate validity to demonstrate its uniqueness. In Study 2, the authors demonstrate PFF's predictive validity beyond the job incumbent using a three-way matched sample of 226 individuals, including the job incumbent's coworker and spouse.FindingsThe authors established and validated a measure of PFF, developing and replicating the nomological network. PFF crossed over to positively relate to coworker role overload, job frustration and work–family conflict and to spousal stress transmission and relationship tension. Similarly, PFF related negatively to spousal family satisfaction and organizational commitment.Originality/valueThe authors extend the work–family and boundary management literatures by proposing a new form of boundary management, PFF, which is a tactic for managing the work–family interface, and explore how its use influences not only the job incumbent but also the coworker and the spouse.

This study examines the effects of technology-enacted abusive supervision, defined as subordinate perceptions of supervisor's use of information and communication technologies (ICTs) to engage in hostile communications. This research was designed to examine if technology-enacted abusive supervision has an impact on both the work and family domains. Based on conservation of resources theory, we theorize that technology-enacted abusive supervision enhances subordinate engagement in emotional labor surface acting, which contributes to emotional exhaustion, which in turn impacts both the work and family domains. Results demonstrate significant paths in both domains. Subordinate perceptions of technology-enacted abusive supervision are positively related to the engagement in technology-enacted incivility through the serial mediation of emotional labor surface acting and emotional exhaustion. Additionally, subordinate perceptions of technology-enacted abusive supervision are positively related to family undermining at home for the subordinate through the serial mediation of emotional labor surface acting, emotional exhaustion, and stress transmission.

Does family really matter when it comes to work? To answer this question, we tested the relationships between a job incumbent’s family life and a co-worker’s work life and found that one person’s family may impact another person’s work. We hypothesized that job incumbent family functioning influences workplace outcomes through work–family balance (WFB) to shape a co-worker’s job attitudes and experiences. Further, we proposed that task interdependence moderates the mediated effects of WFB on the relationship between family functioning and these outcomes. Our sample was 226 married job incumbents living in the United States who work full time, along with responses from both their spouses and co-workers. We found that WFB mediates family functioning’s relationship with the co-worker’s job satisfaction, job incumbent’s incivility, and job incumbent’s task-focused organizational citizenship behaviors. Task interdependence moderated family functioning’s indirect effect on co-worker job satisfaction and the incumbent’s incivility through WFB. There were no significant effects of job incumbent family functioning on co-worker organizational commitment. Thus, family does matter as positive family functioning not only allows the employee to reap the benefit of WFB, but also co-workers benefit through increased job satisfaction and the job incumbent performing more helpful and collegial behavior toward the co-worker.

While there may be no difference in terms of the love, care, and bond shared between parent and child, relationships created through adoption are often viewed less favorably in our society compared with those that possess a biological tie. Integrating minority stress and family systems theories, we seek to better understand working adoptive parents’ experiences and how the perceived stigma of being an adoptive parent negatively impacts a variety of work and family outcomes. Using a sample of 501 couples that adopted a child, we find that work–family conflict mediates the relationship between perceived adoption stigma and primary effects (i.e. job satisfaction and depression) as well as spillover effects (i.e. family satisfaction and parent–child bonding) for the job incumbent. Further, we find that the employee’s perceived adoption stigma also has crossover effects to their spouse, negatively impacting the spouse’s depression, family satisfaction, and parent–child bonding. Implications for theory and practice, limitations, and future research are discussed.

We explored the impact of moral disengagement on individual experiences of guilt. We modeled three forms of workplace deviance (withdrawal, interpersonal deviance, and work-family deviance)...

Purpose The purpose of this paper is to examine the role of four impression management (IM) tactics as mediators to help job incumbents manage the impressions others have regarding the spillover of the incumbent’s family domain onto the work domain. Design/methodology/approach The authors examined the data from 296 matched job incumbents and coworkers. The authors tested a structural equation model and alternative models to find the best fit and subsequently tested both direct and indirect effects. Findings The authors found that family-to-work conflict related to job-focused and supervisor-focused IM behaviors, and family-to-work enrichment related to self-focused, coworker-focused and supervisor-focused IM behaviors. Supervisor-focused IM served as a mediator to the job incumbent’s attitude (job satisfaction) while job-focused, self-focused and coworker-focused IM served as mediators to the job incumbent’s behavior (job performance). Practical implications The research is important in that just as employees do not “leave work at the office,” they also do not “leave family at home.” Instead, experiences in the two domains affect one another in ways that are beneficial and harmful. Understanding the role that IM plays in this process adds insight into the spillover of family onto work. Originality/value The authors extend both the work-family and IM literatures by looking at potential family domain antecedents to engaging in IM behaviors and their impact on work life.

Does everyone around you seem to be juggling the work and family roles more successfully than you? This research examines the influence of social comparison of work–family balance in the work role overload to emotional exhaustion relationship through two paths – a spillover path to both job and family emotional exhaustion for the job incumbent and a crossover path to the spouse to their own family emotional exhaustion. Further, we examine whether the personality trait of social comparison orientation exacerbates these processes. We used matched responses over two time periods from 403 dual-earning, married couples living in the United States to test our hypotheses. We found support for all our hypothesized relationships. Social comparison plays a role in individuals’ perception of work–family demands, which may contribute to undesirable consequences for both the job incumbent and the spouse.

Our study builds on recent trends to understand the work-family interface through daily experiences of boundary management. In particular, we investigated boundary violations, or events in which family life breaches the boundary of work and vice versa. Our purpose was to enlighten the process between violations and relevant outcomes, building on the foundations of affective events theory and boundary theory. Specifically, we aim to (1) tease apart boundary violations at work and at home from the established construct of work-family conflict, (2) explore the affective events theory process through which cognitive and affective reactions to boundary violation events contribute to work-family conflict and satisfaction, and (3) examine positive and negative reactions to boundary violations. Findings from a 2-week daily diary study of 121 employed participants partially supported our predictions. Boundary violations contributed to general perceptions of work-family conflict both directly and indirectly through cognitive appraisals of thwarted goals and, in the work domain, negative affective reactions. Violations were also related to satisfaction through goal appraisal. Finally, benefits in the form of positive affect were found from boundary violations due to facilitated goals in the interrupting domain.

Building on the work-home resources model and crossover theory, we investigated how workplace ostracism both spills over and crosses over to emotional exhaustion for both the ostracism target and his or her spouse. We examine whether this occurs through the linking mechanisms of personal resources, specifically the target's positive mood and psychological distress. We draw on the work-home resources model and crossover theory to explain how being ostracized at work is damaging to the target of that ostracism and has implications for the target's life outside of work as well as for his or her spouse. Using longitudinal data from 3 separate points in time with a sample of 350 matched targets and their spouses, we examined how workplace ostracism flowed through positive mood and psychological distress to impact the target's job and family emotional exhaustion. Decreases in positive mood explained why workplace ostracism affected job emotional exhaustion, whereas increased psychological distress explained its crossover effect on family emotional exhaustion. Further, a crossover effect existed on spouses' family emotional exhaustion, and was explained by the target's increased psychological distress and family undermining behavior. Implications for research and practice are provided. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

We investigate the intersection of social media and the workplace, focusing on job performance impacts of employees' social media addictions and social media reactions through work-family balance and burnout. The research model is grounded in conservation of resources theory, which suggests social media compulsions and emotional reactions to co-worker's social media posts will deplete employees' energetic and constructive resources, making it difficult to achieve work-family balance and increasing the likelihood of job burnout, and will ultimately degrade job performance. A sample of 326 full-time employees revealed a negative relationship between social media addiction and work-family balance and a positive relationship between social media reactions and job burnout. Balance and burnout mediated the relationship between social media and job performance such that social media addiction was negatively related to job performance through work-family balance, and social media reactions were negatively related to performance through burnout and work-family conflict.

In this study, we examine an employee's personal social support received from friends and how it may benefit not only that employee, but also her or his spouse. By examining this unique source of support, we contribute to our understanding of the work-family interface and how this might differ for husbands and wives. Using social support resource theory as a theoretical framework, we theorize that social support from friends insulates employees from the resource depletion related to high work engagement that contributes to emotional exhaustion and depression through its effects on work-to-family conflict. Integrating insights from crossover theory, we also predict that a spouse's resource depletion will be reduced in strength when the focal employee enjoys stronger social support from friends. The results of a study of 176 dual-earner married couples across two time periods supported our predictions that personal social support from friends diminished experienced conflict; however, wives' social support from friends played a moderating role for men while this effect did not hold for women, suggesting that these processes operate differently for men and women when we consider them as a married couple and examine the crossover of spouse's social support from friends. We conclude by discussing implications of these results for theory and practice.

This study expands our understanding of the negative impact of work demands on work outcomes by examining this impact in light of the family domain. We explore how the family domain plays a role in this process by considering mechanisms that capture both spillover and crossover effects. We investigate the spillover of work demands (i.e., role conflict and role overload) through work-to-family conflict on work attitudes (i.e., job satisfaction and affective commitment) and self-reported work behaviors (i.e., citizenship behavior and absenteeism). We also consider the double crossover of work demands through work-to-family conflict to stress transmission, and back to the incumbent's family-to-work conflict on both attitudinal and behavioral work outcomes to examine the impact of work demands. Using a time-lagged matched sample of 389 dual career couples, we found spillover effects for the work attitudes and crossover effects for the work behaviors, suggesting work demands uniquely shape outcomes depending on the path they take. We close by offering implications for research and practice. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

This research examines the impact of role boundary management on the work-family interface, as well as on organizational (job embeddedness) and family (relationship tension) outcomes. First, we integrate conservation of resources theory with crossover theory, to build a theoretical model of work-family boundary management. Second, we extend prior work by exploring positive and negative paths through which boundary management affects work and family outcomes. Third, we incorporate spouse perceptions to create a dynamic, systems-perspective explanation of the work-family interface. Using a matched sample of 639 job incumbents and their spouses, we found that family-to-work boundary transitions was related to the job incumbents' work-to-family conflict, work-to-family enrichment, and job embeddedness as well as the boundary management strain transmitted to the spouse. We also found that the boundary management strain transmitted to the spouse mediated the relationship between family-to-work boundary transitions and both work-to-family conflict and work-to-family enrichment. Finally, we found significant indirect effects between family-to-work boundary transitions and job embeddedness and relationship tension through both the boundary management strain transmitted to the spouse and the incumbent's work-family conflict, but not through work-family enrichment. Thus, family-to-work boundary transitions offer some benefits to the organization by contributing to job embeddedness, but they also come at a cost in that they are associated with work-family conflict and relationship tension. We discuss the study's implications for theory, research, and practice while suggesting new research directions.

The use of mobile technology for work purposes during family time has been found to affect employees' work and family lives. Using a matched sample of 344 job incumbents and their spouses, we examined the role of mobile device (MD) use for work during family time in the job incumbent-spouse relationship and how this MD use crosses over to affect the spouse's work life. Integrating the work-home resources model with family systems theory, we found that as job incumbents engage in MD use for work during family time, work-to-family conflict increases, as does the combined experience of relationship tension between job incumbents and spouses. This tension serves as a crossover mechanism, which then contributes to spouses' experience of family-to-work conflict and, subsequently, family spills over to work outcomes for the spouse in the form of reduced job satisfaction and performance. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

The work of virtual teams is increasingly important to today's organizations, work that is accomplished predominantly via computer-mediated communication. The authors investigate the moderating role of experience with instant messaging on the team interpersonal processes (cohesion and openness) to team effectiveness relationship in virtual teams. Data were obtained from 365 virtual team members using survey methodology and analyzed using hierarchical moderated regression and multilevel analyses. They found that team cohesion has a main effect on team effectiveness. Team openness has a main effect and is moderated by experience with instant messaging, i.e., strengthens the relationship. Understanding the role of team interpersonal processes and the role of the communication media will allow managers to more effectively build virtual teams and provide effective training and support. Using the theoretical lens of channel expansion theory the authors expand theoretical, empirical and practical knowledge of this area.

Using boundary theory and conservation of resources theory, we examined how job incumbents’ perceptions of supervisor instrumental support and organizational segmentation support influence outcomes for both the incumbent and the spouse. First, we examined how supervisor instrumental support and organizational segmentation support shape incumbents’ perceived ability to flex work boundaries and thus affect their experience of family functioning and their organizational commitment. Second, we examine the effects of supervisor instrumental support and organizational segmentation support on spousal martial satisfaction and the spouse's commitment to the incumbent's employing organization as mediated through boundary flexibility and the spouse's perception of successful boundary management by the incumbent. Using a matched set of 503 subordinates and their spouses, this study found that both supervisor instrumental support and organizational segmentation support contribute to work boundary flexibility. Further, for the incumbent, family functioning and organizational commitment were enhanced through work boundary flexibility, whereas for the spouse, marital satisfaction and commitment to the incumbent's organization were enhanced through both incumbent work boundary flexibility and the spouse's perception of successful boundary management by the incumbent. We discuss the study's implications for theory, research, and practice while suggesting new research directions

Based on role accumulation theory and boundary theory we propose and examine a model that represents the process by which family involvement influences promotability through enrichment, and the moderating roles of employees’ boundary management preferences (i.e., segmentation/integration) in that process. Data collected from 347 registered nurses and their supervisors ( N = 40) across three periods showed that as employees’ family involvement increases, they are able to accumulate resources from their family role and transfer them to the workplace. This increase in family-to-work enrichment (FWE) benefits employees by increasing supervisor perceptions of employees’ promotability. As hypothesized, an integrating boundary management preference serves as a double-edged sword for employees such that it strengthens the positive influence of family involvement on FWE, but weakens the relationship between FWE and supervisor perceptions of promotability.

Building on the spillover and crossover literatures of work–family conflict and the theoretical framework of Conservation of Resources Theory (Hobfoll, 1989) we examine the effects of conflict on production deviance. Using a two-study constructive replication and extension design, we examine how partner work-to-family conflict contributes to job incumbent family-to-work conflict and subsequent engagement in production deviance. In addition, we examine the moderating role of gender on the incumbent family-to-work conflict to production deviance relationship. Study 1 of 344 job incumbents supported the positive relationship between incumbent family-to-work conflict and deviance. In addition, this was moderated by gender such that men engaged in more deviant behaviors in response to family-to-work conflict. Study 2 consisted of 190 matched job incumbents and their partners. These findings supported the mediation of partner work-to-family conflict to production deviance through incumbent family-to-work conflict. Again gender was supported using moderated mediation analysis such that men engaged in more deviant behaviors in response to family-to-work conflict. Implications for practice and future research are discussed.

Building on the theoretical foundations of conservation of resources theory, this research provides insights into the relationship of abusive supervision with work–family conflict (work-to-family and family-to-work). Further, it is the first attempt to incorporate the emotional labor to burnout link as the mediating process between abuse and conflict. Using a sample of 328 individuals working fulltime we examined both the direct relationship of abuse with conflict as well as the indirect relationship through surface acting (emotional labor) and burnout. Our results suggest that abusive supervision influences conflict and the relationship is partially mediated through the surface acting to burnout path.

This study examines social support (from both coworkers and partners) and its path to satisfaction through work–family balance. This study fills a gap by explaining how support impacts satisfaction in the same domain, across domains, and how it crosses over to impact the partner's domain. Using a matched dataset of 270 job incumbents and their partners, the findings reveal that work–family balance plays a mediating role in assisting social support's contribution to both job and family satisfaction. Evidence indicates that employees experience heightened work–family balance due to social support from partners and coworkers and that support and balance impact satisfaction in both the work and family domains. Implications of these findings and avenues for future research are discussed.

Using spillover and crossover theory, we examined how subordinate’s experience of abusive supervision impacts both subordinate’s and partner’s family domains. Specifically, a model was proposed and tested that examined the fallout from abusive supervision through 2 types of strain, work-to-family conflict and relationship tension, on family satisfaction of the subordinate and on family functioning of the partner. Using a matched set of 280 subordinates and partners, this study found that abusive supervision contributes to the experience of work-to-family conflict and relationship tension. Further, family satisfaction for the subordinate and family functioning for the partner were diminished through the experience of relationship tension. Interestingly, although the experience of work-to-family conflict contributed to relationship tension, it did not directly impact the family outcomes. We discuss the study’s implications for theory, research, and practice while suggesting new research directions.

Previous research has been inconsistent in the prediction and empirical findings regarding work–family enrichment and satisfaction. The current research seeks to clarify this inconsistency by examining both directions of work–family enrichment (work-to-family enrichment and family-to-work enrichment) with both job satisfaction and family satisfaction to determine if their effects are similar or diverse. Building on the theoretical foundation of Fredrickson’s broaden-and-build theory, the authors explore the mediating roles of psychological distress and positive mood in this process. Using a sample of 310 working respondents, the authors found that psychological distress was a mediator to both job satisfaction and family satisfaction, while positive mood was a mediator to job satisfaction but not family satisfaction. Further, the authors found that the direct effect of work-to-family enrichment was on job satisfaction, the originating domain. In addition, the total effect of enrichment to satisfaction (through the mediation mechanisms of distress and mood) was again in the pattern of the originating domain such that work-to-family enrichment more strongly influenced job satisfaction. However, family-to-work enrichment did not directly impact family satisfaction, nor was it significantly stronger than work-to-family in its total effect on family satisfaction.

This study examined organizational levers that impact work–family experiences, participant health, and subsequent turnover. Using a sample of 179 women returning to full-time work 4 months after childbirth, we examined the associations of 3 job resources (job security, skill discretion, and schedule control) with work-to-family enrichment and the associations of 2 job demands (psychological requirements and nonstandard work schedules) with work-to-family conflict. Further, we considered subsequent impact of work-to-family conflict and enrichment on women’s health (physical and mental health) 8 months after women returned to work and the impact of health on voluntary turnover 12 months after women returned to work. Having a nonstandard work schedule was directly and positively related to conflict, whereas schedule control buffered the effect of psychological requirements on conflict. Skill discretion and job security, both job resources, directly and positively related to enrichment. Work-to-family conflict was negatively related to both physical and mental health, but work-to-family enrichment positively predicted only physical health. Physical health and mental health both negatively influenced turnover. We discuss implications and opportunities for future research.

We examine deceptive impression management’s effect on a supervisor’s ratings of promotability and relationship quality (i.e., leader–member exchange) via the mediating role of the supervisor’s recognition of deception. Extending ego depletion theory using social information processing theory, we argue that deceptive impression management in a supervisor-subordinate relationship is difficult to accomplish and the degree that deception is detected will negatively impact desired outcomes. Data collected from a matched sample of 171 public sector employees and their supervisors supported this model and indicated that recognition fully mediated the negative relationships between deceptive impression management with supervisor’s rating of promotability and relationship quality.

Work–family scholars now recognize the potential positive effects of participation in one life domain (i.e., work or family) on performance in other life domains. We examined how employees might benefit from team resources, which are highly relevant to the modern workplace, in both work and nonwork domains via work–family enrichment. Using the Resource–Gain–Development model (Wayne, Grzywacz, Carlson, & Kacmar, 2007), we explored how team resources contribute to enrichment and resulting project and family satisfaction. Using multilevel structural equation modeling (ML-SEM) to analyze student data (N = 344) across multiple class projects, we demonstrated that individuals with team resources were more likely to experience both work-to-family and family-to-work enrichment. Further, enrichment mediated the relationship between team resources and satisfaction with the originating domain.

We examined how employees benefit from work-family enrichment if they have rich team resources, highly relevant to the modern workplace. Using multilevel structural equation modeling on student dat...

PurposeThe purpose of this paper is to examine the relationship of schedule flexibility with performance and satisfaction in the work and family domains, and whether these associations are mediated by the work‐family interface. Possible gender differences in the putative benefits of schedule flexibility are also to be explored.Design/methodology/approachUsing a sample of 607 full‐time employees in either schedule flexibility or traditional working arrangements the authors tested a moderated‐mediation model. Regression was used to test the mediation of work‐family and the moderation of gender to the schedule flexibility to work‐family path.FindingsBoth work‐to‐family conflict and work‐to‐family enrichment are mediating mechanisms in the relationship of schedule flexibility with outcomes. More specifically, full mediation was found for job satisfaction and family performance for both enrichment and conflict while partial mediation was found for family satisfaction with enrichment only and mediation was not supported for job performance. Finally, gender moderated the schedule flexibility to work‐family conflict relationship such that women benefited more from flexible working arrangements than men.Originality/valueThe paper adds value by examining a mediation mechanism in the schedule flexibility with the outcome relationship of the work‐family interface. It also adds value by including work‐family enrichment which is a key variable but has little research. Finally, it adds value by demonstrating that schedule flexibility plays a stronger role for women than men regarding the work‐family interface.

This research examines the crossover effect of supervisors’ work—family enrichment on subordinates’ work—family enrichment and job performance. Drawing on broaden and build theory and Westman’s crossover work, the authors posit that supervisors’ work—family enrichment leads to the creation of a family-friendly work environment, which in turn promotes subordinate work-to-family enrichment and subsequent performance. Subordinate perceptions of schedule control and family-supportive organization are used to operationalize a family-friendly work environment because immediate supervisors are frequently key gatekeepers in setting these organizational practices within a work unit. The authors test hypotheses based on this model using a sample of 161 subordinates and their immediate supervisors (N = 48) and find that work-to-family enrichment crosses over from the supervisor to the subordinate through the subordinate’s perceptions of greater schedule control. Crossover effects were not detected for family-to-work enrichment. Furthermore, this study substantiates the impact of the subordinate’s work-to-family enrichment on job performance as rated by the supervisor and the job incumbent.

This study deepens our theoretical and practical understanding of work—family balance, defined as the ‘accomplishment of role-related expectations that are negotiated and shared between an individual and his/her role-related partners in the work and family domains’ (Grzywacz & Carlson, 2007: 458). We develop a new measure of work—family balance and establish discriminant validity between it, work—family conflict, and work—family enrichment. Further, we examine the relationship of work—family balance with six key work and family outcomes. Results suggest that balance explains variance beyond that explained by traditional measures of conflict and enrichment for five of six outcomes tested: job satisfaction, organizational commitment, family satisfaction, family performance, and family functioning. We conclude with a discussion of the applications of our work.

In this research, the authors test a model in which the regulatory focus of employees at work mediates the influence of leadership on employee behavior. In a nationally representative sample of 250 workers who responded over 2 time periods, prevention focus mediated the relationship of initiating structure to in-role performance and deviant behavior, whereas promotion focus mediated the relationship of servant leadership to helping and creative behavior. The results indicate that even though initiating structure and servant leadership share some variance in explaining other variables, each leadership style incrementally predicts disparate outcomes after controlling for the other style and dispositional tendencies. A new regulatory focus scale, the Work Regulatory Focus (WRF) Scale, also was developed and initially validated for this study. Implications for the results and the WRF Scale are discussed.