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This paper investigates the linkage between work–family conflict, turnover intention (TOI) and job satisfaction (JS) in the context of millennial workers. It also examines the role of burnout as a mediator in this relationship, acknowledging the unique struggles of this generation.

About 352 millennials were recruited for this study. Data were collected using an online survey, and analysis was performed using path analysis and structural equation modeling.

This study found a significant association between work-to-family conflict with TOI and JS but not family-to-work conflict. Burnout is found to be a partial mediator for the relationship between work-to-family conflict and the outcomes. In comparison, it is a full mediator for family-to-work conflict.

Findings from this study reveal that work–family conflict influences millennials’ job satisfaction and turnover intention through their burnout experience. Hence, organizations should focus on strategies aiming to mitigate work-family conflict and burnout.

This study unveils the mechanism of burnout in explaining work–family conflict and the JS and TOI of millennial workers. It outlines suggestions and ways to manage millennials at work through a responsive environment toward both their work and life aspects.

The recent workplace dynamics era allowed many organizations to adopt the hybrid working model. However, despite the growing relevance of telework for diverse outcomes, few studies have explored hybrid work. Therefore, this research was based on the role theory and the job demands-resources model to develop a conceptual model arguing that hybrid work may potentially influence employees’ life harmony and mental health through decreases in work–family conflict. Moreover, answering the call for more studies on the role of families with pets regarding work-life boundaries, it is also proposed that hybrid work may potentially influence employees’ harmony and mental health through decreases in work–[pet]family conflict.

To achieve this objective, two studies were conducted. The first was a two-wave study carried out in 2023, involving 376 hybrid workers who completed two online surveys. The second study, also two-wave, was conducted in 2024 and included 479 working adults who participated in the research through online data collection.

The findings of the first study showed that individuals working in a hybrid model tended to experience less work–family conflict, consequently increasing their harmony and mental health. The second study also evidenced that those working in a hybrid modality had higher levels of harmony in life and mental health due to decreases in their work–[pet]family conflict.

The results highlight the importance of this working modality for employees’ mental health and well-being. Plus, it also opens future venues for research regarding work–[pet]family conflict, as it appears to be a relevant construct for modern families and younger generations of working adults.

The study aims to explore and test the relationship between abusive supervision, emotional exhaustion, work–family conflict and divorce intentions among employees in the hospitality industry. Specifically, it investigates how abusive supervision leads to emotional exhaustion, which in turn intensifies work–family conflict and ultimately influences divorce intentions.

The study used a mixed-methods design with an exploratory sequential approach. In the first phase, qualitative interviews with hotel employees explored the effects of abusive supervision on work and family life. Findings from these interviews informed the development of a framework for the second phase, which quantitatively tested the relationships between abusive supervision, emotional exhaustion, work–family conflict and intention to divorce.

Our findings revealed that abusive supervision causes emotional exhaustion, which in turn leads to work–family conflict. However, we did not find any significant link between work–family conflict and the intention to divorce.

To the best of our knowledge, this study is among the first studies to explore the outcomes of abusive supervision using the mixed method approach, specifically the exploratory sequential design, to comprehensively examine the associations among abusive supervision, emotional exhaustion, work–family conflict and marital problems. This research contributes to leadership literature by providing empirical findings on the long-term impacts of abusive supervision.

This study is a radical interactionist analysis of family conflict. Drawing on both a negotiated order perspective and Athen's theory of complex dominative encounters, this study analyzes the role that domination plays in conflicts among intimates. As the family engages in repeated conflicts over roles, the family also engages in negotiations over the family order, what role each party should play, interpretations of past events, and plans for the future. These conflicts take place against a backdrop of patriarchy that asymmetrically distributes power in the family to determine the family order. The data from this study come from a content analysis of mothers with substance use problems as depicted in the reality television show Intervention. The conflicts in these families reveal that these families develop a grinding family order in which families engaged in repeated conflict but also continued to operate as and identify as a family. These conflicts are shaped by and reinforce patriarchal expectations that mothers are central to family operation. The intervention at the end of each episode offered an opportunity for the family to engage in a concerted campaign to try to force the mother into treatment and reestablish the family order.

The goal of this chapter is to present new ways of conceptualizing family-supportive supervisor behaviors (FSSB), and to present a multilevel model reviewing variables that are linked to this construct. We begin the chapter with an overview of the U.S. labor market's rising work–family demands, followed by our multilevel conceptual model of the pathways between FSSB and health, safety, work, and family outcomes for employees. A detailed discussion of the critical role of FSSB is then provided, followed by a discussion of the outcome relationships for employees. We then present our work on the conceptual development of FSSB, drawing from the literature and from focus group data. We end the chapter with a discussion of the practical implications related to our model and conceptual development of FSSB, as well as a discussion of implications for future research.

In recent years, preparations for the transition from the Post-industrial society to Community 5.0 have been continuing at full speed. The change in this process necessitates changes in the roles and structure of the labour force in societies. While work and family living spaces of the individual change the dimensions of his/her interaction, they increase the importance of work–family life balance gradually. The basis of conflicts (imbalances) in roles in work and family life is based on three pillars: time, tension and behaviour. The conflicts in the work and family life spaces take place in two sub-dimensions, namely ‘work-family conflict’ which is directed from work to family and ‘family-work conflict’ which is directed from family to work. The conflict between work and family life leads to individual, organisational and familial consequences. Effective communication with the social support of the organisation and the members of family is of great importance for individuals not to experience a work–family conflict.

The current longitudinal study investigated the within- and between-person variance in work-to-family conflict and family-to-work conflict among working mothers over time. It also examined the effects of a nonstandard work schedule and relationship quality on work-to-family conflict and family-to-work conflict using bioecological theory. Results of multilevel modeling analyses showed that there was significant within- and between-person variance in work-to-family conflict and family-to-work conflict. The linear and quadratic terms were significantly related to family-to-work conflict, whereas the quadratic term was significantly associated with work-to-family conflict. There was also a positive relationship between a nonstandard work schedule and work-to-family conflict, whereas relationship quality was negatively associated with family-to-work conflict. Future studies should consider diversity among working mothers to adequately predict work–family conflict. The current study provides important implications for employers to consider, concerning within-and between-person differences among working mothers, which could in turn allow for accommodations and help to decrease work–family conflict.

To investigate the association between country-level differences in childcare enrollment, the presence of affirmative action policy, and female parliamentary representation and individual-level conflict between work and family.

This study applies data from the 2002 International Social Survey Program (n = 14,000 + ) for respondents in 29 countries and pairs them with macro-level measures of childcare enrollment, the presence of affirmative action policy, and female parliamentary representation. I estimate the model using hierarchical linear modeling (HLM 7) and also assess cross-level interactions by gender and parental status.

The models show that female parliamentary representation has a robust negative association with individual-level reports of work–family and family–work conflict. These associations do not vary by gender or parental status. Also, mothers report less family–work conflict in countries with more expansive childcare enrollment, indicating that this welfare policy benefits the intended group.

This research implies that greater female parliamentary representation has widespread benefits to all citizens’, rather than just women’s or mothers’, work–family and family–work conflict. Additional longitudinal research would benefit this area of study.

This research suggests that increasing female parliamentary representation at the country-level may promote work–life balance at the individual-level. It also indicates that public childcare enrollment benefits women through lower family–work conflict which may encourage continuous maternal labor force participation and reduce economic gender inequality.

This chapter builds on an emerging area of work–family research applying multilevel modeling to draw empirical links between individual work–family experiences and macro-level structural variation.

Research ethics and integrity stipulates that research must be conducted with responsibility towards the research community and should benefit the intended population. This chapter will share insights from an ongoing research programme to reduce family conflict in the context of dementia care while discussing the accompanying ethical considerations. Research into dementia care has primarily focused on improving outcomes for the care dyad, leaving the influence and input of the wider family unit under investigated. Family conflict can detrimentally impact the quality of care provided and leave caregivers vulnerable to psychosocial difficulties. Family conflict occurs in the context of dementia care but there is little research on how to reduce, or prevent, such conflict occurring. In this research programme, a systematic review investigated the effectiveness of interventions that include the wider family unit to reduce family conflict; only one study was included which evidenced the lack of interventions in this area. A qualitative scoping review was then conducted to explore the lived experiences of caregiving families with experience of family conflict and reported solutions. It was found that conflict occurred due to factors including care decisions and role transitions which impacted relationships and affected care provision. Solutions to conflict were less often reported, indicating an important gap in the literature. Interviews with Alzheimer's Society staff and volunteers revealed that stigma and denial surrounding dementia were prevalent, and families were often reluctant to seek external help. This research programme is currently establishing public patient involvement (PPI) to develop the research methodology and interview questions for people with dementia (PWD) and their family caregivers to explore their lived experiences and potential solutions to family conflict. To conclude, this research programme will propose a family-focused intervention aimed at systemic family conflict for those caring for someone with dementia.

Work–family conflict is one of the most challenging stressors for construction industry professionals to cope with emotional problems. This study aims to propose a model linking work–family conflict and high-quality relationships among project team members and explore mediating effects of life and job satisfactions.

A theoretical framework was established based on the spillover theory and social exchange theory. Data were obtained by a questionnaire survey conducted with 328 respondents working in construction projects. Structural equation modeling (SEM) was used to test interrelationships among work–family conflict, job satisfaction, life satisfaction and high-quality relationship.

The results indicate that work–family conflict is negatively associated with both job and life satisfactions of construction professionals. In addition, there were direct and positive relationships between satisfaction domains and high-quality relationship capacity. The findings further support that job satisfaction plays a mediating role between work–family conflict and high-quality relationship among construction professionals, while life satisfaction does not mediate the relationship.

The effects of interrole conflicts on the context of satisfaction have been investigated previously; however, there is a lack of knowledge regarding its influence on high-quality relationship among project team members. This study extends the body of knowledge on high-quality relationships among project team members to understand how conflict and satisfaction factors influence interpersonal relationships in construction project management.

Building from calls for greater interdisciplinary research in interpreting family business phenomena, we integrate research on work–family conflict, detachment and burnout from both organizational and family studies. Using the characteristic work–family integration of family business settings as a backdrop we develop theoretical arguments that emphasize the reconciliatory role of interdisciplinary perspectives to explain the ostensibly contradictory findings in extant research. The diminishing barriers separating work and life spheres occurring in most global industries illustrate the importance of conceiving the study of work–life phenomena through recursive, rather than linear, logics and emphasizing the relevance of family business research in providing a contextual foundation for interdisciplinary discussions.

This theoretical paper integrates perspectives from the literatures on organizational behavior and family systems theory to form six propositions on the relationship between work–life integration and the antecedents and consequences of burnout and psychological detachment.

This paper explores the nuances that overlapping work and family roles might be a source of both harmony and discord in family firms. In doing so, our research contributes to the growing relationship between family systems theory and family business research, and creates the foundation for future empirical studies on the psychological dynamics that underlie work–family integration.

This research advances a novel perspective on the interactions between work–family integration and burnout and detachment, and does so by noting that the way the family business literature treats work–family integration may apply to any employee that experiences tension between these different spheres of their identity.

The present study aimed to examining the association between work–family conflict and turnover intention by exploring the mediating effect of job satisfaction and the moderating effect of perceived organizational support on preschool teachers in China.

A survey of 827 preschool teachers was conducted, and the data were analyzed using correlation analysis, hierarchical linear regression and path analysis with a structural equation model.

The results revealed that work–family conflict was significantly and positively associated with preschool teachers' turnover intention. Job satisfaction partially mediated the relationship between work–family conflict and turnover intention, while perceived organizational support moderated the association between work–family conflict and job satisfaction, thus mitigating the negative impact of work–family conflict on job satisfaction.

These findings contribute to the understanding of turnover among preschool teachers and suggest the need to enhance perceived organizational support to promote job satisfaction and reduce turnover in this profession.

This study aims to explore the mechanism of abusive supervision differentiation on employee work-family conflict, and examine the chain mediating role of work-related rumination and organizational citizenship behavior/deviant workplace behavior, as well as the moderating role of work-family boundary segmentation preference.

The authors designed two studies: Study 1 was a scenario experiment with 120 Master of Business Administration students. To further explore this finding, the authors conducted a multiwave survey in Study 2 with 345 employees from various organizations.

The results of Study 1 showed that abusive supervision differentiation had a positive effect on work-related rumination, and work-related rumination mediated the relationship between differentiated abusive supervision and organizational citizenship behavior/deviant workplace behavior. The results of Study 2 not only confirmed the conclusions of Study 1 but also revealed that organizational citizenship behavior/deviant workplace behavior significantly affected work-family conflict. Abusive supervision differentiation had a positive effect on work-family conflict through work-related rumination and organizational citizenship behavior/deviant workplace behavior. In addition, work-family boundary segmentation preference negatively moderated the relationship between organizational citizenship behavior and work-family conflict.

First, to the best of the authors’ knowledge, this study is the first paper to test the spillover effect of abusive supervision differentiation on the family domain through a chain mediation model. It extends the research on abusive supervision differentiation from the work domain to the family domain. Second, previous research has highlighted role conflict or role insufficiency as significant factors contributing to work-family conflict. However, this study suggests that abusive supervision differentiation from workplace managers can also trigger work-family conflict, providing a new perspective in the study of precursors to work-family conflict.

Drawing on the role theory and work–family border theory, this study aims to examine the relationship between work/family demands and sui generis forms of work–family conflict and further investigates the gender role ideology as a moderator of the relationship between work/family demands and work–family conflict.

The data were garnered with a self-reported questionnaire from randomly selected 569 employees working in the banking sector. As a caveat, nonresponse bias, common method variance and the reliability and validity of the measure were examined.

The results revealed that work demand and family demand were strongly related to both time- and strain-based work–family conflict; however, the relationship was not established with behavioural-based conflict. Notably, the findings affirmed the existence of a neglected form of psychological-based work–family conflict as the pièce de résistance and established a strong connection with its precursor. The dogma of gender role ideology, as a moderator, was indubitably confirmed and strengthened the positive relationship between family demand and family-to-work conflict.

The present study emphasises the importance of work/family demands and gender role ideology on work–family conflict. Consequently, it behoves human resource managers, strategists and practitioners to frame the organisational arrangements to alleviate the work–family conflict.

The present study fills a hiatus by establishing the relationship between work/family demand and work–family conflict with its cultural beliefs in the context of a collectivist culture.

Self-employment is presented as enabling people to better balance their work and family roles but research on its effectiveness is equivocal. We collected survey data from 280 self- and organizationally-employed certified public accountants and conducted a multivariate analysis comparing positive spillover and conflict between the two groups.The self-employed reported less work-to-family conflict with no differences with respect to family-to-work conflict or positive spillovers. However, there were different patterns between male and female subsamples: self-employed males experienced less conflict and more positive spillover than male employees, whereas self-employed females had less of one form of conflict but more of the other.

This study aims to examine the direct relationship between work–family conflict and psychosomatic health complaints among female physicians in Egypt. The study also investigates the mediating role of the negative affect on this relationship.

Data were collected using a paper and pen questionnaire from 186 female physicians, and structural equation modeling (SEM) was used to analyze the data.

The study findings revealed that work–family conflict is associated with increased psychosomatic complaints among female physicians in Egypt. The study also found that negative affect partially mediates the relationship between work–family conflict and psychosomatic health complaints.

Because of the cross-sectional research design, causal interpretations could not be made. Further empirical evidence is also needed to ascertain the generalizability of the findings to other contexts.

Organizations need to support their employees in balancing their work and family roles. In addition, employees need to understand how work–family conflict could influence their affect and should try to find ways to cope.

The study addresses calls for research on the relationship between work–family conflict and health in developing countries. It also responds to calls for research on the mechanisms through which work–family conflict relates to employee health.

The main purpose of this study is to link work‐family conflict, quality of work and non‐work lives, quality of life and social support (supervisor and spouse supports). Specifically, it seeks to address three different roles of social support that have theoretical and empirical support and the mediating roles of quality of work life and quality of non‐work life.

The SEM‐based approach has been used to study supervisor and spouse supports as moderators between work‐family conflict and quality of life; independent variables of work‐family conflict; independent variables of quality of life. The study has been carried out in Malaysia.

The main findings are: work‐family conflict has relationship with quality of life; quality of work life and non‐work life are “partial” mediators between work‐family conflict and quality of life; and, among the various roles of social support, its role as an independent variable of quality of life gives the best results.

The research is based on a cross‐sectional study conducted in Malaysia and addresses only the spouse and supervisor supports as components of social support.

The research has developed a comprehensive model linking work‐family conflict, quality of work and non‐work lives, and quality of life and has studied the role of social support.

Research has shown that, when employees’ work-family conflict levels are reduced, performance in the workplace can increase. How to reduce these levels, however, is a complex task. The purpose of this empirical study was to investigate the differences in work-family conflict between full-time worksite employees and full-time teleworking employees (individuals who teleworked from home at least two days per week). Employees (n = 308) in seven for-profit companies in Minnesota were sampled and surveyed using a slightly revised version of the Carlson and Kacmar (2000) work-family conflict scale. The findings indicate that teleworkers had lower levels of overall work-family conflict as well as most of the other work-family conflict variables explored (i.e., strain-based, time-based, work interference with family, family interference with work)

School has been neglected as a source of stress and strain resulting from its inevitable conflict with work and family role demands among married, working students. The meager research available has examined only work-school (not school-work) conflict among adolescents and college students and only three studies (two unpublished) have developed measures of conflict involving work, family, and school without studying its antecedents and consequences. The purpose of this paper is to examine all six school-work-family interrole conflicts and their effects on subjective stress and burnout. It was hypothesized that the greater the conflict between family, work, and school roles, the greater the subjective stress and burnout and that women experience more work-family-school conflicts than do men.

In total, 100 working married adult students completed self-report demographic questionnaire, school-work-family conflict, subjective stress, and burnout scales.

Regression results revealed that school-work (but not work-school) conflict was the only one of the six interrole conflicts examined that contributed to subjective stress and burnout. Women reported greater work-family conflict and family-work conflict. There were no differences between men and women involving school; where gender plays no role, it causes no conflict.

Scholars interested in interrole conflict involving family and work should expand the scope of their theories and research to include the school role.

The present study was the first to examine all six school-work-family interrole conflicts and their effects on subjective stress and burnout.

The purpose of this study is to integrate status conflict, as a relatively recent and unexplored phenomenon, to the family business literature.

The authors follow multilevel theory building to develop a multilevel conceptual model of status conflict in family firms (FFs).

The authors identify the main antecedents, processes and consequences of status conflict at three levels of analysis (individual, family and firm) unique to FFs. Seventeen theoretical propositions at three levels of analysis are presented.

The authors address the need for multilevel research for organisations and multilevel status research, contribute to the under-researched theory of conflicts in FFs and show that the conflict literature, which has predominantly focussed on the individual- and group-level factors, can borrow from the family business literature, which has primarily been oriented to the group- and firm-level factors.