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Using conservation of resources (COR) theory the study investigates the interrelationships between optimism, bidirectional work-family conflict, enrichment, and psychological health.

The data were gathered from 356 Indian police officers using a survey questionnaire and purposive sampling technique.

The results inform that optimism mitigates family to work conflict (FWC) and fosters work to family enrichment (WFE), family to work enrichment (FEW), and psychological health in the police. The results further suggest optimism influences psychological health via WFE (partial mediation). However, FWC and FEW do not influence mental health.

The study was conducted in a specific culture and context (Rajasthan police), so results cannot be generalized. The study discusses the practical implications for police practitioners.

The study adds to work-family literature by considering personal differences that have received less space in work-family models. To the best of authors' knowledge, none of the previous studies have considered optimism, the work-family interface and psychological health in the police.

This study aims to investigate the relationship of work‐family conflict (work‐to‐family conflict and family‐to‐work conflict) with job and family satisfaction among police personnel. Moreover, this study focuses on exploring the moderating effect of social support from co‐workers on the relationship of work‐family conflict dimensions with job and family satisfaction.

This study is quantitative in nature. The data for the present study were collected from a total of 148 police personnel based in India.

The results of the study indicate that work‐to‐family and family‐to‐work conflict are negatively correlated with job satisfaction. Moreover, social support from co‐workers is observed to significantly moderate the relationship of work‐to‐family and family‐to‐work conflict with family satisfaction.

The research has a few limitations like cross‐sectional nature of the study, use of self‐reported measures for data collection, and use of homogenous sample in the study.

This paper provides valuable insights into understanding the work‐family conflict among police personnel. A few measures are suggested that higher authorities in the police department can adopt to minimize the work‐family conflict, which can lead to better work‐life balance among police personnel.

This study explores the phenomenon of work‐family conflict and its effect on job and family satisfaction among police personnel in India. The Indian police system is unique in many ways; like, police personnel face high political interference in their day‐to‐day functioning, face very high job demands, work and live in unhygienic conditions, and receive very little support from higher authorities. These atypical working and living conditions of police personnel make it interesting and informative to understand their work and family life, and how and to what extent their life is influenced by the support from co‐workers.

Finding the optimal maintenance schedules is the primitive aim of preventive maintenance scheduling (PMS) problem dealing with the objectives of reliability, risk and cost. Most of the earlier works in the literature have focused on PMS with the objectives of leveling reserves/risk/cost independently. Nevertheless, very few publications in the current literature tackle the multi-objective PMS model with simultaneous optimization of reliability, and economic perspectives. Since, the PMS problem is highly nonlinear and complex in nature, an appropriate optimization technique is necessary to solve the problem in hand. The paper aims to discuss these issues.

The complexity of the PMS problem in power systems necessitates a simple and robust optimization tool. This paper employs the modern meta-heuristic algorithm, namely, Ant Lion Optimizer (ALO) to obtain the optimal maintenance schedules for the PMS problem. In order to extract best compromise solution in the multi-objective solution space (reliability, risk and cost), a fuzzy decision-making mechanism is incorporated with ALO (FDMALO) for solving PMS.

As a first attempt, the best feasible maintenance schedules are obtained for PMS problem using FDMALO in the multi-objective solution space. The statistical measures are computed for the test systems which are compared with various meta-heuristic algorithms. The applicability of the algorithm for PMS problem is validated through statistical t-test. The statistical comparison and the t-test results reveal the superiority of ALO in achieving improved solution quality. The numerical and statistical results are encouraging and indicate the viability of the proposed ALO technique.

As a maiden attempt, FDMALO is used to solve the multi-objective PMS problem. This paper fills the gap in the literature by solving the PMS problem in the multi-objective framework, with the improved quality of the statistical indices.

For more than a decade, efforts to integrate the two major perspectives of work–family studies, namely, work–family conflict and work–family enrichment have started advancing not only in western context but also in non-western contexts as well. However, both conflict and enrichment emerging from the family front have often been neglected in previous studies. The purpose of this paper is to test the integration of two major work–family perspectives, that is, work–family conflict and work–family enrichment in an Indian context.

The current study involves a multi-sectoral survey of sales employees belonging to manufacturing, information technology, fast-moving consumer goods, pharmaceuticals and financial services using standard scales. The sample consisted of 330 sales employees working in some of the major firms coming under these sectors. Structural equation modelling (SEM) using analysis of a moment structures was used to test the integrated model. In addition, multi-group SEM was used to test the impact of select demographic variables on the integrated model.

Results of SEM suggested that for sales employees in Indian organizations, work–family conflict follows a matching domain principle, whereas, work–family enrichment follows both matching and cross-domain principles. Further, it was found that marital status and annual salary emerge as moderators in the integrated model.

The present study confirmed that similar-domain relationships are stronger than cross-domain relationships, supporting findings from previous research with regard to work–family conflict. In addition, the results contradicted the studies conducted in western countries wherein the same domain effect is observed with respect to both types of enrichment, that is, work to family enrichment (WFE) and family to work enrichment (FWE). The present study confirms a similar and cross-domain relationship in the case of both types of enrichment. It means that both WFE and FWE have a positive impact on both jobs and family satisfaction.

Organizations so far have been trying ways to reduce stress to reduce work to family conflict. However, there is a need to incorporate policies that facilitate work–family enrichment. Such policies may focus more on support for both married and unmarried employees’ sales employees.

This study contributes to work–family literature by attempting to integrate both conflict and enrichment perspectives, which has rarely been done in the Indian context.

This study analyses the organizational consequences of work–family conflict (WFC) among female nurses in health care sector. Moreover, this study focuses on the moderating effect of intrinsic motivation on the association between WFC dimensions with different organizational outcomes.

Data are collected from 347 female nurses working in health care sector at Islamabad, Rawalpindi, Lahore, Multan and Bahawalpur regions of Pakistan, using random sampling technique. Regression analysis is used to test the hypotheses of this study.

The findings demonstrate that WFC conflict lowers job satisfaction, affective commitment and organizational citizenship behaviour. Contrary, WFC reduces job satisfaction, affective commitment and organizational citizenship behaviour and increases turnover intentions among female nurses. Moreover, intrinsic motivation moderates the association between WFC and certain organizational outcomes.

The study offers valuable insights for female nurses at health care sector about WFC and finally leads to theoretical contributions and practical implications for the healthcare sector of Pakistan.

The purpose of this study is to test the influence of family cohesion on family-to-work conflict (FWC), family-to-work enrichment (FWE) and psychological health. The study also aims to investigate the impact of FWC and FEW on psychological health. The study uses conservation of resources theory as a theoretical base.

Data came from frontline officers of Rajasthan police in India using a purposive sampling technique. The study utilizes Partial Least Square Structural Equation Modeling to test the proposed research model.

The findings reveal that family cohesion is a critical family resource that diminishes FWC and boosts FWE. The findings further demonstrate that FWE improves psychological health. Lastly, the study displays that FWE fully mediates the link between family cohesion and psychological health.

The male-dominated sample prevents evaluating gender differences in the proposed relationships. Generalizations to other cultures and contexts are limited. The findings of the study suggest that police administrators need to understand the family characteristics of officers and plan interventions to facilitate a cohesive family environment in the police.

Little is known about the family direction relationships (FWC and FWE) in work-family research. To the best of the authors' knowledge, this is the first study to test a model of family cohesion, FWC, FWE and psychological health.

The purpose of this study was to examine a moderated mediation model of job dissatisfaction and workplace social support in the relationship between work–life conflict and turnover intentions.

Data were collected in a cross-sectional survey of 220 police investigation officers. Partial least squares structural equation modeling was applied for data analysis.

Empirical findings of study indicate that work–life conflict enhances employee turnover intentions by creating job dissatisfaction. However, workplace social support buffers this effect and reduces turnover intentions by weakening the effect of work–life conflict on job dissatisfaction.

This study contributes to personnel management and organizational psychology literature by explaining how workplace social support can affect the mediating process of job dissatisfaction through which the relationship between work–life conflict and turnover intentions is determined. The limitations are related to external validity, single source data and cross-sectional nature of data.

Organizational leaders and practitioners can take insights from the findings of this study that if workplace social support prevails at a level greater than work–life conflict, it will nullify or suppress the effect of work–life conflict on turnover intentions by reducing job dissatisfaction.

The originality value of this study is that it has addressed the scarcity of testing boundary conditions of the indirect effect of work–life conflict on turnover intentions through job dissatisfaction.

The detrimental influence of perceived work–family conflict (WFC) on employees' job-related attitudes has been examined in individualistic cultures. However, this relationship needs to be studied in collectivist societies, where the “family” is a salient social institution with family-centric work ethics. This study empirically investigates the role of nurturant task leadership (NTL) behavior in attenuating (1) the negative direct effect of perceived WFC on job satisfaction and (2) the negative indirect effect of perceived WFC on job satisfaction, mediated through affective commitment (AC) on a sample of employees from a public sector bank in India.

The study adopts a cross-sectional research design, and the data were collected from 244 executives working in the banking sector of India. The direct, indirect and moderated effects were analyzed using ordinary least squares (OLS) regression.

NTL behavior was found to moderate the negative direct relationships between perceived WFC and job satisfaction as well as the negative indirect relationship between perceived WFC and job satisfaction, mediated through AC.

The study contributes to existing literature on WFC by introducing an important boundary condition in NTL behavior, thus providing impetus to further research in this direction through research designs that allow for causal inference and generalizability.

Findings from this study can provide useful pointers to organizations dealing with employee performance challenges owing to WFC. Results indicate that leaders who exhibit NTL behavior are more likely to attenuate the negative influence of WFC on employee attitudes and performance.

This study is among the first empirical examination of the effectiveness of NTL behavior in mitigating the negative effects of perceived WFC on job satisfaction.

The purpose of this paper is to study the applicability of a crossover model of work–family conflict (WFC) in the work setting among supervisor–subordinate dyads. It examines the positive association between supervisor’s WFC and subordinate’s WFC and analyses the moderating effect of subordinate’s susceptibility to emotional contagion (SEC).

Data were gathered using a questionnaire survey method and tested in 193 matched supervisor–subordinate dyads from select organisations representing the services sector in India.

The authors found a significant direct crossover path from the supervisor to his/her subordinate’s WFC. The effect of supervisor reported WFC on subordinate reported WFC was found to be strong when the subordinate displayed higher SEC with his/her supervisor.

Examining the crossover of WFC contributes to theory by broadening crossover research to include transmission of negative experiences in the work context. This study significantly adds to emotional contagion theory by substantiating the existence of WFC contagion in supervisor–subordinate dyads. Given the constraints of cross-sectional research design, future research should replicate these findings using a larger sample in other cultural contexts as well to generalise the results. Future research should consider using longitudinal data and including information from both the supervisor and the subordinates collected at different points in time. Crossover of positive work–family experiences (e.g. work–family enrichment) and the role of other individual difference variables such as the personality of the subordinates, empathy, etc., could also be considered.

Supervisors should be advised of the potential adverse effects of their WFC and organisations should be made cognizance of the impact that the WFC of employees can have on their job outcomes. Organisations should provide the required formal and informal support to their employees to deal with their WFC efficiently.

This study has attempted to examine the crossover of WFC in supervisor–subordinate dyads and the potential effect of one of the individual difference variables namely SEC. To the best of the authors knowledge, it has rarely been examined earlier.

The recent trends of work and family issues have prompted a proliferation of research in the work-family study; however, evidence from the hospitality industry is limited. This paper aims to examine the relationships between the work-family interface on job satisfaction (JS) and family satisfaction (FS). Additionally, the authors have adopted person-centered perspectives to determine if gender affects the magnitude of these relationships.

Data were collected from 295 hospitality employees, and the hypotheses were tested using the partial least squares method of structural equation modeling. Other than assessing the path model’s explanatory power, the authors examined the model’s predictive power using PLSpredict to predict new cases.

The results supported the originating domain view where the domain in which work-family enrichment (WFE) or conflict originates would have the immediate effect. Simultaneously, the authors found empirical evidence demonstrating the complimentary transfer of resources from the family domain to the work domain, enriching an individual’s satisfaction level. Finally, multigroup analysis reveals that women displayed higher job dissatisfaction than men when facing work-family conflict.

To the best of the authors’ knowledge, this study is the first study that allows a better understanding of the effect of the COVID-19 pandemic on employees’ work-family dynamics. This is the first study relating WFE and conflict to matching-domain satisfaction in one model. By examining these constructs’ simultaneous pathways, the authors extend the body of knowledge by contrasting the source attribution perspective with the cross-domain theory of enrichment and conflict. Consequentially, the authors answer Premchandran and Priyadarshi’s (2020) call to examine work-family dynamics in different cultures on different genders.