Work Family

Role blurring

** redundant with integration enactment and/or interruptions (Allen et al., 2014) Role blurring is defined as uncertainty or difficulty in distinguishing one's work role from one's family role (Desrochers et al. 2005, Glavin & Schieman 2012). In her description of border theory, Clark (2000), who calls this phenomenon role blending, suggests that it occurs when there is a great deal of permeability and flexibility around borders. Similarly, Glavin & Schieman (2012) suggest that permeability is distinct from role blurring, serving the role of a necessary but not sufficient condition for role blurring to occur. However, based on the way in which role blurring has been operationalized, it is difficult to discern how it is unique from other work-family boundary constructs. Two measures have been developed to assess role blurring. Desrochers et al. (2005) developed the Work-Family Integration-Blurring Scale (WFIBS), sample items from which include "It is often difficult to tel

Work-Nonwork Integration/Segmentation and Outcomes:

- Allen's (2014) review suggests that segmentation is associated with: o Lower WFC (Kossek et al., 2012; Powell & Greenhaus, 2010) o Lower FWC (Kossek et al., 2006; Park et al., 2011) o Greater WFB (Li et al., 2013) - Several studies found that when there is more permeability of the work boundary, people experience greater FTWC and when there is more permeability of the family boundary, people experience greater WTFC (e.g., Hecht & Allen 2009) o This is likely because greater spillover occurs among those with highly integrated roles (Ilies et al., 2009) o Hecht & Allen (2009) weaker boundaries were associated with greater interrole conflict - Several factors that may moderate these relationships o Highly identifying with multiple roles, want to segment o unequal identification with multiple roles, want to integrate (Dumas (2004) o Boundary control

Describe boundary permeability and control

- Boundaries can vary in how permeable they are (Ashforth et al., 2000), and in how much control individuals exert over them - Permeability of the boundary is in part determined by preferences, but also determined by the situation and context - Permeability is directional in that it may go both ways (Kossek et al., 2012) o Kossek et al (2012) § Identified six profiles of individuals' permeability, direction and control of boundaries - Boundary control research extends boundary theory by acknowledging both the importance of power and control that individuals have over their lives o Contrasts with prior focus of boundary theory, which emphasized the importance of individual behaviors and depicted them as being very agentic (Clark, 2000)

Conceptualizations of Boundaries?

- Nippert-Eng (1996) o Landmark ethnographic study o Some people integrated or segmented work and nonwork roles o Boundaries were spatial, temporal, cognitive, and emotional - Ashforth et al. (2000) o Boundary management allows people to engage in role transitions - Rothbard et al. (2005) and Kreiner (2006) o Examined process and consequences of boundary work, with some focusing on the fit between boundary management preferences and organizational contexts - Kreiner et al. (2009) o Focus on identity work, types of tactics § Behavioral, temporal, physical and communicative - The integration and segmentation continuum o Ashforth et al (2000); Nippert-Eng (1996); Rothbard et al. (2005)

Types of boundaries?

- Spatial, cognitive, temporal, and emotional - Ashforth et al (2000) refer to goals, norms, geography, and identity as sources of boundaries between roles, invoking cognitive and spatial boundaries o Suggest that transition between highly segmented roles entails multiple boundary crossings, including temporal, physical, or social o Frequent role switching associated with integration behaviors could incur transactions costs and process losses during role transitions - Rothbard et al (2005) o Flextime and onsite child care are examples of policies that have different implications for temporal and spatial boundaries o Distinguish preferences from enacted behaviors - Languilaire (2009) o Spatial, temporal, human (i.e., relational) behavioral, cognitive, emotional, and psychosomatic boundaries § Extends segmentation-integration continuum by Nippert-Eng to suggest that people may not be placed at only one point on the continuum; rather they may have at least seven coordinates on that co

Temporal nature of boundary management preferences/behaviors?

- Stability of preferences and behaviors over time is a complex issue o Likely that behaviors are less stable than preferences, since environmental constraints might elicit behaviors that diverge form preferences o Hecht & Allen (2009) found boundary strength in both directions is relatively stable over time

What do we know about WFC based on the average "levels" (chronic) approach (SD to SA agreement scale)? Issues with this form of measurement?

- a lot of cognitive work involved - more likely to attribute interference to the job - WFC robustly related to negative affect Issues: - respondent must recall and determine if conflict has occurred -often based on nonspecified time period -assumes conflicts can be reliably aggregated -cause and effect conflated - thinking about day, month, year, we don't know much about the time structure

Overview of empirical findings of WF and Personality?

- as much as the situation, it is "who you are" that counts when it comes to individuals' WF experiences - most research has focused on "central traits" (i.e., Big 5, positive/negative affect) - Big 5 are most commonly studied - Conscientiousness (-) and neuroticism (+) were most predictive of work-family conflict - Openness to experience (+) most related to work-family enrichment - Individuals high in PA generally experience decreased conflict and increased enrichment; those high in NA generally report increased conflict and decreased enrichment - These relations are typically strongest for NA and conflict, and PA and enrichment Michel et al. (2011) - individuals high in extraversion, agreeableness, conscientiousness, openness to experience and emotional stability (or low neuroticism) should experience lower conflict and greater enrichment than those low in these traits Practically, evidence suggests potential opportunity for orgs to help employees understand the role they play and

Measurement concerns with WFC?

- confounding - response anchors - cognitive demand - limited coverage of all types of interference - all aspects of family life are treated the same

Grzywacz & Smith (2016)

- growing evidence that work-family experiences are sensitive to intervention, and that these interventions produce subsequent improvements in discrete disease risk outcomes - implicit model behind a lot of this research is a stress-based, biobehavioral framework; that is, wfc and the social and emotional sequelae of the individual's decision for resolving the wfc have historically been conceived of as stressors.These stressors, in turn, are presumed to undermine human health through both behavioral and biophysiological pathways

Allen et al. (2021)

- having a home office helps work/nonwork balance, but doesn't moderate segmentation preferences -> work-nonwork balance - having fewer people in the household related to higher work-nonwork balance, but didn't moderate relationship btwn boundary preferences and work-nonwork balance temporal tactics most commonly reported, then physical tactics - 3 additional strategies: emulating office routine, purposefully disconnecting, reducing work and home role overlap - Contrary to our first two hypotheses, we found that segmentation preferences were positively related to work-nonwork balance and that this relationship was consistent across a three-month period.

Why should IOs care about children? What could we investigate?

- human capital (future workforce) - pull from nonwork sphere can influence employment-related decisions and behaviors (e.g., absenteeism, career progression) - healthcare costs - children are unseen stakeholders Work relates to: - parenting and parent/child interaction - objective health - health behaviors - subjective well-being - child behavior

Leroy et al. (2021)

- large increase in interruptions since COVID, with largest increases observed for nonwork intrusions, distractions, and multitasking - women reported a greater increase in interruptions - dedicated, unshared workspace at home was associated with fewer interruptions, while more nonwork responsibilities predicted more nonwork interruptions - work-based interruptions (intrusions, multitasking) were associated with higher work-family interference and emotional exhaustion as well as lower performance

general DOL and dual-earner background?

- learned behavior is big factor in making up gender identity and determining gender roles - evaluation of justice is a better predictor or rel quality than is DOL itself - gender is the single best predictor of DOL

Future of boundary management research?

- more ESM, multisource data - drawing from theory and research on self-regulation may enable a better understanding of the psychological processes involved in boundary management - Although cross-national and cross-cultural work-family research has grown considerably over the past decade (Poelmans et al. 2013), the investigation of boundary dynamics has been limited primarily to Western contexts. - how preferences and strategies may evolve across the lifespan/in response to external forces

Future of personality and WF research?

- need more work on narrow facets (e.g., assertiveness) - majority focuses on WFC, less often on enrichment/balance (happens more now) - few tests of process by which personality and values influence WF (but Li et al. 2023 do this) - suggest we should use more holistic analytic approaches; personality and values shouldn't be treated strictly as independent antecedents of WFC and WFE - systematically consider the role of time - incorporate time in examination of WF and personality/values (again Li et al)

Examples of implications of boundary management for outcomes:

- productivity (Perlow & Kelly, 2014) - satisfaction and commitment (Rothbard et al., 2005) - Interpersonal relationships at work (Dumas et al., 2013) - wellbeing (Edwards & Rothbard, 1999)

Future directions for balance/boundary research?

- reconsider the value of segmentation for well-being and sustainable involvement in multiple roles - better understand ways in which people effectively manage their boundaries and try to better understand the consequences of these strategies - put this process in the context of family, workplace, and societal context (largely overlooked in favor of individual preference/behavior focus) - most research relies on premise that individuals manage boundaries between 2 primary domains - other domains may also be important but aren't being considered

Ladge & Humberd (2022)

- research finds that when fathers are more involved with their children, they may experience increased job sat, greater WFE, and lower WFC (Ladge et al., 2015) - however, they may also face backlash if involved fathering detracts from perceptions that they are ideal workers that can be fully present and devoted to work above all else - need more research on how we can support involved fathering, focus on the complexity of family structures that exist today, and consider what can be done within work domains to shift the narrative on what fathering means today

Ohu et al. (2019)

- we have limited knowledge on impact of role-based stressors (WFC) on child health - parent WFC related directly to child health and indirectly via parental self-regulatory resources - relation between self-regulatory resources and child health was moderated by job autonomy and job demands particularly in jobs that expose parents to high job demands and low autonomy, interventions targeting self-regulatory resources may serve as levers that can mitigate the negative child health relationship

Where are we going in WF research? Trends/Future directions?

- within-person designs - health and health behavior (employee and family) - use of technology for data collection - interventions Allen & Martin 2017 •Intervention studies •Multilevel approaches •Temporality and dynamic change •Managerial perspectives •Diverse work settings Other •Better understanding of the role of gender •Theory integration •"Lived" work-family experience •Technology and new ways of working

2 questions of interest in international WF research?

1. differences in mean levels 2. diffs in relations btwn wfc and other variables like job sat also: FREQUENCY VS AGREEMENT SCALES FOR WFC - WOULD WE SEE DIFFS IN CULTURE OR RACE/ETHNICITY

4 primary ways personality/values are theorized to influence the work-family experience?

1. differential exposure (they may select into different environments, which affect the types of demands/resources they're exposed to) 2. differential perception (influences degree to which a person perceives experiencing WFC or WFE) 3. differential reactivity (influence a person's cognitions, emotional reactions or behavioral responses to situational demands/resources, which in turn influence conflict/enrichment) 4. P-E Fit and value congruence

5 factors to consider when evaluating WF policy/practices?

1. what is the predictor (individual or aggregate level)? - e.g., telework, flexplace, virtual work (lots of overlapping terms, some subtle differences) 2. organization or state - policies more or less effective if administered by organization or by state; applicable to policies within organizations and to policies made available through law 3. availability or use 4. what is the outcome? - e.g., work performance (intent to leave, hours worked), job attitudes, career outcomes (career satisfaction, promotion, salary, growth), work-family (WFC, boundary management) - could be beneficial for one outcome and detrimental to another 5. who conducted the research - US has no federal mandatory paid sick leave; states and municipalities have implemented - there are currently seven states and Washington DC that have paid sick leave laws at the state level - political ideology can influence the conclusions that are made

Kramer et al. (2020)

12 yr longitudinal study linking within-person changes in WF transitions and workplace injury risk Demands = work hours, irregular shift, spouse work hours, # of children Resources = income and spousal income Theory: work-home resources (W-HR) model = builds on COR theory, suggests that the loss and gain of resources as generally described in COR theory can be applied to the work-home interface Results: - increased demands (work hours) related to higher injury risk - change in income over time and change in spousal income over time related negatively to probability of work injury - within-person change in # of children related positiively to change in prob of injury Implications: - employers could encourage employees to communicate anticipated increase in family demands and may provide a buffering period to allow them to adjust, reducing likelihood of workplace injuries

Shockley (2018)

Although there is asubstantial amount of previous research devotedto understanding work-family constructs, theircorrelates. and organizational and governmentalinitiatives, there is substantial room for additionalresearch to understand contemporary issues aswell as micro-processes. - no one accepted definition of WF balance -> WFB research is limited - WFC = work & family roles incompatible in some respect - WFE (positive interaction btwn work and family - bidirectional, but less agreement over distinct types of WFE; resources like values/behaviors/skills/affect, etc. can be gained in one domain and transferred to the other) - WFC: domain specfic correlates (theory of domain specificity)- we have an idea of these, but not always theoretically clear why/direction predictors: work conflict, work overload, work time demands, org support/ familial role ambiguity, family overload, family conflict, spousal support, parent demands consequences: satisfaction, performance, strain in both domains

Chen et al. (2022)

Attributions --> emotion --> well-being WFC Episode (must disruptive) -> Work-family event attribution (Causal attribution measure) -> self conscious emotions (guilt, shame) -> well-being and family engagement

Andersson et al. (2021)

Based on adjusted estimates, we find greatly narrowed disparities in children's self-rated health as work flexibility and vacation-sick leave mandates become more generous. However, cash transfer policies, including family benefits spending and childcare costs, were not associated with the size of children's health disparities. Taken together, our results suggest the distinctive value of better work-family accommodations, rather than any generic cash allowances, for lessening family-based inequalities in children's health and human capital development.

Tactics

Based on qualitative work with priests, Kreiner et al. (2009, p. 704) identified four categories, with additional categories subsumed within each, of tactics that individuals use "to help create their ideal level of and style of work-home segmentation or integration": behavioral, temporal, physical, and communication. Behavioral tactics involve using other people (e.g., getting help from others), leveraging technology (e.g., creating multiple email accounts), invoking triage (e.g., prioritizing), and allowing differential permeability (e.g., choosing the specific aspects of work-home life that will/will not be permeable). Temporal tactics involve controlling work time (e.g., blocking off segments of time) and finding respite (e.g., removing oneself from work/home demands for a significant amount of time). Physical tactics are adapting physical boundaries (e.g., erecting or dismantling barriers between work and home domains), manipulating physical space (e.g., creating or reducing

Border theory

Border Theory Border theory concerns the boundaries that divide the times, places, and people associated with work versus family roles (Clark 2000). Clark (2000) states that border theory is a theory about work-family balance, suggesting that work-family balance can be attained in multiple ways depending on factors such as the similarity of the work and family domains and the strength of the boundaries between domains. Border theory suggests that individuals cross borders daily, both physically and psychologically, as they move between work and home. Borders are the lines of demarcation between domains and take three main forms: physical, temporal, and psychological. Physical borders define where role-domain behavior occurs. Temporal borders determine when role-specific work is done. Psychological borders are rules created by individuals with regard to when thinking patterns, behavior patterns, and emotions are appropriate for one domain but not for the other. According to border t

Boundary theory

Boundary Theory Boundary theory focuses on the ways that people create, maintain, or change boundaries in an effort to simplify and classify the world around them (Ashforth et al. 2000, Zerubavel 1991). It evolved from the classic sociological work of Nippert-Eng (1996) and is based on a general cognitive theory of social classification that focuses on outcomes such as the meanings people assign to work and to home and the ease of transitions between the two. As applied to the work-family literature, boundary theory concerns the cognitive, physical, and/or behavioral boundaries existing between individuals' work and family domains that define the two entities as distinct from one another (Ashforth et al. 2000, Hall & Richter 1988, Nippert-Eng 1996). Boundaries can range from thick (associated with keeping work and family separate) to thin (associated with blending work and family).

Boundary/border characteristics

Boundary/Border Characteristics Both theories identify characteristics that are associated with boundaries/borders. Role boundaries refer to what delineates the scope of a given role (e.g., parent, spouse, employee) (Ashforth et al. 2000). In their work on daily work and home transitions, Hall & Richter (1988) note that domains are separated by boundaries and that these boundaries are composed of two dimensions: flexibility and permeability. Flexibility is the degree that the spatial and temporal boundaries are pliable. More flexible boundaries permit roles to be enacted in a variety of settings (e.g., a remote worker) and at varying times (e.g., a family-run farm), whereas less flexible boundaries restrict when and where a role may be enacted (e.g., patient care providers within a hospital setting). Permeability describes the extent to which a person physically located in one domain may be psychologically or behaviorally involved with another domain. For example, an employee who takes

Measures of WFC?

Carlson et al (2009) - measures time, strain, and behavior-based conflict with 3 items each - originally written as work-to-family conflict measure Netemeyer et al. (1996) - measures bidirectional conflict, 8 items?

Cho & Ciancetta (2016) handbook chapter

Child Outcomes parent WF experiences --> parent outcomes --> parent's interaction with the child --> child outcomes (spillover-crossover process) 3 points from the literature: 1. parental work experiences spillover to family domain and have sig relations with variety of child outcomes 2. more attention has been paid to negative aspects of parental work experiences 3. ES for relations between parent work experiences and child outcomes tend to be small (bc parent work experiences are a distal factor relating to child outcomes via a number of mediators) Mediators of parents WF experiences and child outcomes: - parent interaction with child Moderators: - characteristics of the family and individual family members

Casper et al. (2013)

Concepts and measures in WF - goes into measures of conflict, balance - with the exception of WFC, the other constructs were relatively new to the scene in 2013 - seeing the same construct label used to describe concepts that are conceptually different - need to better understand WF integration overall

Allen et al. (2019) - cross-national meta

Cultural context as a moderator of: work/family hours and work/family demands --> job sat, fam sat, life sat Collectivism moderated WIF/FIW and sat outcomes such that relationships were weaker in more collectivistic contexts than in less collectivistic contexts WFC relationships differ in strength as a function of regional clusters, lending support to the use of configural approaches to examine cross-cultural variation affective correlates to wfc meaningfully vary in strength as a function of cultural context - across all regional clusters, work hours and work demands were associated with WIF --> regardless of regional cultural context, individuals who report longer hours/greater work demands are more likely to report experiencing WIF** - with few exceptions, the relationship btwn WFC and satsifaction outcomes was significant across regions - (exceptions: South Asia - has gotten relatively little attention in the WF literature)

Measure of work-family fit?

Edwards & Rothbard (1999) - Supplies-Values fit in work and family - work supplies (aspects of work that can fulfill values) - work values (what you desire at work) - family supplies (aspects of family that can fulfill values) - family values (what you desire in your family life) - 16 items each

Describe the general history/trends in WF research.

Explosive growth in research - inception in 1970s saw like 28 articles - growth in the 1990s - expansion in the 2010s (now over 6000 articles in WF space) Growth in chapters, books, conferences, journals Follows trends in demographic shifts (e.g., older mothers, global economy/countries declining in birthrates in developed countries) Much more focus on the negative side (conflict, interference, spillover) than the positive side (facilitation, positive spillover)

Yu et al. (2022)

FSSBs and WFC: role of stereotype content, supervisor gender, and gender role beliefs - results suggest that FSSB are importantly related to how employees socially evaluate their supervisors' warmth and competence - supervisor gender moderates FSSB and competence relationship - employee gender role beliefs moderate both relationships - warmth and competence mediate effects of FSSB on WFC *when enacting FSSB, important for supervisors to demonstrate warmth and competence - FSSB interventions should consider manipulating not only dimensions of FSSB but also behaviors tied to perceptions of warmth and competence

Examples of organizational WF practices?

Flexibility: - flexible scheduling - job sharing - telecommuting - parental leave Dependent care: - subsidized childcare costs - dependent care assistance plans - chilcdare centers - sick childcare - elder care

Radcliffe & Cassell (2015)

Flexible work, WFC, and maternal gatekeeping - dual-earners work-family conflicts are experienced and resolved differently, depending on whether it is the male or the female who works flexibly within dual-earner couples. This link between flexible working and gender is demonstrated to have an important impact on maternal gatekeeping behaviours, which are highlighted as playing a crucial role in such daily experiences and how they are resolved. Findings: - women having more flexibility tended to mean they took on more family responsibilities --> their male partners often failed to experience regular daily incidents of wfc bc of their lack of involvement in the resolution process - in some cases, women may be inclined to automatically take the role, leaving little opportunity for men to be involved - also reminder of the impact society still has on the gender divide

Huang et al (2019)

GMA, CONSCIENTIOUSNESS, AND WF - GMA but not conscientiousness related positively to WFC and FWC via occupational prestige and subsequent psychological job demands - GMA was negatively related to conflict via occupational prestige and subsequent financial well-being - GMA and conscientiousness related positively to WFE and FWE through problem coping *fundamental individual attributes such as GMA and C may impact individuals' willingness/ability to engage in proactive and enactive boundary management that may have important implications on their perceived conflict and enrichment between work and family

What are the types of work-family decisions?

Greenhaus & Powell (2016) -role entry -role participation -role exit -role boundary management

What are approaches to WF decision-making?

Greenhaus & Powell (2016) logic of consequences = people estimate the consequences of different courses of action and select the alternative most likely to lead to preferred outcomes --> issue is that you then make decisions based on a bounded or limited awareness of the situation logic of appropriateness = people establish and follow rules that they see as appropriate to their identities (develop rules about how people like us should act in a decision-making situation) *issue with the two above is that people are adopting a basically rational approach to their work-family decision-making (theory/research suggests that decision making doesn't always follow this rational process) - the above are also not mutually exclusive because employees make many decisions by intuitive process, their monitoring & control of these processes tend to be lax and the potential for decision-making errors is high

Measures of positive spillover?

Hanson et al. (2006) 22 bidirectional, multidimensional (affect, behavior, value-based) items •"transfer of positively valenced affect, skills, behaviors, and values from the originating domain to the receiving domain, thus having beneficial effects on the receiving domain" •Sample items: "being in a positive mood at work helps me to be in a positive mood at home"

Measures of work-family enrichment?

Hanson et al. (2006) - Work-Family Positive Spillover - WTF affective positive spillover (4 items) - WTF behavior-based instrumental positive spillover (4 items) - WTF value-based instrumental spillover (3 items) - FTW affective positive spillover (4 items) - FTW behavior-based instrumental spillover (4 items) - FTW value-based instrumental spillover (3 items) Carlson et al. (2006) - Work-Family Enrichment - work-family development - work-family affect -work-family capital - family-work development - family-work affect -family-work efficiency (all 3 items)

Allen et al. (2015)

How effective is telecommuting? - lack of commonly accepted definition - not considering extent of telecommuting could hinder research - little evidence to suggest telecommuting is effective at mitigating WFC - small but significant relations to lower stress - mixed findings on wages/career potential - extent of telecommuting matteres - weigh tradeoffs - consider person, job, and organization - FtF important early in a project, career - increase individual productivity but hamper relationship development - success depend on aspects of the person (e.g., self-regulation skills), job (e.g., degree of task interdependence), organization (e.g., support from supervisor)

Butts et al. (2013)

How important are work-family support policies? Meta-analysis - availability and use of WF support policies had modest positive relationships with job satisfaction, affective commitment and intentions to stay - policy availability was more strongly related to job sat, affective commitment, and intentions to stay than was policy use - policy availability and use had modest effects on work attitudes - number of policies and sample characteristics (e.g., percent women, percent married-cohabitating, dependents) moderated the effects of policy availability and use on outcomes - e.g., policy use may enhance loyalty among women more than men practical implications: - Because effects were modest, organizations may have greater potential for return on investment if they invest in policies that are inexpensive and easy to implement. - Our findings also suggest that there is utility in providing work-family support policies even when use is low, as availability was more strongly related t

Hu et al. (2021)

ICT review for occupational health research - much of the lit has focused on a behavioral approach (e.g. measuring smartphone use and work-home boundary cross; focused on frequency measures of tech use and pos/neg outcomes) - lit is missing more about why tech use behaviors arise and when they influence worker well-being Theoretical Overview: JD-R model: ICT-related psychological and technical factors could be perceived as either demanding or supporting self-determination theory: can help address the psych processes of how technological demands/resources may facilitate or hurt need satisfaction and subsequently influence their strain and well-being outcomes Categories of ICT constructs: ICT Demands (any situational tech-related factor/process from the work environment that may be perceived as stressful/require physical or psych effort) ICT Resources (any tech-related work factor that may be perceived as supporting goal achievement, alleviating negative impacts of work demands, f

Casper et al. (2018)

Jingle-Jangle! Jingle = attributing different meanings to a single construct label Jangle = using different labels for a single construct Results: - note: 20% articles didn't have conceptual definition - in 171 of 233 conceptual definitions, no theory was used as basis of definition - over time: more diversity of conceptual definitions, greater disagreement in properties over time, less disagreement over dimensionality over time - balance measures were often more strongly related to satisfaction correlates than were conflict and enrichment, suggesting that balance may differ from these established constructs - evidence was weaker that balance measures differ from one another *differentiating balance from conflict and enrichment is important. *balance should be defined as a unique construct

Measures of segmentation/integration?

Kreiner (2006) - work-home segmentation or integration - segmentation preferences - segmentation supplies (perceptions of the workplace providing individual preferences) - 4 items each Matthews et al. (2010) - Work and family domain boundary characteristics - work-flexibility ability (4 items) - work-flexibility willingness (4 items) - family flexibility-ability (5 items) - family flexibility-willingness (6 items) Desrochers et al. (2005) - work-family role blurring - 3 items - role blurring = perception of uncertainty or difficulty in distinguishing one's work role from one's family role that occurs when these roles are seen as highly integrated

Zhang et al. (2018)

Meta-analysis of relationships between WFE and FWE and consequences relates positively to: - job sat org commitment - performance - family satisfaction - life satisfaction negatively to: - stress - burnout - turnover intent

Strongest predictors of WIF and FIW?

Michel et al (2011) meta Strongest predictors of WIF: •Work role stressors, family stressors, organizational support, negative affect Strongest predictors of FIW: •Family stressors, negative affect, organizational support

Greenhaus & Powell (2006)

Model of Work-Family Enrichment - resources generated in role a --> high performance in role A and positive affect in role A --> high performance in role B and positive affect in role B - moderators of this path are the salience of role B, perceived relevance of the resource to role B

When are work-family conflict episodes more likely to happen?

More likely to occur during transitions - can happen any time, any day - there are daily and weekly rhythms to WFC (French et al., X)

If we no longer want to focus on average/chronic/"levels" approach to measuring WFC, where do we go?

Move toward: - examination of discrete episodes of WFC - consideration of more person-centric approach (Weiss & Rupp, 2010) - understanding of work-family decision making (micro and macro levels) - incorporation of non-self-report sources of data (e.g., objective health indicators)

Measures of WFC?

Netemeyer et al. (1996) - 5 items WFC and 5 items FWC - conflict = participation in one role is made more difficult by virtue of participation in another role Carlson et al. (2000) - time-based WIF/FIW (3 items per) - strain-based WIF/FIW (3 items per) - behavior-based WIF/FIW (3 items per) Matthews et al. (2010) - WTFC (3 items) - FTWC (3 items) - conflict = when demands of family domain are incompatible/interfere with the demands of the work domain

Are all positive WF constructs the same?

No - they differ in their focus and/or level of analysis •If they are different, how do they all fit together? •They build upon one another in a process view of how one domain positively influences another

Bordeau et al. (2019)

Not all WF policies are created equal we construe the nature of the policies used as a work devotion signal; specifically, we argue that supervisors attribute lower work devotion to employees who use more enabling policies than to employees who use more enclosing policies. However, this relationship is moderated by employees' work ethic prior to the use, by supervisors' expectations of employees, and by the family supportiveness of organizational norms. In turn, the work devotion attributions made by supervisors lead to positive and negative career consequences for work-life policies users, depending on organizational norms. - out of sight out of mind - more damaging to subgroups - in crease gendered division of labor; home no longer viewed as respite

Lawson et al. (2021)

Not just WFC but how you react matters for health Theory: Maertz et al (2019) theory of work-family conflict episode processing --- posits that if an event occurs when work/familly are incompatible, then the individual attempts to solve the problem using scripts; over time, a series of unsuccessful coping mechanisms resulting in higher affective reactivity can decrease an individual's role sat, perf, and overall well-being Theory: Maertz et al (2019) theory of work-family conflict episode processing --- posits that if an event occurs when work/familly are incompatible, then the individual attempts to solve the problem using scripts; over time, a series of unsuccessful coping mechanisms resulting in higher affective reactivity can decrease an individual's role sat, perf, and overall well-being Sample: parents in IT with adolescent aged children Measures: sleep, health behaviors (smoking, drinking exercise, fast food), and psychological distress; reported daily WTFC and negative affect

Allen et al. (2012)

Organizing framework for the WF literature Focus on the worker •Individual concepts: work-family conflict, work-family enrichment, work-family balance Focus on the family •Dual-career couple issues •Crossover •Child health Focus on the organization •Formal resources: flexibility, dependent care •Supervisor support •Organizational norms and expectations Focus on the globe •Cross-national comparative studies •Social policy

Weisshaar (2018)

Parents who opt out of paid labor do so bc of the inflexibility of employment and the challenge of adequately fulfilling the demands of both intensive jobs and intensive parenting mothers and fathers who temporarily opted out of work to care for family fared significantly worse in terms of hiring prospects, relative to applicants who experienced unemployment due to job loss and compared to continuously employed mothers and fathers within competitive markets, penalties emerged for continuously employed mothers and became even greater for opt out fathers

Barnes et al (2018)

Promoting opportunities to use archival research for advancing/testing theory in micro-organizational research Strengths of Archival Research: uncovers real world manifestations (e.g. if this hypothesis is true, in what ways do we see it in the world?) can measure socially sensitive phenomena (e.g. difficult to measure self-report or under observation e.g. CWB) research reproducibility (archival data typically publicly available, easily obtained) statistical power (most have larger N, lower likelihood of error) better population estimates (SE influence CIs, larger Ns decrease SE, so larger N enables better estimates and archival databases often have large N) can better examine effects across time (many archival data sources have longitudinal design differences/comparisons in relationships across sociopolitical contexts theory extension and testing at higher levels of analysis Challenges: archival research can be used for theory testing as well as an exploratory approach to be building

Psychological detachment from work

Psychological detachment from work is a state in which people mentally disconnect from work and do not think about job-related issues when away from the job (Sonnentag 2012). Detachment is one way in which individuals create distance between work and nonwork. In addition, detachment from work is thought to be important for recovery from work to occur (e.g., Sonnentag & Bayer 2005). Individuals who do not detach from work remain cognitively preoccupied with work-related events and experiences (Sonnentag & Binnewies 2013, Sonnentag et al. 2008). Detachment is commonly measured using a scale developed by Sonnentag & Fritz (2007). Sample items include "During time after work, I forget about work" and "During time after work, I don't think about work at all."

Kramer & Kramer (2021)

Putting the family back into work and family - suggest more emphasis on True Family Outcomes (outcomes important to individuals and families as well as orgs who are social enterprises not just profit-driven) True Family Outcomes: "organizational research may examine what organizations can do to allow employees more leverage is determining the timing of family decision and family outcomes without fearingsuch family decision will be detrimental to their career success" formation, stability, quality of couples' relationship relational outcomes within and beyond family system child outcomes fertility-related outcomes ?(e.g. timing of first child) Moving from individual- to family-level outcomes: e.g. time together, quality of relationships - time spent outside of work tends to be gendered, so family outcomes can potentially shed light on effect of work on gender inequality outside of work domain Combined Impact of HR and Social Policies on Family Outcomes: - lack of attention to non-org

Relation of segmentation to other constructs?

Research shows that actual segmentation of work and family roles is associated with less work-to-family conflict (Kinman & Jones 2008, Kossek et al. 2012, Powell & Greenhaus 2010), less family-to-work conflict (Kossek et al. 2006, 2012), and more work-family balance (Li et al. 2013). In addition, Ilies et al. (2009) found that integration moderated the strength of the spillover of daily job satisfaction onto positive and negative affect at home such that greater spillover occurred among those with highly integrated work and family roles. However, segmentation has also been associated with less affective positive work-to-family spillover (Powell & Greenhaus 2010) and less positive family-to-work spillover (Kossek et al. 2012).

Davila-Montero et al. (2021)

Review and challenges of technologies for real-time human behavior monitoring Monitored Human Behaviors - focus on technologies with potential to advance automatic and/or real-time monitoring - wearable sensor platforms - used for social interaction tracking, also real-time emotion recognition - monitoring of emotions has been one of most areas of interest after monitoring of social interactions, with microphone as one of the most common sensor modalities used to study them - common physiological sensors: ECG, EEG, skin temp, and BVG sensors

How has technology influenced the WF space?

Role of policy: - globalization has ushered in the 24/7 economy - always on work culture - some places are banning emails after hours - movement away from 9-5 job structure toward workers having multiple jobs/gigs - some jobs could/will be replaced by technology in the next 20 years wearables - new opportunities for simultaneous assessment of behavioral, physiological, and psychological states - also brings up question of collecting employee personal/health data, how far is too far

Define work-family conflict

Role pressures from work and family are mutually incompatible such that participation in one role is made more difficult by virtue of participation in the other role (Greenhaus & Beutell, 1985) Directionality of work-family conflict •Work interference with family (WIF) •Family interference with work (FIW) lInterference is the common element Scarcity theory - time and energy are finite resources

Schiemen & Koltai (2017)

SES, stress exposure, and health Elaborate on ways that the SES-based gradient in stress exposure contributes to nuances in the SES-health association. -poor global health: highest education group has lower risk of poor health compared to the lowest -lieklihood of overwork rises sharply across levels of education and income -job pressure rises sharply across education and income groups -highest income and highest education experience more role blurring -higher SES groups report more wtfc than the lowest SES groups; also have more wtfc than the average Two cross-cutting implications therefore emerge: (1) Income-based differences in job pressure and work-to-family conflict conceal the size of the gap in health/well-being between lower and higher incomegroups; and (2) Income-based differences in financial strain contribute to the health/well-being gap between lower and higher income groups.

Crain et al. (2019)

Sleep and WF - intervention related to improved total actigraphic sleep time - intervention related to control over work schedule, which predicted sleep insufficiency and WFC - demonstrate the sustainability of the intervention for some sleep outcomes

Guppy et al. (2010)

Social Change and the Gendered Division of Household Labor in Canada -persistent gender gap, starting to close - why is convergence occurring? - results showed modest gender convergence in time spent doing housework across time

Interruptions

Some researchers have investigated constructs referred to as interruptions (or alternatively as distractions) that have relevance to boundary management (e.g., Cardenas et al. 2004, Kossek et al. 2012). Interruptions refer to intrusions from one role into another. Directionality is important because interruptions from the family domain while within the work role are distinguished from interruptions from the work domain while in the family role. Interruptions have been assessed in different ways. Some assessments focus on either the number or the type of interruptions. For example, Cardenas et al. (2004) assessed interruptions by asking a sample of working mothers to report the total number of hours per week they feel distracted by family/home thoughts or interruptions while working. A similar question was asked to capture work distractions while in the family role. The two directions of distraction were correlated at .53. Kossek et al. (2012) used a measure developed by Kossek & Lauts

Smith et al. (2022)

Stability and change in levels of WFC (longitudinal) - WFC levels may be very resistant to change - describe a Stability and Change model that posits that WFC levels are primarily stable with some meaningful change over time - results indicate that stability in WFC is primarily due to stability in workload demands, and to a lesser extent, personality factors (i.e., neuroticism), but unexpectedly, NOT resources - some meaningful change in WFC over time, primarily due to changes in demands and to a lesser extent, changes in person characteristics - points to importance of addressing factors that might create WFC rather than short-term efforts - interventions should reduce demands - should consider person variables (e.g., personality) by training idividual characteristics that may help people manage WFC such as mindfulness training

Relation of permeability and other constructs?

Studies generally show a relationship between permeability and work-family conflict. Permeability is often operationalized using a measure developed by Clark (2002b), which uses sample items such as "My family contacts me while I am at work" and "I have family-related items at my workplace." Similarly worded items measure the family domain's permeability to work (e.g., "I receive work-related calls while I am at home"). Olson-Buchanan & Boswell (2006) report that both directions of permeability (work entering the family domain and family entering the work domain) were associated with more work-to-life conflict. Clark (2002b) found that permeability of the work border, but not the family border, was associated with greater work-family conflict. Several studies have found that greater permeability of the work domain relates to greater family-to-work conflict and that greater permeability of the family domain relates to greater work-to-family conflict (Bulger et al. 200

Maertz & Boyar (2011)

Summary of distinctions between the LEVELS and EPISODES approaches to WFC research Levels approach: attitude - level of WIF and FIW carried around in memory or consolidated at time of measure - basic assumption = actual conflicts can be reliabily aggregated into a level, that has reliable meaning across individuals - operationalized as extent to which one agrees at the time of measure, that work and family roles interfere - level changes occur relatively infrequently and levels can be studied at any time - typically between-person design, likert-type scales assessing FIW and WIF Episodes approach: events theory - discrete work-family role incompatibility and how the employee reacts to it emotionally, cognitively, and behaviorally - basic assumption = conflict is experienced as discrete episodes, the results of which are stored in memory as episodes rather than a level - episodes and related changes occur at variable frequency and are best studied near occurrence - operationalized as

Hammer et al. (2019)

Supervisor support training effects on veteran health and work outcomes in the civilian workplace Training teaches supervisors how to be more supportive of workers, including info on the importance of increasing perceptions of control and decreasing workplace demands for veterans (could be family support or performance support) - results show no direct effects of supervisor support training on veteran health and work outcomes - do show important and significant moderating effects that qualify the effectiveness of the training (small in magnitude) - *effects of supervisor training were beneficial when supervisor and coworker support were high at baseline (context matters)

Similarities/differences between boundary and border theory

The basic tenets of boundary theory and border theory are essentially the same. Both theories provide frameworks intended to increase understanding concerning the ways in which individuals create and manage the boundaries between work and family. However, the origins of the two theories differ. Specifically, boundary theory was originally developed as a cognitive sociological perspective for understanding the processes and social implications related to the everyday distinctions that people make in life. Due to the difficulty in understanding the world as a whole, individuals tend to classify sets of entities into bounded categories (Zerubavel 1991). The theory has been applied to work-family interactions to better understand the meanings people assign to home and work (Nippert-Eng 1996) as well as the ease and frequency of transitioning between work and family roles (Ashforth et al. 2000, Desrochers & Sargent 2004). By contrast, border theory was developed in response to dissatisfac

Work-family balance measures?

Valcour (2007) - Satisfaction w/ WF Balance - 5 items - satisfaction with WF balance = an overall level of contentment resulting from an assessment of one's degree of success at meeting work and family role demands Carlson et al. (2009) - W-F Balance - 6 items - balance = accomplishment of role-related expectations that are negotiated and shared between an individual and their role-related partners in the work and family domains Greenhaus et al. (2012) - W-F Balance - 5 items - balance = when you are effective and satisfied in those parts of your life that are salient to you

Different definitions of balance and the one you would use?

Various definitions/conceptualizations: •Balance as low work-family conflict •Balance as low work-family conflict and high work-family facilitation (e.g., Frone, 2003) •Balance as high engagement in multiple roles (e.g., Marks & MacDermid, 1996). •Balance as high effectiveness or satisfaction in multiple roles •"Maintaining a happy and healthy personal life while being successful at work..." (Caligiuri & Lazarova, 2005, p. 124). Balance as fit •"...finding the allocation of time and energy that fits your values and needs..." (Kofodimos, 1993: 8). I would use: Greenhaus and Allen (2011) - •The extent to which an individual's effectiveness and satisfaction in work and family roles are compatible with the individual's life role priorities at a given point in time •Balance as harmony or fit rather than equality

Radcliffe et al. (2023)

WF habits? persistence of traditional WF decision making in dual-earner couples focus on how couple-level WF decision making processes influence (non)egalitarian WF decisions results: - important role played by the decision-making ~process~ couples engage in, particularly in relation to their frequently habitual nature - show how while family identities held by women and men may be converging, habitual decision-making processes often continue to prevent egalitarian daily arrangements

Allen & French (2023)

WF research: a review and next steps

Rung et al. (2021)

WF spillover and depression: racial differences in women? White women experienced higher levels of both kinds of negative spillover (work-to-family and family-to-work) as well as higher levels of positive work-to-family spillover compared to Black women. There were no differences between White and Black women with respect to positive family-to-work spillover. Higher levels of negative work-to-family spillover were related to greater depressive symptoms among both Blacks and Whites. But higher levels of negative family-to-work spillover were related to higher levels of depressive symptoms among Black women only. A protective relationship from positive family-to-work spillover for depressive symptoms was observed among White women only.

Shockley et al. (2021)

WF strategies during COVID - dual-earners with kids "remote wife does it all" class had lowest well being and perf "alternating days" egalitarian category was overall strategy that best preserved wives' and husbands' well being while allowing both to maintain adequate job perf - childcare mostly fell on wives, even if outsourcing was available Takeaways: withholding flexibility from parents affects the entire couple, not just the member who picks up the slack - serious potential setbacks for women's careers - helpful if man provides some relief/occasion day off etc. if situation is that woman works at home

Greenhaus & Beutell (1985)

WFC = form of interrole conflict in which role pressures from work and family domains are mutually incompatible in some respect - time-based conflict: time pressures from role 1 make role 2 physically impossible; or pressures preoccupy with role 1 even when trying to perform role 2 - time-based conflict affected by: work schedules, work orientation, marriage, children, spouse employment patterns, personality, etc. - strain-based conflict: strain in one role affects performance in another - roles incompatible in the sense that strain created by one makes it difficult to comply with demands of another - strain-based conflict affected by: ambiguity/conflict within the work role, low leader support, physical & psychological work demands, long hours, interpersonal conflict, strain/conflict within the family, absence of support in the family unit - behavior based conflict: specific patterns of in-role behavior may be incompatible w behavior expectations in another role (e.g. manager at work

Shockley & Allen (2015)

WFC Episodes and Decision-Making - no significant difference in frequency of WIF vs. FIW episodes - "strongly agree" not necessarily endorsement of higher frequency - there is some pattern to decision-making - individuals tended to alternate choosing work over family, family over work - cues such as emotional support from work and family activity importance may not be as meaningful for a single episode of conflict but become more important in predicting WFC across time and episode accumulation - dominance analysis - role pressure most important predictor of decision

Ammons et al. (2017)

WFC among black, white, and hispanic people *levels of wtfc and ftwc varied by gender and race/ethnicity and by the intersection of the two* Results: -white, black, and hispanic women were equally likely to have 2 or more jobs - same for men -did not find that men experienced greater wtfc than women; did however find that women of all races/ethnicities did report more ftwc than men -found sig differences between blacks, hispanics, whites in wtfc: -hispanics experienced significantly less wtfc than whites and blacks -no sig group differences in ftwc -no diff between black and white wfc experiences, but sig differences between black and hispanics - descriptive findings show we can't understand wfc levels through either a gender or racial/ethnic lens - rather, we must look at their intersection as well as directionality of conflict *another pro for intersectionality lens (like Ryan & Briggs, 2019)

Grzywacz et al. (2016)

WFC and health among working parents - growing evidence that work-family experiences are sensitive to intervention, and that these interventions produce subsequent improvements in discrete disease risk outcomes - maternal employment has modest and potentially beneficial results for child dev in early hcildhood - substantial evidence indicating that several features of a working parent's job is associated with wfc (e.g. overload at work, job stressors, role conflicts, support) - work interference with family is most problematic for parents of infants, least problematic for parents of 3 yo, and increases through school-age years - Mesmer-magnus & viswesvaran (05) reported consistent evidence that wfc was associated with poorer health outcomes small but growing body of evidence linking wfc with diverse health behaviors (e.g. alcohol use, smoking, poorer eating habits)

Li et al. (2021) - wfc, control, health

WFC, perceived control, and health 20 yr study of relationship btwn WFC change and 4 well-being variables (perceived health, self-esteem, income, and family support) mediated by change in perceived control Theory: COR = resources play a critical role in determining individuals' wellbeing; gains and losses of individual resources may have cumulative properties that over time can become a beneficial gain spiral or detrimental loss spiral that has implications for wellbeing resources travel in caravans - losing one resource may precipitate losing other resources increases in WFC over time may create downward resource spiral that manifests as decreases in perceived control (ability to exert influence over circumstances) decreases in perceived control may be assoc with low levels of wellbeing Our results suggest that family-to-work conflict (FIW) change, but not work-to-family conflict (WIF) change, over a period of ten years was negatively associated with change in perceived control ove

Kossek's Work-Life Indicator

Work Life Indicator is a self-assessment that measures how you manage the boundaries between work and the rest of your life •Behaviors: the degree to which you combine or separate your work and family life •Identity: the degree to which you identify with and invest yourself in your work and family roles •Control: the degree to which you feel in control of how you manage the boundaries between your work and personal life BEHAVIORS •Integrators blend work and personal tasks and commitments. They allow work to interrupt family time or family to interrupt work time or both. •Separators keep work and personal tasks and commitments separated into defined blocks of time. They like to focus on work when on work time, and family when on family time. •Cyclers switch back and forth between cycles of either highly integrating family and work followed by periods of intentionally separating them. •Work Firsters allow work to interrupt family. These are the people who are actively in

Outcomes associated with WIF?

Work-related: turnover intent, job sat, org commitment, job performance, work-related stress Family related: life sat, marital sat, family sat, family-related stress General health: burnout, depression, psychological strain, physical health (Allen et al., 2000; Mesmer-Magnus & Viswesvaran, 2006; Allen et al., 2019)

Describe positive work-family interdependencies:

Zhang et al. (2018) Work-family enrichment (Carlson et al., 2009) - extent to which experiences in one role improve the quality of life, performance/affect, in the other role work-family positive spillover (Edwards & Rothbard, 2000) - effects of work and family on one another that generate similarities between two domains work-family facilitation (Wayne et al., 2004): engagement in a domain yields gains that enhance functioning in another domain work-family fit (Erickson et al., 2010) - overall assessment of how well the worker has been able to integrate paid work and family life

What is a work-family decision?

a choice regarding the nature or extent of one's participation in a given role, work or family, that is influenced by considerations of one's participation in the other role work-family relatedness of a decision is the extent that the decision is affected by role considerations - family-relatedness of a work decision (extent to which an employee considers family-related factors) - work-relatedness of a family decision (extent to which employee considers work-related factors in process of making family domain decision) - decisions can be motivated by goal of reducing WFC or increasing enrichment

4 dual-career types?

accommodators - each party highly involved in a different sphere allies - both involved in same sphere and not concerned with perfection in the other adversaries - both highly involved in work but wanting the other to do more home tasks acrobats - each highly involved in work and home

Allen et al. (2014)

boundary management review!

Delanoeije et al. (2019)

boundary role transitions and telework - *more transitions were made on telework days*, in turn related to less WTFC - more transitions made on telework days after hours, which increases WTFC - home protection preference (segmenting) moderated relation between home-to-work transitions and work-to-home conflict

Rapp et al. (2021)

boundary work as a buffer against burnout - boundary work = individual/collective efforts to influence the social, symbolic, material, or temporal demarcations btwn two or more entities or domains We find the contextual shock of the pandemic resulted in an increased incidence of boundary violations—undesired disruptions between work and other important life domains such as personal and family life. These boundary violations—which we classify as physical, temporal, or knowledge-basedfrequently corresponded to greater reports of burnout manifested by exhaustion, detachment, and inefficacy. We detail specific patterns within the broader context of boundary violations whereby intrusion events are associated with increased job-related demands and distancing events are associated with reduced job-related resources

Weisshar (2018)

challenges for labor market re-entry after family-related employment lapses What contributes to difficulty on re-entry? -time out of work leads to skills becoming rusty (human capital theory/skill deterioration theories) - signaling theories (employment history signals info about the applicant to the employer beyond skill decline) This article proposes a 'resume signaling theory' in which opting out for family reasons produces negative perceptions about applicants' commitment and dedication to work (signals violation of ideal worker norms and orgs view opt out applicants as less worth of a job) Results: - findings say that opting out signals a violation of ideal worker norms (perceived as less reliable/committed/deserving) - opt out fathers experience even greater penalty on ideal worker norm violation than opt out mothers -findings show that overall, opting out leads to fewer callbacks than does unemployment - found that in competitive job markets, gendered signals become apparent

Hill et al. (2015)

cross-level effects of FSSB and FSOP on individual outcomes FSS = behavior demonstrated by supervisor that consistently acknowledges and promotes the family FSOP = family-supportive organization perceptions = capture how supportive of family life an organization appear to be to its employees Results: - shared perceptions of FSS and FSOP have cross-level effects on wfc and turnover intent of teachers - results point to FSOP serving as an explanatory mechanism of the effects that mutual perceptions of FSS have on individual experiences of wtfc and turnover intentions - Based on findings, a supervisor who exhibits family-supportive behaviors may be able to increase FSOP and indirectly reduce wtfc and turnover intent. - Overall, study provides evidences that schools and other small orgs may benefit from a leader who supports the w-f management of all employees

Allen et al. (2012)

dispositional variables and WFC meta-analysis -largest effects were those asociated with negative affect, neuroticism, and self-efficacy - negative trait-based variables (e.g., negative affect and neuroticism) appear to make individuals more vulnerable to WFC - positive trait-based variables (e.g., positive affect and self-efficacy) appear to protect people from WFC - different dimensions of WFC (time, strain, behavior) have different patterns of relationships with several of these dispositional variables - no moderating effects of sex, parental status, or marital status *dispositions are important predictors of WFC

History of boundary management

early work: - industrial revolution and segmentation between work and nonwork became functional - functionality questioned with socio-economic changes of 1960s-70s (increase in women's labor participation) - 1990-2000: conceptualization of boundaries (Nippert-Eng, 1996 integrators and segmentors; Zerubavel (1991) metaphor of "mental fences")

Von Allmen et al. (2023)

effectiveness of work-nonwork interventions: theoretical synthesis and meta framework suggests interventions can affect work-nonwork outcomes via distinct mechanisms, which can be described by their: - content valence (i.e., increasing resources/positive characteristics, or decreasing demands/negative characteristics) - locality (i.e., personal or contextual factors) - domain (i.e., work, the nonwork, or the boundary spanning) Meta-analysis results: - overall significant main effect across all interventions for improving proximal work-nonwork outcomes - **beneficial effects for interventions targeting personal/individual resources***** are highly effective and more effective than contextual resources interventions in the nonwork domain compared to interventions in the work or boundary spanning domain *work-nonwork interventions effectively improve the work-nonwork interface

Speights et al (2020)

emotions in WFC How does attribution of blame (i.e., identifying the originating domain of WFC) influence how individuals manage their emotions in WFC? Findings highlight difference in emotional responses (pos and neg) depending on whether conflict originates from work or family; more emotions reported when work interferes with family than when family interferes with work; different emotions more frequently expressed depending on originating domain of the conflict - also find evidence of emotion mgmt in which suppression of neg emotions is used to preserve relationships with family members/supervisors

Define work-life flexibility. 4 dimensions of scheduling flexibility?

employment-scheduling practices that are designed to give employees greater work-life control over when, where, and how much or how continuously work is done (Kossek & Lautsch, 2018) Dimensions: 1. continuity 2. volume 3. schedule variability 4. location

French & Allen (2020)

episodic WFC and strain Purpose: to examine how episodes of wfc alter daily temporal fluctuations of psychological and physical strain states by looking at reactivity, recovery, and accumulation - use AL model Results: accumulation of both directions of conflict over the day was related to increased strain some evidence for acute psychological strain during and after conflict episodes daily FTW conflict assoc with mixed reactions state fatigue and HR decreased at time of FTWC although neg affect increased at time of FTWC state neg aff increases throughout the day as WTFC episodes accumulate daily FTWC accumulation also assoc with decreased fatigue and increased state neg aff and increased BP

Informal vs formal supports for WF?

formal supports: - dependent care - flexibility informal supports: - family supportive supervisors - family supportive organization/culture

Hammer et al. (2009)

four dimensions of supervisor support 1. Emotional support - making employees feel comfortable discussing work-family issues and conveying empathy. 2. Instrumental support - effectively responding to employee work and family needs and requests. 3. Role modeling - refers to supervisor's ability to demonstrate effective strategies for effective work-family management. 4. Creative work-family management - manager-initiated behaviors intended to restructure work in a way that facilitates employee effectiveness on and off the job. ** Each dimension associated with less WIF and more positive family-work spillover. In addition, role modeling was associated with positive work-family spillover.

Thebaud et al. (2021)

gender and housework (good housekeeping) - Overall, findings underscore and refine the theory that gendered beliefs and accountability practices are a root cause of gendered behavior in the household. - experimental design in which respondents view and evaluate photos of a clean or messy room, ostensibly occupied by man or woman (online survey experiment) - men & women did not have systematically different perceptions of household mess --> gender differentiated internalized standards may have limited explanatory power - moderation analyses show that participants held female-disadvantaging impressions of mess in the clean condition, at least in part, bc they judged women's moral character more harshly than men's and bc they believed women would be more susceptible to neg responses from others than men

Kaufman & Petts (2022)

gendered parental leave policies among Fortune 500 companies -72% of companies offer some parental paid leave - majority of fortune 500 companies have paid parental leave policies that offer substantially more leave to mothers than to fathers - tech companies, larger companies, and companies in a state with paid family leave are more likely to offer paid parental leave - leave policies can be gender equal, gender modified, gender unequal, or gender neutral

Craig & Van Tienoven (2021)

gendered shares of family rush hour for dual earners - across multiple countries (Australia, UK, Finland, Korea, Spain), fathers in dual-earner couples are more likely than mothers to be at leisure whilst their partner does unpaid work (during this 'family rush hour') - this disparity occur most in the early evening

Allen et al. (2023)

genetic modeling approach: causal effects of role demands on WFC estimate the relationship between role demands and WFC after controlling for genetic confounding, measured personality traits, family confounds and other stable dispositions - results support an additive genetic component, accounting for 31% and 16% of the variance in WIF and FIW, respectively - results support phenotypic causal relation for WIF, consistent with the notion that the relationship between work demands and WIF reflect situational processes - results support the genetic confounding hypothesis for FIW, such that observed relations between family demands and FIW are primarily due to genetic factors

Barnett & Hyde (2001)

having multiple roles can be beneficial for mental, physical, and relational health. However, it is when these roles reach their respective upper limits that boundaries can be violated and conflict can occur. - positive side of WF - processes that can contribute to beneficial effects of multiple roles: buffering, added income, social support, opportunities to experience success - there are upper limits to the benefits of multiple roles - role quality is more important than the number of roles/time spent in a role - psychological gender differences are generally small (personality, workplace behavior, family behavior, affect)

Relation of flexibility and other constructs?

here is a large body of literature concerning flexible work arrangements in organizations (for a review, see Kossek & Michel 2011). Moreover, flexibility has been defined in multiple ways within the work-family boundary dynamics literature. Flexibility is the degree to which spatial and temporal boundaries are pliable. Sample items from Clark's (2002b) assessment of flexibility include "I am able to arrive and depart from work when I want" and "My family allows me to carry out work projects during spare minutes at home." Thus, flexibility has generally been assessed in terms of the capacity that one has to alter boundaries. Matthews and colleagues expanded flexibility to include two dimensions: flexibility-ability and flexibility-willingness (Bulger et al. 2007, Matthews & Barnes-Farrell 2010, Matthews et al. 2010). Flexibility-ability is the perceived ability to contract or expand domain boundaries (e.g., "I am able to arrive and depart from work when I want in order to

Briedeband et al. (2022)

home-life and work rhythm diversity in distributed teamwork - effectively coordinating activities in a WFH context is potentially more challenging than in distributed teams - diversity in team members' home lives and work rhythms - these diversities had an impact on coordination delays and interruptions, conflicts related to workload fairness, miscommunication, and trust - teams adapted to these challenges by setting explicit norms and standards for online communication and asynchronous collaboration, and by promoting general social and situational awareness *not sufficient to learn about behaviors, responsiveness, professional commitment of team members **their home-life situations and work rhythm preferences also need to be taken into account

Calarco et al. (2021)

how mothers in different sex dual-earner couples account for inequalities in pandemic parenting - mothers did disproportionate share of child-care during COVID - both mothers & fathers justified this unequal parenting arrangement based on gendered structural and cultural conditions that made mothers' disproportionate labor seem 'practical' and 'natural' - mothers had these responsibilities by default rather than active negotiation

Shi et al. (2023)

how technostressors influence job and family satisfaction - WFC serves as a mechanism linking technostressors with both work and family outcomes - challenge and hindrance technostressors had different effects on time-based and strain-based WFC - strain based rather than time-based was found to have a stronger negative effect on employee job and family satisfaction - stressors induced negative effects on both job and family satisfaction - time- and strain-based workfamily conflict negatively influence employees' job and family satisfaction, accounting for 35% and 29% of their variance, respectively *blurred boundary between W and F due to technology can significantly hinder employees' well-being and satisfaction with their family and work lives

Beham et al. (2023)

humane orientation, WFC and positive spillover across cultures Human orientation = reflects degree of expected social support within a culture (central to study of social support) Results: - HO has a mostly compensatory role in the relationships between workplace support and WTFC - supervisor and coworkers supports were most strongly negatively related to conflict in cultures in which support is most needed (i.e., lower HO cultures) - HO has an amplifying role of positive spillover

Ryan & Briggs (2019)

improving work-life policy and practice w/ *intersectionality* lens two tensions that arise once a greater consideration of intersectional identities occurs: 1.making the invisible visible 2. being authentic while impression managing While the need to consider intersectionality in work-life was pointed out almost a decade ago (Ozbilgin et al., 2011), to date work along these lines has not been integrated to consider what organizations can take away from this research. That is, while the call to look at intersected identity groups with regard to work-life concerns has been answered, there is no overarching synthesis of how this perspective to research might inform policy and practice. Future Research: - needs, conflicts, values research (in relation to identity) - visibility and authenticity tensions - stereotyping and inclusion tensions

Describe examples of role exit decisions

in the work domain: - decision to leave the workforce - decision to abandan a career path in the family domain: - decision to leave a spouse/partner - decision to disengage from extended family

Describe examples of role boundary management decisions

in the work domain: - decision to participate (integrate) or not to participate (segment) in family activities while in the work domain in the family domain: - opposite of above across domains: - decision regrading daily transitions between work and family roles -decision to apply resources acquired in one dmoain to the other domain (WFE)

Describe examples of role entry decisions

in the work domain: - decision to seek full-time employment or part-time -decision to accept a job offer in the family domain: - decision to get married or enter a long-term relationship -decision to have a child

Describe examples of role participation decisions

in the work domain: - decision to seek support from work colleagues - decision to participate in an extra-role activity (e.g., OCB) in the family domain: - decision to participate in a family activity - decision regarding the number of hours to devote to family

Describe the framework for "positive" constructs in WF?

individual enhancement turns to positive spillover when we use gains from domain A in domain B this becomes enrichment when we see enhanced individual functioning in domain B this becomes work-family facilitation when we see enhanced system functioning of domain B

Michel et al. (2011)

individuals high in extraversion, agreeableness, conscientiousness, openness to experience and emotional stability (or low neuroticism) should experience lower conflict and greater enrichment than those low in these traits Strongest predictors of WIF: work role stressors, organizational support, negative affect Strongest predictors of FIW: family stressors, negative affect, organizational support

Li et al. (2023)

influences of WF experiences on personality trait adaptation and reciprocal relationships work-to-family conflict, family-to-work conflict, work-to-family facilitation, and family-to-work facilitation mostly had lagged effects on changes of Conscientiousness, Extraversion, and Neuroticism, and the influences were generally channeled through changes of anxiety. - extends consequences of work-family experiences to personality adaptation - e.g., selecting based on conscientiousness might be more relevant for shorter-term prediction than longer-term if WFC experiences happen over time and C adapts

Wayne et al. (2017)

integration of multiple meanings of WFB 4 conceptualizations of WFB: additive spillover multiplicative spillover balance satisfaction balance effectiveness - additive spillover = most important predictor of work attitudes (conflict and enrichment) - balance sat + effectiveness = most important predictors of family sat and job and family perf - describes previous conceptualizations as falling under "combined spillover approaches" or "global balance approaches" - additive spillover is most commonly used approach thus far (low conflict, enrichment is present - simultaneous) - multiplicative spillover: lower conflict combined w higher enrichment denotes high balance -> due to synergistic effects, will account for additional variance in attitudes and performance beyond additive spillover effects Results: - job sat highest and turnover intent lowest under conditions of high enrichment, low conflict - global balance may be a mechanism linking conflict and enrichment to outcomes

Daminger (2019)

interviews, go into cognitive labor dimension of housework - cognitive labor = anticipating needs, identifying options for filling them, making decisions, monitoring progress - work is taxing but invisible to both partners - cognitive labor is a gendered phenomenon; women do more cognitive labor overall and more of the anticipation and monitoring work in particular - male and female participation in decision making is roughly equal

Arena et al. (2021)

intrapersonal experience of pregnancy at work - pregnancy is associated with several stereotypes at work (incompetence, lower commitment, inflexibility) - previous work mostly focuses on how pregnant employees can shape others' opinions - this study considers strategies that pregnant women enact to shape their own psychological experiences at work Results: women using denial strategy were more likely to report PWC perceptions of conflict prior to maternity leave influence pos affect postpartum (heightened PWC predicted decreased levels of pos affect in employees 6 months postpartum)

Wayne et al. (2023)

invisible family load - invisible family load = invisible load required for household management, mental load - create a measure to measure its component parts (managerial, cognitive, and emotional family load) - find that women report higher levels of each dimension - contrary to popular view that consequences of IFL would be negative, they found some potential benefits - managerial family load related to greater family-work enrichment - cognitive family load related to greater family sat and job performance - emotional family load had uniformly negative potential consequences (i.e., greater FTWC, sleep problems, family and job exhaustion, and lower life and family sat)

Little et al. (2018)

managing the harmful effects of unsupportive orgs during pregnancy - image maintenance strategies were effective in helping women increase their job engagement and reduce WFC

Kossek et al.

meta-analysis correlations between workplace support variables and WFC - negative relation between WFC and POS, WFOP, SS, and WFSS

Amstad et al. (2011)

meta-analysis of WFC and various outcomes (emphasis on cross-domain vs matching-domain) - WIF and FIW are consistently related to work-related outcomes (e.g., work sat, org commitment, turnover), family-related outcomes (e.g., marital sat, family sat, family performance), and domain-unspecific outcomes (e.g., life sat, health problems, depression) - WIF and work-related outcomes = r= -0.29 - FIW and family-related outcome = r= -0.22 - both types of conflict show stronger relationships to same-domain outcomes than to cross-domain outcomes - time spent at work moderated relationships between WIF and family-related outcomes

Hetrick et al. (2023)

meta-analysis of dimension-based WFC - most WFC research doesn't theorize or empirically test phenomena at the dimension level; predominantly use composite-level (WFC, FWC) approaches based on direction **Overall, the main takeaway from this work is that there is theoretical and empirical utility in a dimension-level conceptualization of WFC, and thus, future WFC should reconsider composite-based approaches. - results further highlight the importance of the **behavior-based dimension, demonstrating that behavior-based conflict can no longer be dismissed as an unimportant aspect of WFC theorizing and measurement

Lapierre et al. (2018)

meta-analysis of work-family enrichment/FWE social support relates positively to WFE family-friendly work culture relates positively to WFE personal characteristics like work centrality relate positively to WFE?

Allen et al. (2013)

meta-analysis on flexible work arrangements and WFC meta-analytic effect size of (r) −.08 for WIF (95% CI = [−.15, −.01]) and a nonsignificant effect size of −.01 for FIW (95% CI = [−.07, .05]). - type of flexibility matters - stronger effect for flextime than flexplace for WIF - organizational practices that focus on support may be more beneficial than flexible work arrangements in reducing WFC

Shockley et al. (2017)

meta-analysis on gender and WFC - results suggest that men and women generally don't differ on their reports of WFC (challenging lay perceptions) - there were some modest moderators (dual-earner status, parental status, type of conflict), when limiting samples to men and women in the same job - suggest that perhaps we aren't seeing gender differences because we have yet to capture their complexity - one missing mechanism in extant theorizing is the role of gender-specific expectations and socialization

French et al. (2018)

meta-analysis on types of social support and contextual factors that alter the well-established relationship between SS and WFC - combined work support and combined family support significantly, negatively related to WIF - results suggest broad sources of support are more strongly related to WFC than specific sources of support - social support is most beneficial in contexts in which it is needed/perceived as useful - support for domain-specificity hypothesis, work support was more strongly associated with WIF than family support - organizational support may be most important source of support overall *social support matters for WFC

Hook et al. (2021)

occupational characteristics and parents' childcare time - resources and strain-based demands measured at the occupational level are associated with parents' time use - mothers in jobs with greater strain-based demands (e.g., competitive pressure) spend less time with their children and less time on physical childcare activities - fathers associations were weaker with monotonous jobs also associated with less time with children

Kossek & Lautsch (2018)

occupational status and work-life inequality for upper, middle, and lower level jobs - mixed benefits/negative outcomes for higher level workers - more uniformly positive outcomes for this in the middle and lower level of income/skill distribution - employee control over scheduling variation most benefits lower level workers, least upper level - control over workload hurts employees at lower levels most (b/c of benefits/income loss); for those at the top, part-time work reduces turnover but can hurt promotion/pay propsects - control of work continuity (for parental leave, illness) benefits upper and middle jobs most (lower level workers can't afford the unpaid leave) - main benefits of telecommuting to those who are higher income/skill/occupation

Li et al. (2021) - crossover meta

overall: found evidence of crossover of the role sender's work stressors, work attitudes, and WFC to the role receiver's psychological distress, family satisfaction, and work attitudes; also found some support for hypothesis that the role sender's positive social behavior mediates these effects Results: - when role senders reported work stressors, their partners experienced great psych distress and lower fam sat - role senders work attitudes were neg related to their partners' psych distress and pos related to their partners' fam sat and work attitudes - the role senders' WFC was pos related to their partners' psych distress and neg related to partners' fam sat and work attitudes

Arena et al. (2023)

overcoming maternity bias in the workplace (review) 3 forms of bias: 1. formal (wage penalties, HRM policies/procedures) 2. interpersonal (devaluation, changes in relationships) 3. internalized (maternal body, role balance) antecedents that may drive maternity bias: - unfounded assumptions about working mothers - anticipated maternal identity outcomes of maternity bias: - physical health - psychological health - interpersonal relationships - work-related outcomes (e.g., decreased job sat, turnover intentions) how can we overcome maternity bias? - organizational policies and norms - coworkers (attitudes and beliefs, support) - working mothers (coping strategies, identify management and image maintenance)

Andersson & Upenieks (2023)

parental SES and adult WFC, stress, and satisfaction - educational attainment is linked to perceived WFC and FWC - ocupational attainment is linked to WFC, perceived job stress, and satisfaction **these don't change when controlling parental SES* - parental education and SES associated with adult work stress and perceived WFC but these associations might become insignificant once adult attainment is considered

Allen et al. (2019) - review

passage of TIME in WF research time based design has increased, but length of time between data collections/# of waves/etc are often arbitrarily selected 3 types of studies incorporate passage of time: lagged (measure certain variables at T1, others at T2 etc. - little benefit for drawing causal/temporal conclusions?) longitudinal (can show dynamic changes, within/between person processes, also can't determine causality) experience sampling (strengths: enhances ecological validity, w/in and btwn processes, reduces retrospective recall biases) 3 types esm protocols (interval-, event-, and signal-contingent) Given the exponentiallygrowing literature that uses time-sensitive designs, it is somewhat disheartening that we are not much closer to understanding the theoretical role of time and timing in work-family conflict experiences. Further, the decisions made with regard to time-associated issues (e.g., time between lags, number of times of measurement, etc.) are often arbitrary Fut

Allen & Martin (2017)

retrospective look at WF in JOHP in the last 20 years Key constructs: WFC = "a form of interrole conflict in which the role pressures from the work and family domains are mutually incompatible in some respect" Time-based conflict arises when time spent on responsibilities associated with one role (work/family) inhibits the completion ofresponsibilities in another role (family/work). Strain-based conflict occurs when pressures from one role make it difficult to fulfill therequirements in another role. Behavior-based conflict happens when the behaviors necessary for one role are incompatible with the behaviors necessary in the other role. "positive perspective" reflects notion that combining multiple roles can be beneficial (work-family facilitation, work-family enhancement, etc.) work-family balance reflects overall interrole assessment of compatibility between work and family roles - most articles published under work-family included work-family conflict (no sign of slowing down

Murphy et al. (2021)

review of LGBTQ+ WF interface Current trends in LGBTQ+ work-family research: - wage differences goes beyond gender pay gap - division of labor same sex couples may be more egalitarian, but evidence suggests they still have one primary paid laborer and one primary household laborer - similar experiences for heterosexual and LGBTQ+ employees research suggests that there are 'many overalpping w-f experiences for heterosexual and nonheterosexual employees, and that future research does not need to exclude LGB couples in their samples when examining general w-f interactions' - LBGTQ+ employees' unique work experiences include minority stressors from institutional, organizational, and interpersonal levels Unique WF antecedents, conflict and outcomes: antecedents: discrimination due to stigmatized group membership conflict & domain mgmt: stiga-based, lack of formal invites to work events, lack of same-sex partner benefits, heterosexist pressure to suppress family information at work, int

Reimann et al. (2022)

review of antecedents and consequences of WFC - review shows heterogeneity in research on family antecedents and consequences of WFC in both directions (in terms of conceptualizations, samples, scors, measurements) - findings of existing studies are inconsistent - highlights growing body of literature that considers family side of WFC - WFC was more pronounced among women and men with caregiving responsibilities, with young children, and in earlier stages of the family cycle, with high family involvement, and with higher family or parental strain and conflict - results on time spent on housework, partner employment and number of children were mixed - WFC was negatively related to marital and family satisfaction, as well as family performance and parenting behavior - WFC adversely affected children's well-being and mental health - has more in review*

Masterson et al. (2021)

review of work-family supports (discretionary and formal organizational policies, services, and benefits aimed at reducing employees' work-family conflict and/or supporting their family roles outside of the workplace) *go back to this one

McMillan & Shockley (2019)

role of technology in the WF interface - predictors of ict use at home - org factors (culture, availability expectations, telepressure, norms of responsiveness - individual differences (little current evidence regarding role of demographic variables on ICT use for work-related purposes at home, controlling for occupational factors) - consequences of expectations and use of ict at home - subjective user reactions - recovery (ability to detach) - physical and psychological health (recent evidence of ict expectations and use tied to general somatic complaints, sleep disturbances, mood impairments, exhaustion, nad physiological markers of stress) - WFC - ict use and expectations assoc with all three types of wfc (time/strain/behavior) - interesting point that ict use at home and personal-related ict use in the workplace may actuallyrepresent a form of wfc rather just acting as a correlate - job attitudes (evidence not totally

Hammer et al. (2011)

roles of WFC and FSSBs designed an intervention to increase FSSB and improve job and health outcomes, with WFC moderating the effectiveness of the intervention

Overview of WF and child health research beginnings?

series of studies by Barling and colleagues on child behavior - early research investigated the 'maternal deprivation hypothesis' - differences in behaviors of children of employed vs non-employed mothers - employee experience is what is important - Examples: - mother's job sat associated with fewer teacher-rated conduct problems at school - parents' job insecurity related to undergrad academic performance via cognitive distraction

Butts et al (2015)

use experience sampling, within-person approach to examine electronic communication during nonwork time by focusing on perceived affective tone and time required as elements that serve as antecedents to employees affective reactions 21% of electronic communications were received from supervisors, 41% were from coworkers, 16% were from subordinates, and 22% were from clients/customers. puts pos light on electronic communications during nonwork time (elec comm represent distinct work events and convey diff affective tone that can elicit both anger and happiness) senders might actually use elec comm as means of providing positive info/praise instead of conveying neg news only Our study demonstrates that negative emotional responses, such as anger, play a critical role as mechanisms through which electronic communications serve as work events that permeate across the work-nonwork boundary. Although not hypothesized, results showed that employees displayed more anger in response to supe

Thebaud & Pedulla (2022)

when do WF policies work? - find that salience of flexibility stigma and financial costs affect intentions to use WF policies - reducing flexibility stigma by directly reassuring workers that taking leave will not harm their career prospects has a large positive effect on both men and women's intentions to use these policies - the gender gap in parental leave use intentions is large in workplaces with high flexibility stigma nad high financial costs, but this gap narrows significantly under more favorable conditions **Under the right conditions, the use of work-family policies can be increased for both men and women, and the disparities between men and women in work-family policy use can be significantly reduced. Designing policies in ways that limit financial costs and crafting workplace environments that mitigate flexibility stigma can enable couples to attain the more egalitarian relationships they say they desire at home, while supporting increased gender equality at work.

What is the basic WFC process model?

work and family demands --> WIF/FIW --> outcomes

Perrigino et al (2018)

work-family backlash: the dark side of work-life balance policies work-family backlash is plagued by lack of conceptual clarity - Definition: phenomenon characterized by negative attitudes, negative emotions, and negative behaviors (either individual or collective) associated with WLB policies within organizations 4 mechanisms through which WF backlash operates: 1. inequity mechanism 2. stigma mechanism 3. spillover mechanism 4. strategic mechanism

Wayne et al. (2007)

work-family facilitation, theoretical perspective define WF facilitation as: the positive influence of an individual's engagement in a domain on functioning of another life system - personal characteristics and environmental resources relate to facilitation - demand characteristics moderate the relation between resources and facilitation - facilitation relates to work and family functioning

Outcomes associated with FIW?

work-related: job sat, organizational commitment, withdrawal behavior general health: life satisfaction, burnout

Carlson et al. (2018)

your job is messing with mine! 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.

Measures of WFE?

•Carlson et al. (2006) •the extent to which experiences in one role improve the quality of life (performance or affect) in the other role (Greenhaus & Powell, 2006) • •Multidimensional •Developmental, affective, capital, & efficiency gains • •Sample items: •"My involvement in my work puts me in a good mood and this helps me be a better family member"

What do we know about the family in WF research?

•Gender differences in division of labor persist •Women do laundry; men do yard work •Men and women see things differently •Only slight changes across time since 1996 •Stresses and strains experienced by one individual affect the stresses and strains experienced by a partner in that individual's social system - referred to as "crossover" (Westman and colleagues) •Both positive and negative processes • Parent's work can crossover to child health

What do we know on a global level in WF research?

•Most research to date from Western cultures •Findings from one nation/culture may not generalize to other contexts •Means versus relationships •Individualism-collectivism appears to make a difference

What do we know about organizations in WF research?

•Organizational practices can make a difference, probably... •Limited research evidence on specific practices •Variation across criteria •Flexibility demonstrates very small effects with WIF (Allen et al., 2013) •Supervisor support important •Need to consider formal and informal practices •Informal means of work-family support explains a greater share of the variance in WFC than do formal benefits (e.g., Anderson et al., 2002; Behson, 2005)

Predictors of family-to-work positive spillover, enrichment, and facilitation?

•Resource‐providing contextual characteristics tend to have stronger relationships with enrichment than do resource‐depleting characteristics. •Little evidence of gender being a moderator of relationships between contextual characteristics and enrichment.

Types of research approaches?

•Theory driven - begin with a broad theoretical orientation (e.g., role stress, conservation of resources) and then see how it applies to a range of topics within work-family. • •Topic driven - Take a single topic (e.g., work-family conflict, division of labor) and draw from various theories and focused models. • •Methods driven - develop sophisticated methods and apply across work-family issues

Types of WFC

•Time - occurs when time spent on activities in one role impede the fulfillment of responsibilities in another role •Strain - occurs when pressures from one role interfere with fulfilling the requirements of another role. •Behavior - occurs when behavior in one role cannot be adjusted to be compatible with behavior in another role *Less research examining the different forms, particularly behavior based **How we measure WFC also looks different depending on the type of conflict we are interested in: - time-based: "My work keeps me from my family activities more than I would like." - strain-based: "Due to all the pressures at work, sometimes when I come home I am too stress to do the things I enjoy." - behavior-based: ""The problem-solving behaviors I use in my job are not effective in resolving problems at home."

What do we know about the individual worker in WF?

•Work and family roles are interdependent •Work impacts family •Family impacts work •Effects can be positive (e.g., enriching) or negative (e.g., conflict) •Negative and positive effects can co-occur •We know many of the predictors and outcomes of chronic work-family conflict and to a lesser extent, work-family enrichment •Work stressors, family stressors, forms of support, dispositional variables •Attitudes, behaviors, well-being Meaning of work-family balance •"Work-family balance" used to convey a variety of concepts •More conceptual and empirical work in research years