Work-family conflict, satisfaction with the job and family, and use of family and work-related resources.

Abstract

The consequences of conflict between work (employment) and family life are currently of considerable interest within occupational stress research. Workplace interventions that limit the adverse organisational and individual consequences of this conflict have recently been identified, although empirical evaluations of these interventions have sometimes yielded contradictory findings on their effectiveness. This paper examines the relationship between use of workplace work-family resources (such as cr裨e facilities, flexible working hours, and job sharing) and social support from family members, with levels of perceived work-family conflict and job and family satisfaction. Two questionnaires completed by 398 employed men and women, with an interval of approximately three months, investigated the use of workplace resources, family support, and levels of work-to-family and family-to-work conflict in the prediction of job and family satisfaction. The use of both work and family resources predicted levels of inter-domain conflict and satisfaction over time, although in some unexpected directions. Implications of these findings for the reduction of inter-domain conflict are discussed.