Abstract
The present study tests a model of antecedents (i.e., the use of family-friendly policies, supervisor support, number of hours worked, having childcare responsibility) and consequences (i.e., job and family satisfaction) of work–family conflict and family–work conflict. As hypothesized, we found that the use of family-friendly policies, hours worked per week, and supervisor support were predictive of work–family conflict. In addition, as predicted, childcare responsibility and supervisor support were found to be related to family–work conflict. Work–family conflict was found to be related to both job and family satisfaction. Our research extends previous research in a number of ways. We believe that a particular strength of our study is it incorporated data gathered at different points in time and from more than one source.
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Frye, N.K., Breaugh, J.A. Family-Friendly Policies, Supervisor Support, Work–Family Conflict, Family–Work Conflict, and Satisfaction: A Test of a Conceptual Model. Journal of Business and Psychology 19, 197–220 (2004). https://doi.org/10.1007/s10869-004-0548-4
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DOI: https://doi.org/10.1007/s10869-004-0548-4