To date, the work-family literature has examined conflict between work and family and family and work. In this research the use of the word "family" usually denotes child-care responsibilities. Furthermore, scales developed to measure conflict have concentrated on a family structure defined in this way. Little is known about conflict between work and non-work experienced by people who do not live within a family structure that includes children. The aim of this paper is to examine whether existing work-family and family-work conflict measures might be adapted to measure work-life conflict and life-work conflict for full-time female workers (N = 940) with and without children. Results suggest that a work-family conflict scale may not adequately measure the conflicts experienced by people who do not live within a family structure that involves children. The implications of these findings are further discussed with suggestions concerning the feasibility of using a generic work-life scale to measure work-life balance and a specific work-family scale to measure work-family balance.

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The UK's flexible working strategy has developed progressively since 2000, reflecting changes in the economic, political and social climate. Research has shown employees to be concerned about the effects of flexible working on career success. This paper (N=266 & N=1093) examined male, female, managerial and non-managerial evaluations of employees who either used flexible working practices, worked long hours or worked regular hours. It also compared attitudes towards employees and their perceived success as a function of the reason as to why they used flexible working practices. Results showed individuals working the longest hours were perceived to significantly outperform all those who worked regular hours or who took part in some kind of flexible working option. Women with caring responsibilities were consistently viewed as less productive and more likely to leave their employment than men. Findings on promotion show overwhelming bias towards long hours being compatible with career success. Despite the positive effects on work performance, the effects of working long hours are recognised as detrimental to work-life balance. The implications for women in the workplace and work-life balance policy are further discussed.

To date there has not been a comprehensive discussion in the literature of work-life balance for the sport psychology consultant. The number and complexity of roles often undertaken by consultants may lead to potential stress if roles conflict. Underpinned by Role Theory (Kahn, Wolfe, Quinn, Snoek, & Rosenthal, 1964) and the Spillover Hypothesis (Staines, 1980) this paper draws on the work-life balance literature to present the potential conflicts and ethical dilemmas experienced by the sport psychology consultant as a result of conducting multiple roles. With an applied focus, ways of obtaining work-life balance are suggested through a psychological model outlining personal organizational skills, ongoing supervision/mentoring and reflective practice, and safeguarding leisure time. While certain aspects of the model are built on the UK experience, many of the suggestions will be applicable to sport psychology consultants regardless of their location. Ideas for future research directions involving exploring conflicting roles, work-life balance and coping issues for the sport psychology consultant are presented.