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Anticipated levels of 2 types of work-family conflict (WFC) were studied among 358 students from 2 universities. The study examined the contribution of gender, parental models of child care and housework, and self-efficacy to the variance in anticipated WFC. Findings demonstrated that the bidirectionality of the relations between work and family life also exists in anticipated conflicts. A number of gender-related differences emerged: Women anticipated higher levels of work interfering with family and family interfering with work and demonstrated lower efficacy in managing these conflicts than did men. Exposure to an egalitarian child care model correlated with lower anticipated levels of work interfering with family. Self-efficacy correlated negatively with both types of conflict. Implications for further research and career programs are discussed.

Cluster analysis identified 3 groups of individuals who differed systematically on attributions of relative importance to work and to family roles. Participants were 213 married computer workers and lawyers, 126 men and 87 women. Questionnaires gathered data on attributions of importance to life roles, work-family conflict, spousal and managerial support, and flexibility of working hours. In addition to variation between members of the 3 profiles for level of work-family conflict, differences were also found for age, hours working at job and home, and spousal support. Findings also indicated meaningful differences between the profiles for 2 types of conflict: work 3 family and family 3 work. Results suggest that simultaneous analysis of relative importance attributed to life roles enables more precise understanding of work-family conflict.

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This article addresses the work-family interface by reviewing research using Frone's (2003) bidirectional model of work-family conflict and facilitation. The review demonstrates that work-family conflict is associated with various detrimental outcomes and that work-family facilitation is positively correlated with enhanced mental and physical well-being. After summarizing the research, the authors discuss recent models and perspectives from the field of vocational psychology, connect these models and perspectives to existing work-family literature, and propose theoretically based interventions for increasing facilitation and decreasing conflict.

This study investigated interrelations between conflict and facilitation in work and family domains, with spousal, managerial, and collegial social support serving as antecedents, and professional vigor and burnout as outcomes. Participants were 322 female, married teachers. Regression analyses revealed complex relations between conflict and facilitation, and different patterns of association in the work and family domains. Only managerial support predicted conflict and facilitation relations. Work-to-family (W→F) and family-to-work (F→W) conflict predicted burnout. Results suggest that conflict and facilitation are distinct constructs and they underscore the importance of working with managers to enhance their ability to promote employees’ health.

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