This study examines the relationship between work-family interface and job performance. Furthermore, it focuses on the moderating role of conscientiousness, agreeableness, and the relationship between work-family interface (inter-role conflict and inter-role integration) and job performance. A purposive sample of 345 residents of Karachi consisting of 173 males and 172 females, belonging to double income families and employed in various factories, participated in the study. Data were collected using the Work-Family Interface Scale, the Job Performance Scale, and two personality dimensions of the Revised NEO Personality Inventory (Conscientiousness and Agreeableness). Multiple regression analysis results indicated that the inter-role conflict dimension of work-family interface and agreeableness dimension of personality were significantly negatively associated with job performance. Conscientiousness and agreeableness significantly moderated inter-role integration and job performance, whereas no evidence was found of them having a moderating role in inter-role conflict and job performance. This research contributes towards an understanding of the role of positive dispositional attributes moderating between both aspects of work-family interface and job performance.

Cultural adaptation of evidence-based programmes has gained importance primarily owing to its perceived impact on the established effectiveness of a programme. To date, many researchers have proposed different frameworks for systematic adaptation process. This article presents the cultural adaptation of preschool Promoting Alternative Thinking Strategies (PATHS) curriculum for Pakistani children using the heuristic framework of adaptation (Barrera & Castro, 2006). The study was completed in four steps: information gathering, preliminary adaptation design, preliminary adaptation test and adaptation refinement. Feedbacks on programme content suggested universality of the core programme components. Suggested changes were mostly surface structure: language, presentation of materials, conceptual equivalence of concepts, training needs of implementation staff and frequency of programme delivery. In-depth analysis was done to acquire cultural equivalence. Pilot testing of the outcome measures showed strong internal consistency. The results were further discussed with reference to similar work undertaken in other cultures.