Purpose -The purpose of this paper is to examine differences in work-life balance (WLB) support, job satisfaction, and inclusion as a function of work location. Design/methodology/approach -Web-based survey data were provided by 578 employees working at one of four locations (main office, client location, satellite office, and home). Multiple regression analyses were used to identify differences in WLB support, job satisfaction, and inclusion across employees working at the four locations. Findings -Results showed that main office and home-based workers had similar high levels of WLB support and job satisfaction. Main office workers reported higher levels of WLB support than satellite and client-based workers. Additionally, main office workers reported the highest levels of workplace inclusion.Research limitations/ implications -Data were originally gathered for practical purposes by the organization. The research design does not allow for manipulation or random assignment, therefore extraneous variables may have impacted the observed relationships. Practical implications -Allowing employees flexibility in choosing their work locations is related to positive outcomes. The authors suggest several practices for the effective implementation of alternative work arrangements. Originality/value -This paper is among the first to examine the outcomes of telework across locations. It uses a large single organization and a quasi-experimental design, enhancing the validity of the findings.

Leader-member exchange (LMX) theory is applied as a framework for understanding coping with work-family conflict. The effectiveness of four work-family coping strategies (i.e., preventive and episodic forms of both problem-focused and emotion-focused coping) is considered with emphasis on how the LMX relationship contributes to each form of coping with work interference with family. The LMX-based model of work-family coping accounts for the development of family-friendly work roles, use of organizational family-friendly policies, and the negotiation of flextime and flexplace accommodations. Constraints on the relationship between LMX and work-family coping associated with supervisor authority and resources and aspects of the organizational context are also discussed. Research and applied implications of the model are offered.

Enrollment of women in science, technology, engineering, and mathematics (STEM) majors is disproportionately small and declining. This study examines social coping to explain the gender gap. Women undergraduates reported using significantly more social coping than did men. Multiple regression analyses revealed that social coping was a stronger predictor of commitment to major for women than for men. Social coping negatively predicted intent to turn over, or withdraw from, their major for women, but not for men. Unexpectedly, social coping negatively predicted academic course grade for men but not for women. Results suggest that women benefit more from social coping than do men. Implications for counselors and policy are discussed.Whereas women are attending college at unprecedented rates and constitute more than half of university and college populations, they continue to be underrepresented in science, technology, engineering, and mathematics (STEM) fields (Planty, Kena, & Hannes, 2009). The decline in STEM enrollments along with retention problems raise concerns about the "shrinking" and "leaking" pipeline, the metaphor most often used to describe declining enrollments and the differential retention of women in STEM fields (e.g., Camp, 2002;Major & Morganson, 2008). As enrollments of women in STEM majors continue to decline, the pipeline "supplying" them to these fields is said to be shrinking (Camp, 2002). College-age women have been reported to be less likely to major in STEM fields and to be retained at a lower rate than are men (Freeman, 2004;Planty et al., 2009). When women complete undergraduate training, they continue to be underrepresented in and are more likely to leave the workforce than are men (Freeman, 2004). In the current article, we focused on understanding and addressing the retention of women in STEM majors at the undergraduate college level. Coping in the STEM ContextThe STEM environment is often characterized as a chilly climate, which tends to be male-dominated, highly impersonal, and individualistic (Foster

Balancing work and personal life roles has become a major focus of research and is a practical concern for individuals and organizations. This article draws from positive psychology, work-family, and leadership literatures to provide guidelines for managers to promote work-family balance. Recent research documents the value of positive psychology in work-family literature with novel constructs such as enrichment. Informal leadership practices including positive communication, role-modeling, and relationship building offer promising directions for work-family intervention. In particular, work-family balance is considered from an authentic leadership perspective, emphasizing self-care as an ethical concern. Training (i.e., cognitive and PsyCap) and appreciative inquiry are offered as formal intervention strategies for promoting work-family balance at individual, group, and organizational levels.

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