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Work–Family Conflict: The Importance of Family-Friendly Employment Practices and Family-Supportive Supervisors

Journal of Business and Psychology volume 22, pages 345–353 (2008)Cite this article

Abstract

In the study reported in this paper, we examined the relationship between the use of four family-friendly employment practices (i.e., telecommuting, ability to take work home, flexible work hours, and family leave) and work–family conflict. In addition, we examined whether reporting to a family-supportive supervisor was related to the use of the four practices and to work–family conflict. We found that the use of three of the four practices was related to work–family conflict. In addition, our results showed that reporting to a family-supportive supervisor was related to the use of certain practices and to work–family conflict.

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Authors and Affiliations

  1. University of Missouri-St. Louis, St. Louis, MO, 63121, USA

    James A. Breaugh & N. Kathleen Frye

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  1. James A. Breaugh
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  2. N. Kathleen Frye
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Correspondence to James A. Breaugh.

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Breaugh, J.A., Frye, N.K. Work–Family Conflict: The Importance of Family-Friendly Employment Practices and Family-Supportive Supervisors. J Bus Psychol 22, 345–353 (2008). https://doi.org/10.1007/s10869-008-9081-1

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  • DOI: https://doi.org/10.1007/s10869-008-9081-1

Keywords

  • Work–family conflict
  • Family-friendly practices
  • Family-supportive supervisor