The current study examined how work support resources and working from home influenced forms of work-family conflict (WFC) in employees at a large corporation. Scales measuring employee’s general WFC, time-based WFC, and strain-based WFC were used to evaluate the extent to which employees experienced work-induced conflict at home. Two forms of working at home were assessed, days worked at home and extra hours worked at home, and five variables measured the extent of one’s support resources: work social support, organizational support, individual consideration from one’s manager, idealized influence from one’s manager and contingent reward from one’s manager. We predicted that days worked at home would be negatively related to the three forms of WFC, while the extra hours worked at home would be positively related. Moreover, we hypothesized that the five support variables would moderate the relationship between extra hours worked at home and the types of WFC. The data supported some of the predictions, and the implications of these findings are discussed.
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This research was supported by Grant no. AA10690-02 from the National Institute of Alcohol Abuse and Alcoholism of the National Institutes of Health.
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Eng, W., Moore, S., Grunberg, L. et al. What Influences Work-Family Conflict? The Function of Work Support and Working from Home. Curr Psychol 29, 104–120 (2010). https://doi.org/10.1007/s12144-010-9075-9
- Work-family conflict
- Work support
- Managerial style
- Working from home
- Extra hours