Key findings from Canada. We found that:
- several variables were associated with lower W-F conflict. These included having egalitarian (rather than traditional) gender-role attitudes, collectivistic (rather than individualistic) values, and the ability to multi-task.
- W-F conflict was predictive of several negative outcomes (i.e., decreased job, family and life satisfaction; increased turnover intentions and psychological distress).
- increased WIF was associated with increased guilt due to work interference with family (WIFG) which was in turn associated with lowered job and life satisfaction and increased turnover intentions and psychological distress.
- increased FIW was predictive of lowered family and life satisfaction
- increased FIW was associated with increased guilt due to family interference with work (FIWG) which in turn was associated with increased psychological distress
- the effectiveness of family-friendly policies in reducing W-F conflict depended upon the type of policy and the type of employees. For managers, reduced work load policies were associated with decreased work overload which in turn was associated with decreased W-F conflict. By contrast, for non-managerial employees policies aimed at flexible scheduling were associated with increased job control which in turn was associated with lowered W-F conflict.