Abstract
This paper investigates the relationship between employees’ perception of work-family balance practices and work-family conflicts. It examines the role of challenge stress and hindrance stress as moderators. Based on survey data collected from 841 civil servants in Beijing, we found that perceived work-family balance practices may reduce work-family conflict, while challenge and hindrance work stresses were positively related to work-family conflict. In addition, challenge and hindrance stresses differentially moderated the relationship between perceived work-family practices and work-family conflict. When challenge stress is high then work-family balance practices will reduce work-family conflict. However, under high hindrance stress, work-family balance practices will serve to reduce work-family conflict less. More detailed analysis of the configurational dimensions of work-family balance practices (work flexibility, and employee and family wellness care) are also tested. This study provides additional insight into the management of work-family interfaces and offers ideas for future research.
Highlights
In recent decades individuals have experienced increasing levels of job demands and job stress due to broadened job scopes
We found that the three dimensions of work-family conflict―time-based work family conflict, strain-based work family conflict, and behavior-based work family conflict―are all significantly and negatively related to the perception of work-family balance practices, “employee and family care” and “work flexibility” (p
The results show that work stress has significant moderation effects on the relationship of work-family balance practices and work-family conflict; different work stresses display different moderating effects on the relationship
Summary
In recent decades individuals have experienced increasing levels of job demands and job stress due to broadened job scopes. Researchers have responded to these trends by investigating work-family or work-family interfaces to understand the factors that may influence or be influenced by work-family balance. This line of research has employed different terminologies, levels, and approaches (Maertz and Boyar, 2011). Research at the individual level, on the one hand, has focused on the constructs of work-family or family-work conflicts/enrichment/facilitation to investigate their antecedents and outcomes (Allen et al 2012; Byron, 2005; Frone et al 1992; Greenhaus and Beutell, 1985; Kinnunen and Mauno, 1998; Premeaux et al 2007). Research at the organizational level has focused on the influence of work-family
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Free) 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a call
