Abstract
The problem and the solution. Employers who are interested in reducing employee conflict between work and family may develop work—life initiatives to help them better manage their work—family stress. In this article, the authors examine ways in which human resources development (HRD) professionals could enhance the effectiveness of their work—life policies and programs by assessing the extent of employees' work—family demands, the availability of needed resources, and the effectiveness of adaptive strategies and tactics that employees could use at home, at work, and in the community to fulfill their work and family responsibilities. Examples of demands, resources, and strategies are drawn from the Nurturing Families Study. Practical suggestions for HRD practice are discussed.
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