Abstract
This article aims to analyze if there are differences between men's and women's perceptions about organizational antecedents related to the work‐family conflict (WFC). The methodology is descriptive quantitative, using secondary data from the The Best Companies for You to Work survey of 2015, and the techniques of descriptive statistics (frequency of formal practices), factorial analysis (workers’ perceptions about four antecedents) and test t and ANOVA two‐way (to evaluate statistical significance of the analyzed groups’ different means). Two of all the results found stand out: women perceive more support from the manager and less involvement in the work, which suggests less WFC for them, but less colleagues social support and balance between professional and personal life, which indicates higher WFC for them; there is a detachment between formal practices for WFC management and the workers’ WFC perception in the organizations investigated, since the presence of such practices is not associated with lower perception of the antecedents that increase WFC.
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