ABSTRACT Today’s society in general, and the labour market in particular, requires its members to participate in lifelong learning. Yet for women, midlife learning may pose greater challenges than faced by their male counterparts, as they strive to create their desired work-family balance. This study examined the perspectives of women who chose to embark on midlife learning, and the impact of such learning on their career. Applying a qualitative methodology, semi-structured in-depth interviews were conducted with thirty women who had embarked on an organisational behaviour master’s degree after the age of thirty years. The following five central themes emerged: (1) Lifelong learning as a need; (2) Career change and retraining; (3) Professional development throughout their career; (4) Dealing with their career and their family; and (5) Attitudes towards work. These findings reflect the decisions and changes that have evolved regarding midlife learning. The study concludes that understanding mature women’s education requires looking beyond market demands. Their subjective experiences – personal reflections, specific challenges, and the support they receive – are just as vital as the degree itself. The findings of this study serve as a call for a systemic re-evaluation of how mid-life learning is facilitated and valued within society.

Balancing professional obligations with personal life domains has emerged as a defining challenge for the modern workforce, with profound implications for individual wellness, organizational effectiveness, and broader societal outcomes. While extensive scholarship has examined work-life equilibrium among salaried employees, the experiences of self-employed workers remain substantially underexplored, particularly within developing nation contexts. This comparative empirical study examines differences in work-life balance between self-employed and traditionally employed workers in Vijayawada, Andhra Pradesh, India. Through a cross-sectional survey methodology, primary data were obtained from 120 participants equally distributed between self-employed (n=60) and traditionally employed (n=60) categories via structured questionnaires. Statistical analysis employed descriptive techniques and chi-square independence tests to evaluate associations between employment classification and work-life balance parameters. Results demonstrate statistically significant disparities across eight distinct dimensions. Self-employed participants exhibit markedly superior schedule flexibility (66.70% very flexible versus 16.70%; χ²=30.49, p<0.001, Cramer's V=0.504) and substantially elevated work autonomy (75.00% high autonomy versus 25.00%; χ²=34.49, p<0.001, Cramer's V=0.536). Additionally, self-employed respondents demonstrate reduced work-life conflict incidence (16.70% frequent versus 41.70%; χ²=14.19, p=0.003), superior boundary management (58.30% clear boundaries versus 25.00%; χ²=16.29, p=0.001), diminished stress levels (25.00% high stress versus 50.00%; χ²=10.49, p=0.015), enhanced leisure time access (50.00% sufficient versus 25.00%), stronger perceived social support (66.70% strong versus 41.70%; χ²=12.19, p=0.016), and greater overall satisfaction (58.30% very satisfied versus 33.30%; χ²=10.29, p=0.036). Findings illuminate how employment structural characteristics fundamentally shape work-life balance attainment, with self-employment configurations offering autonomy and flexibility advantages conducive to equilibrium achievement. Implications span organizational policy formulation, entrepreneurship ecosystem development, and employment arrangement innovation. Keywords: Work-Life Equilibrium, Self-Employment Dynamics, Traditional Employment, Occupational Autonomy, Work-Family Conflict, Comparative Methodology, Chi-Square Analysis

ABSTRACT Findings on the relationship between work–family reconciliation and subsequent childbearing are inconsistent, and research on fathers’ experiences and positive work–family reconciliation is limited. This study addresses these gaps by investigating the extent to which first-time parents’ experiences of work-to-family and family-to-work conflict (WFC and FWC) and enrichment (WFE and FWE) are associated with their second-birth intentions and whether these associations differ between mothers and fathers. We used cross-sectional survey data collected from 180 employed Finnish first-time parents (72 mothers, 108 fathers) 18 months postpartum. The results of the multinomial logistic regression analysis showed that WFC or FWC were not associated with second-birth intentions among all parents. However, comparisons between mothers and fathers revealed, surprisingly, that higher FWC was associated with a higher probability of intending to have another child for mothers. Moreover, among all parents, higher WFE was associated with an increased probability of being unsure about second-birth intentions. Finally, higher FWE was related to a higher probability of intending to have a second child among fathers. These findings indicate that work–family conflict does not constrain Finnish parents’ plans for a second child, while work–family enrichment, stemming from family life, can encourage fathers to continue childbearing.

Existing research consistently highlights the critical role of family supportive supervisor behaviour (FSSB) in enhancing employees' family-to-work enrichment and mitigating work-to-family conflict. Traditionally, its mechanisms of influence have been explained through the transfer of affective and cognitive resources. This study extends prior work by exploring the pathways through which FSSB affects work-family enrichment and conflict, drawing on the flexibility resource perspective and integrating insights from work-family enrichment theory. Based on a survey of Chinese employees, our findings reveal that FSSB enhances work-family enrichment by increasing employees' family time adequacy and facilitating family-to-work resource spillover. Similarly, FSSB reduces work-to-family conflict through improvements in family time adequacy and family-to-work resource spillover. Furthermore, gender serves as a boundary condition influencing family-to-work resource spillover, with females demonstrating a greater capacity to leverage resource spillover. This research offers practical insights for organisations and supervisors seeking to utilise flexibility resources to promote employees' work-family balance effectively.

Fertility intention and its influencing factors among young people of reproductive age in China: A cross-sectional survey study.

From Home to Site: How Family–Work Conflict Influences Construction Workers’ Safety through Thriving and Workplace Anxiety

Against the backdrop of China’s three-child policy, work-family conflict has become a prominent issue affecting employees’ career development. This study explores the relationship between work-family conflict, work engagement, work-family support, and career success, using a sample of 533 employees from various enterprises across multiple regions in China. The results indicate that (1) work-family conflict has a significant negative impact on career success; (2) work engagement plays a partial mediating role in the relationship between work-family conflict and career success; (3) work-family support negatively moderates the relationship between work-family conflict and work engagement and weakens the mediating effect of work engagement. Practical implications for human resource managers are proposed to balance employees’ work and family life and promote their career success.

<p style="text-align: justify;">The increasing digitalization of work has intensified expectations of constant employee availability, extending job demands beyond formal working hours through work-related social media use. Drawing on the Job Demands–Resources (JD–R) model and Boundary Theory, this study examines the direct and indirect effects of off-hours work-related social media use on employee engagement and exhaustion, with work–family conflict as a mediating mechanism. Using a quantitative cross-sectional design, data were collected from 430 lecturers and professors in public and private universities in Rawalpindi–Islamabad, Pakistan. Structural equation modeling using SmartPLS shows that off-hours work-related social media use is positively associated with both engagement and exhaustion, reflecting its dual motivational and strain-inducing role. Furthermore, work–family conflict partially mediates these relationships by weakening engagement and intensifying exhaustion. The findings underscore the need for organizations to manage “always-on” digital expectations to safeguard employee well-being.

Despite the importance of addressing psychological distress among nurses, few studies have examined interventions targeting this issue within the context of work-family conflict. This study investigated the effects of resilience and time management training on psychological distress among female nurses experiencing work-family conflict. A parallel controlled trial with pretest, posttest, and follow-up measurements was conducted with 132 nurses from hospitals in Bushehr province, Iran. Participants were selected using convenience sampling based on above median work-family conflict scores and were then randomly assigned to time management training, resilience training, or control groups. Each intervention group received ten online training sessions. Data were collected using a demographic questionnaire, a work family conflict scale, and Kessler’s psychological distress questionnaire. Both intervention groups showed lower proportions of nurses with elevated work family conflict and lower mean psychological distress scores than the control group at posttest and follow up. Psychological distress scores at posttest and follow up did not differ significantly between the two intervention groups. Time management and resilience training were effective in reducing work family conflict and psychological distress among female nurses. Healthcare organizations are encouraged to incorporate these interventions into continuing education programs for nurses experiencing work family conflict. Trial registration Number (IRCT20190122042453N2), 01/27/2022.

The COVID-19 pandemic has transformed the landscape of work, prompting organizations worldwide to adopt sustainable work practices that prioritize employee well-being and flexibility. This conceptual paper explores the relationship between sustainable work practices namely flexible work arrangements, remote work, job sharing, and supportive leave policies and employee work–life balance (WLB), with a specific focus on Malaysia’s financial sector. Grounded in Conservation of Resources Theory (COR), the paper argues that these practices function as critical resources that help employees reduce work–family conflict, preserve personal energy, and manage competing demands across life domains. The Social Exchange Theory (SET) framework is employed to position organizational support as a moderating influence, suggesting that when employees perceive their organizations as supportive, they are more likely to reciprocate with greater engagement, loyalty, and well-being. Furthermore, Work–Family Border Theory (BT) is used to contextualize how individuals navigate and manage the boundaries between professional and personal responsibilities. The proposed conceptual framework outlines eight propositions that link sustainable practices and WLB, as well as the interaction effects of organizational support. This paper contributes to theory by integrating resource, boundary, and exchange-based perspectives, offering a multidimensional view of how workplace sustainability strategies affect employees' holistic well-being. Practical implications are also discussed, including how human resource practitioners and policymakers in Malaysia’s financial sector can design and implement inclusive work policies that not only improve employee satisfaction and retention but also align with broader sustainability goals such as the United Nations SDG 3 (Good Health and Well-being) and SDG 8 (Decent Work and Economic Growth). By drawing attention to the interplay between supportive organizational environments and sustainable work design, this paper offers a timely foundation for future empirical studies and evidence-based policy development in the post-pandemic workforce.

Past research investigated the relationships between work-family conflict, family-work conflict, and work engagement. However, less is known about the psychological mechanisms of these relationships. Accordingly, this research aimed to examine whether employees’ work–family conflict (WFC) and family–work conflict (FWC) impacted their work engagement, and whether psychological resilience moderated these relationships. To achieve this purpose, a cross-sectional research design was employed, and data were collected from August 5 to November 4, 2024, using a questionnaire from 380 employees working in financial and technology companies in Algeria. Hypotheses were tested through linear regression and moderation analyses. The findings indicate that WFC negatively impacts vigor, dedication, and absorption, whereas FWC shows no significant direct impact on components of work engagement. Psychological resilience buffered the adverse effects of WFC on dedication and absorption and prevented the adverse effects of FWC on dedication. These results highlight the impact of work–family tensions on dimensions of work engagement and the conditional protective role of resilience. Moreover, the results highlight the significance of psychological mechanisms in this process, recommending that practitioners build psychological resources to help employees become more psychologically resilient and better manage adverse conditions.

Teacher burnout is a pressing global issue with significant implications for educational quality. Although work–family conflict (WFC) is a well-documented cause of teacher burnout, the psychological mechanisms underlying this relationship remain insufficiently understood and warrant examination through the lens of individual resources and positive psychology. This study investigated the relationship between work–family conflict (WFC) and burnout among Chinese elementary and middle school teachers, with a specific focus on the mediating and moderating roles of hope and a stress-is-enhancing mindset. Data were collected from 452 teachers (including 355 females) using well-validated scales. The results revealed that: (1) WFC was found to be directly and positively associated with burnout, as well as indirectly associated through the mediating role of hope. (2) A stress-is-enhancing mindset moderates the negative association between WFC and hope. Specifically, the negative association between WFC and hope was significantly weaker among teachers with a high level of this mindset compared to those with a low level. These findings suggest that fostering hope and cultivating a stress-is-enhancing mindset can mitigate burnout risk, pointing to a viable pathway for promoting occupational well-being by developing teachers’ psychological resources.

Purpose Grounded in Boundary Theory, this study examined whether work–family guilt mediates the relationship between work–family conflict (WFC) and emotional exhaustion and whether perceived supervisor support moderates this indirect effect. We hypothesized that the negative impact of WFC on emotional exhaustion via guilt would be stronger for individuals perceiving lower supervisor support. Design/methodology/approach A three-wave longitudinal study was conducted with 396 employees from luxury Portuguese hotels, with one-week intervals between data collections. Findings Results showed that WFC was positively associated with emotional exhaustion (β = 0.66, p < 0.001). However, the mediating effect of guilt was not supported. The moderated mediation model was significant (β = −0.20, p < 0.01), indicating that the indirect relationship between WFC and emotional exhaustion through guilt was stronger when perceived supervisor support was low. Practical implications These findings advance understanding of the psychological mechanisms linking WFC and emotional exhaustion and underscore the protective role of supervisor support in reducing employees' guilt and emotional strain. Originality/value By integrating affective and contextual factors, this study highlights that supportive supervision can buffer the emotional costs of WFC, offering actionable insights for promoting employee well-being in demanding service contexts.

Motherhood penalty refers to the negative impact of maternity on women’s career, which implicates the inferior status of women in labor market. To improve women’s situation in labor market participation, multiple social support measures should be introduced including sharing childcare responsibility and career sustaining to help mothers achieve a work-family balance. This study aims to systematically review and analyze the social practice applied to support mothers’ labor force participation. By adopting a scoping review method, this study uses Web of Science, Scopus and Google Scholar as the main database in searching for relevant articles. The thematic analysis uncovers the constitution of current social support system for mothers’ labor market participation, which crosses the public and private sphere, as well as its multiple functions, which potentially provide framework for future research in this topic related fields.

This study examines the impact of role overload on female hoteliers’ intention to quit, highlighting the mediating role of work–family conflict and the moderating role of co-worker support. Drawing on Conservation of Resources (COR) theory, the research conceptualizes role overload as a key job demand that depletes employees’ personal and emotional resources, triggering strain and turnover intentions. Data were collected from 255 full-time female employees working in five-star hotels in Egypt and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) via WarpPLS software version 8. The findings reveal that role overload significantly increases both work–family conflict and intention to quit, while work–family conflict partially mediates the relationship between role overload and turnover intentions. Moreover, co-worker support plays a crucial buffering role, weakening the positive effects of both role overload and work–family conflict on intention to quit. The study contributes to hospitality research by providing a gender-sensitive understanding of how high-demand hotel environments affect female employees’ retention and highlights the importance of co-worker support as a practical intervention to mitigate turnover among women employees. These insights offer valuable guidance for hotel managers aiming to enhance employee well-being and reduce attrition in luxury hotel settings.

The medical profession is universally acknowledged as one of the most stressful occupations due to its demanding work environment, emotional labor, and high level of responsibility for human life. In recent years, medical practitioners in India have been experiencing escalating levels of job stress arising from excessive workload, extended working hours, administrative obligations, and challenges in balancing professional and personal life. This study aims to examine the extent of job stress and the major work-life challenges faced by medical practitioners in North Kerala and to identify the key factors influencing job stress using multiple regression analysis. A structured questionnaire was administered to 300 medical practitioners working in government and private healthcare institutions across North Kerala. The study employed descriptive statistics, correlation analysis, and multiple regression analysis to assess the relationship between workload, work–family conflict, administrative burden, years of experience, and job stress. The regression results reveal that workload, work–family conflict, and administrative burden significantly and positively influence job stress, while years of experience has a significant negative effect. The findings highlight the need for organizational and policy-level interventions to mitigate stress and enhance the well-being and effectiveness of medical practitioners.

Abstract Although perceived overqualification is a ubiquitous career‐related stressor, individuals may expect it to be a temporary experience. To better understand the positive role of potentially favorable career‐related anticipation, we applied career motivation theory and dual‐process frameworks to the context of perceived overqualification. We hypothesized that individuals' perceptions of organizational career opportunities would moderate the relationships between perceived overqualification and related affective reactions (i.e., anger toward the employment situation) and cognitive reactions (i.e., needs–supplies fit), which would, in turn, translate into more distal work and nonwork outcomes (i.e., job satisfaction, organizational citizenship behavior toward the organization, and work–family conflict). We tested this proposition using a three‐wave, multisource dataset including 297 employees and their closely related others. The results largely supported our hypotheses. Our findings highlight the importance of linking the literatures on perceived overqualification and career motivation. We also discuss how organizations can foster positive expectations among their overqualified employees.

This study investigates the association between work–family conflict, role overload, and burnout among working mothers employed in private-sector organizations in Bandung Regency. A quantitative correlational design was implemented, involving 100 respondents selected via probability sampling using the Slovin formula. Data were collected using an online questionnaire that incorporated established instruments adapted to the research context, including measures of work–family conflict, role overload, and burnout. Statistical analysis was conducted using IBM SPSS Statistics after the data met the required analytical assumptions. The results indicate that work–family conflict shows a very strong relationship with burnout, reflected by a correlation coefficient of r = 0.932 (p < 0.001). Role overload also demonstrates a strong association with burnout, with a correlation value of r = 0.855 (p < 0.001). Furthermore, when examined simultaneously, both variables contribute significantly to burnout, as evidenced by an F value of 338.507 (p < 0.001) and a coefficient of determination (R²) of 0.875. This finding suggests that 87.5% of the variance in burnout among working mothers can be explained by the combined influence of work–family conflict and role overload. Overall, the findings highlight that competing role demands and excessive workload pressures substantially increase vulnerability to burnout. These results underscore the importance of organizational strategies that emphasize workload balance, role clarity, and supportive work policies to mitigate burnout risks among working mothers.

In this study, we explored how Commercial retail bank employees experience work-family conflict, work-family enrichment and the coping strategies they use to balance their work and family lives. Using Yin’s multiple case study design, we collected data from 15 married bank employees with children from Ghana. Results showed that bank employees mainly experienced time and strain-based work-family conflict. However, they deployed specific measures to cope with their family-to-work conflicts, such as using “house helps”, supportive spouses, elderly children, time management skills, prayer, exercise, and relaxation. What is primarily left to deal with is work-to-family conflicts. There is a need to institutionalise family-friendly policies in the banking industry.

This study aims to examine the sequential mediating roles of job stress (WS) and work-family conflict (WFC) in the relationship between compulsory citizenship behaviour (CCB) and citizenship fatigue (CF) among healthcare workers in Turkish public hospitals, grounded in Conservation of Resources (COR) theory and the job demands-resources (JD-R) model. A cross-sectional design was employed with 483 healthcare workers (67.7% female), including nurses, physicians, and administrative staff. Validated Turkish scales measured CCB, CF, WS and WFC. Data were analysed using correlation analysis, structural equation modelling (SEM) and Hayes' PROCESS macro (Model 6, 5,000 bootstrap samples). CCB was positively associated with CF (β=0.43, p<0.001). Job stress and WFC sequentially mediated this relationship (total indirect effect β=0.18, SE=0.03, LLCI=0.13 and ULCI=0.25 95%). Results align with COR theory, demonstrating that CCB depletes resources, escalating stress and WFC, ultimately leading to CF. This study advances the literature by empirically testing a novel serial mediation model in healthcare, highlighting how CCB's effects extend beyond the workplace into family life. It underscores the need for organisational interventions to mitigate compulsory demands and support work-life balance.