ABSTRACT
The influential relationship between work and family is bidirectional and bivalent (Frone, 2003). That is, what goes on at work can influence what goes on in the family and vice versa. Moreover, the effects transmitted from one setting to the other may be positive or negative. Accordingly, the literature in this field refers to workto-family conflict, family-to-work conflict, work-to-family facilitation, and familyto-work facilitation. Most of the research over four decades has focused on workto-family conflict or "interference,” less focus has been placed on family-to-work conflict, and even less work has been done on the facilitative and interactive effects of work and family roles (Lambert, 1990). On the basis of a major literature review, Frone (2003) described six basic models regarding the work-to-family interface: First, the segmentation model suggests that work and family life represent separate domains that do not influence one another. People somehow compartmentalize their
life in one sphere that seems to have little or no overlap with the other sphere. Second, the congruence model suggests that although either a positive or a negative relationship may be found between work and family, the relationship is spurious because it is caused by a third common factor (e.g., one's personality style may cause one to have problems in both areas). Third, the identity or integrative model suggests that these two roles are so intertwined that they become indistinguishable, as might be exemplified by a family-owned and -operated business. Fourth, the spillover model postulates a positive correlation between work and family; the status of one domain spills over and similarly affects the other domain. Fifth, the compensation model posits a negative correlation between work and family, such that a resource shift made in one domain adds or takes away resources to engage in activity in the other domain; for example, if one experiences dissatisfaction at work, one would reduce effort there and devote more time and energy to family activities. Sixth, the resource drain model also suggests a negative correlation between family and work domains, such that there is a finite amount of personal resources to be expended and more activity in one domain, by definition, takes away from resources that could be expended in the other domain. In light of available empirical support, Frone (2003) noted that none of these models by itself can account for the dynamics of work-to-family balance. On the contrary, all of these mechanisms exist and may operate separately or simultaneously (Lambert, 1990).
