ABSTRACT
Work and family are considered the two institutions that are most important to individuals. Work-family conflict (WFC) is defined as 'a form of inter-role conflict in which role pressures from the work and family domains are mutually incompatible in some respect'. Kahn first raised the issue of work-family conflict as a major challenge for women in the workforce. Bakker proposed and tested a WFC-crossover model that integrates both work-family conflict constructs and crossover theories. SEM analyses provided strong support for the integrative WFC-crossover model, demonstrating that work-to-family conflict and family-to-work conflict are interrelated with each other at the interpersonal level. Empirical studies have demonstrated a positive relationship between work resources and work-family facilitation. Recent research on women leaders and other professionals demonstrate strategies for how work and family domains could be either integrated or segregated to achieve successful outcomes in both domains.
