ABSTRACT
A general tenet of the work-family scholarship is that individuals who are employed in workplaces that are designed as if work and family were separate spheres will experience higher work-family role conflict unless employers adopt policies to provide greater flexibility to support integration between work and home (Friedman, Christensen, & DeGroot, 1998; Kanter, 1977). Flextime, telecommuting, and other flexibility policies are proliferating to help employees blend work and family roles to reduce conflicts (Golden, 2001). National surveys show that 84% of major employers have adopted flexible schedules and nearly two thirds (64%) offer telecommuting (Alliance for Work-Life Progress, 2001) with these policies most available to professionals (Bureau of Labor Statistics, 2000).
