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PurposeThe purpose of this paper is to introduce a selection of papers within the issue that discuss the work‐family interface.Design/methodology/approachThe themes of the papers in the issue are outlinedFindingsThe papers address the following: conflict, facilitation and individual coping styles across the work and family domains; generational differences in work‐family conflict and work‐family synergy for Generation X, baby boomers and matures; the development and transmission of work‐related attitudes; a cross cultural comparison of female managers attitudes, experiences and career choices; the impact of individual and organisational characteristics on work‐family conflict and career outcomes, and the variation of work life integration experiences of mid‐career professional women.Originality/valueThe paper introduces the special issue which provides a varied mix of theoretical approaches and multi‐level perspectives to scope out and explain the links between work and family life.

PurposeThe purpose of this brief paper is to introduce the papers in this special issue of Journal of Managerial Psychology, focused on "Complexities and challenges in the work‐family interface".Design/methodology/approachThe paper first introduces the theme of the special issue, and a brief outline of each paper contained in it is given.FindingsThere is concern that progress in the work‐family research area has been somewhat restricted and may have failed to take sufficient account of the complexity of work‐family issues.Originality/valueThe literature on the work‐family interface is complex, and theory in the field is uncertain and under‐developed. The papers in this special issue should further understanding of the challenges and complexities underscoring the work‐family interface.

Using a pre‐test‐post‐test control group experimental research design, this paper seeks to examine the effects of the 20‐week structure of intellect (SOI) training programme on the critical thinking skills of a group of participants in a manufacturing facility in Ireland as measured by both Watson‐Glaser critical thinking skills assessment (CTSA) and Raven's standard progressive matrices (SPM). The results demonstrate no statistically significant difference in the experimental group pre‐ and post‐test scores on the Watson‐Glaser CTSA, but the results derived from the administration of Raven's SPM were significant (p = 0.003). As expected, no statistically significant difference was found between the pre‐ and post‐test performance of the control group on either test. A number of possible reasons for the results are advanced.

PurposeThe purpose of the paper is to focus on personal and social background factors as potential channels for the transmission of work related attitudes in young adults. The paper aims to examine the extent to which gender, parental job type, job status, and education, as well as school experience, influence the development of attitudes towards work and family life.Design/methodology/approachThe study comprised a quantitative (questionnaire based) survey with a sample of 782 final year undergraduate students attending various third level institutions in Ireland and the USA.FindingsThe results indicated that individuals who had grown up in traditional mixed families had more positive attitudes towards balancing work and home roles than did those who had grown up in traditional single earner families. Father's educational level also emerged as a significant factor in the career‐family attitudes of the participants.Research limitations/implicationsThe results of this research indicate that young people have developed attitudes towards managing the work/family interface on entering the workforce, which they acquire through a social learning process. Limitations included the cross‐sectional nature of the design and future longitudinal research is needed.Practical implicationsOrganizations and managers need to be aware of the well‐developed attitudes of new entrants in order to address early issues of psychological contract and person‐organizational fit, which have an impact on career success and career management.Originality/valueThe findings of the paper break new ground on the role of social learning on the formation of attitudes towards managing the work‐family interface. Such attitudes proceed to inform behavioral patterns and decisions in the harmonious management of the two domains.

PurposeAlthough the effort‐reward imbalance (ERI) model of job stress has gained support in predicting employee health, it has rarely been examined in the context of the work‐home interface. This study aims to test an expanded ERI model in predicting work‐life conflict (WLC) in university employees. Three hypotheses relating to the ERI are tested. It is also predicted that lower organisational support for work‐life balance, less schedule flexibility and lower levels of separation between work and home life will lead to increased work‐life conflict.Design/methodology/approachIn this cross‐sectional study, 1,108 employees working in UK universities completed questionnaires assessing ERI, WLC, schedule flexibility, employer support and work‐life separation/integration.FindingsStrong main effects of job‐related efforts, rewards and over‐commitment on WLC are found. A significant two‐way interaction (effort×reward) and some evidence for a three‐way interaction effort×reward×over‐commitment) are observed. Perceived schedule flexibility and work‐life integration also make significant contributions to the variance in WLC. The final model explains 66 per cent of criterion variance.Research limitations/implicationsAs the study is cross‐sectional, causal relationships cannot be established.Practical implicationsThis study extends knowledge of the ERI model as a predictor of WLC. More research is required into ways in which effort‐reward inequity and over‐commitment might threaten work‐life balance, together with the working practices and organisational factors which might modify this threat.Originality/valueThe ERI model has rarely been examined in the context of the work‐home interface. The importance of effort‐reward imbalance and over‐commitment to WLC has been highlighted.

PurposeThis paper seeks to review and explore the relatively neglected notion of the adjustment of expatriate families to living abroad with the aim of developing a new model that can be used for future research.Design/methodology/approachThe paper draws on the few studies of the topic that have been carried out, but widens the search to include evidence from the related adjustment and family stress literature to create a new model of the process. Using the ideas of stressors, strains and hassles, capabilities, and shared meanings, the paper examines the situation of the expatriate family and explores how families can adjust to life in another country.FindingsBy adopting a salutogenic approach and incorporating insights from these other literatures, the paper shows that family adaptation is a complex and many‐faceted process. It is a process that greater awareness on the part of the family and the organization can improve.Research limitations/implicationsWith the help of the model of family adjustment the paper points to systematic gaps in studies on expatriate families and outlines a consequent research agenda.Practical implicationsAwareness is a crucial element in adjustment. The paper shows that awareness by the family can alleviate problems, and that organizations employing members of the family can assist in the adjustment process for the family.Originality/valueThe contribution of the paper comes in its attempt to encompass what is known about expatriate family adaptation directly with a wider view of family adjustment. This provides both a practical framework for future research and some practical implications.

PurposeThe paper seeks to examine whether spillover from "nonwork" to work contributes to individuals' well‐being.Design/methodology/approachAn online survey was administered to New Zealand local government employees. Positive (facilitation) and negative (conflict) spillover from two "nonwork" domains (family and personal benefit activities) to work were investigated. The survey also assessed psychological involvement (in work, family and personal benefit activities), time devoted to each domain, and self‐reported well‐being in each area.FindingsLevels of nonwork‐to‐work facilitation were moderate, and significantly higher than nonwork‐to‐work conflict, and well‐being was moderately high (although greater for the family and personal benefit domains than for work). There were significant positive relationships between psychological involvement in the nonwork domains and levels of facilitation from these domains to work, and nonwork‐to‐work facilitation was associated with higher well‐being. Time invested in family and personal activities was not linked with greater nonwork‐to‐work conflict. Mediation analyses indicated that psychological involvement (in family and personal activities) was associated with increased facilitation, which in turn enhanced well‐being.Practical implicationsEngagement in family and personal benefit activities yields positive outcomes for individuals, in terms of their psychological well‐being and facilitation of work‐related outcomes. Encouragement to engage in these areas can therefore be beneficial for both individuals and their employing organizations.Originality/valueThe main contribution of this research is that involvement in personal benefit activities (as another component of the "nonwork" domain, in addition to family activities) can have positive outcomes for individuals, resulting in facilitation of work outcomes and positive well‐being.

PurposeThis paper aims to explore how mid‐career professional mothers perceive themselves in relation to their work and family roles, how they experience these roles, how they merge their work, family and individual self, and what meaning they make of this integration.Design/methodology/approachThe study used in‐depth qualitative interviews with 18 participants aged between 37 and 55 with at least one dependent child under the age of 18, in dual‐earning/career households.FindingsThe study reports that a complex relationship of work‐related dynamics and personal factors shaped the meaning for these women amid competing priorities of work, family and individual lives. Organisation and co‐ordination of multiple activities with support from various sources was fundamental to finding balance. A deep sense of motherhood was evident in that their children were their number one priority but career was of high importance as they sought stimulation, challenges, achievement and enrichment in their work. Now, in mid‐career transition, the respondents seek more self‐care time in an effort to find new meaning in the work, family and self equation.Research limitations/implicationsThe study raises important issues for the management of professional working mothers and the implications of the study for individuals and organisations are set out.Originality/valueThis paper makes contributions to work‐life integration and career theory. It provides one of the first empirical studies on work‐life integration in Ireland using the construct of meaningful work and secondly builds on the kaleidoscope career model theory.