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Abstract
This meta-analytic review combines the results of more than 60 studies to help determine
the relative eVects of work, nonwork, and demographic and individual factors on work inter-
ference with family (WIF) and family interference with work (FIW). As expected, work factors
related more strongly to WIF, and some nonwork factors were more strongly related to FIW.
Demographic factors, such as an employee’s sex and marital status, tended to relate weakly to
WIF and FIW. Overall the analysis supports the notion that WIF and FIW have unique
antecedents, and therefore, may require diVerent interventions or solutions to prevent or
reduce their occurrence. Lastly, the analysis suggests that demographic variables, such as sex
and marital status, are alone poor predictors of work–family conXict. Researchers are advised
to attend to more Wnely grained variables that may more fully capture employees’ likelihood of
experiencing work–family conXict.
© 2005 Elsevier Inc. All rights reserved.
!
I thank Margaret LaSalle for help with coding the studies and Frank Schmidt and Allen HuVcutt for
their advice on calculations used in the analysis. I also thank Ross Rubenstein, Bill H. Bommer, Edward
W. Miles, Corinne Post, Tammy Allen, and two anonymous reviewers for their helpful comments and sug-
gestions. Some of the results from this analysis were presented at the 2002 Southern Management Associa-
tion Annual Meeting in Atlanta, Georgia and at the 2004 Society of Industrial and Organizational
Psychologists Annual Meeting in Chicago, Illinois.
¤
Fax: +1 585 475 4423.
E-mail address: kbyron@cob.rit.edu.
0001-8791/$ - see front matter © 2005 Elsevier Inc. All rights reserved.
doi:10.1016/j.jvb.2004.08.009
170 K. Byron / Journal of Vocational Behavior 67 (2005) 169–198
1. Introduction
The increase in dual-career couples and single-parent households and the concom-
itant decrease in traditional, single-earner families mean that responsibilities for
work, housework, and childcare are no longer conWned to traditional gender roles.
Increasingly, employees Wnd themselves struggling to juggle the competing demands
of work and family. The problems and issues encountered by employees taking part
in this balancing act has prompted a burgeoning body of research and theory on the
intersections of individuals’ work and family lives (e.g., Kossek, Noe, & DeMarr,
1999; Perrewe & Hochwarter, 2001). One of the most studied concepts in the work–
family literature is work–family conXict. Work–family conXict, also called work–
family interference, is a type of interrole conXict (Kahn, Wolfe, Quinn, Snoek, &
Rosenthal, 1964) that occurs when the demands of work and family roles conXict.
Since the construct of work–family conXict was introduced, a large body of litera-
ture has examined its causes and consequences. Recent meta-analyses have examined
the relation between work–family conXict and its consequences, such as job and life
satisfaction, burnout, and absenteeism (Allen, Herst, Bruck, & Sutton, 2000; Kossek
& Ozeki, 1998, 1999). These meta-analyses underscore the potentially negative eVects
of work–family conXict for individuals and their employing organizations. However,
among the published meta-analyses on work–family conXict, only one has examined
a potential antecedent, job/work involvement (Kossek & Ozeki, 1999). No meta-anal-
ysis to date has comprehensively considered the myriad causes of work–family con-
Xict that have been examined in the literature.
In addition, the concept of work–family conXict has changed over time. Increas-
ingly, researchers have acknowledged the direction of interference (O’Driscoll, Ilgen,
& Hildreth, 1992). That is, work–family conXict is increasingly recognized as consist-
ing of two distinct, though related, concepts, work interference with family (WIF)
and family interference with work (FIW). WIF (also termed work-to-family conXict)
occurs when work interferes with family life, and FIW (known also as family-to-
work conXict) occurs when family life interferes with work (Frone, Yardley, & Mar-
kel, 1997). Support for distinguishing these two concepts comes from several sources.
First, in their meta-analysis, Kossek and Ozeki (1998) reported consistent support for
distinguishing between the direction of work–family conXict. Second, recent theory
and research on WIF and FIW suggests that these two concepts may have diVerent
causes and eVects (e.g., Frone, Russell, & Cooper, 1992a, 1992b; Kelloway, Gottlieb,
& Barham, 1999).
In summary, while the potentially harmful eVects of work–family conXict are rec-
ognized, we know less about the causes of work–family conXict and their relative
eVects on WIF and FIW. Consequently, a systematic review of the literature on
work–family conXict antecedents is needed to explain the experience of work–family
conXict in employees’ lives. The present study oVers such an analysis by providing a
K. Byron / Journal of Vocational Behavior 67 (2005) 169–198 171
quantitative review of potential antecedents and their relation to two types of work–
family conXict, work interference with family (WIF) and family interference with
work (FIW).
only men, whereas others had a mixed sex sample. I explore whether diVerences in
sample composition, such as the percentage of parents or females in them sample,
may moderate the relationship between antecedents and WIF and FIW. In the
studies used in the analysis, the percentage of parents ranged from 16 to 100 per-
cent; and the percentage of females in the sample ranged from 0 to 100 percent.
Previous research and theory suggests that being female or having children may
explain diVerences in results across studies (e.g., Eagle, Icenogle, Maes, & Miles,
1998; VoydanoV, 2002). Therefore, the present analysis considers whether the per-
centage of females or the percentage of study participants with children explains
between-study variance.
In addition, other meta-analyses have reported that variation in how variables
are measured account for signiWcant diVerences in results across studies (e.g.,
Verquer, Beehr, & Wagner, 2003). Therefore, in the present analysis, I consider
whether variation in how antecedents were measured accounts for diVerences in
results between studies. For example, many studies examined whether having more
children related to more WIF or FIW. Among the studies considering this
relationship, study participants’ number of children was measured in diVerent
ways. Some asked participants how many children they had living at home, others
asked participants how many children they had (with no restrictions), and others
asked participants whether they had children or not. The diVerent methods of
measuring this and other proposed antecedents of WIF and FIW may account for
observed diVerences in Wndings between studies. Therefore, I explored whether
diVerences in measurement moderate the relationships between proposed anteced-
ents and WIF and FIW.
Fig. 1 demonstrates the relationships examined in the present meta-analysis. The
solid lines represent relationships that are proposed to be stronger (i.e., of higher
magnitude) than those represented by dashed lines. Dotted lines represent relation-
ships of undetermined magnitude, and curved lines represent the relationship
between WIF and FIW. It should be noted that the relationships represented in the
Wgure do not imply that alternate relationships are implausible. Rather, some of these
alternate relationships are mathematically equivalent and their plausibility is not
being rejected, e.g., family conXict may also be a consequence, rather than a cause, of
WIF and FIW. It should also be noted that more complex relationships than those
represented in Fig. 1 are similarly plausible. For example, family support may moder-
ate the relationship between spousal employment and WIF or FIW. Unfortunately,
the data available to meta-analytic researchers can preclude the investigation of more
complex relationships. Therefore, this meta-analysis focuses on the factors that have
been identiWed in the literature as potential antecedents and their relationship to
WIF and FIW.
In the next sections, I describe the method for Wnding, selecting, and coding stud-
ies for the meta-analysis. Then, I specify the method for quantitatively cumulating
the results in the studies. In the following section, I present the results of the review
for each of the three categories of antecedents of WIF and FIW, and the relationship
of WIF and FIW. Lastly, I discuss the implications of the results of the meta-analysis
and provide suggestions for future research.
K. Byron / Journal of Vocational Behavior 67 (2005) 169–198 173
Fig. 1. Proposed relationships between variables in meta-analysis. Note. Solid lines represent direct rela-
tionships hypothesized to be stronger in magnitude than those represented by dashed lines. The dotted
lines represent relationships of undetermined magnitude, and curved lines represent correlation rather
than causation.
3. Method
had not turned up in my computer database search. Lastly, I posted a message on the
general on-line forum on the Sloan Work and Family Research Network website,
and on the Workfam Newsgroup of the Work/Family Initiative at Pennsylvania
State University soliciting research on work–family conXict. Because so few studies
that were not subsequently published were located, the present analysis is restricted
to published studies. There are several factors that should mitigate concern about
publication bias. First, many of the relationships included in the present analysis
were from studies that were not explicitly considering the relationships. For example,
most of the studies included in the meta-analysis of sex and work–family conXict
were not explicitly considering this relationship. Second, I included two estimates of
the stability of each eVect size, (1) the number of studies needed to meaningfully
change the estimated eVect size and (2) 95% conWdence intervals of each eVect size.
For a study to be considered for inclusion, the study had to meet the following cri-
teria:
Because the formula used in meta-analysis assumes that the studies used are statis-
tically independent, I avoided violating the assumption of independence of studies by
eliminating duplicate results from the same dataset. When more than one study used
the same sample, only one was included, when a sample was a subset of a larger sam-
ple, only the study that used the larger sample was included. However, when studies
using the same sample considered diVerent antecedents, each was included in its
respective analysis, but only the one with the larger sample was included when they
considered the same variable. In all, 61 studies met these criteria and were included in
the analysis. Some of these studies had multiple independent samples, which were
included as independent outcomes. Table 1 lists the studies by sample included in the
meta-analysis, their sample characteristics, and the measure of WIF and FIW used.
K. Byron / Journal of Vocational Behavior 67 (2005) 169–198 175
When a study gave a range for the sample size, I recorded the lowest number.
Apparent typographical errors were clariWed with the study’s lead author. To observe
the need for independence among studies, I averaged multiple time periods, and
multiple measures of FIW or WIF or the antecedent, which is consistent with other
meta-analyses of work–family conXict (e.g., Allen et al., 2000). When provided, the reli-
ability (internal consistency) for each measure was recorded. When it was not pro-
vided, the average reliability for that variable was inputted (except for measures that
were assumed to be perfectly reliable, e.g., sex and number of children). Table 2 details
how each of the antecedents were coded or measured in the studies used in the present
analysis. In addition, it includes the range of reliability (internal consistency) of the
measure used for each antecedent and the average reliability weighted by sample size.
To test for accuracy in coding, a quarter of the studies were randomly selected to
be coded twice. The interrater agreement between the two coders was calculated by
dividing the number of data points in agreement by the total number of data points
coded. The interrater agreement between the two coders was .99. The high level of
agreement between the two coders was likely due to the fact that most of the coding
in the present meta-analysis involved merely recording data and possibly applying
simple decision rules, and that both coders had prior experience coding studies for
meta-analysis.
3.4. Moderators
177
178
Table 1 (continued)
Author(s) and Publication year/sample characteristics WIF measure FIW measure N Country
Gignac, Kelloway, and Gottlieb (1996)
Work and family survey, employees caring for Gutek et al. (1994; 4) Gutek et al. (1994; 4) 659 Canada
elderly relative
Grandey and Cropanzano (1999)
179
180
Table 1 (continued)
Author(s) and Publication year/sample characteristics WIF measure FIW measure N Country
Nielson, Carlson, and Lankau (2001)
181
182 K. Byron / Journal of Vocational Behavior 67 (2005) 169–198
For the meta-analysis, I calculated eVect sizes with the Hunter and Schmidt (1995)
meta-analytic method, which provides the most accurate method of estimating popu-
lation eVect sizes from heterogeneous eVect sizes (Field, 2001). To estimate the popu-
lation eVect size, I calculated a frequency weighted mean eVect size (corrected for
measurement error, when applicable). Before proceeding, I determined whether there
were outliers in each analysis by calculating the sample-adjusted meta-analytic devi-
ancy statistic (SAMD) and inspecting the plot of SAMDs for each relationship ana-
lyzed (HuVcutt & Arthur, 1995). A study was removed from the analysis for a
particular antecedent when a study was identiWed as an outlier for both WIF and
FIW. One antecedent, job insecurity, was not further analyzed because there were too
few studies (k < 5) remaining after removing outlier studies. For the remaining
relationships considered, I continued the analysis after removing any outliers by
assessing the stability of the estimated population eVect size by inspecting its modi-
Wed fail-safe N (MFN) (HuVcutt, Roberts, & Steel, 2004) and by inspecting its 95%
conWdence interval. The MFN for each eVect size indicates the number of additional
studies (not additional subjects) with results diVering by two standard deviations that
would need to be discovered to eVect a meaningful change (deWned as plus or minus
.10 based on Cohen’s (1998) framework for evaluating eVect sizes) in the estimated
eVect size.
In addition, I subjected each analysis to two tests of homogeneity to determine
how diVerent the results for each analysis are. First, I examined the percentage of var-
iance explained by artifacts. Possible moderators were investigated if the percentage
of variance explained was less than 60%. The use of a lower threshold when eVect
sizes are only corrected for reliability is consistent with Meyer, Stanley, Herscovitch,
and Topolnytsky (2002). Second, I inspected the range of the 90% credibility interval
to determine if zero was included, which may indicate that moderators are present
(Whitener, 1990).
To test the moderating eVects of continuous variables, I Wt a series of weighted
least-square regression models for each eVect size and moderator, weighted by the
inverse variance of each eVect size (Callendar & Osburn, 1988; Hedges & Olkin, 1985;
Sanchez-Meca & Marin-Martinez, 1998), which provides the most accurate results
for testing continuous moderators in meta-analysis (Steel & Kammeyer-Mueller,
2002). The correlations were transformed to Fisher’s Z, and the inverse sampling
error variance was estimated by the sample size for each study minus three (Callen-
dar & Osburn, 1988; Steel & Kammeyer-Mueller, 2002). To test the signiWcance of
moderators, I calculated ZHO, the unstandardized regression coeYcient divided by
the corrected standard error (Hedges, 1994; Sanchez-Meca & Marin-Martinez, 1998),
and determined whether it exceeded the critical value. I included studies that were
previously identiWed as potential outliers because it was possible that the aberrant
results were due to diVerences in sample composition.
To test the moderating eVects of categorical variables, I split the group into
subgroups based on the categorical moderator and conducted a separate meta-analy-
sis on each subgroup. However, in some of the analyses, there was no comparison
K. Byron / Journal of Vocational Behavior 67 (2005) 169–198 183
sub-group because the coding schemes in the remaining studies were all diVerent or
because the sub-group contained too few studies. The percent of variance explained
by artifacts for the subgroup(s) was compared to the percent of variance
explained by artifacts for the overall group analysis to determine if the moderator
explained some between-study variation.
4. Results
185
186 K. Byron / Journal of Vocational Behavior 67 (2005) 169–198
FIW. Having a positive coping style or having better coping skills seems to provide
some protection from WIF and FIW (! D ¡.12 and ! D ¡.15, respectively). The other
two demographic and individual variables, sex and income, tended to vary in their
relationship to WIF and FIW, as indicated by nonoverlapping 95% conWdence inter-
vals. Male employees tended to have slightly more WIF (! D ¡.03, 95% CI: ¡.04/
¡.01) and female employees tended to have more FIW (! D .06, 95% CI: +.04/+.07),
although the diVerences between sexes and the diVerence between sex’s relationship
to WIF and FIW were small. There were also signiWcant diVerences between the rela-
tionship of income to WIF and FIW. Employees with higher incomes had more WIF
(! D .10, 95% CI: +.08/+.12), whereas income was not signiWcantly related to FIW
(! D .00, 95% CI: ¡.03/+.02).
Next, I considered whether a search for potential moderators was warranted. For
nearly all antecedents, there seemed to be signiWcant variation between studies used
in the meta-analysis. In fact, the two tests of homogeneity used in this analysis indi-
cated homogeneity in their relationship to WIF or FIW for only two antecedents, age
of youngest child and coping style/skills. However, the 90% credibility intervals sug-
gested homogeneity for most of the relationships. Because the results for the homo-
geneity tests failed to be consistent for the majority of analyses, I proceeded to
conduct the proposed moderator analyses.
First, I considered the categorical moderator, diVerences in coding scheme or mea-
surement (as shown in Table 3). Six variables that did not meet the two tests of
homogeneity had diVerences in coding schemes between studies, hours spent at work,
job stress, hours spent on nonwork, family stress, number of children, and spousal
employment. The estimated population eVect sizes for the overall group analysis and
the sub-group analysis of those that measured the variable continuously do not diVer
greatly, however, for nearly all analyses, the sub-group analyses explain more of the
variance by artifacts or have more stable eVect size estimates. When considering only
studies that measured time at work continuously, employees who spend more time at
work experience slightly more WIF but the same amount of FIW (! D .27 and ! D .01,
respectively). On the other hand, employees who spend more time in family or house-
hold duties and activities experience less WIF although the same amount of FIW
(! D ¡.02 and ! D .21, respectively).
Studies that examined the relationship between job and family stress and WIF and
FIW diVered in their measurement of job and family stress. Some studies used overall
measures of job or family stress, some used more speciWc measures of job stress, such
as role overload or role ambiguity. For job stress, the sub-group analysis of those
studies that used overall measures of job stress explained more variation than did the
overall analysis, suggesting the sub-group analysis may reXect more accurate esti-
mates of the relationship between job stress and WIF and FIW (! D .48 and ! D .29,
respectively). When considering only studies that examined role overload, the esti-
mated eVect sizes in regard to WIF and FIW tended to be greater but less stable and
homogenous (! D .65 and ! D .40, respectively). For family stress, the only sub-group
analysis that could be conducted was on those studies that used overall measures of
family stress. The estimated eVect sizes for this sub-group analysis did not signiW-
cantly diVer from or improve upon those of the overall analysis.
K. Byron / Journal of Vocational Behavior 67 (2005) 169–198 187
Table 4
Percent of study sample with children as a moderator of eVect size
k WIF FIW
r # ZHO r # ZHO
Work variables
Job involvement 10 ¡.21 ¡.20 1.20 .00 .23 0.95
Hours spent at work 21 ¡.12 ¡.08 1.29 ¡.05 ¡.10* 2.13
Work support 14 ¡.35 ¡.31 1.14 ¡.39 ¡.30 1.79
Schedule Xexibility 5 ¡.72 ¡.72* 4.73 ¡.18 ¡.55 1.30
Job stress 13 ¡.01 .29* 3.21 .13 .43* 2.88
Nonwork variables
Family/nonwork involvement 9 ¡.19 ¡.10 0.00 .35 .24 0.95
Hours of nonwork 4 .02 ¡.34 0.41 ¡.12 .22 0.98
Family support 11 ¡.26 ¡.26 1.16 .23 .33 1.70
Family stress 7 ¡.31 ¡.07 0.00 ¡.24 ¡.01 0.06
Family conXict 7 .08 ¡.01 0.04 ¡.48 ¡.72* 3.89
Number of childrena — — — — — — —
Age of youngest child a — — — — — — —
Marital status 13 .17 ¡.45* 2.54 ¡.35 ¡.78* 3.50
Spousal employment 10 ¡.59 ¡.52 0.88 ¡.02 ¡.36 1.58
Demographic variables
Sex 23 .06 .65* 4.85 .24 .46* 19.52
Income 14 ¡.05 ¡.09 0.00 .02 ¡.03 0.00
Coping style and skillsa — — — — — — —
Note. r, Pearson correlation; #, standardized regression coeYcient WLS regression; ZHO, test of null
hypothesis that # D 0; * indicates 95% conWdence that # does not equal zero.
a
Both antecedents concerned with children, number of children and age of youngest child, were
excluded from analysis because considering the percentage of parents as a moderator of their relationships
to WIF and FIW lacked conceptual meaning. Only three studies that considered coping style and skills
provided data on the percent with children in the study; therefore, these analyses were excluded.
The percent of female employees in the sample related signiWcantly to the study
eVect size for more than half of the relationships considered, suggesting that diVer-
ences in the sex composition of the sample explains between-study variation for some
relationships. For example, having a higher percentage of women in a sample associ-
ated with a weaker positive relationship between job involvement and WIF and FIW.
Job involvement seems to relate more positively to WIF and FIW for men than for
women. Conversely, family involvement related more positively to WIF and FIW for
women than for men (although only approaching statistical signiWcance at the " level
of .05 for WIF). For men (as compared to women), being more highly involved in
their jobs is linked to more interference whereas, for women (as compared to men),
being more highly involved in their family lives is linked to more interference. In
addition, a higher percentage of females in a sample is negatively related to the study
eVect size for schedule Xexibility and WIF and FIW. Flexible schedules appear to
provide more of a protective beneWt for women than for men. However, family stress
and family conXict are more positively related to WIF and FIW for men than for
women. Stress and conXict in the family domain is linked to more interference for
men as compared to women. When more women are represented in the sample, the
K. Byron / Journal of Vocational Behavior 67 (2005) 169–198 189
Table 5
Percent female in study sample as a moderator of eVect size
k WIF FIW
r # ZHO r # ZHO
Work variables
Job involvement 13 ¡.66 ¡.71* 6.47 ¡.33 ¡.35* 3.24
Hours spent at work 27 ¡.10 ¡.03 0.28 ¡.14 ¡.12 0.00
Work support 18 ¡.20 ¡.10 0.00 .06 .24 1.39
Schedule Xexibility 8 .10 ¡.39* 2.83 ¡.63 ¡.78* 5.19
Job stress 20 ¡.04 ¡.08 0.00 ¡.32 ¡.22* 2.80
Nonwork variables
Family/nonwork involvement 11 .33 .53 1.91 .35 .23 * 2.02
Hours of nonwork 10 ¡.12 ¡.39 1.48 ¡.02 .21 * 2.42
Family support 16 ¡.15 ¡.30 1.35 ¡.56 ¡.40* 3.03
Family stress 9 ¡.45 ¡.56* 3.67 ¡.62 ¡.78* 11.44
Family conXict 8 ¡.22 ¡.30 1.28 .15 ¡.13 1.12
Number of children 31 ¡.22 ¡.34* 2.09 ¡.24 ¡.27* 2.37
Age of youngest child 12 ¡.17 ¡.14 0.00 .03 ¡.22* 2.19
Marital status 15 ¡.02 ¡.32* 2.49 ¡.18 ¡.57* 3.38
Spousal employment 11 .16 .20 0.00 ¡.26 ¡.15 0.00
Demographic variables
Sexa — — — — — — —
Income 14 .17 .16 0.00 .30 .43 1.57
Coping style and skills 6 .11 ¡.12 0.00 ¡.66 ¡.60* 2.36
Note. r, Pearson correlation; #, standardized regression coeYcient WLS regression; ZHO, test of null
hypothesis that # D 0; * indicates 95% conWdence that # does not equal zero.
a
Sex was excluded from analysis because considering the percentage of females as a moderator of its
relationships to WIF and FIW lacked conceptual meaning.
employee’s number of children is less positively related to WIF and FIW. For exam-
ple, the weighted mean average correlation between number of children and WIF is
.15 for all male samples and .02 for all female samples; and, for FIW, is .21 and .08,
respectively. The percentage of female employees in the sample also moderates the
relationship between marital status and WIF and FIW. For men, more so than for
women, being married is associated with more WIF and FIW. For women, marital
status had a near-zero relationship to WIF and FIW, suggesting that being married
or single has little eVect on female employees’ experience of WIF and FIW. In partic-
ular, the percentage of females in the sample aVected the relationship between the
antecedents and FIW (as compared to WIF), as the percentage of females in the sam-
ple was a signiWcant moderator in 11 of the 16 (69%) relationships considered.
Lastly, I considered the relation between WIF and FIW. The weighted average
corrected correlation is .48 (SDO D .11; SD! D . 10; 95% CI: +.46/+.49), which is the
result of cumulating the results of 47 studies with a total sample size of 13,384 (after
eliminating 9 studies identiWed as outliers). In all studies, WIF and FIW related posi-
tively. More interference in one domain tends to associate with more interference in
the other. In fact, only one antecedent, job stress, related nearly as strongly to WIF
190 K. Byron / Journal of Vocational Behavior 67 (2005) 169–198
(! D .48), and only one antecedent, family stress, is nearly as strongly related to FIW
(! D .47) as WIF and FIW related to each other.
5. Discussion
The results of this meta-analytic review support the diVerentiation between work
interference with family and family interference with work. Employees seem to diVer-
entiate between the source, or direction, of interference, and the two types of interfer-
ence appear to have diVerent antecedents. The results of the analysis partially
support the pattern of relationships expected: work-related antecedents tend to asso-
ciate with more work-related interference than nonwork interference. Nonwork-
related antecedents tend to relate to more family interference with work than work
interference with family, although the diVerences were not always statistically signiW-
cant. However, of all of the antecedents, job stress, family stress, and family conXict
have among the strongest associations with both WIF and FIW, suggesting that
while there is diVerentiation, some work and family factors can have simultaneously
disruptive eVects on employees’ work and family lives.
Surprisingly, the two demographic variables, sex and income, which have often
been proposed in the literature as antecedents of WIF and FIW, had relatively low
relationships to WIF and FIW. For example, sex, which has been proposed as an
antecedent in dozens of studies, had a near zero relationship to WIF and a weak, pos-
itive relationship to FIW. Contrary to hypotheses in many studies, the present analy-
sis suggests that overall men and women have similar levels of WIF and FIW. This
Wnding coincides with other research that has reported no sex diVerence in the experi-
ence or perception of occupational stress (Martocchio & O’Leary, 1989). The only
individual variable considered in the analysis, coping style and skills, seemed to oVer
some beneWt to employees. Those with better time management skills or a better cop-
ing style tended to have less WIF and FIW.
While demographic variables tended to be weak predictors of WIF and FIW, they
did tend to have indirect eVects on WIF and FIW. The percentage of women or par-
ents in the sample explained between-study variance in more relationships than
would be expected by chance. This coincides with recent theory that supports the use
of social categories as moderators in the work–family literature (VoydanoV, 2002). In
general, being male appears to exacerbate any negative eVects of family domain ante-
cedents, such as family stress, family conXict, number of children, and marital status,
related to work–family conXict. Paradoxically, females tend to enjoy greater protec-
tive beneWts from those antecedents, such as Xexible work schedules, and, to some
extent, supportive families, that lessen the experience of interference. While not as
consistently as the percentage of females in the sample, the percentage of parents in
the sample also explained some diVerences in results across studies. For employees
with children as compared to those without children, having more job stress, being
single, and being is related to more work–family conXict.
Overall, the results provide partial support for the hypotheses of the study. In view
of that, some exceptions and other surprising results deserve note. First, for WIF and
K. Byron / Journal of Vocational Behavior 67 (2005) 169–198 191
FIW, only one antecedent each was as correlated with WIF and FIW as they were
with each other. While the diVerential eVects of antecedents provides support for dis-
criminating between the two constructs, the strong positive relationship between
them deserves further study. Perhaps the perception of interference between domains
can be explained by a common third variable, such as being high in negative aVect or
having expectations of separate domains. Second, contrary to expectations, nonwork
domain variables did not have a consistently stronger relationship to FIW than to
WIF. Nonwork domain variables that have been referred to as family demands (i.e.,
number of children, age of youngest child, marital status, and spousal employment)
were nearly as related to FIW as to WIF. Perhaps this speaks to the asymmetric per-
meability of domains, such that family demands cause family life to interfere with
work and for work to interfere with the relatively greater family demands. Lastly,
family involvement had a near-zero correlation with FIW (and WIF), rather than
being positively related to FIW as expected. Employees who had higher family
involvement experience the same amount of FIW (and WIF) as those who were less
involved with their families.
Several theoretical models can glean support from these Wndings. Overall, the
results provide support for conXict theory (Greenhaus & Beutell, 1985). They high-
light the potential incompatibility of work and family roles and ensuing conXict from
having multiple roles, at least for some people. For example, the present analysis
found that employees who experience more stress on the job are more likely to expe-
rience interference from their work into their family lives. Likewise, employees who
experience stress at home are more likely to experience interference from their family
lives into their work day.
Furthermore, the results suggest that both spillover and congruence are apparent
linking mechanisms between the work and family domains (Edwards & Rothbard,
2000). Spillover as a linking mechanism occurs when stress or strain from one
domain surface in another domain. Congruence as a linking mechanism between
work and family domains occurs when a third variable links the domains of work
and family domains by having a congruent eVect on both (Edwards & Rothbard,
2000). Support for spillover as a linking mechanism can be seen in the positive rela-
tionship between job stress and WIF and between family stress and conXict and FIW.
Stress from one domain is interfering with the other domain. While the results sug-
gest that negative spillover can occur from one domain to another, the results also
support the notion that positive spillover can occur. For example, employees who are
employed in more supportive workplaces or who have more supportive families tend
to experience less work–family conXict. Support for congruence as a linking mecha-
nism is found in the similar relationship employees’ coping style and skills to both
WIF and FIW. Employees who have better time management skills and coping
behaviors experience less WIF and FIW.
The results of the meta-analysis provide some support for the rational view, which
predicts that the more time one spends in a role, or the more one specializes or is
192 K. Byron / Journal of Vocational Behavior 67 (2005) 169–198
involved in a role, the more he or she will perceive interference in the secondary role
from the participation in the primary role (Pleck, 1977). Consistent with this view, the
number of hours spent on work was more positively related to WIF than to FIW,
and the number of hours spent on nonwork was more positively related to FIW than
to WIF. Similarly, employees with higher job involvement had more WIF than FIW.
However, inconsistent with the predictions of this view, employees with more family
or nonwork involvement did not tend to have more WIF or FIW.
Alternatively, the results do oVer some support for the sex-role hypothesis, which
proposes that sex or sex roles moderate the relationship between role involvement
and psychological distress (VoydanoV, 2002). As mentioned above, the present analy-
sis found an inconsistent relationship between role involvement in a given role and
WIF and FIW, which is surprising given the frequency with which these relationships
have been explored in the literature. Employee’s sex does seem to moderate the rela-
tionship between job and family involvement and WIF and FIW. For three out of the
four eVect sizes, having more females in the sample related to the strength of the rela-
tionship between role involvement and work–family interference. Namely, job
involvement seems to relate more positively to WIF and FIW for men than for
women. In addition, when more of a study’s participants were parents, there was a
greater sex diVerence in the experience of WIF and FIW, such that mothers experi-
ence more WIF and FIW than fathers. When there were fewer parents in the sample,
men tended to experience more WIF and FIW. Perhaps because women tended to
take on greater responsibilities for childcare, mothers experience more distress from
the greater workload but only when they are also highly involved in their work.
In summary, the results provide support for multiple theoretical models. This sug-
gests that no single model can fully explain how employees experience the intersec-
tion between their work and nonwork domains. Future theorizing should work
toward creating an integrative model that more fully explains the complexity sug-
gested by the results presented here.
The present study also oVers some suggestions for future research. First, the
continued use of bidirectional measures is supported. The present results provide
support for the discriminant validity of these constructs. Second, the relative
importance of these antecedents may guide future research aimed at better under-
standing the causes and prevention of work–family conXict. Factors such as job
stress and family conXict, which were strong predictors of both WIF and FIW, are
important topics for future research. Lastly, diVerences in the composition of the
study sample (i.e., percentage of females and percentage of parents) and the lack
of homogeneity in many of the analyses suggest that researchers should be
thoughtful about choosing their sample. In cumulating these studies, diVerences
between sampling strategies became apparent. For example, some studies only
considered parents (e.g., Duxbury, Higgins, & Lee, 1994), some only included mar-
ried participants (e.g., Beutell & Witting-Berman, 1999), and some did not employ
restrictions (e.g., Aryee, Fields, & Luk, 1999). Future research should further
K. Byron / Journal of Vocational Behavior 67 (2005) 169–198 193
limitations is that meta-analysis cannot partial out the eVects of other variables on
the relationships considered. For example, spousal employment relate more strongly
to WIF and FIW when the presence of young children in the home is simultaneously
considered. In addition, some of the eVect sizes were cumulated from a small number
of studies. Field (2001) warned that “estimates and signiWcance tests from meta-ana-
lytic studies containing less than 30 samples should be interpreted very cautiously”
(p. 179). However, the two estimates of eVect size stability generally provide support
for the relative stability of the eVect sizes. As with all meta-analyses, more stable and
accurate estimates may be obtained with the addition of more primary research.
Lastly, as mentioned previously, the eVect size estimates have signiWcant between-
study variation. The present analyses suggest that sample composition is one source
of between-study variation, and future research should seek to identify other sources
of variation between studies of work–family interference.
This study provides support for the bidirectional nature of work–family conXict,
and it suggests that researchers should employ measures that distinguish between
WIF and FIW. Furthermore, it supports the notion that WIF and FIW have
unique antecedents, and therefore, may require diVerent interventions or solutions
to prevent or reduce their experience. Lastly, the analysis suggests that demo-
graphic variables, such as sex and marital status, are alone poor predictors of
work–family conXict. Researchers are advised to examine more Wnely-grained
variables that may more fully capture employees’ likelihood of experiencing work–
family conXict.
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