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Abstract

Little is known about the effectiveness of family-friendly policies (FFPs) in reducing interrole conflicts involving work and family. The present study examined the influence of FFPs, work-family culture, and family characteristics on salient job outcomes, and multiple dimensions of work-family conflict (WFC) and family-work conflict (FWC). Results from a survey of 564 workers, indicate that FFPs exert minimal effects on felt conflict, and that a positive work-family culture and family support may be more instrumental in helping employees balance work and home roles. Findings also suggest that sources of conflict varied among workers, as did the mechanisms used to address WFC and FWC. This study underscores the importance of examining WFC as a multi-dimensional phenomenon affecting employees in a variety of family structures, as well as considering the impact of FFPs in conjunction with work-family culture. Copyright © 2007 John Wiley & Sons, Ltd.