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Abstract

Balancing work and family responsibilities have become challenging for majority employees, and it is a known fact now that incompatibility between the two domains have adverse effects on employee health and wellbeing (Kinnunen, Feldt, Geurts, & Pulkkinen, 2006). Work-family conflict affects not only individuals suffering from it, but their families and their employers too. Hence it has become important for organizations to look for mechanisms which help employees in reduction of their work family conflict.
The concept of work-family conflict has received considerable attention because of its impact on various individual outcomes. Various authors have studied the negative consequences for the individual (e.g. loss of sleep and stress), as well as these conflicts having negative outcomes for the organization, such as lower employee satisfaction and performance, increased stress levels and, consequently, higher health-care costs (Carlson, Michele Kacmar & Stepina, 1995).

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