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Work–family conflict (WFC) is “a form of interrole conflict in which the role pressures from the work and family domains are mutually incompatible in some respect. That is, participation in the work role is made more difficult by virtue of participation in the family role” (Greenhaus & Beutell, 1985, p. 77). Accordingly, the conflict takes place at the work-life interface. Thus, conflict between work and family

Work-to-Family Spillover
, conflict between work and family is bi-directional. Most researchers make the directional distinction between what is termed work-family conflict, and what is termed family–work conflict. interpersonal conflict at work, extensive travel, career transitions, unsupportive supervisor or. Although these two forms of conflict–work interference with family (WIF) and family interference with work (FIW) are strongly correlated with each other, more attention has been directed at WIF more than FIW. This may because work demands are easier to quantify; that is, the boundaries and responsibilities of the family role is more elastic than the boundaries and responsibilities of the work role. Also, research has found that work roles are more likely to interfere with family roles than family roles are likely to interfere with work roles. This is largely attributed to the idea of what Arlie Russel Hochschild termed "the ideal worker".





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Work-family positive spillover.

Workaholism

can lead to adverse effects on one’s relationship with his or her partner. Workaholism is “an individual difference characteristic referring to self-imposed demands, compulsive overworking, an inability to regulate work habits, and an overindulgence in work to the exclusion of most other life activities (Robinson, 1997).” Workaholism can affect a person’s private life because it includes exclusion of other activities including spending time with spouses which is significant to any healthy, happy relationship. When there is a strain on a relationship due to a partner’s workaholism, both partners can become stressed and less supportive of one another resulting in negative behavior.Individuals, who work a lot to the point of interference with the rest of his or her life, tend to perceive their family as having less of a strong communication background. These individuals also perceive their families as having family roles that are not as clearly defined as they would like them to be. Workaholism isn’t the only dynamic that can be a factor in work–family conflicts. Family alone demands enough from an individual, but in this new millennium where more than one individual or spouse is working to support a family, the demands of upholding family life and maintaining a career or job are immense.



Organizational Intervention
Policy

work from home,. Family-work conflict can also be diminished by establishing workplace family-friendly policies. Some of these policies include maternity, paternity, parental, and sick leaves, providing child care options either on-site child care center at the business, references to close child care centers, or supplemented child care incomes for the families placing their children in a child care center, and health care insurance. To allow these policies to work you need to make sure that your employed managers and supervisors are supportive and allowing for employees to use the policies.

Telecommuting and Other Technologies

. Cell phones, Wireless internet, finger tips of working individuals. "Technology has provided a bit of an upper hand, allowing them unprecedented control and creativity in maneuvering the tenuous balance between work and family" (Temple 2009).

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