For many young women, the transition from late childhood to early adulthood is a challenging time (Arnett, 2000). It is a time spent exploring different career opportunities and relationships and considering future family aspirations. Thinking about one’s future work and family can evoke many concerns amongst emerging adults, especially female students who plan to pursue demanding careers. This is a global phenomenon and South African female students are no exception (Bagraim & Harrison, 2013). Anticipated work-family conflict (AWFC) has received some attention amongst researchers due to the potential impact AWFC can have on students’ decision making (Barnett, Gareis, James, & Steele, 2003; Coyle, Van Leer, Schroeder, & Fulcher, 2015; Michael, Most, & Cinamon, 2011; Westring & Ryan, 2011). Over the past few decades, there has been a global increase in women entering the workforce (Blau & Kahn, 2007; Goldin, 2014). This has resulted in an increase in dual-earner families as both men and women have become co-breadwinners. Despite a shift in shared work responsibilities, many women still feel that taking care of their family is their primary responsibility (Askari, Liss, Erchull, Staebell, & Axelson, 2010). The added pressure that women experience in balancing both work and family domains highlights the importance of better equipping female students with the necessary resources and support as they transition into early adulthood. Not all students experience the same levels of AWFC (Barnett et al., 2003; Coyle et al., 2015). Identifying the key contributors to students’ AWFC has therefore generated a small body of research, which still requires further development. The limited research on students’ perceptions of the work-family interface includes research on several influencing factors, such as gender (e.g. Weer, Greenhaus, Colakoglu, & Foley, 2006); maternal employment (Barnett et al., 2003; Weer et al., 2006), parental education (O'Shea & Kirrane, 2008), self-efficacy to manage future work-family conflict (Cinamon, 2006) and parental role sharing of childcare and housework (Cinamon, 2006). A common thread across the literature is the influence of parents on their children’s perceptions of work and family. Socialisation into the work-family interface begins from early childhood and continues beyond adolescence, with parents shaping their children’s views of work and family life (Levine & Hoffner, 2006; Wiese & Freund, 2011).

The individual's ability to balance between family and work depends on social support from the individual's environment. Social support has been shown to be an important source for an individual's well-being. The purpose of this study was to study Family-to-Work Conflict (FWC) in Sweden in order to discover: which preferences have participants regarding the sources of social support during the FWC: society, family, work? A questionnaire based on the WAFCS scale was answered by 350 participants between 18-65 years who were living in Sweden, of whom 172 women. Participants reported a low level of FWC, partly explained by their life priorities and social support from the society. Despite this they did not consider society as a primary source of support. Results showed that the family is no longer a single cause for the FWC but accepted by the participants as an important supportive source. During the study gender and age-related differences were also found.

This study examined work-family conflict as a predictor of burnout as well as the moderating role that optimism and pessimism may have had on this relationship. Participants were call centre employees from a financial institution in Cape Town (N = 94). Cross-sectional data was collected via electronic self-report questionnaires. Exploratory factor analysis demonstrated the unidimensionality of work-to-family conflict despite the two-dimensional model that was expected. Bivariate regression analysis showed that work-to-family conflict explained a significant proportion of the variance in both dimensions of burnout – emotional exhaustion and cynicism. Contrary to what was expected, the results of the moderation analyses were not significant. Optimism and pessimism did not moderate the relationship between work-to-family conflict and burnout. The results show that work-to-family conflict negatively affects call centre employees' well-being. The results are discussed and implications for management and suggestions for future research are presented.

Based on the theoretical perspectives of role strain theory and the spillover model, we examined the association between job demands and employed fathers’ involvement of single-income and dual-income families in South Korea (Korea hereafter). In addition, we examined the mediating role of work to family conflict in the above association. Data were collected from 201 employed fathers with at least one preschool child. We conducted multiple group structural equation modeling analysis using employed fathers in single-income family group (n = 100) and dual-income family group (n = 101). The results showed that job demands were negatively associated with fathers’ involvement, and this association was mediated by work to family conflict among Korean fathers in both single- and dual-income family groups. Findings indicate that regardless of wives’ employment status, job demands are related to fathers’ involvement, and this association is mediated by work to family conflict. Consequently, we suggest that alleviating employed fathers’ job demands and work to family conflict are key factors increasing fathers’ involvement. Therefore, researchers, practitioners, and policymakers are required to improve employed fathers’ work environments in order to support their familial well-being. Future research may consider a more representative sample with various sources of data collection.

Based on the theoretical perspectives of role strain theory and the spillover model, we examined the association between job demands and employed fathers’ involvement of single-income and dual-income families in South Korea (Korea hereafter). In addition, we examined the mediating role of work to family conflict in the above association. Data were collected from 201 employed fathers with at least one preschool child. We conducted multiple group structural equation modeling analysis using employed fathers in single-income family group (n = 100) and dual-income family group (n = 101). The results showed that job demands were negatively associated with fathers’ involvement, and this association was mediated by work to family conflict among Korean fathers in both single- and dual-income family groups. Findings indicate that regardless of wives’ employment status, job demands are related to fathers’ involvement, and this association is mediated by work to family conflict. Consequently, we suggest that alleviating employed fathers’ job demands and work to family conflict are key factors increasing fathers’ involvement. Therefore, researchers, practitioners, and policymakers are required to improve employed fathers’ work environments in order to support their familial well-being. Future research may consider a more representative sample with various sources of data collection.

Past research has shown the likelihood of work-to-family conflict in employees' struggle to manage work, family, and personal life, however, work-to-family conflict remained unexamined in employees' job attitudes at different job levels. Previous studies highlighted that employees at higher job level experience greater work-to-family conflict than employees at lower job level. The purpose of the study was to examine the moderating effects of job level (supervisory or managerial and nonsupervisory or nonmanagerial) on the relationships between work-to-family conflict and job attitudes (job satisfaction, work engagement, organizational commitment, and turnover intention). In this quantitative study, the theoretical framework included conflict theory and role enhancement theory. A convenience sampling of 149 working adults, aged 18 years to 65 years) volunteered to participate in an online survey. Participants completed an online survey. Collected data were analyzed using regression analysis. Based on the results, job level of the working adults moderated the relationships between work-to-family conflict and job attitudes, such that the relationship between work-to-family conflict and job attitudes of the working adults was stronger at high job level than at low job level.The findings may contribute to positive social change by providing useful information for human resource and management personnel of organizations in designing job level-specific training programs (e.g., work-life balance practices) and structuring appropriate settings (e.g., alternate work locations) to take control of leading, managing or coordinating projects, tasks or events in their work situations.