Even though research has been showing that telework, under regular circumstances, could benefit the integration of work and family life, mandatory telework during the COVID-19 lockdown brought additional challenges, with potential to create conflicts between work and family spheres. Using regression analysis, this study examined the contribution of demographic and job-related variables to the prediction of work–family conflict among a sample of 213 workers who were involved in mandatory telework during the first lockdown due to the COVID-19 pandemic. The results revealed that role overload, after-hours work-related technology use, and low job autonomy accounted for the prediction of work–family conflict. Support from the supervisors and coworkers did not have an impact in easing the perception of work–family conflict but presented a moderation effect between after-hours work-related technology use and work–family conflict. Implications of the study for management practices related to telework, limitations of the study, and directions for future research are discussed.

The aim of the present study is to investigate the extent to which perceived organizational support and coworkers’ conflict and work-family conflict play a role in the performance of three types of organizational citizenship behaviors. A cross-sectional design was used comprising a sample of 164 health support workers working in Portuguese elderly care facilities. Using structural equation model findings showed that perceived organizational support is linked with organizational citizenship behaviors, directly and indirectly, via work-family conflict. Furthermore, coworkers’ conflict was also related with organizational citizenship behaviors, directly and indirectly via work-family conflict. The linkage between perceived organizational support and coworkers’ conflict through work-family conflict can offer new insights into how to enhance organizational citizenship behaviors by active management. These findings can help elderly care organizations and their managers to design better workplace conditions where organizational support and coworkers’ conflict can be better managed allowing workers to have more control over work-family conflict and promoting organizational citizenship behaviors.

The widespread use of ICT, namely the use of smartphones, has dramatically altered the way organizations communicate with employees, leading to flexibility in work schedules that frequently encompass extending the workday. In the current workforce there are different generations, and this can affect the way that ICT use for work purposes during off-job time is perceived. In the current study, we examine whether organizational expectations towards after-hours communications for work purposes (off-job e-communication expectations) and perceptions of technology as causing family conflict (technology to family conflict), may be experienced differently by two generations of employees. Moreover, segmentation preference is examined as a moderator of the relationship between off-job e-communication expectations and technology to family conflict. Data from 238 employees that reported to have used, over the last 6 months, their ICT for work purposes during non-work time, from various industries were collected. Findings revealed that segmentation preferences are related to technology to family conflict directly for both groups. It was also found that for the older employee group off-job e-communication expectations are related to technology to family conflict. Implications for organizations are discussed.

Fertility rates have fallen dramatically in Western Europe during the last 50 years. Initially explanations were tied to women taking on work obligations and choosing to reduce their fertility. But this explanation is no longer valid in Western Europe because those countries where women are least likely to work, the Mediterranean countries, are also among the countries with the lowest fertility rates. A more recent explanation rests on the availability of child-care; for example, Sweden and France have universal child-care and fertility rates near replacement. Much of this discussion has focused on socio-political conditions and structural explanations outside of the family, e.g. state policies and programs to support working mothers, as well as institutional models of the family as a breadwinner family or as a non-breadwinner family (cf. McDonald 2000a). Clearly there have been many important changes in this area. But, perhaps, even more important to understanding fertility decisions may be what is happening to interpersonal relationships within the couple. One aspect of this decision which has not been fully explored is an understanding of the perceived justice of the couple situation after the birth of the first child and its impact on the decision for a second child. This research will review the concept of justice, with a focus on justice in the division of child-care, and indicate how it can be used to understand a woman's fertility plans after the birth of the first child.

This qualitative study examines the work, family, and study experiences of Portuguese professional women in two different career stages: early career and mid-career. Using semi-structured interviews with a sample of 22 working mothers enrolled in a master’s degree, this study explores their experiences of combining the roles of mother, worker and student and the role of support for a successful integration of work–family and school. Support from peers was found to be a critical factor for successfully integrating work–family and school responsibilities. Differences in the use of partner and family support were found between early and mid-career women. Lack of or limited support from the workplace was a barrier that emerged in both groups.

Prior research documented a number of factors pertaining to employees or to organisational cultures that can prevent employees from accessing employer-driven work–life policies (WLP). Our study focuses on factors originating in the jobs themselves. We conducted 98 in-depth employee interviews in two multinational companies based in Europe and led feedback sessions with human resources executives. Three mechanisms explained the observed stratification of access to WLP across jobs: (1) the intra-organisational digital divide prevented ‘less digital’ employees from collecting information about WLP on the intranet and thus impaired awareness of the policies; (2) the divide in worksite size prevented employees on smaller worksites from accessing childcare centres, sports or health facilities and (3) the divide in job types restricted access to WLP for specific occupations. The stratification of access to WLP was not strategically driven by human resources; rather the divides were largely unintentional. Our study uncovers inequalities of access originating in the jobs themselves and provides a theoretical integration of the various sets of factors that may promote or hinder employee awareness of WLP. Our findings suggest that organisations should strive to identify these inequalities and to provide ways to cope for these, for instance by offering other forms of support.