The present study explored the bidirectional and reciprocal nature of work-family guilt by testing a non-recursive model that treats work-family guilt as the mediator connecting the work-family interface. The sample was composed of 627 Chinese employees. The findings confirmed the reciprocal nature of work-family guilt (work-to-family and family-to-work guilt), which indicated that employees would not only have one form of guilt in the work-family interface. In addition, the findings revealed that time spent on work/family domains is indirectly related to work-family guilt via the increased work-family conflict and that there was a positive relationship between work-to-family guilt and work performance. As the first study investigating the bidirectional nature of work-family guilt, this study has refined and enriched our understanding of work-family guilt as well as contributed to future work-family interface, emotion, and performance studies.

A lack of resistance resources in the family, such as a lack of sibling support, might cause the family to be more prone to family crises; however, little if anything is known about whether being the only child will influence the experience of work–family conflict (a family crisis). Using an online questionnaire sample of 622 Chinese employees, we investigated the influence of only child status on work–family conflict and further explored the moderating effect of only child status on the relationship between work–family conflict and its performance outcomes. Analyses revealed that being the only child would spend less time on family responsibilities, thereby decreasing the level of family-to-work conflict; in addition, being the only child would ease the negative impact of work-to-family conflict on family performance. The recommendations for future studies, implications of this study, and the need for further research on only child’s work–family conflict experience are discussed.

This qualitative study aimed to explore the work-family conflict phenomenon in China, to extend our understanding of such a phenomenon experienced under a different cultural background outside of the West, and to help suggest the Chinese culturally specific variables related to the work-family conflict in China for future research. A purposive sample of 16 Chinese employees was interviewed. Using Creswell’s (2013) Phenomenological method, four themes and 17 sub-themes emerged through 269 significant statements. The participants described the work-family conflict as only a life experience or no more than a minor problem in life that has influenced their coping strategy (e.g., avoidance coping). It appeared that Chinese culture is akin to a double-edged sword that simultaneously eases and exacerbates work-family conflict (e.g., a greater level of family support came with more family obligation). After comparing the results with the previous Western findings, differences in the experience of work-family conflict were identified. Relevant factors related to the experience of work-family conflict were suggested, providing directions for future work-family conflict studies.