Work–Family Role Blurring and Work–Family Conflict

Abstract

Using border theory and the job demands resources model, we examine the work antecedents of work–family role blurring and its consequences for work-to-family conflict in a national sample of U.S. workers. Job predictors of role blurring include jobs with more authority, excessive work pressures, schedule control, and decision-making latitude. Role blurring is associated with higher levels of work-to-family conflict, though the strength of this association is contingent on workers’ access and exposure to certain job resources and job demands. Specifically, the association is stronger among workers reporting excessive pressures, and weaker among those with decision-making latitude and some schedule control.