Work-Family Friendly Policy Relationships in Married Employees: The Moderating Role of Work Centrality and Career Consequence

Organisations invest in work-family friendly policies with the expectation the use of these policies will guarantee the effective management of the pressures from the work and family domains. However, empirical results aimed at confirming this belief have been disappointing hence, the call to determine the effects of supportive organisational culture, and personality disposition in the work-family friendly arrangement. The current study extends past studies by testing the joint effects of these additional variables and obtained results confirm that availability of work-family friendly policy has the potential to reduce the perception of family-work conflict. The interaction of career consequence and availability of work-family friendly policy resulted in a significant decrease in the level of family-work conflict when the former is low. The availability of work-family friendly policy and favourable organisational culture form necessary, and sufficient conditions for effectively managing family-work conflict. Consequently, the study findings provide an inference that organisations are encouraged to ensure not only the availability of work-family friendly policies, but also to create favourable environments for their use