TO HAVE CONTROL OVER THEIR WORK AND

What if all workplaces were designed to change organiza-tional cultures and the structure of work to truly support employees ’ work and family needs and reduce conflicts? How can employers and researchers create initiatives to improve employment settings to prevent work—family conflict and burnout? Despite a burgeoning literature and the prolifera-tion of work—life consultants and policies, work—family research has had relatively limited impact on how work is managed in many companies today. Yet work—family and personal life conflicts and stress are growing management and public health concerns that impact employees, employ-ers, and families across the globe. Work—family conflict (from work to families and from families to work) is an increasingly critical issue in today’s workplace. It has been consistently linked to adverse mental