S.

Title Author Year Variables Hypothesis Statistical Findings Conclusion

no Techniqu
e
1 A study of Cristian 2011 Work-Family H1.Job stress will fully Structural H1.0.14(t=1 Results revealed that
Work-family Chelariu Conflict, mediate the relationship equation .43; WFC is strongly related
Conflict , & Rodney Family-Work b/w WFC & FWC modeling p < 0.10) to job stress while
Family- Stump conflict, job relative to turnover &0.07(t=0.0 FWC is not & job s
Work stress, self intentions. 5) tress fully mediates
conflict & efficacy, H2.Self efficacy will H2.0.29 the effect of WFC on
the turnover moderate the positive (t=2.94);p<0 turnover intention.
contingent intentions relationship b/w work .01 Self efficacy as a
effect of self family conflict & job H3.0.33(t=2 moderator heightened the
efficacy of stress. .40;p<0.01) positive effect of
retail sales H3. Self efficacy will WFC on job stress
people in a moderate the positive but attenuated
transitional relationship b/w family the effect of FWC
economy work conflict and job
stress.
2 Work-family Cándido 2015 Professional H1a. Work-family Structural H1.(Beta - soldiers that suffered high
conflict, self- Rubioa, self-efficacy, conflict will positively Equation .16,t- stress caused by
efficacy, and Amparo Work-family predict emotional Modeling 2.48,p=.013 work-family conflict have
emotional Oscaa,, conflict, exhaustion (SEM) with ) shown higher emotional
exhaustion: Patricia Emotional H1b. Professional self- several path H2.(beta - exhaustion,
A test of Recioa, exhaustion efficacy at will analyses on .12,t-2.00, The influence of
longitudinal Begona˜ negatively predict the p=.04) professional self-efficacy
H2b.(beta- on emotional exhaustion,
effects Urienb, emotional exhaustion observable
.16,t-.261 in line with the Social
José María H2a. Emotional variables by
,p-.009) Cognitive Theory
Peiróc exhaustion will means of an (Bandura, 1997),
positively predict work- AMOS 21 has been partially proven.
family conflict. programme
H2b. Emotional
Exhaustion will
negatively predict
professional self-
efficacy

3 Work- Ng Swee 2015 Work-Family H1: There is a positive (SEM) H1&H2. supervisor and co-worker
Family Fung, Enrichment, relationship between Descriptive (Beta=0.403, supportare important
Enrichment: Aminah Job supervisor support and statistics, p<.001) antecedents of job
Its Mediating Ahmad Satisfaction, job satisfaction comprising (beta=0.312,p satisfaction. Work-family
<0.01)
Role in the and Organization H2: There is a positive means, enrichment mediates the
H3 & H4.
Relationship Zoharah al Support, relationship between standard relationships between
(beta=0.321,p
s Between Omar Workplace co-worker support and deviations <0.001) these
Workplace Social job satisfaction. and &(beta support factors and
Support Support, H3: There is a positive correlations =0.317,p<0.0 job satisfaction.
Factors and Supervisor relationship between between 01)
Teachers’ Support supervisor support and variables,
Job work-family were
Satisfaction enrichment. calculated.
H4.There is a positive
relationship between
co-worker support and
work-family
enrichment
4 Barbara L 2009 WFC . H1.Work family Correlation H1. The result of the analyses
Work-family Taylor , ,Workplace conflict is related to the analysis. R2= confirmed the hypothesis
Conflct/ Robert G support perception of the descriptive .12(p<.01) that individuals who
Facilitation Delcampo ,Supervisory psychological contract ,regression and .06 experience lower WF
& the role of & Donna support, job fairness specifically analysis & (p<.01) Conflict & higher WF
workplace Maria characteristic individuals who report hypothesis Facilitation
supports for Blancero ,work low conflict will testing from their work roles
US climate for perceive the will perceive
Hispanics family psychological contract their psychological
professionals ,formal work to be fair. contract to be fair.
. family H2.Formal work family
policies policies are positively
related to WF
Facilitation &
negatively related to
WF conflict.
H2b.The climate for
family at work is
positively related to
work family facilitation
& negatively related to
WF conflict.
H3.WFC will mediate
the relationship b/w the
climate for family at
work & psychological
contract fairness.
5 The impact 2009 Work life H1.There is negative Correlation H1 & H2. Study provides evidence
of work life M.sabra conflict, job relationship between and (r= -.159 , p that support the concept
conflict on Nadeem,D satisfaction, job satisfaction and Regression <.05) & ( r= of work life conflict
job r Qaiser stress work work to family analysis -.382,p< advocates
satisfaction Abbas load, interference .01) that it is not just a western
of employees job H2.There is negative phenomenon, it is also
in Pakistan ambiguity relationship between H3. pertinent in an eastern
job satisfaction and (r= -.382 ,p< setting such as Pakistan.
family to work .01)
interference. H4.
H3.There is negative (r= -.323
relationship between ,p<.01)
workload and job
satisfaction.
H4.There is positive
relationship between
job autonomy and job
satisfaction.

6 Combined Seemab 2014 Work family H1: WFC is Correlation H1.

effect of Chaman conflict, significantly & analysis Beta value This study shows that if
Work Family Turnover positively related to Regression as .773 with there is environment of
Conflict & intention, turnover intention. Analysis p<.001 & t support and cooperation
Perceived Perceived H2a: POS significantly as 2.475 then this competition can
Organization Organization moderates the H2a. be winning by balancing
al Support on support relationship b/w WFC (beta = - work and life matters.
Teachers & turnover intention. .126, R² = This is the reason of why
turnover H2b: Perceived .572, turnover intention is
intention. Supervisor Support ¨R²=.006, withdrawing among
significantly moderates t=- 5.745, teachers. This supportive
the relationship b/w p>.10) environment encourages
WFC and turnover H2b. employees to discuss their
intention. (beta = .327, job related problems and
H2c: Perceived R² = .593, acquire both emotional
Coworker Support ¨R²=.031, and instrumental support
significantly moderates t=2.745, p from organization,
the relationship b/w supervisor and coworkers.
WFC & turnover
intention
7 The impact Sait 2012 Work family H 1: Perceived regression POS (r = when all variables are
of perceived Gurbuz, conflict, organizational support analyses, .36, p < .01; included in the structural
organization Omer family work is negatively related to Means, r = .22, p < model, role overload is
al support on Turunc, conflict ,Role WFC. standard .01, positively related to FWC.
work–family Mazlum overload, H2: Perceived deviations Significant Also, while POS is
conflict: Celik Perceived organizational support and correlation negatively related to role
Does role organizationa is negatively related to correlations between role overload in regression
overload l support FWC. overload analysis, it is not
have a H3: Role overload is and POS (r significantly related to
mediating positively related to = .21, p < role overload in the
role? work to family conflict .01). structural model. One
WFC. H 4: Role POS possible reason for this is
overload is positively predicted that the effects of all
related to family to role variables were tested
work conflict FWC overload (β simultaneously in SEM
H5: (POS) is = –.21, p < and this might influence
negatively related to .01). the relationships among
role overload. second step, variables. Another
H6: Role overload the results possible reason might be
mediates the indicated indicative of convergence
relationship between that POS problems for the SEM.
perceived predicted
organizational support both WFC
(POS) and work to and FWC (β
family conflict (WFC). = –.35, p <
H 7: Role overload .01; β = –
mediates the .22, p < .01,
relationship between
POS and family to
work conflict FWC.
8 Work- Aminah 2010 Work-family H1: There is a Descriptive Correlation Work-family conflict
Family Ahmad conflict, role significant relationship statistics, analysis partially mediated the
Conflict overload, between role overload Correlation results effects of role overload on
among emotional and emotional coefficients, revealed that emotional exhaustion.
Junior exhaustion, exhaustion. H2: There regression there were Junior physicians who
Physicians: is a significant analyses significant experience role overload
Its Mediating relationship between correlations seem to be more
Role in the role overload and work- between role emotionally drained and
Relationship family conflict. overload seem to experience greater
 between H3: There is a and conflict between work and
Role significant relationship emotional family roles.
Overload and between work family exhaustion
Emotional conflict and emotional (r = 0.56,
Exhaustion exhaustion p<0.001)and
H4: Work-family b/w WFC
conflict mediates the & emotional
relationship between exhaustion
role overload and (r = 0.55,
emotional exhaustion. p<0.001)
results
support H1,
H2 and H3.
9 Employees' Hailin Qu 2011 Life H1. Individuals with Hierarchical WIF (β=.20, The analysis of whether
work–family , Xinyuan satisfaction, high levels of life regression p=.22) are individuals' overall life
conflict (Roy) Job satisfaction are more analysis, insignificant well-being (i.e., life
moderating Zhao satisfaction, likely to feel satisfied Descriptive , coefficient satisfaction) positively or
life and job Work–family with their job than statistics at low levels negatively influences job
satisfaction conflict those with low levels of (β=.36, satisfaction under
life satisfaction. p=.05) is different levels of work–
H2a. Under the high significant. family conflict yields
WIF condition, life Results significant conclusions
satisfaction negatively support H2b in the hospitality industry.
relates to job not H2a. Not only does employees'
satisfaction.H2b. Under (β=.12, life satisfaction
the low WIF condition, p=.40) is create significantly
life satisfaction Not positive spillover effects
positively relates to job significant, on job satisfaction, but
satisfaction. whereas the such effects could vary
H3a. Under the high coefficient depending on the high or
FIW condition, life at low levels low degrees of
satisfaction negatively is (WIF) and (FIW)
relates to job significantly interferences.
satisfaction. positive
H3b. Under the low (β=.40,
FIW condition, life p=.01).findi
satisfaction positively ngs support
relates to job H3b H3a
satisfaction.
S. Title Author Year Variables Hypothesis Statistical Findings Conclusion
no Techniqu
e

10 Valuing Mark D. 2010 Family H1: Materialism will be Means, H1.(p , Study to explore the idea
money more Promislo1 interference positively related to standard <.001), that the values people hold
than people: *, John R. with work, FIW.H2: Materialism deviations, H2. in life are associated with
The effects Deckop1, Work will be positively and (p <05), effects on the work–
of Robert A. interference related to work correlations. H3.-.17 (t=- family interface.
materialism Giacalone with family overload. 0:79; materialism might
on work– 1 Work H3: FIW will moderate p >.10); and be a particularly useful
family and Carole overload the effect of the effect at predictor of work–family
conflict L. Work materialism on work low FIW conflict because it relates
Jurkiewicz Materialism overload, such that the was .41 (t = directly to
effect of materialism on 2.41; p Personal aspirations. The
work overload will be <.01) results of the study
greater at lower levels H4.WIF (p generally provided strong
of family interference <.05). support for hypotheses.
with work .H4: H5.(p<.001)
Materialism will be H6a. -
positively related to .11(t=-
WIF. 0.97;p>.10
H5: Work overload & at low
will be positively FIW was .21
related to WIF.H 6a: (t=2.16;p<.0
FIW will moderate the 5).
effect of materialism on
WIF, such that the H6b.p<.05(p
effect of =.02) to
Materialism on WIF p=.25
will be greater at lower insignificant
levels of FIW.H6b: .
Work overload will
mediate the relationship
between the interaction
of materialism and FIW
with WIF.
11 Work–family Ulla 2003 Work–family H1.WFC will be Standard WIF was Findings suggest that
conflict and Kinnunen, conflicts; Job strongly related to well deviation reported individuals cannot leave
its relations Ad exhaustion; being indicators. regression more than their dispositions behind
to well- Vermulst, Depression; H2.WIF analysis FIW[t(289) when they work or they
being: Jan Marital Would have the =17.12, P fulfill their duties at home.
the role of Gerrisb, satisfaction, strongest relationship to <0.001], as Therefore, purely
personality Anne Ma¨ personality well-being in the was situational approaches to
as a kikangas domain of work (job Expected. work–family issues are
moderating burnout.H3.Personality two types of not recommended. We
factor characteristics would conflict need to continue studying
moderate the correlated the effects of dispositional
relationships b/w the moderately factors, situational factors
work–family conflict with each and their interactions,
and well-being. other instead of concentrating
(r=0.25). on only one or the
Other type of variable.
S. Title Author Year Variables Hypothesis Statistical Findings Conclusion
no Techniqu
e

12 Relationship Tomoko 2010 Work family Hypothesis. There will The By using an Our findings underscore
between TAKEUC conflict, be .significant analyses ANOVA, the importance of taking
work–family HI and Sense of relationship between were carried Which organizational steps to
conflict and Yoshihiko Coherence the work-to-family out by using showed that create work environments
a sense of YAMAZA conflict and SOC SPSS 16.0 J the That contributes to an
coherence KI interaction enhanced SOC in order to
among terms of reduce the WFC among
Japanese WFC nurses.
registered & SOC
nursesjjns_1 significantly
54 158..168 influenced
depression
(F = 2.084,
P < 0.05)
and that a
SOC had a
Buffering
effect.
13 Work/Family Michael P. 2004 Work/Family H 1: WFI and FWI will Descriptive Time1(n=69 In conclusion, the present
Conflict, O’Driscoll Conflict, be positively correlated statistics and 0) research based on a
Psychologica , Psychologica with psychological correlations WFC. longitudinal design
l Well- Paula l strain and physical Longitudina SD=1.65 & involving
Being, Brough, Well-Being, health symptoms, and l regressions alpha = .91 respondents from 25 New
Satisfaction Thomas J. Satisfaction negatively correlated FWI. Zealand organizations
and Social Kalliath and with job satisfaction SD=1.35 & found that perceptions
Support: A Social and family satisfaction. alpha =.87 of interference between
Longitudinal Support H2: Across time, FWI work and family life were
Study will display stronger associated with
in New relationships with dissatisfaction with the
Zealand psychological job and family life and
strain, physical health reduced feelings of
symptoms, and job and wellbeing,
family satisfaction, as reflected by increased
than will WFI. psychological and
H3: Social support physical strain.
from work colleagues
will moderate the
relationship
between WFI and the
criterion variables
(psychological strain,
physical health
symptoms, job
satisfaction, and family
satisfaction).
H4: Social support
from family members
will moderate the
relationship
between FWI and the
criterion variables
(psychological strain,
physical health
symptoms, job
satisfaction, and family
satisfaction).
S. Title Author Year Variables Hypothesis Statistical Findings Conclusion
no Technique
14 An empirical Osman M. 2007 Work–family H1. W–FCON is Correlation gender has By investigating the
study of the Karatepe, conflict; positively related to analysis positive aforementioned
selected Lulu Family–work frontline employees’ correlations relationships, the
consequence Baddar conflict; Job JSTRESS.H2. F– with F– findings of the present
s of frontline stress; WCON is positively WCON (r = study are posited to shed
employees’ Satisfaction; related to frontline 0.18), LSAT lights on the theoretical
work–family Turnover employees’JSTRESS. (r =0.16), and practical issues
conflict and intentions; H3. W–FCON is and associated with the
family–work negatively related to TURNINT effective management of
conflict frontline employees’ (r =0.18). frontline employees in the
FSAT. H4. F–WCON These hotel industry.
is negatively related to positive
frontline employees’ correlations
FSATLSAT.H5. F– indicate that
WCON is negatively female
related to frontline employees
employees’ report
LSAT.H6. JSTRESS is higher levels
negatively related to of F–
frontline employees’ WCON,
LSAT.H7. FSAT is Increased
positively related to LSAT, and
frontline employees’ higher
LSAT.H8. W–FCON is TURNINT.
positively related to
frontline employees’
TURNINT.H9. F–
WCON is positively
related to frontline
employees’TURNINT.
H10. JSTRESS is
positively related to
frontline employees’
TURNINT.H11. LSAT
is negatively related to
frontline employees’
TURNINT.
15