During the past several decades, interest in the topic of work–family
conflict and organizational policies that can alleviate it has flourished
(Kossek et al., 2011). Among those policies, FWA have been the target
of considerable interest. Advancing our understanding of the relationship
between work–family conflict and flexibility has important implications
for both theory and practice. Our results demonstrate that the relationship
between FWA and work–family conflict may be smaller than assumed.
By highlighting what we know and what areas are most in need of further
research, we hope this study serves as a vehicle for stimulating further
investigation into human resource and public policy practices that are
effective in helping employees in managing work and family.