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Advances in Developing Human Resources, Vol. 9, No. 4, 507-526 (2007)
DOI: 10.1177/1523422307305490

Work—Family Facilitation: Expanding Theoretical Understanding Through Qualitative Exploration

E. Jeffrey Hill

Brigham Young University (BYU), jeff_hill{at}byu.edu.

Sarah Allen

University of Guelph

Jenet Jacob

University of Minnesota

Ashley Ferrin Bair

Family, and Human Development program of the School of Family Life at Brigham Young University

Sacha Leah Bikhazi

Family, and Human Development program of the School of Family Life at Brigham Young University

Alisa Van Langeveld

Family, and Human Development program of the School of Family Life at Brigham Young University

Giuseppe Martinengo

Family, and Human Development program of the School of Family Life at Brigham Young University

Taralyn Trost Parker

Family, and Human Development program of the School of Family Life at Brigham Young University

Eric Walker

Family, and Human Development program of the School of Family Life at Brigham Young University

The problem and the solution. Work—family scholarly research is often dominated by a conflict perspective. In this study, employees of a large multinational corporation were asked to describe the positive influences of their work life on their home life and vice versa. Participants most frequently mentioned work place flexibility, financial benefits, and the ability to keep family commitments as important components of work-to-home facilitation. Supportive family relationships, psychological benefits of home, and psychological aspects of work were most frequently identified as important components of family-to-work facilitation. Implications for human resource development professionals are discussed as well as suggestions for future work—family facilitation theory and research.

Key Words: work—family facilitation • work—life facilitation • work—family harmony • workplace flexibility • qualitative research


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