Work‐family conflict and work‐family synergy for generation X, baby boomers, and matures

Purpose This paper aims to explore generational effects on work‐family conflict and synergy Design/methodology/approach The design is cross‐sectional and investigates large US national probability samples. Multiple regressions and ANOVAs were used in the analyses. Findings Generational differences in work‐family conflict and synergy were found. Mental health and job pressure were the strongest predictors of work‐family conflict for each group. Matures were significantly more satisfied than baby boomers and generation Xers. Research limitations/implications All measures were self‐reports collected at one point in time. Thus, common method variance may be an issue and causal inferences cannot be made. Life stage and family stage differed for the generational groups and this should be explored in subsequent research. Practical implications Managers and human resource professionals need to consider generational differences in work‐family program design and monitor patterns of program usage for each group. Generation X members are particularly concerned about work/life balance. Originality/value This is the first paper to investigate generational issues affecting work‐family conflict and synergy. The findings are particularly relevant to managers and human resource professionals.