Kelly EL, Kossek EE, Hammer LB, Durham M, Bray JW, Chermack K, Murphy LA, Kaskubar D. Getting There from Here: Research on the Effects of Work-Family Initiatives on Work-Family Conflict and Business Outcomes. Acad Manag Ann. 2008;2 :305-349.Abstract
Many employing organizations have adopted work-family policies, programs, and benefits. Yet managers in employing organizations simply do not know what organizational initiatives actually reduce work-family conflict and how these changes are likely to impact employees and the organization. We examine scholarship that addresses two broad questions: first, do work-family initiatives reduce employees' work-family conflict and/or improve work-family enrichment? Second, does reduced work-family conflict improve employees' work outcomes and, especially, business outcomes at the organizational level? We review over 150 peer-reviewed studies from a number of disciplines in order to summarize this rich literature and identify promising avenues for research and conceptualization. We propose a research agenda based on four primary conclusions: the need for more multi-level research, the necessity of an interdisciplinary approach, the benefits of longitudinal studies that employ quasi-experimental or experimental designs and the challenges of translating research into practice in effective ways.
Moen P, Kelly EL, Huang Q. Work, family and life-course fit: Does control over work time matter?. J Vocat Behav [Internet]. 2008;73 (3) :414-425. Publisher's VersionAbstract

This study moves from "work-family" to a multi-dimensional "life-course fit" construct (employees' cognitive assessments of resources, resource deficits, and resource demands), using a combined work-family, demands-control and ecology of the life course framing. It examined (1) impacts of job and home ecological systems on fit dimensions, and (2) whether control over work time predicted and mediated life-course fit outcomes. Using cluster analysis of survey data on a sample of 917 white-collar employees from Best Buy headquarters, we identified four job ecologies (corresponding to the job demands-job control model) and five home ecologies (theorizing an analogous home demands-home control model). Job and home ecologies predicted fit dimensions in an additive, not interactive, fashion. Employees' work-time control predicted every life-course fit dimension and partially mediated effects of job ecologies, organizational tenure, and job category.

Hammer LB, Kossek EE, Zimmerman KL, Daniels R. Clarifying the Construct of Family-Supportive Supervisory Behaviors (FSSB): A Multilevel Perspective. In: Exploring the Work and Non-Work Interface. Vol. 6. Emerald Group Publishing Limited ; 2007. pp. 165-204. Publisher's VersionAbstract

The goal of this chapter is to present new ways of conceptualizing family-supportive supervisor behaviors (FSSB), and to present a multilevel model reviewing variables that are linked to this construct. We begin the chapter with an overview of the U.S. labor market's rising work–family demands, followed by our multilevel conceptual model of the pathways between FSSB and health, safety, work, and family outcomes for employees. A detailed discussion of the critical role of FSSB is then provided, followed by a discussion of the outcome relationships for employees. We then present our work on the conceptual development of FSSB, drawing from the literature and from focus group data. We end the chapter with a discussion of the practical implications related to our model and conceptual development of FSSB, as well as a discussion of implications for future research.

Kelly EL, Moen P. Rethinking the ClockWork of Work: Why Schedule Control May Pay Off at Work and at Home. Advances in Developing Human Resources [Internet]. 2007;9 (4) :487-506. Publisher's VersionAbstract

The problem and the solution. Many employees face work—life conflicts and time deficits that negatively affect their health, well-being, effectiveness on the job, and organizational commitment. Many organizations have adopted flexible work arrangements but not all of them increase schedule control, that is, employees' control over when, where, and how much they work. This article describes some limitations of flexible work policies, proposes a conceptual model of how schedule control impacts work—life conflicts, and describes specific ways to increase employees' schedule control, including best practices for implementing common flexible work policies and Best Buy's innovative approach to creating a culture of schedule control.