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Work–family conflict is the term traditionally used to refer to a specific type of interrole conflict, between expectations and demands associated with the role of worker (employee, supervisor, self‐employed) and the role of family member (parent, spouse, child). In order to include broader nonwork responsibilities and nontraditional families, the term work–life conflict has been proposed as a more inclusive term. According to the dominant theory in the field, role theory ( Kahn et al., 1964 ), conflicting expectations associated with different roles have detrimental effects for wellbeing. The reasoning is that both work and family claim time and energy. Work is an important source of income, financial security, and status. The family functions as a nucleus, where two partners find intimacy, support, and raise children. To make a choice between work and family is very difficult. Work and family are not independent ( Kanter, 1977 ). As a consequence, conflicts may arise. Another influential theory is spillover theory ( Piotrkowski, 1979 ; Staines, 1980 ; Zedeck and Mosier, 1990 ). This theory assumes that time, tasks, attitudes, emotions, strain, and behavior spill over from one domain to the other ( Greenhaus and Beutell, 1985 ). Contrary to role theory, spillover theory claims that work and family do not necessary have to conflict. They can influence each other in positive or ... log in or subscribe to read full text