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Figure 3b illustrates the negative interaction between work flexibility and hindrance stress on work-family conflict.
Figure 3a shows the positive interaction between work flexibility and challenge stress on work-family conflict.
When individuals experience high challenge stress, the relation between work flexibility and work-family conflict is more negative than when individuals perceive low challenge stress.
This, again, supports Hypothesis 4, which predicted that hindrance stress would reduce the negative relationship between work flexibility and work-family conflict.
In addition, the interactions between work flexibility and hindrance stress on work-family conflict are also significant (β = .07,.07, and.1; p <.05, p <.05, p <.01; ΔR2 = .01,.00, and.00, respectively).
The interactions between work flexibility and challenge stress are shown in Model 4 of each regression, which are significantly and negatively related to work-family conflict (β = −.11, p <.001; β = −.05, p <.05; and β = −.06; p <.05; ΔR2 = .01,.00, and.00, respectively).
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In recognition of hard work, flexibility and reliability", the certificate states.
This current research investigates the relationship between employees' perceived work-family practices (including two dimensional configurations of "employee and family care" and "work flexibility") and employee work-family conflict.
The moderating effect of challenge stress on "work flexibility" and work family conflict.
The moderating effect of hindrance stress on "work flexibility" and work-family conflict.
"Some of the challenges that come with flexibility are managing those boundaries between work and home and being able to say 'actually I am not working now'," she said.
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