This article examines current work-family practice and scholarship in light of recent demographic shifts that make employees without children under age 18 the predominant group in the workforce. One consequence of this change is work-family backlash, a controversy over the fundamental issue of what is fair. Organizational justice theory helps illuminate the deep assumptions that underlie both corporate work-life policies and employees' perceptions of their fairness, as data from a qualitative study of work-life issues show. Organizational justice theory can also make a significant contribution to work-family research.
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