We present a systematic review of 48 studies conducted between March 2020 and March 2022 that examined work-life balance (WLB) among those who worked from home. We propose a conceptual framework that organizes the antecedents and outcomes of WLB based on resource loss and gain. Resource loss occurred when employees faced stressors such as perceived work intensity, workspace limitations, technostress, professional isolation, work interdependence, housework intensity, care work intensity, and emotional demands. Resource gain was likely when employees were supported by resources such as work supervisors and family members, received job autonomy, and were personally adaptable. Our findings have resonance for remote work contexts beyond the pandemic by seeking patterns across the literature that examined WLB while working from home. We contextualize antecedents and outcomes of WLB and suggest stressors and resources that impact WLB are dynamically related. Our review informs HRD practitioners as they manage the post-pandemic remote work.
*AkuokoP. B.AggreyV.MengbaJ. D. (2021). Mothering with a career during a pandemic: The case of the Ghanaian woman. Gender, Work & Organization, 28(S2), 277–288. https://doi.org/10.1111/gwao.12711
2.
AllenT.ShockleyK. (2009). Flexible work arrangements: Help or hype? In CraneD. R.HillE. J. (Eds.), Handbook of families and work: Interdisciplinary perspectives (pp. 265–284). University Press of America.
3.
AllenT. D. (2012). The work and family interface. In KozlowskiS. W. J. (Ed.), Oxford Handbook of Organizational Psychology (Vol. 2, pp. 1163–1198). Oxford University Press.
4.
*AllenT. D.MerloK.LawrenceR. C.SlutskyJ.GrayC. E. (2021). Boundary management and work-nonwork balance while working from home. Applied Psychology, 70(1), 60–84. https://doi.org/10.1111/apps.12300
5.
AroraP.SuriD. (2020). Redefining, relooking, redesigning, and reincorporating HRD in the post Covid 19 context and thereafter. Human Resource Development International, 23(4), 438–451. https://doi.org/10.1080/13678868.2020.1780077
6.
*AyusoL.RequenaF.Jiménez-RodriguezO.KhamisN. (2020). The effects of COVID-19 confinement on the Spanish family: Adaptation or change?Journal of Comparative Family Studies, 51(3–4), 274–287. https://doi.org/10.3138/jcfs.51.3-4.004
7.
BakkerA. B.DemeroutiE. (2007). The job demands‐resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/02683940710733115
BanduraA. (1978). Self-efficacy: Toward a unifying theory of behavioral change. Advances in Behaviour Research and Therapy, 1(4), 139–161. https://doi.org/10.1016/0146-6402(78)90002-4
10.
BaruchY.NicholsonN. (1997). Home, sweet work: Requirements for effective home working. Journal of General Management, 23(2), 15–30. https://doi.org/10.1177/030630709702300202
11.
BaskinR. G.BartlettR. (2021). Healthcare worker resilience during the COVID‐19 pandemic: An integrative review. Journal of Nursing Management, 29(8), 2329–2342. https://doi.org/10.1111/jonm.13395
12.
BeckerG. S. (1985). Human capital, effort, and the sexual division of labor. Journal of Labor Economics, 3(1), S33–S58. https://doi.org/10.1086/298075
13.
*BeckerW. J.BelkinL. Y.TuskeyS. E.ConroyS. A. (2022). Surviving remotely: How job control and loneliness during a forced shift to remote work impacted employee work behaviors and well-being (pp. 1–16). Human Resource Management.
14.
*Behar-ZusmanV.ChavezJ. V.GattamortaK. (2020). Developing a measure of the impact of COVID-19 social distancing on household conflict and cohesion. Family Process, 59(3), 1045–1059.
15.
BeigiM.ShirmohammadiM. (2017). Qualitative research on work–family in the management field: A review. Applied Psychology, 66(3), 382–433. https://doi.org/10.1111/apps.12093
16.
BeigiM.ShirmohammadiM.Otaye-EbedeL. (2019). Half a century of work–nonwork interface research: A review and taxonomy of terminologies. Applied Psychology: An International Review, 68(3), 449–478. https://doi.org/10.1111/apps.12168
17.
BélangerF.Watson-ManheimM. B.SwanB. R. (2013). A multi-level socio-technical systems telecommuting framework. Behaviour & Information Technology, 32(12), 1257–1279. https://doi.org/10.1080/0144929x.2012.705894
18.
*BeriV. (2021). Impact of COVID-19 on mental health of employed women residing in Delhi-NCR, India: Mediating role of working from-for home. Health Care for Women International, 42(3), 323–334. https://doi.org/10.1080/07399332.2021.1882463
19.
*Bhumika (2020). Challenges for work–life balance during COVID-19 induced nationwide lockdown. Gender in Management: An International Journal, 35(7/8), 705–718. https://doi.org/10.1108/gm-06-2020-0163
20.
BieremaL. L. (2020). HRD research and practice after ‘The Great COVID-19 Pause’: The time is now for bold, critical, research. Human Resource Development International, 23(4), 347–360. https://doi.org/10.1080/13678868.2020.1779912
21.
BironM.van VeldhovenM. (2016). When control becomes a liability rather than an asset: Comparing home and office days among part-time teleworkers. Journal of Organizational Behavior, 37(8), 1317–1337. https://doi.org/10.1002/job.2106
22.
*BironM.PeretzH.Turgeman-LupoK. (2020). Trait optimism and work from home adjustment in the COVID-19 pandemic. Sustainability, 12(22), 9773. https://doi.org/10.3390/su12229773
23.
Blair-LoyM. (2001). Cultural constructions of family schemas: The case of women finance executives. Gender and Society, 15(5), 687–709. https://doi.org/10.1177/089124301015005004
24.
BossP. (2002). Family stress management: A contextual approach (2nd ed.). SAGE.
BroughP.KalliathT. (2009). Work–family balance: Theoretical and empirical advancements. Journal of Organizational Behavior, 30(5), 581–585. https://doi.org/10.1002/job.618
27.
BryantS. (2000). At home on the electronic frontier: Work, gender and the information highway. New Technology, Work and Employment, 15(1), 19–33. https://doi.org/10.1111/1468-005x.00062
28.
BurkeR.SinghP.FiksenbaumL. (2010). Work intensity: Potential antecedents and consequences. Personnel Review, 39(3), 347–360. https://doi.org/10.1108/00483481011030539
29.
*BurkB. N.MausolfA. P.OakleafL. (2020). Pandemic motherhood and the academy: A critical examination of the leisure-work dichotomy. Leisure Sciences, 0(0), 1–7. https://doi.org/10.1080/01490400.2020.1774006
30.
ByronK. (2005). A meta-analytic review of work–family conflict and its antecedents. Journal of Vocational Behavior, 67(2), 169–198. https://doi.org/10.1016/j.jvb.2004.08.009
31.
*CarilloK.Cachat-RossetG.MarsanJ.SabaT.KlarsfeldA. (2021). Adjusting to epidemic-induced telework: Empirical insights from teleworkers in France. European Journal of Information Systems, 30(1), 69–88. https://doi.org/10.1080/0960085x.2020.1829512
32.
*ChongS.HuangY.ChangC.-H.Daisy) (2020). Supporting interdependent telework employees: A moderated-mediation model linking daily COVID-19 task setbacks to next-day work withdrawal. Journal of Applied Psychology, 105(12), 1408–1422. https://doi.org/10.1037/apl0000843
33.
ChungH.van der HorstM. (2018). Women’s employment patterns after childbirth and the perceived access to and use of flexitime and teleworking. Human Relations, 71(1), 47–72. https://doi.org/10.1177/0018726717713828
34.
*ChungH.BirkettH.ForbesS.SeoH. (2021). Covid-19, flexible working, and implications for gender equality in the United Kingdom. Gender & Society, 35(2), 218–232. https://doi.org/10.1177/08912432211001304
*ClarkS.McGraneA.BoyleN.JoksimovicN.BurkeL.RockN.SullivanK. O. (2020). You’re a teacher you’re a mother, you’re a worker”: Gender inequality during COVID-19 in Ireland. Gender, Work & Organization, 28(4), 1352–1362. https://doi.org/10.1111/gwao.12611
37.
CooperC. L.DeweP. J.O’DriscollM. P. (2001). Organizational stress. SAGE.
38.
*CostoyaV.EcheverríaL.EdoM.RochaA.ThailingerA. (2021). Gender gaps within couples: Evidence of time re-allocations during COVID-19 in Argentina. Journal of Family and Economic Issues, 43(2), 213–226. https://doi.org/10.1007/s10834-021-09770-8
39.
CottinghamM. D.ChapmanJ. J.EricksonR. J. (2020). The constant caregiver: Work–family apillover among men and women in nursing. Work, Employment and Society, 34(2), 281–298. https://doi.org/10.1177/0950017019885084
40.
*CraigL. (2020). Coronavirus, domestic labour and care: Gendered roles locked down. Journal of Sociology, 56(4), 684–692. https://doi.org/10.1177/1440783320942413
41.
CraigL.ChurchillB. (2018). Parenting stress and the use of formal and informal child care. Journal of Family Issues, 39(12), 3203–3224. https://doi.org/10.1177/0192513x18776419
42.
*CraigL.ChurchillB. (2021). Dual-earner parent couples’ work and care during COVID-19. Gender, Work & Organization, 28(S1), 66–79. https://doi.org/10.1111/gwao.12497
43.
*DandaltE. (2021). Managers and telework in public sector organizations during a crisis. Journal of Management & Organization, 27(6), 1169–1182. https://doi.org/10.1017/jmo.2022.1
44.
DaviesJ. (2021). Implications for HRD practice and impact in the COVID-19 era. Human Resource Development Review, 20(1), 3–8. https://doi.org/10.1177/1534484320977426
45.
DawisR. V.LofquistL. H. (1984). A psychological theory of work adjustments. University of Minnesota Press.
46.
*Del BocaD.OggeroN.ProfetaP.RossiM. (2020). Women’s and men’s work, housework and childcare, before and during COVID-19. Review of Economics of the Household, 18(4), 1001–1017. https://doi.org/10.1007/s11150-020-09502-1
47.
DelanoeijeJ.VerbruggenM.GermeysL. (2019). Boundary role transitions: A day-to-day approach to explain the effects of home-based telework on work-to-home conflict and home-to-work conflict. Human Relations, 72(12), 1843–1868. https://doi.org/10.1177/0018726718823071
DenyerD.TranfieldD. (2009). Producing a systematic review. In BuchananD. A.BrymanA. (Eds.), The sage handbook of organizational research methods (pp. 671–689). Sage Publications Ltd.
50.
EdwardsJ. R. (1991). Person-job fit: A conceptual integration, literature review, and methodological critique. In CooperC. L.RobertsonI. T. (Eds.), International Review of Industrial and Organizational Psychology (6, pp. 283–357). John Wiley & Sons.
51.
FenwickT.BieremaL. (2008). Corporate social responsibility: Issues for human resource development professionals. International Journal of Training and Development, 12(1), 24–35. https://doi.org/10.1111/j.1468-2419.2007.00293.x
52.
FogartyP.FrantzS.HirschfeldJ.KeatingS.LafontE.LufkinB.MishaelR.PonnavoluV.SavageM.TuritsM. (2020). Coronavirus: How the world of work may change forever. BBC. https://www.bbc.com/worklife/article/20201023
53.
FrenchK. A.JohnsonR. C. (2016). A retrospective timeline of the evolution of work-family research. In AllenT. D.EbyL. T. (Eds.), The Oxford handbook of work and family (pp. 9–22). Oxford University Press.
54.
GarrardJ. (2017). Health sciences literature review made easy: The matrix method (6th ed.). Jones & Bartlett Learning.
55.
*GashiA.KutllovciE.ZhushiG. (2021). E-work evaluation through work–life balance, job effectiveness, organizational trust and flexibility: Evidence from Kosovo during COVID-19. Employee Relations: The International Journal, 44(2), 371–385. https://doi.org/10.1108/er-04-2021-0136
56.
*GiauqueD.RenardK.CornuF.EmeryY. (2022). Engagement, exhaustion, and perceived performance of public employees before and during the COVID-19 crisis. Public Personnel Management, 51(3), 1–28. https://doi.org/10.1177/00910260211073154
57.
*GoldbergA. E.McCormickN.VirginiaH. (2021). Parenting in a pandemic: Work–family arrangements, well-being, and intimate relationships among adoptive parents. Family Relations, 70(1), 7–25. https://doi.org/10.1111/fare.12528
58.
GrantM. J.BoothA. (2009). A typology of reviews: An analysis of 14 review types and associated methodologies. Health Information & Libraries Journal, 26(2), 91–108. https://doi.org/10.1111/j.1471-1842.2009.00848.x
59.
GranterE.WankhadeP.McCannL.HassardJ.HydeP. (2019). Multiple dimensions of work intensity. Work, Employment and Society, 33(2), 280–297. https://doi.org/10.1177/0950017018759207
60.
GreenhausJ. H.AllenT. D. (2011). Work-family balance: A review and extension of the literature. In QuickJ. C.TetrickL. E. (Eds.), Handbook of occupational health psychology (2nd ed.). American Psychological Association.
61.
HackmanJ. R.OldhamG. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159–170. https://doi.org/10.1037/h0076546
*HennekamS.ShymkoY. (2020). Coping with the COVID-19 crisis: Force majeure and gender performativity. Gender, Work & Organization, 27(5), 788–803. https://doi.org/10.1111/gwao.12479
64.
*HertzR.MattesJ.ShookA. (2020). When paid work invades the family: Single mothers in the COVID-19 pandemic. Journal of Family Issues, 42(9), 0192513X20961420. https://doi.org/10.1177/0192513x20961420
65.
HeskethB.GardnerD. (1993). Person-environment fit models: A reconceptualization and empirical test. Journal of Vocational Behavior, 42(3), 315–332. https://doi.org/10.1006/jvbe.1993.1022
66.
HillE.EricksonJ.HolmesE.FerrisM. (2010). Workplace flexibility, work hours, and work-life conflict: Finding an extra day or two. Journal of Family Psychology, 24(3), 349–358. https://doi.org/10.1037/a0019282
67.
HiteL. M.McDonaldK. S. (2020). Careers after COVID-19: Challenges and changes. Human Resource Development International, 23(4), 427–437. https://doi.org/10.1080/13678868.2020.1779576
68.
*HjálmsdóttirA.BjarnadóttirV. S. (2021). “I have turned into a foreman here at home.” Families and work‐life balance in times of Covid‐19 in a gender equality paradise. Gender, Work, and Organization. 28(1), 268–283. https://doi.org/10.1111/gwao.12552
69.
HobfollS. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513–524. https://doi.org/10.1037/0003-066x.44.3.513
70.
HobfollS. E. (2011). Conservation of resources theory: Its implication for stress, health, and resilience. In FolkmanS. (Ed.), The Oxford handbook of stress, health, and coping (pp. 127–147). Oxford University Press.
71.
HobfollS. E.HalbeslebenJ.NeveuJ.-P.WestmanM. (2018). Conservation of resources in the organizational context. Annual Review of Organizational Psychology and Organizational Behavior, 5(1), 103–128. https://doi.org/10.1146/annurev-orgpsych-032117-104640
72.
HoltonE. F. (2002). Theoretical assumptions underlying the performance paradigm of human resource development. Human Resource Development International, 5(2), 199–215. https://doi.org/10.1080/13678860110057629
*IpsenC.van VeldhovenM.KirchnerK.HansenJ. P. (2021). Six key advantages and disadvantages of working from home in Europe during COVID-19. International Journal of Environmental Research and Public Health, 18(4), 1826. https://doi.org/10.3390/ijerph18041826
KalliathT.BroughP. (2008). Work-life balance: A review of the meaning of the balance construct. Journal of Management and Organization, 14(3), 323–327. https://doi.org/10.5172/jmo.837.14.3.323
77.
*KarlK. A.PeluchetteJ. V.AghakhaniN. (2021). Virtual work meetings during the COVID-19 pandemic: The good, bad, and ugly. Small Group Research, 10464964211015286(3), 343–365. https://doi.org/10.1177/10464964211015286
78.
*KermanK.KorunkaC.TementS. (2021). Work and home boundary violations during the COVID-19 pandemic. Applied Psychology, 1–23.
79.
KirchmeyerC. (2000). Work–life initiatives: Greed or benevolence regarding workers’ time?CooperC.RousseauD. M. (Eds.), Trends in Organizational Behavior: Time in Organizational Behavior, (Vol. 7, pp. 79–93). Wiley.
80.
KossekE. E.LautschB. A.EatonS. C. (2006). Telecommuting, control, and boundary management: Correlates of policy use and practice, job control, and work–family effectiveness. Journal of Vocational Behavior, 68(2), 347–367. https://doi.org/10.1016/j.jvb.2005.07.002
81.
KreinerG. E. (2006). Consequences of work-home segmentation or integration: A person-environment fit perspective. Journal of Organizational Behavior, 27(4), 485–507. https://doi.org/10.1002/job.386
82.
KuchinkeK. P. (2020). Human development as a central goal for human resource development. Human Resource Development International, 13(5), 575–585. https://doi.org/10.1080/13678868.2010.520482
83.
*LamprinouV. D. I.TasoulisK.KravaritiF. (2021). The impact of servant leadership and perceived organisational and supervisor support on job burnout and work–life balance in the era of teleworking and COVID-19. Leadership & Organization Development Journal, 42(7), 1071–1088. https://doi.org/10.1108/lodj-12-2020-0526
84.
LazarusR. S. (1991). Psychological stress in the workplace. Journal of Social Behavior & Personality, 6(7), 1–13.
85.
LazarusR. S.FolkmanS. (1984). Stress, appraisal, and coping. Springer.
86.
*LeroyS.SchmidtA. M.MadjarN. (2021). Working from home during COVID-19: A study of the interruption landscape. Journal of Applied Psychology, 106(10), 1448–1465. https://doi.org/10.1037/apl0000972
87.
LiJ.GhoshR.NachmiasS. (2020). A special issue on the impact of the COVID-19 pandemic on work, worker, and workplace!? Implications for HRD research and practices in time of crisis. Human Resource Development International, 23(4), 329–332. https://doi.org/10.1080/13678868.2020.1780715
88.
*LimbersC. A.McCollumC.GreenwoodE. (2020). Physical activity moderates the association between parenting stress and quality of life in working mothers during the COVID-19 pandemic. Mental Health and Physical Activity, 19, 100358. https://doi.org/10.1016/j.mhpa.2020.100358
89.
MakariusE. E.LarsonB. Z. (2017). Changing the perspective of virtual work. Academy of Management Perspectives, 31(2), 159–178. https://doi.org/10.5465/amp.2014.0120
90.
MastersonC.SugiyamaK.LadgeJ. (2021). The value of 21st century work–family supports. Journal of Organizational Behavior, 42(2), 118–138. https://doi.org/10.1002/job.2442
91.
McGuireD.GermainM. L.ReynoldsK. (2021). Reshaping HRD in light of the COVID-19 pandemic: An ethics of care approach. Advances in Developing Human Resources, 23(1), 26–40. https://doi.org/10.1177/1523422320973426
*MeyerB.ZillA.DilbaD.GerlachR.SchumannS. (2021). Employee psychological well-being during the COVID-19 pandemic in Germany: A longitudinal study of demands, resources, and exhaustion. International Journal of Psychology, 56(4), 532–550. https://doi.org/10.1002/ijop.12743
94.
*MihalcaL.IrimiasT.BrendeaG. (2021). Teleworking during the COVID-19 pandemic. Amfiteatru Economic, XXIII(58), 620–636.
95.
MilneM. J.AdlerR. W. (1999). Exploring the reliability of social and environmental disclosures content analysis. Accounting, Auditing & Accountability Journal, 12(2), 237–256. https://doi.org/10.1108/09513579910270138
96.
*MinelloA.MartucciS.ManzoL. K. C. (2021). The pandemic and the academic mothers: Present hardships and future perspectives. European Societies. S82–S94.
97.
*MolinoM.IngusciE.SignoreF.ManutiA.GiancasproM. L.RussoV.ZitoM.CorteseC. G. (2020). Wellbeing costs of technology use during Covid-19 remote working. Sustainability, 12(15), 5911. https://doi.org/10.3390/su12155911
98.
MorgesonF. P.HumphreyS. E. (2006). The work design questionnaire (WDQ): Developing and validating a comprehensive measure for assessing job design and the nature of work. Journal of Applied Psychology, 91(6), 1321–1339. https://doi.org/10.1037/0021-9010.91.6.1321
NelsonD. L. (1990). Individual adjustment to information-driven technologies: A critical review. MIS Quarterly, 14(1), 79–98. https://doi.org/10.2307/249311
101.
Ollier-MalaterreA.ValcourM.Den DulkL.KossekE. E. (2013). Theorizing national context to develop comparative work–life research: A review and research agenda. European Management Journal, 31(5), 433–447. https://doi.org/10.1016/j.emj.2013.05.002
102.
ParkerS.GroteG. (2019). Automation, algorithms, and beyond: Why work design matters more than ever in a digital world. Applied Psychology, 12241. https://doi.org/10.1111/apps.12241
103.
ParkerS. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more. Annual Review of Psychology, 65(1), 661–691. https://doi.org/10.1146/annurev-psych-010213-115208
104.
*ParlakS.CakirogluO. C.GulF. O. (2021). Gender roles during COVID-19 pandemic. Gender, Work & Organization, 28(S2), 461–483. https://doi.org/10.1111/gwao.12655
105.
PearlinL. I. (1999). Stress and mental health: A conceptual overview. In HorwitzA. V.ScheidT. L. (Eds.), A handbook for the study of mental health: Social contexts, theories, and systems (pp. 161–175). Cambridge University Press.
106.
*PettsR. J.CarlsonD. L.PepinJ. R. (2021). A gendered pandemic: Childcare, homeschooling, and parents’ employment during COVID-19. Gender, Work & Organization, 28(S2), 515–534. https://doi.org/10.1111/gwao.12614
107.
*PluutH.WondersJ. (2020). Not able to lead a healthy life when you need it the most: Dual role of lifestyle behaviors in the association of blurred work-life boundaries with well-being. Frontiers in Psychology, 11, 607294. https://doi.org/10.3389/fpsyg.2020.607294
108.
PowellG. N.GreenhausJ. H.AllenT. D.JohnsonR. E. (2019). Introduction to special topic forum: Advancing and expanding work-life theory from multiple perspectives. Academy of Management Review, 44(1), 54–71. https://doi.org/10.5465/amr.2018.0310
109.
PrimeH.WadeM.BrowneD. T. (2020). Risk and resilience in family well-being during the COVID-19 pandemic. American Psychologist, 75(5), 631–643. https://doi.org/10.1037/amp0000660
110.
RaghuramS.HillN. S.GibbsJ. L.MarupingL. M. (2019). Virtual work: Bridging research clusters. Academy of Management Annals, 13(1), 308–341. https://doi.org/10.5465/annals.2017.0020
111.
Ragu-NathanT. S.TarafdarM.Ragu-NathanB. S.TuQ. (2008). The consequences of technostress for end users in organizations: Conceptual development and empirical validation. Information Systems Research, 19(4), 417517–433518. https://doi.org/10.1287/isre.1070.0165
112.
*RaišienėA. G.RapuanoV.VarkulevičiūtėK.StachováK. (2020). Working from home—who is happy? A survey of Lithuania’s employees during the COVID-19 quarantine period. Sustainability, 12(13), 5332. https://doi.org/10.3390/su12135332
113.
RhoadesL.EisenbergerR. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714. https://doi.org/10.1037/0021-9010.87.4.698
114.
*RisiE.PronzatoR.FraiaG. D. (2021). The boundaries of home confinement during the Italian lockdown. European Societies, 23(Suppl 1), S464–S477. https://doi.org/10.1080/14616696.2020.1828977
RyanR. M.DeciE. L. (2001). On happiness and human potentials: A review of research on hedonic and eudaimonic well-being. Annual Review of Psychology, 52(1), 141–166. https://doi.org/10.1146/annurev.psych.52.1.141
117.
SewellG.TaskinL. (2015). Out of sight, out of mind in a new world of work? Autonomy, control, and spatiotemporal scaling in telework. Organization Studies, 36(11), 1507–1529. https://doi.org/10.1177/0170840615593587
118.
ShirmohammadiM.AuW. C.BeigiM. (2022). Remote work and work-life balance: Lessons learned from the covid-19 pandemic and suggestions for HRD practitioners. Human Resource Development International, 25(2), 163–181. https://doi.org/10.1080/13678868.2022.2047380
119.
ShockleyK. M.DouekJ.SmithC. R.YuP. P.DumaniS.FrenchK. A. (2017). Cross-cultural work and family research: A review of the literature. Journal of Vocational Behavior, 101, 1–20. https://doi.org/10.1016/j.jvb.2017.04.001
120.
*ShockleyK. M.ClarkM. A.DoddH.KingE. B. (2021). Work-family strategies during COVID-19: Examining gender dynamics among dual-earner couples with young children. Journal of Applied Psychology, 106(1), 15–28. https://doi.org/10.1037/apl0000857
SmithsonJ.StokoeE. H. (2005). Discourses of work–life balance: Negotiating ‘gender blind’ terms in organizations. Gender, Work & Organization, 12(2), 147–168. https://doi.org/10.1111/j.1468-0432.2005.00267.x
123.
SpreitzerG.CameronL.GarrettL. (2017). Alternative work arrangements: Two images of the new world of work. Annual Review of Organizational Psychology and Organizational Behavior, 4(1), 473–499. https://doi.org/10.1146/annurev-orgpsych-032516-113332
TarafdarM.TuQ.Ragu-NathanB. S.Ragu-NathanT. S. (2007). The impact of technostress on role stress and productivity. Journal of Management Information Systems, 24(1), 301–328. https://doi.org/10.2753/mis0742-1222240109
126.
*TayalD.MehtaA. K. (2022). The struggle to balance work and family life during the COVID-19 pandemic: Insights based on the situations of working women in Delhi. Journal of Family Issues, 1–43. https://doi.org/10.1177/0192513x211058817
*ToscanoF.ZappalaS. (2020). Social isolation and stress as predictors of productivity perception and remote work satisfaction during the COVID-19 pandemic. Sustainability, 12(23), 9804.
129.
*TrougakosJ. P.ChawlaN.McCarthyJ. M. (2020). Working in a pandemic: Exploring the impact of COVID-19 health anxiety on work, family, and health outcomes. Journal of Applied Psychology, 105(11), 1234–1245. https://doi.org/10.1037/apl0000739
130.
ValcourM. (2007). Work-based resources as moderators of the relationship between work hours and satisfaction with work-family balance. Journal of Applied Psychology, 92(6), 1512–1523. https://doi.org/10.1037/0021-9010.92.6.1512
131.
ValsecchiR. (2006). Visible moves and invisible bodies: The case of teleworking in an Italian call centre. New Technology, Work and Employment, 21(2), 123–138. https://doi.org/10.1111/j.1468-005x.2006.00168.x
*VaziriH.CasperW. J.WayneJ. H.MatthewsR. A. (2020). Changes to the work-family interface during the COVID-19 pandemic. The Journal of Applied Psychology, 105(10), 1073–1087. https://doi.org/10.1037/apl0000819
134.
VegchelN. v.JongeJ. deSöderfeldtM.DormannC.SchaufeliW. (2004). Quantitative versus emotional demands among Swedish human service employees: Moderating effects of job control and social support. International Journal of Stress Management, 11(1), 21–40. https://doi.org/10.1037/1072-5245.11.1.21
135.
VoydanoffP. (2004). The effects of work and community resources and demands on family integration. Journal of Family and Economic Issues, 25(1), 7–23. https://doi.org/10.1023/b:jeei.0000016721.71785.06
136.
*WangB.LiuY.QianJ.ParkerS. K. (2021). Achieving effective remote working during the COVID-19 pandemic. Applied Psychology, 70(1), 16–59. https://doi.org/10.1111/apps.12290
137.
WangK.OzbilenB. (2020). Synergistic and threshold effects of telework and residential location choice on travel time allocation. Sustainable Cities and Society, 63, 102468. https://doi.org/10.1016/j.scs.2020.102468
138.
YawsonR. (2020). Strategic flexibility analysis of HRD research and practice post COVID-19 pandemic. Human Resource Development International, 23(4), 406–417. https://doi.org/10.1080/13678868.2020.1779169
139.
*ZhangC.YuM. C.MarinS. (2021). Exploring public sentiment on enforced remote work during COVID-19. Journal of Applied Psychology, 106(6), 797–810. https://doi.org/10.1037/apl0000933
140.
*ZürcherA.GallikerS.JacobshagenN.Lüscher MathieuP.EllerA.ElferingA. (2021). Increased working from home in vocational counseling psychologists during COVID-19: Associated change in productivity and job satisfaction. Frontiers in Psychology, 12, 1–12. https://doi.org/10.3389/fpsyg.2021.750127
