Purpose -The purpose of this paper is to present studies on how the demands of work impact the family -the work-family conflict (WFC) -and how the demands of family life impinge on the workplace -the family-work conflict (FWC). The goal of this paper is to examine the antecedents of the WFC and the FWC in a different cultural setting -Israeli health care administration. Design/methodology/approach -Data were collected from a sample of 168 female employees in two public hospitals in Israel. Findings -The findings showed a strong relationship between work attitudes, particularly job satisfaction, and the two conflict variables. A higher level of job satisfaction was related to lower levels of WFC and FWC. The relationship of organizational support to the two conflict variables was weak and not in the expected direction.Research limitations/implications -The study is based on a sample taken from one occupation, dominated by public employees. Practical implications -The findings suggest that an effective way to reduce the WFC and the FWC is to create positive attitudes among employees regarding their job and work setting. Originality/value -The paper examines common antecedents of WFC and FWC such as background and role variables, together with two antecedents rarely considered in the literatureorganizational support for work-related activities and organizational support for non-work activities.

This study examines the relationship between (1) individual values, (2) work and non-work variables, and (3) organizational citizenship behavior (OCB) and in-role performance. The study sample consisted of 372 teachers employed in 32 secular Jewish schools (the response rate was 60%). Data on OCB and in-role performance were provided by the schools' principals. The results showed that three out of the four individual values (self-enhancement, self-transcendence, and conservation) were related to the two forms of OCB, altruistic and organizational, but not to in-role performance. The findings also showed a weak relationship between the non-work variables and the outcome variables, and a modest relationship between the work-domain variables and these outcomes. We concluded by suggesting some directions for such research.