Drawing on the resource (drain) perspective in work‐family spillover theory and conservation of resources theory, the current paper studies the daily consequences of working from home for employees' work‐home interface and well‐being. We build an intraindividual model that investigates how working from home influences experiences of time pressure, work‐family conflict, and work‐related employee well‐being on a daily basis. A total of 34 professional workers participated in our study and were asked to respond to 10 daily surveys in the morning, afternoon and evening, across two consecutive workweeks. In line with our hypotheses, results indicated that on days when employees worked from home, they experienced less time pressure and, in turn, they reported lower levels of work‐family conflict on that particular day. Moreover, we found that experiences of work‐family conflict predicted individuals' next morning engagement and exhaustion levels and affective states towards the organization they work for. We recommend organizations to encourage a work‐from‐home protocol aimed at protecting employee well‐being.

Purpose -Recent evidence from glass cliff research suggests that women are more willing than men to accept risky leadership positions. The purpose of this paper (based on three studies) is to reveal and resolve the apparent paradox that women are more risk averse than men yet end up in risky leadership positions. Design/methodology/approach -In Study I, risk attitudes of 125 participants were surveyed to understand gender differences in risk taking. In two experimental vignette studies, 119 university students (Study II) and 109 working adults (Study III) were offered a leadership position in either a risky or successful company and asked to rate their willingness to accept the job. Findings -Together, the results showed that although women are generally more risk averse than men, women who scored low on career self-efficacy were more likely to perceive a risky job as a promotional opportunity and were therefore more willing to accept such a job. These findings shed light on the role of women's career decision making in the glass cliff phenomenon. Originality/value -Glass cliff research has focused almost exclusively on organizational decision makers. The authors aim to better understand the glass cliff phenomenon by incorporating the perspective of job seekers.

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