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Given the dynamic, complex, and highly demanding project environment, construction professionals are particularly likely to experience a high level of work&ndash, family conflict. Taking an emotional resource perspective and on the basis of affective events theory, this study tested negative affect and emotional exhaustion as sequential mediators between two directions of work&ndash, family conflict and workplace well-being or deviance behavior. The theoretical model was examined using data collected at two time points from 143 construction professionals through regression analysis and bootstrapping. The results indicate that work&ndash, family conflict was positively related to deviant behavior and negatively related to workplace well-being. The findings demonstrate that the mediation effects of emotional exhaustion between work&ndash, family conflict and workplace well-being or deviant behavior were significant and that the sequential mediating effects of negative affect and emotional exhaustion in the relationship between work&ndash, family conflict and workplace well-being or deviant behavior were significant. Moreover, different impacts of work interference with family and family interference with work on job-related attitudes and behavior were observed. These findings highlight the importance of emotional experience to understand the negative impact of work&ndash, family conflict in the temporary project context.

This study explored the effects of work-to-family conflict on job burnout and project success in the construction industry. First, a theoretical model with affective commitment as a moderating variable was developed according to the conservation of resources theory. A structured questionnaire survey was then performed with Chinese construction professionals, with 309 valid responses received. In the valid data, the proportion of male construction professionals is 73% and that of female construction professionals is 27%. The analysis of the valid data used structural equation modeling. The results indicate that: (i) work-to-family conflict has a positive and significant effect on job burnout, and a negative and significant effect on project success, (ii) job burnout negatively affects project success, (iii) affective commitment negatively moderates the relationship between work-to-family conflict and job burnout. This study extends the existing body of knowledge on work-to-family conflict and helps us to better understand the functional and moderating roles of affective commitment in the context of construction projects. Furthermore, this study provides theoretical guidance and a decision-making reference to help construction enterprises manage the work-to-family conflict and job burnout of construction professionals and advance their levels of affective commitment.

This study developed and tested a model, which involves the effects of work&ndash, family conflicts on job satisfaction and job performance of construction professionals, with a focus on the mediating role of affective organizational commitment. A structured questionnaire survey was conducted among construction professionals in China, resulting in 317 valid responses. The results, generated from structural equation modelling, revealed two interrelated dimensions of work-family conflicts, work&rsquo, s interfering with family life and family life&rsquo, s interfering with work. We found these two types of work-family conflicts directly, negatively affected affective organizational commitments and job satisfaction but not job performance. Additionally, affective organizational commitment positively affected job satisfaction and job performance, and mediated the effects of work&ndash, family conflicts on job satisfaction. This study advances our understanding of how or why work&ndash, family conflicts produce dysfunctional effects on employees&rsquo, job outcomes in the context of construction projects.