Good intentions, bad outcomes: how and when family motivation leads to work–family conflict

Purpose We draw on the resource drain theory to argue that family motivation can lead to work-to-family conflict (WFC) through increased work effort, resulting in negative family outcomes (i.e. negative spousal interactions). Furthermore, we propose family supportive supervisor behaviors as resources from organizations to buffer the negative resource drain. Design/methodology/approach We conducted a three-wave multi-source survey study involving 297 employee–partner dyads. Findings We found that family motivation was positively associated with WFC through work effort and ultimately related to negative spousal interactions. FSSBs buffered the negative resource drain pathway from family motivation to negative spousal interactions. Practical implications For employees, although high family motivation can bring some benefits to their families, our study raises awareness that family motivation can backfire in family life. For organizations, leaders should provide more FSSBs to help family-motivated employees better balance their work and family lives. Originality/value Our research advances the family motivation and work–family literature by illustrating the resource drain effects of family motivation on employees' family domain.