Work–family conflict is impacting on increasingly larger numbers of employees. It is therefore important to identify ways in which the negative effects of this stressor can be ameliorated. In this paper an integrative model of perceived available support, work–family conflict and support mobilisation is developed to explore how perceptions of support availability can help employees to cope with work–family conflict. This model is an explicit reflection of the theory of stress-buffering during secondary appraisal, and extends existing theory by incorporating the principles of both the stress-matching and source of support frameworks. The theoretical model enables a more comprehensive examination of the conditions under which stress-buffering is effective in countering the demands of work–family conflict. Implications for research and practice are discussed.
