Examining couple agreement about work-family conflict Michelle Streich University of Tulsa, Tulsa, Oklahoma, USA Wendy J. Casper University of Texas at Arlington, Arlington, Texas, USA, and Amy Nicole Salvaggio University of Tulsa, Tulsa, Oklahoma, USA Abstract Purpose – This study aims to explore the nature of couple agreement about work-family conflict, adding to previous research by explicitly testing the extent to which couples agree when rating work interference with family (WIF) and the influence of this agreement on other outcomes. Design/methodology/approach – In total, 224 dual-earner couples were surveyed to assess their own WIF, as well as what they believed to be their partner’s level of WIF. Participants also completed questions regarding their organizational commitment. Findings – Couples agreed when rating their own and their partners’ WIF more than they disagreed. As predicted, couples agreed more when rating the female partner’s WIF as compared to the male partner’s WIF. Finally, couple agreement about WIF moderated the relationship between female WIF and her continuance organizational commitment such that the relationship between the female partner’s WIF and her level of continuance commitment was stronger when agreement about her experienced WIF was low. Research limitations/implications – This was a convenience sample, and therefore caution should be used when generalizing to a broader population. Second, the research design was cross-sectional, prohibiting causal inferences and conclusions about couple agreement over time. Practical implications – Organizations should consider the perceptions and attitudes of both employees and their partners, as both have implications for work attitudes. Organizations might benefit from considering ways in which they can involve and engage employees’ spouses and partners, and could offer flexible schedules as a way to reduce employee work-to-family conflict and enhance both employee and partner attitudes toward the organization. Originality/value – This paper contributes to the literature by exploring both self and partner perceptions of work-family conflict and examining couple agreement about this conflict. Keywords Sociology of work, Family, Role conflict, Attitudes Paper type Research paper The number of women in the workforce has grown exponentially from 1970 to 2004, when women went from comprising 43 percent of the workforce to 59 percent (US Census Bureau, 2005). These changes resulted in an increase of dual-earner couples. For example, 58 percent of married couples reported income from both husband and wife in 2003, compared to 44 percent in 1967 (Bureau of Labor Statistics, 2003). Accordingly, research has increasingly examined how workers experience and manage conflict between their work and family roles (Eby et al., 2005). The current issue and full text archive of this journal is available at www.emeraldinsight.com/0268-3946.htm JMP 23,3 252 Received March 2007 Revised September 2007 Accepted November 2007 Journal of Managerial Psychology Vol. 23 No. 3, 2008 pp. 252-272 q Emerald Group Publishing Limited 0268-3946 DOI 10.1108/02683940810861374