Work-family conflict and turnover intention: Exploring the moderation effects of perceived work-family support.

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Exploring work- and organization-based resources as moderators between work–family conflict, well-being, and job attitudes (2006, unknown): “However, in other studies, while such buffering effects have not been confirmed (e.g., Carlson & Perrewe, 1999; Haar, 2004), they nonetheless remain theoretically plausible.”
Procedural Justice, Work Engagement, and Job Outcomes: Evidence from Nigeria (2011, result): “This is consistent with that of Haar (2004). The managements of the hotels did not permit the researcher to directly contact their frontline employees.”
Factors affecting employee use of work-life balance initiatives (2007, unknown): “…work commitments with their non-work commitments, while employers are likely to view these initiatives as key strategies that enable organisations to recruit and retain employees (Allen, 2001; Anderson, Coffey & Byerly, 2002; Haar, 2004; Haar & Spell, 2001; Hill, Hawkins, Ferris & Weitzman, 2001).”
Work–life balance: eastern and western perspectives (2012, background): “Haar (2004) examined work–family conflict (WFC) and family–work conflict (FWC) as a predictor of turnover intention and tested the moderating effect of perceived work–family support from employers on these relationships.”