<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>1659-3359</journal-id>
<journal-title><![CDATA[Tec Empresarial]]></journal-title>
<abbrev-journal-title><![CDATA[Tec Empre.]]></abbrev-journal-title>
<issn>1659-3359</issn>
<publisher>
<publisher-name><![CDATA[Instituto Tecnológico de Costa Rica]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1659-33592025000200001</article-id>
<article-id pub-id-type="doi">10.18845/te.v19i2.7902</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Beyond managing work and non-work demands: The role of organizational work-life initiatives on work-life interaction and job satisfaction]]></article-title>
<article-title xml:lang="es"><![CDATA[Más allá de la gestión de las demandas laborales y extralaborales: El rol de las iniciativas organizacionales de conciliación trabajo-vida en la relación entre la interacción trabajo-vida y la satisfacción laboral.]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Pujol-Cols]]></surname>
<given-names><![CDATA[Lucas]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Rivero]]></surname>
<given-names><![CDATA[Andrea Gabriela]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Rodríguez]]></surname>
<given-names><![CDATA[María Candela]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Católica del Maule  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Chile</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad Nacional del Centro de la Provincia de Buenos Aires  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Argentina</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Universidad Nacional del Centro de la Provincia  ]]></institution>
<addr-line><![CDATA[Buenos Aires ]]></addr-line>
<country>Argentina</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>08</month>
<year>2025</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>08</month>
<year>2025</year>
</pub-date>
<volume>19</volume>
<numero>2</numero>
<fpage>1</fpage>
<lpage>22</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.sa.cr/scielo.php?script=sci_arttext&amp;pid=S1659-33592025000200001&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.sa.cr/scielo.php?script=sci_abstract&amp;pid=S1659-33592025000200001&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.sa.cr/scielo.php?script=sci_pdf&amp;pid=S1659-33592025000200001&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract: Over the past decades, the changing nature of gender roles, families, work, and careers has spurred scholarly interest in work-life interaction. These changes have posed challenges for employees in managing work and non-work demands in increasingly complex scenarios, as well as for organizations, which are expected to provide resources-known as organizational work-life initiatives-to help employees meet both responsibilities effectively. While much research on work-life interaction has focused on work-life conflict and its negative effects on job performance, family, and life satisfaction; scholars have also highlighted the significance of work-life enrichment resulting from the positive dynamics between work and personal life. Despite their interconnected nature, work-life conflict and work-life enrichment are often studied in isolation, limiting the understanding of the broader dynamics of work-life interaction. This study examines the role of organizational work-life initiatives in the relationship between work-life interaction and job satisfaction using a non-random sample of 362 Argentinian employees. Regression analysis reveals that initiatives, particularly those related to job flexibility, are essential in mitigating work-life conflict and promoting work-life enrichment. These findings contribute to the literature by offering a more comprehensive understanding of how organizational work-life initiatives influence employees' affective responses to work-life interaction.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen: En las últimas décadas, los cambios en los roles de género, las familias, el trabajo y las carreras han impulsado el interés en la interacción trabajo-vida como un campo de estudio fundamental. Estas transformaciones han generado desafíos tanto para los empleados, que se ven forzados a conciliar las demandas laborales y extralaborales en escenarios cada vez más complejos, como para las organizaciones, que deben brindar recursos, conocidos como iniciativas organizacionales de conciliación trabajo-vida, para ayudar a sus trabajadores a cumplir eficazmente con ambas responsabilidades. Si bien gran parte de la investigación sobre la interacción trabajo-vida se ha centrado en el conflicto trabajo-vida y sus efectos negativos sobre la satisfacción laboral, familiar y vital, los estudios también han resaltado la importancia del enriquecimiento trabajo-vida, es decir, el proceso mediante el cual las dinámicas positivas entre el trabajo y la vida personal mejoran el bienestar y el desempeño. A pesar de su naturaleza interconectada, el conflicto y el enriquecimiento trabajo-vida suelen estudiarse de manera aislada, lo que limita la comprensión de las dinámicas más complejas de la interacción trabajo-vida. Por ello, es crucial seguir investigando los factores y procesos más efectivos para gestionar tanto el conflicto como el enriquecimiento trabajo-vida. Este estudio analiza el papel de las iniciativas organizacionales de conciliación trabajo-vida en la relación entre la interacción trabajo-vida y la satisfacción laboral, utilizando una muestra no probabilística de 362 empleados argentinos. El análisis de regresión múltiple revela que estas iniciativas, particularmente aquellas relacionadas con la flexibilidad laboral, son fundamentales para mitigar el conflicto trabajo-vida y promover el enriquecimiento trabajo-vida. Estos hallazgos contribuyen a la literatura al ofrecer una comprensión más integral de cómo las iniciativas organizacionales de conciliación trabajo-vida influencian las respuestas afectivas de los empleados a la interacción trabajo-vida.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[work-life interaction]]></kwd>
<kwd lng="en"><![CDATA[role conflict]]></kwd>
<kwd lng="en"><![CDATA[resource accumulation]]></kwd>
<kwd lng="en"><![CDATA[organizational work-life policies]]></kwd>
<kwd lng="en"><![CDATA[job attitudes]]></kwd>
<kwd lng="es"><![CDATA[interacción trabajo-vida]]></kwd>
<kwd lng="es"><![CDATA[conflicto de roles]]></kwd>
<kwd lng="es"><![CDATA[acumulación de recursos]]></kwd>
<kwd lng="es"><![CDATA[políticas organizacionales de conciliación trabajo-vida]]></kwd>
<kwd lng="es"><![CDATA[actitudes laborales]]></kwd>
</kwd-group>
</article-meta>
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