Clairmont, James2022-12-022022-12-022022-11https://hdl.handle.net/11299/250071A Plan B Research Project submitted to the faculty of the University of Minnesota by James Clairmont in partial fulfillment of the requirements for the degree of Master of Arts in Psychological Science, November 2022. This item has been modified from the original to redact the signature present.In the wake of the Covid-19 Pandemic, there were widespread concerns about the remote work phenomenon and its impact on work-family conflict. Hays Companies, an insurance brokerage in the Minneapolis/St. Paul Area, expressed concern about the work-family conflict and engagement levels of its employees. The goal of the current study was to help Hays Companies to decide whether or not to bring employees back to the office by investigating work-family conflict and engagement differences between employees while isolating variables that would explain why some workers were doing better than others. Using a multiple regression with moderation analysis, I found that workers higher in autonomy and family supportive supervisor behaviors showed lower levels of engagement and higher levels of work-family conflict. These results contradict the vast majority of studies that have shown that autonomy and family supportive supervisor behaviors have a positive effect on work-family conflict. Additionally, the results showed that employees had above average levels of engagement and below average levels of work-family conflict, leading me to conclude that the Hays Companies workforce is doing well working from home and that bringing them back to the office is not needed.enPlan Bs (project-based master's degrees)Master of ArtsMaster of Arts in Psychological ScienceDepartment of PsychologyCollege of Education and Human Service ProfessionsUniversity of Minnesota DuluthIndustrial-Organizational trackScholarly Text or Essay