This study relied on person-centered analyses to improve our understanding of how the four components of the work-family interface (i.e., work-to-family conflict, family-to-work conflict, work-to-family enrichment, and family-to-work enrichment) combine within specific profiles of employees. We also documented the stability of these profiles over time and their associations with theoretically-relevant predictors and outcomes. Finally, we examined whether these associations differed as a function of working remotely or onsite. A sample of 432 workers (152 working onsite and 280 working remotely) from the United States and the United Kingdom was recruited online and completed a questionnaire twice over a three-month period. Six profiles were identified and found to be moderately to highly stable over time: High Conflict, High Enrichment, Low Conflict and Low Enrichment, Low Conflict and High Enrichment, Low Conflict and Very High Enrichment, and Very Low Conflict. These profiles differed from one another in relation to work engagement, work-family balance satisfaction, work and family performance, and work and family authenticity, suggesting that the presence or absence of conflict between the work and home domains might be key in predicting workers' functioning. Harmonious passion for work predicted membership into the most desirable profiles, whereas obsessive passion, work centrality, and job demands had mixed effects on profile membership. Working onsite acted as a buffer against the detrimental effects of hindrance demands, while bolstering the benefits of challenge demands. Conversely, working remotely acted as a double-edged sword, maximizing the benefits of challenge demands and the risks of hindrance demands.

本研究依靠以人为本的分析来提高我们对工作-家庭界面的四个组成部分（即工作-家庭冲突、家庭-工作冲突、工作-家庭充实和家庭-工作充实）结合员工的特定档案。我们还记录了这些配置文件随时间推移的稳定性以及它们与理论上相关的预测因子和结果的关联。最后，我们检查了这些关联是否因远程或现场工作而有所不同。在线招募了来自美国和英国的 432 名工人（152 名现场工作和 280 名远程工作）样本，并在三个月内完成了两次问卷调查。确定了六个配置文件，并发现它们随着时间的推移具有中度至高度稳定性：高冲突、高浓缩、低冲突和低富集，低冲突和高富集，低冲突和非常高富集，以及非常低冲突。这些概况在工作投入、工作-家庭平衡满意度、工作和家庭绩效以及工作和家庭真实性方面彼此不同，这表明工作和家庭领域之间是否存在冲突可能是预测工人的关键运作。对工作的和谐热情预示着成为最理想档案的会员资格，而强迫性热情、工作中心性和工作要求对档案会员资格有混合影响。现场工作起到了缓冲需求的不利影响的作用，同时增强了挑战需求的好处。相反，远程工作就像一把双刃剑，