Applying the conservation of resources theory, this study aims to explore the impacts of work-life conflict and life-work conflict on frontline employees’ work engagement, with self-concept clarity as a mediator and psychological flexibility as a moderator. Based on structural equation modeling and hierarchical regression analysis of the data collected from 389 employees across different service sectors in China, we find that work-life conflict negatively influences self-concept clarity and work engagement. While life-work conflict does not significantly reduce employees’ engagement, it exhibits a strong negative connection with self-concept clarity. Additionally, self-concept clarity mediates the relationship between work-life conflict and work engagement, but not between life-work conflict and work engagement. Moreover, psychological flexibility moderates the relationship between both two types of conflicts and engagement. Managers should take measures to help employees strengthen their personal psychological resources, and encourage them to conduct stress appraisals and seek support. The study provides a comprehensive understanding of the mechanisms and boundary conditions of work-life relationship and offers insights for practitioners on how to support frontline employees in achieving better work-life balance.
