This article uses a differential salience-comparable salience approach to examine the effects of work demands and resources on work-to-family conflict and facilitation. The analysis is based on data from 1,938 employed adults living with a family member who were interviewed for the 1997 National Study of the Changing Workforce. The results support the differential salience approach by indicating that time- and strain-based work demands show relatively strong positive relationships to work-to-family conflict, whereas enabling resources and psychological rewards show relatively strong positive relationships to work-to-family facilitation. The availability of time-based family support policies and work-family organizational support is negatively related to conflict and positively related to facilitation, thereby supporting the comparable salience approach.