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1 – 10 of over 7000Zhining Wang, Di Song, Shuang Ren, Benjamin D. Rosenberg and Shaohan Cai
Based on the conservation of resources theory, the authors propose a research model depicting the positive relationship between team reflexivity and work-to-family enrichment via…
Abstract
Purpose
Based on the conservation of resources theory, the authors propose a research model depicting the positive relationship between team reflexivity and work-to-family enrichment via the mediation of thriving at work, with the moderation of transformational leadership. This paper aims to discuss the aforementioned idea.
Design/methodology/approach
The authors collected data from 367 employees in 79 teams at three time points. The authors test the model by using a multilevel moderated mediation analysis.
Findings
Results of this paper indicate that thriving at work partially mediates the relationship between team reflexivity and work-to-family enrichment. Furthermore, transformational leadership enhances the positive relationship between team reflexivity and thriving at work.
Practical implications
Organizations are advised to encourage employees' involvement in team reflexivity, facilitate their thriving at work and raise managers' awareness of work-family issues. Exemplary measures include nurturing open communication and providing training programs that encourage positivity in the workplace. By doing so, organization could strengthen the relationship between team reflexivity and work-to-family enrichment.
Originality/value
This research demonstrates the positive relationship between team reflexivity and work-to-family enrichment, deepening theoretical understanding of the antecedents of the construct. The findings of moderated mediation analysis shed light on the mechanism through which team reflexivity affects work-to-family enrichment, and the role that transformational leadership plays.
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Weng Marc Lim, Clement Cabral, Nishtha Malik and Sahil Gupta
This study aims to propose a conceptual model that examines the role of ethical climate on work–family enrichment in the restaurant industry, which is one of the most vulnerable…
Abstract
Purpose
This study aims to propose a conceptual model that examines the role of ethical climate on work–family enrichment in the restaurant industry, which is one of the most vulnerable sectors affected by global crises such as the COVID-19 pandemic. The mediating effects of psychological attachment and psychological capital and the moderating effects of job autonomy were also investigated to enrich understanding of ethical climate and work–family enrichment.
Design/methodology/approach
The conceptual model was evaluated by using a quantitative–qualitative mixed-methods approach. In Study 1, survey data was collected from a sample of 405 restaurant frontline employees and analyzed using partial least squares structural equation modeling. In Study 2, interviews were conducted with eight restaurant frontline employees and analyzed thematically. The data for Study 1 and Study 2 was collected from Jharkhand, a state in eastern India.
Findings
The results of Study 1 show a direct relationship between ethical climate and work–family enrichment. The mediating effect of psychological attachment and psychological capital on that direct relationship was also established, whereas job autonomy was found to be a significant moderator that negatively affects psychological attachment and work–family enrichment. The qualitative insights in Study 2 shed additional light on the rationales of the effects observed in Study 1 through the voices of restaurant frontline employees whilst triangulating the quantitative findings in Study 1.
Research limitations/implications
This research contributes novel insights that explain how ethical climate positively shapes work–family enrichment through the lens of psychological attachment and psychological capital, albeit cautiously, given the negative effect of job autonomy. Nevertheless, this research remains limited to restaurant frontline employees, thereby necessitating future research in other service industries to improve the generalizability of its findings.
Originality/value
This research offers a seminal extension of the direct effect of ethical climate on work–family enrichment (i.e. the “what”) by theorizing and validating the mediating (i.e. the “why”) and moderating (i.e. the “how”) effects of psychological attachment, psychological capital and job autonomy.
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Zuhui Xu, Yan Zhou, Yue Zhang, Yingying Zhang and Zhe Ouyang
Although research on entrepreneurial intentions has outlined the role of family instrumental support, little is known about the impact of family affective support. Building on…
Abstract
Purpose
Although research on entrepreneurial intentions has outlined the role of family instrumental support, little is known about the impact of family affective support. Building on social career cognitive theory, the purpose of this paper is to investigate entrepreneurial self-efficacy (ESE) as a mediator and work–home segmentation preferences as a moderator in the relationship between affective family–work enrichment and individuals' entrepreneurial intentions.
Design/methodology/approach
Using a sample of 202 business-oriented individuals enrolled in a Master of Business Administration (MBA) program at a large university in the east of China, this study tests the proposed theoretical framework by analyzing the first-stage moderated mediation model.
Findings
Affective family–work enrichment is positively related to entrepreneurial intentions through the mediating effect of ESE. This relationship is significantly stronger for individuals with lower levels of work–home segmentation preferences.
Originality/value
This study determines the relationship between family–work enrichment and entrepreneurial intentions, and enriches antecedents of entrepreneurial intentions from the perspective of family affective support. Moreover, our study provides novel understanding on the influence mechanisms of family–work enrichment on entrepreneurial intentions by exploring the mediating effect of ESE and the moderating effect of work–home segmentation preferences, which has rarely been explored in the extant literature.
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Fatemeh Taheri, Mohammad Asarian and Pooyan Shahhosseini
This paper investigated the relationships among workaholism, work–family enrichment (work–life enrichment), and workplace incivility.
Abstract
Purpose
This paper investigated the relationships among workaholism, work–family enrichment (work–life enrichment), and workplace incivility.
Design/methodology/approach
Data on workaholism, incivility, and work–family enrichment were collected through the administration of a survey on 414 employees of a public bank in Iran.
Findings
Workaholism and life–work enrichment were positively and negatively related to uncivil behaviors, respectively, and workaholism was positively associated with work–family enrichment. Overall, work–family enrichment did not act as a mediator variable between workaholism and uncivil behaviors.
Research limitations/implications
Future researchers should consider public or private organizations and assess the different instigators of incivility considering the mediator or moderating role of gender.
Practical implications
Managers should focus on reducing workaholism and developing life–work enrichment in order to decrease uncivil behaviors.
Social implications
Given the hard economic and complex political conditions in Iran and increasing likelihood of uncivil behaviors, the results of the present study offer ways to minimize workplace incivility in employees.
Originality/value
The study contributes to the research on uncivil behavior by improving the understanding of organizational and personal factors (workaholism and work–life enrichment) that can influence workplace incivility among employees working in public organizations. It also addresses the usefulness of examining work–life enrichment disposition in understanding the relationship between workaholism and workplace incivility.
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The purpose of this paper is to demonstrate systematic application of grounded theory to understand antecedents, moderators and consequences of family-to-work enrichment in India…
Abstract
Purpose
The purpose of this paper is to demonstrate systematic application of grounded theory to understand antecedents, moderators and consequences of family-to-work enrichment in India. The paper throws light on the key tenets of grounded theory research and explains its use as a rigorous method for management research.
Design/methodology/approach
“Paradigm model” of grounded theory was used for data analysis. Data were collected through in-depth interviews of 24, middle managers in India. Interviewees were from various industries like IT, software, insurance, banking, telecom, media, consulting and fast moving consumer goods.
Findings
This study identifies family resources as an antecedent of family-to-work enrichment. Community resources and work-role salience facilitate positive relation between family resources and family-to-work enrichment. Further, psychological capital has been identified as a consequence. Strategies adopted by the professionals to enhance their family-to-work enrichment have also been explored.
Research limitations/implications
This study provides a holistic understanding of family-to-work enrichment, an under researched phenomenon by exploring relation between work, family and community resources.
Practical implications
The integration of three domains, i.e. work, family and community provide insights to managers and policy makers about the importance of family and community in the organizations.
Originality/value
This study fulfills the need to explore positive side of work-family interface especially, in emerging economies like India. Moreover, it is the first attempt to study the work-family-community interface from a grounded theory approach in the Indian context and probably one of the first few in the literature.
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Angel Martinez-Sanchez, Manuela Perez-Perez, Maria-Jose Vela-Jimenez and Silvia Abella-Garces
The purpose of this paper is to analyze the effect of a bundle of work–family policies on employee’s job satisfaction and (affective) organizational commitment, by using…
Abstract
Purpose
The purpose of this paper is to analyze the effect of a bundle of work–family policies on employee’s job satisfaction and (affective) organizational commitment, by using work–family enrichment and conflict as explanatory.
Design/methodology/approach
Empirical study is conducted with a sample of 322 employees from 30 Spanish firms that have been granted with the “Flexible Firm Award” or have been certified as “Family Responsible Firms.” Structural equation modeling is used to test hypotheses.
Findings
The results show that the higher the use of work–family policies the more positive effects on work–family enrichment and conflict, and that job satisfaction is positively related to (effective) organizational commitment.
Research limitations/implications
This is a cross-sectional study which may limit the establishment of causal relationships.
Practical implications
Work–family policies may constitute a relevant management tool to balance work and family life by making employees more interested in their jobs, enhancing their well-being and reducing the conflicts between work and family domains. The positive role of work–family enrichment contributes to enhance employees’ job satisfaction and, at the same time, to increase their organizational commitment. Managers should pay attention at how work–family policies are justified because they may influence differently on their outcomes on satisfaction and commitment.
Originality/value
There are two main original contributions of the paper. First, the authors study the joint effect of work–family policies on different dimensions of enrichment and conflict. Second, the authors analyze the relationship between different dimensions of enrichment and conflict on job satisfaction and organizational commitment.
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Melissa A. Warner and Peter A. Hausdorf
The purpose of this paper is to provide a review of the predominant theoretical frameworks used to describe the interaction between work and family roles and present an…
Abstract
Purpose
The purpose of this paper is to provide a review of the predominant theoretical frameworks used to describe the interaction between work and family roles and present an integrative model of work‐family enrichment. The goal is to better understand the psychological processes underlying work‐family enrichment and to identify ways in which work‐family enrichment can be increased. A conceptual and testable model depicting the direct and indirect relationships involved in work‐family enrichment is provided.
Design/methodology/approach
A review of past theories describing the work‐family interface is provided, followed by the presentation of a theoretical and testable model depicting the relationships between work‐family enrichment and need theory.
Findings
It is suggested that the basic needs of competence, autonomy, and relatedness are presented as important psychological benefits that directly impact affect within a domain and indirectly influence work‐family enrichment and quality of life.
Research limitations/implications
This paper suggests several future directions that researchers can undertake to advance the understanding of positive linkages between work and family. These future directions include: testing the propositions related to need theory through a daily study approach, examining organizational and personal antecedents and consequences associated with work‐family enrichment, and testing the aspects of the presented model to further the new area of research, integrating work‐family enrichment and need theory.
Practical implications
This paper highlights several practical recommendations for individuals and organizations. These include: the need to focus beyond work‐family conflict towards work‐family enrichment, incorporating basic psychological need fulfillment into employees' developmental goals, and for employees to seek psychological benefits to buffer any costs within a role when trying to balance work and family.
Originality/value
This paper addresses several gaps in the previous work‐family literature including: the primary focus on the negative interaction between work and family; the lack of theoretical exploration into how and why multiple roles can lead to work‐family enrichment; and specifically, the integration of need theory as an explanation for work‐family enrichment.
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Dawn S. Carlson, Joseph G. Grzywacz and K. Michele Kacmar
The purpose of this paper is to examine the relationship of schedule flexibility with performance and satisfaction in the work and family domains, and whether these associations…
Abstract
Purpose
The purpose of this paper is to examine the relationship of schedule flexibility with performance and satisfaction in the work and family domains, and whether these associations are mediated by the work‐family interface. Possible gender differences in the putative benefits of schedule flexibility are also to be explored.
Design/methodology/approach
Using a sample of 607 full‐time employees in either schedule flexibility or traditional working arrangements the authors tested a moderated‐mediation model. Regression was used to test the mediation of work‐family and the moderation of gender to the schedule flexibility to work‐family path.
Findings
Both work‐to‐family conflict and work‐to‐family enrichment are mediating mechanisms in the relationship of schedule flexibility with outcomes. More specifically, full mediation was found for job satisfaction and family performance for both enrichment and conflict while partial mediation was found for family satisfaction with enrichment only and mediation was not supported for job performance. Finally, gender moderated the schedule flexibility to work‐family conflict relationship such that women benefited more from flexible working arrangements than men.
Originality/value
The paper adds value by examining a mediation mechanism in the schedule flexibility with the outcome relationship of the work‐family interface. It also adds value by including work‐family enrichment which is a key variable but has little research. Finally, it adds value by demonstrating that schedule flexibility plays a stronger role for women than men regarding the work‐family interface.
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It has been well recognized that interface problems often contain strong singularities which make conventional numerical approaches such as uniform h‐ or p‐version of finite…
Abstract
It has been well recognized that interface problems often contain strong singularities which make conventional numerical approaches such as uniform h‐ or p‐version of finite element methods (FEMs) inefficient. In this paper, the partition‐of‐unity finite element method (PUFEM) is applied to obtain solution for interface problems with severe singularities. In the present approach, asymptotical expansions of the analytical solutions near the interface singularities are employed to enhance the accuracy of the solution. Three different enrichment schemes for interface problems are presented, and their performances are studied. Compared to other numerical approaches such as h‐p version of FEM, the main advantages of the present method include: easy and simple formulation; highly flexible enrichment configurations; no special treatment needed for numerical integration and boundary conditions; and highly effective in terms of computational efficiency. Numerical examples are included to illustrate the robustness and performance of the three schemes in conjunction with uniform h‐ or p‐refinements. It shows that the present PUFEM formulations can significantly improve the accuracy of solution. Very often, improved convergence rate is obtained through enrichment in conjunction with p‐refinement.
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Rupashree Baral and Shivganesh Bhargava
The purpose of this paper is to examine core self‐evaluations (CSEs), family support, co‐worker support, supervisor support, job characteristics, work‐life balance policies…
Abstract
Purpose
The purpose of this paper is to examine core self‐evaluations (CSEs), family support, co‐worker support, supervisor support, job characteristics, work‐life balance policies (WLBPs) and work‐family culture as the predictors of work‐to‐family enrichment (WFE) and family‐to‐work enrichment (FWE) and explore the moderating effect of CSEs.
Design/methodology/approach
Data were collected through a questionnaire survey from 485 employees from six organizations in India representing manufacturing, telecommunications and information technology sectors and were analyzed using hierarchical multiple regressions.
Findings
Supervisor support, job characteristics, WLBPs and work‐family culture predicted WFE. CSEs, family support and job characteristics predicted FWE. Little moderating influence of CSEs was found. It moderated the relationship between supervisor support and WFE.
Research limitations/implications
The cross‐sectional design of the study constrains inferring conclusions regarding causality.
Practical implications
This study indicates that from an organizational perspective, involvement in family roles should not be viewed as a hindrance, since it can also benefit employees at work. Employee assistance programs may be introduced to help employees develop the necessary skills and adaptability to increase their work‐family enrichment experience.
Originality/value
The construct work‐family enrichment examined in this paper reflects an understanding of work‐family interface from a newer lens in a novel socio‐cultural context and demonstrates the moderating role of CSEs.
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