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1 – 10 of over 9000Jacqui-Lyn McIntyre, Duane Aslett and Nico Buitendag
Illicit enrichment refers to the unjustified increase in the assets of a public official. Criminalisation of illicit enrichment is required under Article 20 of the United Nations…
Abstract
Purpose
Illicit enrichment refers to the unjustified increase in the assets of a public official. Criminalisation of illicit enrichment is required under Article 20 of the United Nations Convention Against Corruption, and as a State Party, South Africa is thus expected to deal effectively with illicit enrichment as an offence. This paper aims to address different approaches of various jurisdictions to deal with illicit enrichment and discusses the elements of the crime, drawing on a South African perspective, to determine how illicit enrichment can be criminalised in South Africa.
Design/methodology/approach
The research methodology used was a critical analysis of the definition and elements of the crime, as well as the global action taken to implement this offence. A comparative analysis was used to compare international frameworks with those of South Africa to conclude on the practicality and challenges of introducing the offence of illicit enrichment.
Findings
It was found that an element of the crime, in particular the lack of justification, has been a primary point of criticism, as it is claimed that illicit enrichment laws reverse the burden of proof when an accused is required to prove the legitimacy of his or her assets. However, this issue is not insurmountable in the South African context, and the paper concludes that the criminalisation of illicit enrichment is possible, as South Africa possesses the necessary legislation and case law to support such measure.
Originality/value
This paper contributes to the scholarly research on criminalising illicit enrichment in South Africa.
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Isaac Nyarko Adu, Kwame Owusu Boakye and Michael Kyei-Frimpong
This current study examines the moderating role of gender in the nexus between the dimensions of work-family culture and work-family enrichment in the hospitality industry.
Abstract
Purpose
This current study examines the moderating role of gender in the nexus between the dimensions of work-family culture and work-family enrichment in the hospitality industry.
Design/methodology/approach
This study employed a cross-sectional survey approach to conveniently gather data from a sample of 296 respondents in the Ghanaian hospitality industry. Both descriptive and inferential statistics were used to examine the data received from the respondents with the aid of IBM SPSS Statistics (V26.0) software and the PROCESS macro for SPSS (V3.5).
Findings
As hypothesised in the study, the dimensions of work-family culture significantly predicted work-family enrichment. Further, the results revealed that gender moderated the nexus between the dimensions of work-family culture and work-family enrichment.
Practical implications
The findings of this study imply that hotels in the hospitality industry should foster a working environment that embraces a positive work and family culture that ultimately influences the quality of work and family life of an employee, taking into consideration their gender.
Originality/value
To the best of the authors’ knowledge, this current study is amongst the first to examine the moderating role of gender in the nexus between the dimensions of work-family culture and work-family enrichment in the hospitality industry.
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Tori L. Crain and Leslie B. Hammer
While based on ideas initially introduced in the 1970s (e.g., Sieber, 1974), the concept of work–family enrichment was first proposed by Greenhaus and Powell in 2006. This…
Abstract
While based on ideas initially introduced in the 1970s (e.g., Sieber, 1974), the concept of work–family enrichment was first proposed by Greenhaus and Powell in 2006. This framework asserts that enrichment is experienced either through an instrumental path or an affective path. Enrichment occurs by means of the instrumental path when individuals have the belief that engagement in one role has directly increased their ability to perform in the other role. According to Greenhaus and Powell (2006), role experiences offer five categories of resources that may be acquired by an individual: skills and perspectives (e.g., interpersonal skills), psychological and physical resources (e.g., self-efficacy), social-capital resources (e.g., networking, information), flexibility (e.g., flexible work arrangements), and material resources (e.g., money). Enrichment occurs by way of the affective pathway when an increase in resources in one role enhances mood, spilling over, and permitting for increased functioning in the other role. In this way, a parent who plays with children before work, developing a good mood, may then bring those emotions into the workplace. This, in turn, may increase their ability to interact positively with coworkers, thus improving performance.
Zhining 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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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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Asif Khan, Ashfaq Khan, Tazeem Ali Shah, Mohammad Nisar Khattak and Rawan Abukhait
Using Pakistan's public sector higher education institutions as the study site, this study aims to empirically substantiate, under the theoretical underpinnings of job enrichment…
Abstract
Purpose
Using Pakistan's public sector higher education institutions as the study site, this study aims to empirically substantiate, under the theoretical underpinnings of job enrichment theory (Hackman and Oldham, 1976) and Maslow's (1943) theory of the hierarchy of needs, the impact of flexible work practices (FWPs), on employee work engagement and organizational attractiveness, with the mediating lens of work life enrichment.
Design/methodology/approach
Field data were collected at five higher education institutions located in the Islamabad Capital Territory (ICT) of Pakistan, using the convenience sampling technique and analyzed under the quantitative research paradigm.
Findings
This study substantiates with an empirical evidence that flexible work practices (FWPs) have a significant positive impact on both employee work engagement and organizational attractiveness. Markedly, the study findings reveal that the said impact is significantly stronger than that of sabbaticals. Furthermore, the study reveals that the positive relationship is mediated by work life enrichment, signaling its significance in understanding FWP's such impact on employee work engagement and organizational attractiveness.
Practical implications
The study findings provide significant implications for academia, practitioners, and policymakers, in evidence-based recommendations for higher education institutions to design and implement FWPs that are effective in enhancing employee work engagement and organizational attractiveness, and, in turn, leading to improved organizational performance.
Originality/value
This research study provides a novel contribution to the existing literature by exploring the combined impact of flexible work practices on employee work engagement and organizational attractiveness in the peculiar context of Pakistan's public sector higher education institutions. Additionally, the study's focus on the mediating role of work life enrichment further adds to its novelty.
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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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