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1 – 10 of over 4000Rupashree Baral and Shivganesh Bhargava
This paper aims to examine the role of work‐family enrichment in the relationships between organizational interventions for work‐life balance (job characteristics, work‐life…
Abstract
Purpose
This paper aims to examine the role of work‐family enrichment in the relationships between organizational interventions for work‐life balance (job characteristics, work‐life benefits and policies, supervisor support and work‐family culture) and job outcomes (job satisfaction, affective commitment and organizational citizenship behaviour). It is hypothesized that organizational interventions for work‐life balance will be positively related to job outcomes and work‐to‐family enrichment will mediate these relationships.
Design/methodology/approach
Data were collected from 216 managerial employees through a structured questionnaire from four organizations in India representing manufacturing and information technology (IT) sectors. Analysis was done using multiple regressions.
Findings
Job characteristics were positively related to all the measures of job outcomes. Supervisor support and work‐family culture were positively related to job satisfaction and affective commitment. No significant association was found between work‐life benefits and policies (WLBPs) and any of the job outcome measures. Job characteristics and supervisor support were positively related to work‐to‐family enrichment. Work‐to‐family enrichment mediated the relationships between job characteristics and all job outcomes and between supervisor support and affective commitment.
Research limitations/implications
The correlational design prevents conclusions about causality.
Practical implications
The findings have implications for designing jobs, developing supportive work‐family culture and managing employee work‐family interface for maximizing individual and organizational outcomes.
Originality/value
The study reflected on the work‐family domain relationships in a novel socio‐cultural context and demonstrated the mediating role of work‐family enrichment in the relationships between organizational interventions for work‐life balance and job outcomes.
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Pavitra Mishra, Rajen Gupta and Jyotsna Bhatnagar
The purpose of this paper is to explore the phenomenon of work-to-family enrichment in totality. Using grounded theory, the study aims to understand antecedents, moderators, and…
Abstract
Purpose
The purpose of this paper is to explore the phenomenon of work-to-family enrichment in totality. Using grounded theory, the study aims to understand antecedents, moderators, and consequences of work-to-family enrichment. This study also investigates strategies adopted by individuals to enhance their work-family enrichment experience.
Design/methodology/approach
The paper opted for an exploratory study using the open-ended approach of grounded theory. This paper builds a model to understand the phenomenon by applying Strauss and Corbin's (1990) “paradigm model” approach of grounded theory. The paper throws light on the key tenets of grounded theory research and explains use of grounded theory as a rigorous method for business research. Data were collected by taking 24 in-depth interviews with employees representing middle management segment of consulting, IT and FMCG firms in India.
Findings
This study reports “perceived work-family culture” of an organization as an antecedent of “work-to-family enrichment.” It also finds “community resources” and “family role salience” as significant contributors in enriching the experience of professionals. Work-to-family enrichment experience has positive influence on “employer brand attraction” and “organizational citizenship behavior” and has negative influence on “intention to quit.” The study has also added to the literature by identifying Psychological Capital as one of the consequences. The study has highlighted segmentation, i.e. by maintaining work and family boundaries, support from extended family members or close friends, engaging in activities that provides happiness and personal peace like being a part of NGO, time management and scheduling, engaging in shopping and availing community facilities like good day cares as major strategies used by Indian professionals to enhance their work-to-family enrichment.
Research limitations/implications
The study demonstrates application of grounded theory for understanding a phenomenon holistically. It is one of its kinds of study conducted to understand work-to-family enrichment.
Practical implications
This is a unique study, where attempts have been made to understand and integrate work-to-family enrichment phenomenon in totality. The paper provides insights to the managers about the importance of suitable work-family culture and other factors to ensure successful implementation of work-family policies. The paper also identifies strategies adopted by individuals to attain work-family enrichment.
Social implications
Demographic shifts, changing market and economic trends, technological advances and competitive forces have made work-family interface an important issue for both academicians and practitioners. In India, these changes can be experienced in terms of demographic profile of work force. Changes in the definitions of work and family, shifting family structure, changing profile of work (due to technological advancement, women empowerment, etc.) are transforming the work-family interactions in emerging economies. According to Hewitt's Attrition and Retention Asia Pacific Study, the need for a balance between work and personal life has become an integral element of employee's expectations from their work organization.
Originality/value
This paper fulfils an identified need to study and explore positive side of work-family interface especially in emerging economies like India. This is the first attempt to study the relationships in the work-family domain from a grounded theory approach in Indian context and probably one of the first few in the literature.
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Pavitra Mishra and Jyotsna Bhatnagar
This study aims to fulfill the need to explore positive side of work–family interface, especially in emerging economies like India. The authors assessed the relationships of…
Abstract
Purpose
This study aims to fulfill the need to explore positive side of work–family interface, especially in emerging economies like India. The authors assessed the relationships of individual (family role salience), organizational (work–family culture) and social (community support) antecedents to work-to-family enrichment. They also examined whether gender moderated the relationship between the three antecedents and work-to-family enrichment.
Design/methodology/approach
Data were collected on a questionnaire scale from 487 employees.
Findings
It has been found that family role salience, supportive work-family culture and community support were directly related to work-to-family enrichment. Gender did not influence the relationship between work-family culture and work-to-family enrichment. However, relationships between family role salience and work-to-family enrichment, and between community support and work-to-family enrichment, were stronger in case of the male employees. The evolving nature of gender and integration of work-family-community domain provide insights into managers and policymakers about the importance of family and community in the organizations.
Practical implications
The study builds a business case for facilitating a positive work-family culture in India for both male and female employees. The results point to the transitioning socio-cultural scenario of India, which advocates more similarities than differences in modern gender role expectations and identity. The current study emphasizes that while formulating policy, managers and policymakers should keep in mind evolving preferences of both the genders.
Originality/value
The research provides a holistic view of how individual-, organizational- and social-level factors may affect employees’ work–family enrichment in India. It also highlights the changing role of gender. Theoretical and practical limitations are also discussed.
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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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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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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 work…
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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