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1 – 10 of over 4000
Article
Publication date: 30 March 2010

Rupashree Baral and Shivganesh Bhargava

This paper aims to examine the role of workfamily enrichment in the relationships between organizational interventions for work‐life balance (job characteristics, work‐life…

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Abstract

Purpose

This paper aims to examine the role of workfamily enrichment in the relationships between organizational interventions for work‐life balance (job characteristics, work‐life benefits and policies, supervisor support and workfamily 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 worktofamily 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 workfamily 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 worktofamily enrichment. Worktofamily 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 workfamily culture and managing employee workfamily interface for maximizing individual and organizational outcomes.

Originality/value

The study reflected on the workfamily domain relationships in a novel socio‐cultural context and demonstrated the mediating role of workfamily enrichment in the relationships between organizational interventions for work‐life balance and job outcomes.

Details

Journal of Managerial Psychology, vol. 25 no. 3
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 4 November 2014

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…

2270

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.

Details

Qualitative Research Journal, vol. 14 no. 3
Type: Research Article
ISSN: 1443-9883

Keywords

Article
Publication date: 7 January 2019

Pavitra Mishra and Jyotsna Bhatnagar

This study aims to fulfill the need to explore positive side of workfamily 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 workfamily interface, especially in emerging economies like India. The authors assessed the relationships of individual (family role salience), organizational (workfamily 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’ workfamily enrichment in India. It also highlights the changing role of gender. Theoretical and practical limitations are also discussed.

Details

Journal of Asia Business Studies, vol. 13 no. 1
Type: Research Article
ISSN: 1558-7894

Keywords

Book part
Publication date: 14 May 2013

Tori L. Crain and Leslie B. Hammer

While based on ideas initially introduced in the 1970s (e.g., Sieber, 1974), the concept of workfamily 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 workfamily 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.

Details

Advances in Positive Organizational Psychology
Type: Book
ISBN: 978-1-78052-000-1

Article
Publication date: 6 September 2023

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.

Details

Journal of Managerial Psychology, vol. 38 no. 7
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 8 November 2022

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 workfamily 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 workfamily 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 workfamily 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 workfamily 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 workfamily 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 workfamily 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 workfamily 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.

Details

International Journal of Contemporary Hospitality Management, vol. 35 no. 5
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 16 December 2022

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 familywork 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 familywork 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 familywork 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 familywork 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.

Article
Publication date: 2 March 2015

Pavitra Mishra

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…

2784

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.

Details

South Asian Journal of Global Business Research, vol. 4 no. 1
Type: Research Article
ISSN: 2045-4457

Keywords

Article
Publication date: 11 October 2018

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 workfamily policies on employee’s job satisfaction and (affective) organizational commitment, by using work

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Abstract

Purpose

The purpose of this paper is to analyze the effect of a bundle of workfamily policies on employee’s job satisfaction and (affective) organizational commitment, by using workfamily 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 workfamily policies the more positive effects on workfamily 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

Workfamily 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 workfamily enrichment contributes to enhance employees’ job satisfaction and, at the same time, to increase their organizational commitment. Managers should pay attention at how workfamily 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 workfamily 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.

Details

Journal of Managerial Psychology, vol. 33 no. 4/5
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 1 May 2009

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…

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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 workfamily enrichment. The goal is to better understand the psychological processes underlying workfamily enrichment and to identify ways in which workfamily enrichment can be increased. A conceptual and testable model depicting the direct and indirect relationships involved in workfamily enrichment is provided.

Design/methodology/approach

A review of past theories describing the workfamily interface is provided, followed by the presentation of a theoretical and testable model depicting the relationships between workfamily 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 workfamily 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 workfamily enrichment, and testing the aspects of the presented model to further the new area of research, integrating workfamily enrichment and need theory.

Practical implications

This paper highlights several practical recommendations for individuals and organizations. These include: the need to focus beyond workfamily conflict towards workfamily 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 workfamily 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 workfamily enrichment; and specifically, the integration of need theory as an explanation for workfamily enrichment.

Details

Journal of Managerial Psychology, vol. 24 no. 4
Type: Research Article
ISSN: 0268-3946

Keywords

1 – 10 of over 4000