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Article
Publication date: 30 March 2010

Rupashree 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…

14666

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.

Details

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

Keywords

Article
Publication date: 4 May 2010

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…

6897

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.

Details

Journal of Managerial Psychology, vol. 25 no. 4
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 1 July 1977

Lyndon Jones

People have been complaining about work ever since it was invented. Today, however, many believe that there is something different about the discontent. Additionally in…

1915

Abstract

People have been complaining about work ever since it was invented. Today, however, many believe that there is something different about the discontent. Additionally in many cases, because of the shift in the balance of power, shop floor personnel can now exercise considerable control over output. As a result organisations are coming up with plans — some pure public relations, some innovative — designed to pacify demotivated workers. The car industry in particular, where about 25 per cent of its labour force assembles cars with robot‐like monotony, has been a pace‐setter. There the term job enrichment seems still to be the most popular phrase in use to describe industrial management techniques introduced to counter job alienation, to make work more meaningful, to deal with “blue collar blues”, to humanize work, to utilise human resources more fully, to improve performance, and to solve problems.

Details

Education + Training, vol. 19 no. 7
Type: Research Article
ISSN: 0040-0912

Article
Publication date: 11 December 2019

Maree Roche and Jarrod Haar

Increasingly, leaders are faced with complex, difficult and demanding situations that challenge their very sense of self, including their workplace wellbeing. It has been…

1551

Abstract

Purpose

Increasingly, leaders are faced with complex, difficult and demanding situations that challenge their very sense of self, including their workplace wellbeing. It has been suggested that this challenge can be mitigated for leaders by pursuing goals and activities that reflect their beliefs, interests and values. As such, leaders whose motivations reflect intrinsic and self-congruent beliefs and values are likely to experience beneficial wellbeing, yet, reviewing this from a self-determination theory (SDT) lens, the authors find this assertion remains to be fully tested. Concurrently, the work–family enrichment (WFE) literature highlights that potential positive synergies exist between work and home. The authors further argue that this synergy may also provide greater insight and understanding into the quality of leaders’ motivation and wellbeing, and as such also requires attention. As such, the purpose of this paper is to examine the path to wellbeing for leaders and includes leaders’ “whole lives” (including enrichment) and not just their work lives (motivations).

Design/methodology/approach

Quantitative research including two studies of 386 junior/senior leaders and 205 CEOs, investigated the role of motivation as defined by SDT and WFE towards leaders’ job satisfaction. Hypotheses were tested using SEM in AMOS to assess the direct and meditational effects of the study variables.

Findings

A partial mediation model was found to best fit the data for both studies. In study 1, the effects of self-determined motivation dimensions on job satisfaction were fully mediated by WFE and family–work enrichment (FWE). However, the non-self-determined dimensions of SDT motivations were directly and negatively related to job satisfaction and enrichment. In study 2, self-determined forms of motivation were positively related to WFE and FWE and job satisfaction, while only WFE was positively related to job satisfaction. The non-self-determined dimensions of SDT motivations were directly and negatively related to WFE and job satisfaction.

Research limitations/implications

Overall, both studies show that the influence of motivations on job satisfaction of leaders is better understood through enrichment. As such organisations are encouraged to enhance both leader’s motivations, and enrichment, in order to facilitate a path to job satisfaction.

Originality/value

This paper is the first to test over two studies and levels of leadership, motivation and enrichment for leaders. As such this paper provides a novel “path” to wellbeing that includes aspects of the leaders’ motivation, as well as the importance of leaders’ enrichment and home domain. Overall the authors suggest that leaders’ “whole” lives play a role in their job satisfaction, and this is important to understand as the authors try to resource leaders, who work in an increasingly demanding workplace environment.

Details

Personnel Review, vol. 49 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 2 March 2021

Laith Hadidi and Ahmad Abzakh

Business process reengineering (BPR) is a management improvement tool that entails radical changes to organizations' core processes, culture and legacy systems. Although…

Abstract

Purpose

Business process reengineering (BPR) is a management improvement tool that entails radical changes to organizations' core processes, culture and legacy systems. Although BPR initiatives are favored by many mangers, employees on the other hand, perceive BPR as a potential threat to lose their jobs. This research aims to enhance the employee perception toward BPR implementation in the construction industry as BPR asks for job enlargement (number of different tasks) and enrichment (degree of responsibility) and doesn’t target the workforce downsizing by itself.

Design/methodology/approach

The research is conducted in Saudi Arabia by involving experienced construction industry practitioners in a survey questionnaire and semi-structured interviews to gain an insightful perception toward BPR constituents. BPR asks for job enlargement (number of different tasks) and enrichment (degree of responsibility). The survey questionnaire is verified from the literature related to BPR and pilot study through experienced construction practitioners. The experts validated the findings.

Findings

The findings of this research reveal a general positive acceptance toward BPR constituents in construction industry. Jobs enrichment and enlargement should be approached: by integrating IT with business functions (especially communication); developing flexible management systems; and encouraging and empowering employees to generate value through their jobs with more delegated authority.

Originality/value

The work is one of the few studies to address the concept of Business Process Reengineering in the construction industry. We explore two research questions as detailed in the submission (BPR perception in the construction industry, and how to have a successful BPR by job enlargement and enrichment. The methods can be extended to other industries and in different parts in the world.

Details

Engineering, Construction and Architectural Management, vol. 29 no. 1
Type: Research Article
ISSN: 0969-9988

Keywords

Article
Publication date: 27 October 2020

Fatemeh Taheri

The purpose of this paper is to test a model in which family-supportive organizational environment is associated with lower levels of turnover intention through higher…

Abstract

Purpose

The purpose of this paper is to test a model in which family-supportive organizational environment is associated with lower levels of turnover intention through higher levels of work-family enrichment and job satisfaction.

Design/methodology/approach

Based on a sample of 300 employees, the bootstrap procedure for estimating indirect correlations in multiple mediator models was used to test the research hypotheses.

Findings

The results suggest that employees experiencing high levels of family-supportive organizational environment are likely to report lower intention to leave their profession by virtue of their higher levels of job satisfaction and work-life enrichment.

Research limitations/implications

The study is limited to public organization and sample size. Further research is needed to make comparison between large/state-owned and small/private organizations.

Practical implications

In the Iran context, work-family enrichment and job satisfaction are effective in reducing the employees' turnover intention. Organizations should show concerns for the employees' work-life enrichment and job satisfaction to reduce their turnover intention.

Social implications

Turnover is one of the problems of organizations in many countries throughout the world including Iran, which has negative consequences through increasing the cost of organizations. The results of this study suggest ways in which staff retention could be improved.

Originality/value

The present study contributes to supportive organizational environment literature by addressing the relationship between family-supportive organizational environment and employee-related outcomes. Given some commonalities between Iran and other developing countries, the findings might be of potential interest in comparative studies dealing with the employees' turnover issue.

Details

International Journal of Productivity and Performance Management, vol. 70 no. 8
Type: Research Article
ISSN: 1741-0401

Keywords

Article
Publication date: 1 February 1978

A.J. McLean and D.B.P. Sims

This article considers various definitions of the concept of job enrichment, and considers the findings of job enrichment studies. Some shortcomings in the theory and its…

Abstract

This article considers various definitions of the concept of job enrichment, and considers the findings of job enrichment studies. Some shortcomings in the theory and its application are illustrated, and these shortcomings are summarised so that instead of remaining isolated and incomprehensible failures they point to areas of deficiency. Directions for future work are suggested, both for practitioners and researchers.

Details

Personnel Review, vol. 7 no. 2
Type: Research Article
ISSN: 0048-3486

Article
Publication date: 17 February 2012

Lilian M. de Menezes

Quality management requires increasing employee involvement that could empower employees, leading to employee and customer satisfaction. Although the literature describes…

13772

Abstract

Purpose

Quality management requires increasing employee involvement that could empower employees, leading to employee and customer satisfaction. Although the literature describes a picture of increasing job demands and work intensification, the evidence of an association between employee job satisfaction and quality management remains mixed and narrow. The purpose of this paper is to investigate this link in the wider economy, and address the roles of human resource management practices that target direct employee participation (job enrichment and high involvement management) in this relationship.

Design/methodology/approach

The Workplace Employment Relations Survey of 2004 (WERS2004) provides information on British workplaces including the use of specific quality and human resource management practices, employees' job satisfaction and other outcomes. Latent variable analysis identifies employers' approaches to quality management, job enrichment and high involvement management. Workplace‐level regression analyses illustrate the link between job satisfaction and various desired organizational outcomes. Hierarchical two‐level regression models are used to assess the link between quality management at workplaces and employee job satisfaction.

Findings

Although job satisfaction is positively associated with desired workplace outcomes (organizational commitment, productivity and quality), no significant link between quality management and employee job satisfaction is found. By contrast, a positive association between job enrichment and job satisfaction is confirmed, which may be weakened in the presence of quality management.

Practical implications

Given the potential impact of job satisfaction on organizational outcomes, job enrichment features should not be neglected when designing jobs so that an effective quality management strategy can be in place. Some weak positive association between high involvement and quality managements with perceived job demands is also observed, and this should be further investigated in more detailed studies of employee well‐being.

Originality/value

This is a large empirical study on an economy‐wide sample of workplaces and their employees.

Details

International Journal of Operations & Production Management, vol. 32 no. 3
Type: Research Article
ISSN: 0144-3577

Keywords

Article
Publication date: 1 January 1976

Peter Hall

INTRODUCTIO The title of this review is rather misleading and inaccurate. It is true that jobs are structured and work is organised, but very few papers are written…

Abstract

INTRODUCTIO The title of this review is rather misleading and inaccurate. It is true that jobs are structured and work is organised, but very few papers are written advocating the status quo. Most academics and all consultants make their names and indeed their livings by recommending, proposing and implementing change. Sometimes change for change's sake, often change because almost anything would be better than the existing situation. But always change.

Details

Management Decision, vol. 14 no. 0
Type: Research Article
ISSN: 0025-1747

Article
Publication date: 16 January 2019

Arshad Mahmood, Muhammad Naseer Akhtar, Usman Talat, Chuanmin Shuai and James C. Hyatt

The purpose of this paper is to increase understanding of the influence mechanisms of specific HR practices variables – salary, job stability and job enrichment – upon…

4170

Abstract

Purpose

The purpose of this paper is to increase understanding of the influence mechanisms of specific HR practices variables – salary, job stability and job enrichment – upon employee commitment, through the mediating role of job satisfaction, in a developing country context. Crucially, these indicate employee commitment.

Design/methodology/approach

The study analyzed three specific HR practices with a sample of 263 employees in the banking industry of Pakistan. A structural equation modeling methodology is adopted.

Findings

The findings indicate that remuneration strategies were positively related to job satisfaction and employee commitment. Regarding the intervening impact of job satisfaction, this study found that it mediates only for non-monetary strategies between job satisfaction and employee commitment.

Research limitations/implications

A key limitation is that this is a cross-sectional study, perhaps not generalizable over longitudinal approaches. Another limit is posed by the developing country context of this study, perhaps not applicable to some developed countries.

Practical implications

From an HR perspective, managing salary structure is an ongoing issue. The proposed model suggests the use of specific practices about satisfaction and commitment as intermediate steps to manage employee commitment.

Originality/value

The research offers a unique understanding from the developing country context of Pakistan. This provides a novel study conducted to examine employee commitment using the high-performance work practices model.

Details

Employee Relations: The International Journal, vol. 41 no. 3
Type: Research Article
ISSN: 0142-5455

Keywords

1 – 10 of over 4000