This study aims to expand our knowledge on the processes through which work–family policies relate to work–family conflict as well as work–related attitudes among women in…
This study aims to expand our knowledge on the processes through which work–family policies relate to work–family conflict as well as work–related attitudes among women in management positions returning to work after maternity leave.
A total of 238 women in management positions who recently have returned to work after maternity leave completed a self-reported questionnaire.
Results show that the availability of policies was either directly or indirectly positively related to work attitudes among female managers. Also, findings show that work–family conflict partially mediates the relationship between the availability of communication and psychological support and flexible time management policies with work engagement, and policy availability moderates the relationship between work–family conflict and work engagement.
Managers have a crucial role in conveying the value of work–family policies and in creating a culture supporting the management of work and family. By investigating the processes underlying the role of work–family policies in influencing work attitudes of women in managerial positions, this study sheds light on how the awareness of the available policies might be an important determinant of work-related well-being and organizational commitment.
The purpose of this paper is to examine the effect of grit (consistency of interest and perseverance of effort) on entrepreneurial career success (career satisfaction…
The purpose of this paper is to examine the effect of grit (consistency of interest and perseverance of effort) on entrepreneurial career success (career satisfaction, perceived career achievement and perceived financial attainment) through the role of resilience.
The study was cross-sectional, and the data were collected using questionnaires from 111 entrepreneurs in Nigeria who have been in business for over five years and were selected using purposive sampling technique. The study used Smart-PLS to assess the measurement and structural model.
The perseverance of effort was related to all the aspects of career success as well as resilience. But consistency of interest was positively related to only perceived financial attainment. It also predicted resilience. Resilience was also related to all the facets of career success. All three mediation hypotheses were supported.
The study delivered fascinating understandings into the structures of grit. The Western conceptualisation of grit may not be valid in a collectivist society where consistency is not that very much considered.
The study helps to further validate grit in the entrepreneurship field; the construct is a facilitator of entrepreneurial action and an indispensable source of energy that can revitalise the entrepreneur along the arduous road to success.
The two components of grit can have a dissimilar influence on different outcomes – as prior investigations, although recognising that the two components are conceptually dissimilar, have rarely studied them so empirically.