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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.

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.

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.

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.

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.

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.

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.

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.

This is a cross-sectional study which may limit the establishment of causal relationships.

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.

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.

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.

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.

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.

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.

The purpose of this paper is to examine core self‐evaluations (CSEs), family support, co‐worker support, supervisor support, job characteristics, work‐life balance policies (WLBPs) and work‐family culture as the predictors of work‐to‐family enrichment (WFE) and family‐to‐work enrichment (FWE) and explore the moderating effect of CSEs.

Data were collected through a questionnaire survey from 485 employees from six organizations in India representing manufacturing, telecommunications and information technology sectors and were analyzed using hierarchical multiple regressions.

Supervisor support, job characteristics, WLBPs and work‐family culture predicted WFE. CSEs, family support and job characteristics predicted FWE. Little moderating influence of CSEs was found. It moderated the relationship between supervisor support and WFE.

The cross‐sectional design of the study constrains inferring conclusions regarding causality.

This study indicates that from an organizational perspective, involvement in family roles should not be viewed as a hindrance, since it can also benefit employees at work. Employee assistance programs may be introduced to help employees develop the necessary skills and adaptability to increase their work‐family enrichment experience.

The construct work‐family enrichment examined in this paper reflects an understanding of work‐family interface from a newer lens in a novel socio‐cultural context and demonstrates the moderating role of CSEs.

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.

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.

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.

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.

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.

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.

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.

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.

Data were collected on a questionnaire scale from 487 employees.

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.

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.

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.

The purpose of this study is to provide an integrative review of work–family enrichment literature.

The study is based upon 206 peer-reviewed papers derived from systematic search in the Scopus database. The review ascertains its relevance by analyzing the publication trends, research designs, data analysis techniques, sample characteristics, measures and findings of selected articles.

The study notes a rising trend of publication activity in the Asian region on this topic. Empirical research using regression is the most popular research design in this field. Most of the research studies have targeted samples based on family type and/or gender. The majority of the studies include directionality to measure work–family enrichment. Notably, work-related antecedents and consequences have received the most attention from the research community. Crossover models have concentrated on spousal dyad samples.

As per the authors' knowledge, the study is a primary attempt to integrate the extant literature on this subject. Additionally, the study presents the gender role ideology as a potential moderator and provides future research directions along with managerial implications.

The central aim of this paper is to test a model in which work‐family enrichment is associated with lower levels of professional turnover through higher levels of job satisfaction and professional commitment.

The bootstrap procedure for estimating indirect correlations in multiple mediator models was used to test the hypotheses.

The findings show that nurses experiencing high levels of work‐family enrichment are likely to report lower intentions to leave their profession by virtue of their higher levels of professional commitment.

The research relies on a cross‐sectional design with a single source of data.

The research suggests that management should foster work‐family enrichment since this appears to be linked to decreased turnover intentions.

There is a shortage of nurses in Italy and many other countries, which has negative consequences for high‐quality nursing care and costs of the healthcare system, and the results of the present study suggest ways in which nurse retention could be improved.

This study contributes to work‐family literature by addressing the relationship between work‐family enrichment and professional‐related outcomes.

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.

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.

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.

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.

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.

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.

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.

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.

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.

The correlational design prevents conclusions about causality.

The findings have implications for designing jobs, developing supportive work‐family culture and managing employee work‐family interface for maximizing individual and organizational outcomes.

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.