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The present study aims to examine work–family interface and explore its relationship with some key psycho-social variables amongst women entrepreneurs in the urban Indian context.

This paper has adopted a quantitative design, whereby data collected using a questionnaire from 164 women entrepreneurs was analysed using hierarchical regression.

Findings indicate that core self-evaluations, role involvement and social support worked in tandem towards diminishing conflict and driving enrichment. The role of family support and family involvement in enabling family-to-work enrichment suggests that work–family synergies could work to the unique advantage of women entrepreneurs. Work involvement was also seen to be related positively with work-to-family enrichment and negatively with family-to-work conflict.

The linkages between key psycho-social factors and work–family interface need to be studied on larger and varied samples, using alternative scales, for greater generalizability of results. Longitudinal research could also bring out valuable insights related to the effect of life cycle stages and other family characteristics on work–family interface.

Work–family interface should be regarded as a fundamental business imperative with crucial implications for the venture. Self-development training and counselling in Entrepreneurship Development Programmes for women can shield them from conflict and its negative consequences while incorporating key behaviours to foster enrichment instead.

The present study is the first empirical research to examine work–family enrichment and its relationship with core self-evaluations, role involvement and social support for women entrepreneurs in the Indian context.

Research on work–family interface (WFI) is almost two decades old. It is widely believed that the archetype of work and family after COVID has changed. Post-COVID emphases and outcomes would be different. Accordingly, a bibliometric analysis of the research would help to understand the state of the research and positive WFI patterns that guide further investigations. The present study used measures such as journals, citations, etc. to determine the bibliometric patterns from 2003 to August 2023 using VOSviewer software.

Data were obtained from Scopus. 1,601 works were found in the first search. This figure was narrowed down to 525 based on a few conditions. The most commonly referenced journals, sources, authors, etc. were used for the analysis.

Research on positive WFI has increased in recent years. The total number of articles in positive WFI was 525 between 2003 and August 2023. Greenhaus, Powell and Carlson were the most cited authors in this field. Carlson had produced the highest number of documents in WFI. Most WFI authors focused on antecedents, treating positive WFI as the outcome variable.

This is the first bibliometric analysis conducted on a positive WFI, although there have been a few on work–family conflict. However, other sources such as the Australian Business Deans Council (ABDC) and Web of Science may throw different results on journals, citations, etc. Hence, future researchers might emphasize if the same results originate from data in other databases. Other analytical tools may be used in the place of VOSviewer.

This is the first article on bibliometric analysis of positive WFI. This paper’s primary objective is to understand the patterns of literature available on positive WFI and its significance comprehensively.

The relationship between work and family has long been the subject of lively debate in the political, public, and academic arena. Employers in the hospitality industry should carefully consider the work–family balance of their employees because maintaining a good balance will result in lower costs, lower sick rates, and lower staff turnover. The term “balance” refers to the way in which work interferes with life at home and how home life interferes with work. It includes both the positive and negative effects that work has on the family domain and vice versa. As research on the psychological contract approach to the employment relationship is scarce with regard to work–family interference, it became the subject of this study. The results demonstrate that psychological contract measures, in particular time commitment, can explain work–family conflict, while job content can explain work–family enrichment. In addition, the study revealed that with the appearance of gender as a moderator, different additional factors may play a role in work–family enrichment and work–family conflict. Furthermore, it revealed that family structure is not a predictor for work–family interference. This paper discusses managerial implications and offers recommendations for further research.

After summarizing what has been learned so far, the purpose of this review is to suggest several promising avenues for future research on work-to-family enrichment (WFE) and family-to-work enrichment (FWE).

This is a literature review. After reviewing the existing research and searching for gaps in the literature, new areas of research will be proposed to fill these gaps.

While much has been learned about the antecedents and consequences of work–family enrichment in both directions, WFE and FWE, much remains to be learned.

Three important outcomes – job performance, organizational citizenship behavior, and counterproductive work behavior – need to be studied regarding WFE and FWE. Although supervisor support has been studied, the field needs to incorporate leadership theories and models to understand this phenomenon. Additional predictors of work outcomes – including emotional intelligence, leadership, emotional labor, social support, gender, and cross-cultural variables – need to be examined. Experience sampling methods and advanced research methodologies should also be used.

Although prior research has demonstrated the important effects of WFE and FWE, the practical effects on organizations in terms of job performance still need to be investigated.

The literature review conclusively demonstrates that WFE and FWE are both related to job satisfaction and family satisfaction.

This is the first review to summarize the existing meta-analytical research in this area and to propose the particular avenues of research advocated in this article.

The purpose of this paper is to study the nature of work-family interface for urban Indian women entrepreneurs (WEs), in terms of not only conflict but also enrichment. It also endeavours to examine the coping and support mechanisms that are used by the WEs.

This paper has adopted a qualitative design, employing in-depth interviews to gain an insight into the research questions.

Though seen to experience work-family conflict extensively, WEs effectively utilized various flexible work and time management techniques as coping mechanisms. More importantly, they were seen to establish a “buy-in” for their work, thereby eliciting support from diverse sources in the home environment. Furthermore, work-to-family enrichment (WFE) was seen to facilitate a stronger bond with family members as well as increase the subjective well-being of the WE. Finally, family-to-work enrichment (FWE) enabled the WEs to obtain various kinds of resources from the family domain to benefit their businesses, thereby affecting venture-level outcomes positively.

As the findings of the study map reasonably well to prior theoretical research, the present study serves as a starting point for future research examining the relevance of work-family dynamics for WEs across cultures.

The results of the study positively contribute to the discussion on work-family interface for WEs in the cultural context of India.

The study offers qualitative insights into the work-family dynamics of Indian WEs, especially focusing on the key advantages that they derive by capitalizing on positive spill-over from one domain to the other.

The purpose of this paper is to explore the perception of the work‐family interface in an expatriation context. Furthermore, potential antecedents of work‐family enrichment and work‐family conflict in the work as well as in the family domain are identified and potential gender differences in perceptions sought.

An exploratory approach was adopted. The authors conducted in‐depth interviews with 15 expatriates and repatriates that were analysed using content analysis.

Work‐to‐family conflict was perceived as a time‐based conflict, whereas family‐to‐work conflict was perceived as an energy‐based conflict. Work‐family enrichment (i.e. work‐to‐family; family‐to‐work) was perceived as a transfer of skills and mood. Furthermore, at least in an expatriation context, the work‐family interface is reflected in more reciprocal influences than are currently presented in existing concepts. In total, four potential antecedents of work‐family interaction were identified: social support at work; development opportunities at work; family social support; and family adjustment. Finally, gender differences in the perception of the work‐family interface could be revealed.

First, the interviews were analysed solely by one person; consequently, inter‐rater‐reliability could not be tested. Second, a direct relationship between each potential antecedent and work‐family interaction can only be hypothesized.

The findings enable companies to implement support strategies that foster a positive interaction between the work and the family domain which, in turn, will enhance expatriation success.

The study provides one of the first exploratory examinations of the perception of the complete work‐family interface in an expatriation context. Furthermore, this is one of the few studies that include female and male international assignees in the sample and therefore can give a balanced perspective of the work‐family interface among male and female assignees.

Work-family researchers examining work-family enrichment (WFE) have used a cross-domain model (Frone et al., 2003) to explain relationships between enrichment experienced and the satisfaction reported in the same domain. Recent research points out inconsistencies in this approach, arguing for a source attribution model in which increased satisfaction is reported in the domain where the source of enrichment resides. This study looks at bi-directional WFE and both forms of domain satisfaction, job and family, to explore relative strengths of these relationships in an Indian context, thereby extending theory on source vs cross-domain effects of enrichment.

This study uses a single-source cross-sectional study of 508 married individuals working in the services sector in India, each with at least one child in the family. Structural equation modeling is used to test the hypotheses.

The results support the source attribution perspective of enrichment where WFE shows stronger links to job satisfaction, and family-work enrichment (FEW) shows stronger links to family satisfaction. Our study revealed that dual-earners report higher satisfaction levels compared to those from single-earner households.

In addition to advancing theory on source attribution for WFE, this is the first study to focus exclusively on married individuals with children to further help accentuate inter-domain resource transfer. In addition, this is one of the few studies to test out the theory of enrichment through service sector knowledge workers in a developing economy like India, where the service sector contributes to 60% of the GDP.

Extant literature reveals that the personality variable, core self-evaluation (CSE) which represents an employee’s self-assessment of himself has rarely been researched with respect to sales employees. The purpose of this paper is to identify the role of personality variable, core self-evaluation (CSE), in the relationship between demands and work – family enrichment. In this study, CSE has been treated as a moderating variable in the relationship between demands and work-family enrichment. This paper also aims to validate the CSE scale developed by Jugde et al. (2003) in Indian context.

Data were collected through structured questionnaires from 330 sales employees belonging to firms from some of the major sectors of Indian industry namely, Manufacturing, IT, FMCG, Pharmaceuticals and Financial Services. The study first validated the CSE scale in the Indian context using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Further, moderated regression analysis (MRA) was used to test the model.

The present research supported the 12-item CSE scale in the Indian context. Also, results of MRA suggested that, irrespective of higher work demands, sales employees having higher CSE experience higher levels of work to family enrichment (WFE). In addition, higher CSE employees tend to experience higher levels of FWE at the family front.

In an emerging economy such as India wherein sales professionals are facing a lot of work demands, organizations should invest in their frontline employees to be able to deliver value for money to the customers and thereby gain competitive advantage. With this realization, managers should acquire and retain frontline employees with positive core self-evaluation. Therefore, organizations should select and try to retain candidates with positive core self-evaluations.

Corporates should focus on nurturing sales employees’ positive CSE to make sure that their employees can contentedly adjust to various challenging work situations. In addition practices like job transitions, empowerment, enrichment and rewarding employees for their desired performance might be some of the interventions which positively impact core self-evaluations.

This study contributes to work – family literature by addressing the role of CSE in achieving WFE and FWE among sales employees in Indian context.

This paper investigated the relationships among workaholism, work–family enrichment (work–life enrichment), and workplace incivility.

Data on workaholism, incivility, and work–family enrichment were collected through the administration of a survey on 414 employees of a public bank in Iran.

Workaholism and life–work enrichment were positively and negatively related to uncivil behaviors, respectively, and workaholism was positively associated with work–family enrichment. Overall, work–family enrichment did not act as a mediator variable between workaholism and uncivil behaviors.

Future researchers should consider public or private organizations and assess the different instigators of incivility considering the mediator or moderating role of gender.

Managers should focus on reducing workaholism and developing life–work enrichment in order to decrease uncivil behaviors.

Given the hard economic and complex political conditions in Iran and increasing likelihood of uncivil behaviors, the results of the present study offer ways to minimize workplace incivility in employees.

The study contributes to the research on uncivil behavior by improving the understanding of organizational and personal factors (workaholism and work–life enrichment) that can influence workplace incivility among employees working in public organizations. It also addresses the usefulness of examining work–life enrichment disposition in understanding the relationship between workaholism and workplace incivility.

Using conservation of resources (COR) theory the study investigates the interrelationships between optimism, bidirectional work-family conflict, enrichment, and psychological health.

The data were gathered from 356 Indian police officers using a survey questionnaire and purposive sampling technique.

The results inform that optimism mitigates family to work conflict (FWC) and fosters work to family enrichment (WFE), family to work enrichment (FEW), and psychological health in the police. The results further suggest optimism influences psychological health via WFE (partial mediation). However, FWC and FEW do not influence mental health.

The study was conducted in a specific culture and context (Rajasthan police), so results cannot be generalized. The study discusses the practical implications for police practitioners.

The study adds to work-family literature by considering personal differences that have received less space in work-family models. To the best of authors' knowledge, none of the previous studies have considered optimism, the work-family interface and psychological health in the police.