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The purpose of this paper is to identify work-to-family profiles in working mothers, test whether profiles differ between sole and partnered mothers, and examine whether the work-to-family profiles are associated with burnout.

Data on work-to-family conflict (WFC), work-to-family enrichment (WFE), burnout, and relevant socio-demographic covariates were collected via a self-report online survey. Latent profile analysis on WFC and WFE items was used to identify profiles in 179-sole and 857-partnered mothers in paid employment. Regression analyses were performed to examine whether profiles were associated with burnout.

Five distinct work-to-family profiles were identified: Harmful, Negative Active, Active, Beneficial, and Fulfilled. Profile membership differed significantly between sole and partnered mothers, with sole mothers more likely to be in the harmful profile. The five profiles had differing implications for burnout.

WFC and WFE can co-occur, and have differing implications for health and well-being. It is important to consider both WFC and WFE when addressing employee burnout. Furthermore, sole mothers may need greater assistance in reducing WFC and increasing WFE in order to minimize burnout.

This study contributes to existing research by demonstrating differences in work-to-family profiles between sole and partnered mothers, and highlights the need for future research on diverse family types.

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.

This study aims to propose a model based on boundary theory to provide information about how boundary integration (BI) promotes life satisfaction (LS) among female nursing staff. For the prediction of this relationship, this study also captures the mediation effect of family-to-work enrichment (FWE), work-to-family enrichment (WFE) and job satisfaction (JS).

Descriptive statistics, correlation, structural equation modelling (SEM), Baron and Kenny approach, PROCESS Macro and Sobel test approaches were used on a sample of 724 nurses.

The results of the study confirm the significant effects of BI on LS of female nursing staff. Moreover, the mediating roles of FWE, WFE and JS are also confirmed.

Work–family BI is essential for the enhancement of LS among nursing staff. Increasing the BI level along with WFE and FWE provides foundation for JS and LS. Moreover, the study in hand provides significant implications for nursing management; importantly, this study explores BI as an important predictor of FWE, WFE and JS in addressing the LS among nurses.

Nurses’ WFE and FWE are determined through various factors. In distinguishing from past studies in the relevant field, this study explores BI as an important predictor of WFE and FWE in addressing the JS and LS among female nursing staff.

For more than a decade, efforts to integrate the two major perspectives of work–family studies, namely, work–family conflict and work–family enrichment have started advancing not only in western context but also in non-western contexts as well. However, both conflict and enrichment emerging from the family front have often been neglected in previous studies. The purpose of this paper is to test the integration of two major work–family perspectives, that is, work–family conflict and work–family enrichment in an Indian context.

The current study involves a multi-sectoral survey of sales employees belonging to manufacturing, information technology, fast-moving consumer goods, pharmaceuticals and financial services using standard scales. The sample consisted of 330 sales employees working in some of the major firms coming under these sectors. Structural equation modelling (SEM) using analysis of a moment structures was used to test the integrated model. In addition, multi-group SEM was used to test the impact of select demographic variables on the integrated model.

Results of SEM suggested that for sales employees in Indian organizations, work–family conflict follows a matching domain principle, whereas, work–family enrichment follows both matching and cross-domain principles. Further, it was found that marital status and annual salary emerge as moderators in the integrated model.

The present study confirmed that similar-domain relationships are stronger than cross-domain relationships, supporting findings from previous research with regard to work–family conflict. In addition, the results contradicted the studies conducted in western countries wherein the same domain effect is observed with respect to both types of enrichment, that is, work to family enrichment (WFE) and family to work enrichment (FWE). The present study confirms a similar and cross-domain relationship in the case of both types of enrichment. It means that both WFE and FWE have a positive impact on both jobs and family satisfaction.

Organizations so far have been trying ways to reduce stress to reduce work to family conflict. However, there is a need to incorporate policies that facilitate work–family enrichment. Such policies may focus more on support for both married and unmarried employees’ sales employees.

This study contributes to work–family literature by attempting to integrate both conflict and enrichment perspectives, which has rarely been done in the Indian context.

How or whether dimensions of work-to-family enrichment (WFE) mediate the relationship between an individual's core self-evaluations (CSEs) and their psychological well-being (PWB) is yet to be explained. The purpose of this study is to examine the role of three WFE dimensions in mediating between CSEs and PWB in Indian bank employees.

The present study collected data from 222 full-time bank employees working in Indian nationalized banks. The authors tested the study hypotheses using parallel mediation analysis.

The result showed positive associations among CSEs, all WFE dimensions (development, affect and capital-based) and PWB. Parallel mediation analysis suggested that two WFE dimensions (affect and capital-based) mediated the relationship between CSEs and PWB.

The use of a single source of data (Indian nationalized banks) limits the generalizability of the findings.

Senior management at these banks may build a happier and more satisfied workforce by implementing appropriate training and personality development programs. Empowering and rewarding employees for the desired performances may help them appreciate their self-worth, enrich their quality of life (by gaining positive resources from work-family interactions) and ultimately improve their PWB.

The research literature has been relatively silent on the mediating role of individual dimensions of WFE. The present study adds to the existing body of knowledge by exploring the role of individual dimension-based WFE in the relationship between CSEs and PWB.

Drawing on the conservation of resources theory and social exchange theory, this study aims to examine the underlying relationships linking work-to-family enrichment (WFE) and family-to-work enrichment (FWE) to perceived supervisor support and ultimately, job satisfaction among social workers.

Data were collected from members of a social work professional body (n = 439) through an internet-based questionnaire and analysed using confirmatory factor analysis and structural equation modelling.

Perceived supervisor support mediated the relationships between work–family enrichment (specifically, WFE-Development, WFE-Affect and FWE-Efficiency) and job satisfaction.

Social workers who worked in a positive work environment that uplifts their moods and attitudes (WFE-Affect), have access to intellectual and personal development (WFE-Development) and felt supported by their supervisors reported higher levels of job satisfaction. Those who possessed enrichment resources were found to be more efficient (FWE-Efficiency) also perceived their supervisors to be supportive and experienced higher job satisfaction. Future studies should consider other professional groups and incorporate a longitudinal design.

Promoting work–family enrichment among social workers can contribute to positive work outcomes such as perceived supervisor support and job satisfaction. HR practitioners, supervisors and organisations can promote work–family enrichment among social workers through introduction of family-friendly policies (e.g. flexitime, compressed workweek schedules) and providing a supportive work–family friendly environment for social workers.

Although several work–family studies have linked work–family enrichment to job satisfaction, the present study shows how each dimension of WFE and FWE affects social workers' job satisfaction.

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.

The purpose of this paper is to examine whether work-to-family conflict (WFC) and work-to-family enrichment (WFE) predicted burnout in working mothers using conservation of resources theory. The authors also examined whether these relationships varied between sole and partnered working mothers.

In total, 516 partnered and 107 sole mothers in paid employment completed an online survey twice, six months apart.

WFC was significantly positively related to burnout, and WFE significantly negatively related to burnout. Marital status moderated the inverse relationship between WFE and personal burnout, and this relationship was significant for partnered mothers only.

Limitations include self-report data, and the sample being highly educated thereby limiting generalizability.

Providing an enriching and supportive work environment may be an important strategy for minimizing burnout in mothers, particularly for sole mothers.

Employed sole mother’s risks of burnout may be higher than for other mothers even when experiencing WFE, which can have implications for their functioning and for family well-being.

This two-wave study is the first to highlight that sole mothers, who are at risk of greater socio-economic disadvantages, do not benefit from WFE to the same degree as partnered mothers. Future work-family and burnout research should further examine differences based family structure.

The purpose of this paper is to investigate the impact of boundary integration (BI) on innovative work behavior (IWB) of nursing staff. Furthermore, in order to understand the constructive role of BI, this study also examines the mediating role of work-to-family enrichment (WFE) and moderating role of co-worker and supervisor support.

Data were collected from 786 nurses and 144 doctors (nurse supervisors) through self-administered questionnaires from public sector hospitals in Pakistan. Descriptive statistics, correlation, Baron and Kenny approach (Causal steps approach), PROCESS Macro (Normal Test Theory) developed by Hayes and hierarchical regression approaches were used to analyze the collected data that provide several interesting results for the formulated hypotheses.

Results indicated that BI among nursing staff is positively related to doctors’ rating of innovative behaviors. Moreover, WFE mediates the relationship of BI and IWB. Furthermore, the results also confirmed that the relationship between BI and IWB is stronger among those nurses who frequently received support from co-workers and supervisors.

Employees’ involvement in innovative work is of crucial importance for organization’s strength, especially in health care sector. Although researchers have identified various antecedents of nurses’ IWB, however, it is still unclear how BI influences IWB. Moreover, this study focuses on another important element of workplace support and argues that nurses who can successfully manage work and family matters through the integration of boundaries have greater opportunities to achieve enrichment and respond more effectively to demonstrate IWB.

The purpose of this paper is to examine the mediating roles of four aspects of work and family interface (WFI: work-to-family conflict, WFC; family-to-work conflict, FWC; work-to-family enrichment, WFE; and family-to-work enrichment, FWE) in a Chinese context in Taiwan. Included in the integral model are demands and resources from the work and family domains as antecedents, and role satisfaction and burnout as consequences.

Structured questionnaires were used to collect data from 499 full-time working Chinese parents in Taiwan.

Structural equation modeling results showed that antecedents had cross-domain and within-domain effects on all aspects of the WFI; and conflict and enrichment also had cross-domain and within-domain effects on job satisfaction and family satisfaction, while influences from the work domain (WFC and WFE) had a significant impact on burnout. Overall, the partial mediation model was supported, showing that antecedent variables having both indirect (through the WFI variables) as well as direct relationships with the outcome variables.

This is the first study testing a comprehensive model of the whole loop of antecedents-WFI-consequences with a non-Western sample. One unique contribution of the study is that the authors extended Western-based resources theories to Chinese employees, confirming that all four aspects of the WFI are important mediators linking up antecedents with consequences from both the work and family domains. Basing upon the findings, the authors suggests that both managers and employees should endeavor to break the destructive flow of conflict→dissatisfaction/burnout and to initiate the constructive flow of enrichment→satisfaction/free of burnout, by considering not only demands but also resources from both the work and family domains.