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1 – 10 of 308
Article
Publication date: 4 November 2014

Pavitra Mishra, Rajen Gupta and Jyotsna Bhatnagar

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…

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Abstract

Purpose

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.

Design/methodology/approach

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.

Findings

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.

Research limitations/implications

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.

Practical implications

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.

Social implications

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.

Originality/value

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.

Details

Qualitative Research Journal, vol. 14 no. 3
Type: Research Article
ISSN: 1443-9883

Keywords

Article
Publication date: 28 September 2012

Hyun Jung Choi and Young Tae Kim

The present study aims to investigate the predictive effect of work‐family conflict and work‐family facilitation on job satisfaction in the Korean hotel industry. In addition…

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Abstract

Purpose

The present study aims to investigate the predictive effect of work‐family conflict and work‐family facilitation on job satisfaction in the Korean hotel industry. In addition, this study seeks to examine if there is a significant effect of job satisfaction on job performance.

Design/methodology/approach

The data were obtained from full‐time frontline staff in ten five‐star hotels in Seoul. Confirmatory factor analysis and path analysis through AMOS 4.0 were performed to demonstrate relationships among variables. In addition, frequent analysis to investigate sample characteristics and correlation analysis to determine relationships between each of the two constructs were conducted using SPSS 10.0.

Findings

The results show that job satisfaction may be improved by limiting “work to family conflicts” and evaluating the nature of “facilitation from family to work”. An additional finding is that job satisfaction may enhance job performance. Unexpectedly, “family to work conflict” significantly and positively relates to job satisfaction in the workplace.

Research limitations/implications

It would be desirable for future research to study these issues via extending the sample to various categories of employment, and not only hotels but also different areas of the tourism and hospitality industry. Longitudinal research that allows social researchers and hotel organizations to understand employees better in specific industrial situations would be beneficial to understand fully the relationship of work‐family interface to job outcomes more completely.

Practical implications

This study proposes that organizations invest more resources in flexible working schedules, regular working hours, family‐friendly programs, and additional useful benefits and support related to family.

Originality/value

This study offers useful guidelines for foreign hotel entrepreneurs entering the Korean market regarding how to improve job satisfaction and job performance in relation to work‐family interaction.

Details

International Journal of Contemporary Hospitality Management, vol. 24 no. 7
Type: Research Article
ISSN: 0959-6119

Keywords

Book part
Publication date: 19 May 2009

Fabienne T. Amstad and Norbert K. Semmer

Recovery seems to be one of the most important mechanisms explaining the relationship between acute stress reactions and chronic health complaints (Geurts & Sonnentag, 2006)…

Abstract

Recovery seems to be one of the most important mechanisms explaining the relationship between acute stress reactions and chronic health complaints (Geurts & Sonnentag, 2006). Moreover, insufficient recovery may be the linking mechanism that turns daily stress experiences into chronic stress. Given this role recovery has in the stress process, it is important to ask in which contexts and under what circumstances recovery takes place.

Details

Current Perspectives on Job-Stress Recovery
Type: Book
ISBN: 978-1-84855-544-0

Article
Publication date: 27 May 2014

Lars G. Tummers and Babette A.C. Bronkhorst

The purpose of this paper is to analyze the effects of leadership on work-family spillovers. Specifically, we analyze the relationships between leadership (leader-member exchange…

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Abstract

Purpose

The purpose of this paper is to analyze the effects of leadership on work-family spillovers. Specifically, we analyze the relationships between leadership (leader-member exchange (LMX) with one negative work-family spillover effect (work-family interference) and one positive work-family spillover effect (work-family facilitation). The authors hypothesize that LMX influences work-family spillover via different mediators, rather than one all-encompassing mediator, such as empowerment.

Design/methodology/approach

The authors hypothesize that a good relationship with your supervisor (high LMX) diminishes work pressure, which in turn reduces work-family interference. Furthermore, the authors expect that a good relationship with your supervisor positively relates to the meaningfulness of work, as you could get more interesting work and more understanding of your role within the organization. In turn, this will increase work-family facilitation. These hypotheses are tested using a nation-wide survey among Dutch healthcare professionals.

Findings

Findings of structural equation modeling (SEM) indeed indicate that high-quality LMX is negatively related to work-family interference, and that this is mediated by work pressure (53 percent explained variance). Furthermore, the authors found that a good relationship with your supervisor is positively related to meaningfulness of work, which in turn positively correlates to work-family facilitation (16 percent explained variance).

Originality/value

The added value of the paper lies in introducing two mediators – work pressure and meaningful work – which worked adequately both theoretically and empirically, instead of the sometimes problematic mediators empowerment and stress; a focus on healthcare professionals; and using sophisticated techniques to test the model (SEM with bootstrapping).

Details

Personnel Review, vol. 43 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 2 March 2015

Pavitra Mishra

The purpose of this paper is to demonstrate systematic application of grounded theory to understand antecedents, moderators and consequences of family-to-work enrichment in India…

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Abstract

Purpose

The purpose of this paper is to demonstrate systematic application of grounded theory to understand antecedents, moderators and consequences of family-to-work enrichment in India. The paper throws light on the key tenets of grounded theory research and explains its use as a rigorous method for management research.

Design/methodology/approach

“Paradigm model” of grounded theory was used for data analysis. Data were collected through in-depth interviews of 24, middle managers in India. Interviewees were from various industries like IT, software, insurance, banking, telecom, media, consulting and fast moving consumer goods.

Findings

This study identifies family resources as an antecedent of family-to-work enrichment. Community resources and work-role salience facilitate positive relation between family resources and family-to-work enrichment. Further, psychological capital has been identified as a consequence. Strategies adopted by the professionals to enhance their family-to-work enrichment have also been explored.

Research limitations/implications

This study provides a holistic understanding of family-to-work enrichment, an under researched phenomenon by exploring relation between work, family and community resources.

Practical implications

The integration of three domains, i.e. work, family and community provide insights to managers and policy makers about the importance of family and community in the organizations.

Originality/value

This study fulfills the need to explore positive side of work-family interface especially, in emerging economies like India. Moreover, it is the first attempt to study the work-family-community interface from a grounded theory approach in the Indian context and probably one of the first few in the literature.

Details

South Asian Journal of Global Business Research, vol. 4 no. 1
Type: Research Article
ISSN: 2045-4457

Keywords

Article
Publication date: 5 August 2014

Nicholas J. Beutell and Joy A. Schneer

Hispanics represent a growing segment of the US population and workforce, yet there is a lack of empirical research on Hispanics in relation to work-family conflict and synergy…

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Abstract

Purpose

Hispanics represent a growing segment of the US population and workforce, yet there is a lack of empirical research on Hispanics in relation to work-family conflict and synergy. Drawing on work-family and job demands-resources theories, the authors model predictors (autonomy, schedule flexibility, social support, work hours) and outcomes (health and satisfaction) of work-family variables among Hispanics and non-Hispanic whites. The paper aims to discuss these issues.

Design/methodology/approach

This quantitative study examined responses from respondents (n=2,988) of the 2008 National Study of the Changing Workforce using descriptive statistics, t-tests, ANOVAs, and structural equation models (SEM). The paper focusses primarily on Hispanics and also examined gender differences for Hispanics and non-Hispanic whites.

Findings

Hispanic women reported the highest work-family conflict (work interfering with family (WIF) and family interfering with work (FIW)) and synergy (work-family synergy (WFS)) levels. Job resources are related to WIF for Hispanic women but not Hispanic men. Autonomy was the best predictor of WFS for all groups. Coping mediated the depression-life satisfaction relationship. WIF and WFS were each significantly related to job satisfaction. Job satisfaction and life satisfaction were significantly related for all groups except Hispanic women. Job satisfaction-turnover paths were significant.

Research limitations/implications

Although based on a high-quality national probability sample, all information was gathered from one extensive interview. There is also a need to examine subgroups of Hispanics beyond the scope of this data set.

Practical implications

Results suggest similarities as well as differences in work-family variables for Hispanics and non-Hispanic whites. Corporate work-family policies and initiatives may need to be altered in light of ethnicity and gender issues as the workforce becomes more diverse.

Originality/value

This study examined work-family conflict and synergy among Hispanics. The predominance of research on non-Hispanic whites needed to be extended to different racial/ethnic groups who may experience WIF, FIW, and WFS differently.

Article
Publication date: 28 January 2014

Adem Sav, Neil Harris and Bernadette Sebar

– This study explores how Australian Muslim men cope with potential conflict and achieve feelings of balance between their work, family and religious roles.

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Abstract

Purpose

This study explores how Australian Muslim men cope with potential conflict and achieve feelings of balance between their work, family and religious roles.

Design/methodology/approach

The study is guided by the interpretive paradigm and is qualitative. Data is collected from participants via semi-structured in-depth interviews (n=20) and analysed using thematic analysis.

Findings

Personal coping strategies (e.g. making permanent changes and time management) seem more effective in coping with immediate conflict and achieving work-life balance as opposed to external ones (e.g. supervisor support). Although some of the strategies mirror existing research, their extent of use and reasons for usage by Muslim men are different. Muslim men use these strategies in a preventive manner to actively achieve work-life balance rather than just cope with episodic work-life conflict.

Research limitations/implications

The study is conducted with a small sample and the findings may not be generalizable to non-practising Australian Muslim men. To date, research has not clearly articulated how people who do not experience work-life conflict, make decisions to achieve balance. This study has a positive look at a negative issue by indicating that workers can go beyond coping with conflict and explore avenues to achieve work-life balance. The findings underscore the importance of preventive coping in achieving work-life balance and caution researchers about investigating how people cope with immediate work-life conflict only.

Originality/value

In addition to work and family roles, this study focuses on religious commitments, with religion being a largely overlooked concept within the work-family coping literature.

Article
Publication date: 17 August 2010

Barbara Beham and Sonja Drobnič

The paper seeks to examine the relationships between various work demands and resources and satisfaction with work‐family balance in a sample of German office workers…

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Abstract

Purpose

The paper seeks to examine the relationships between various work demands and resources and satisfaction with work‐family balance in a sample of German office workers. Work‐to‐family conflict is expected to mediate several relationships between dependent and independent variables.

Design/methodology/approach

A sample of 716 office workers from two service sector organizations in Germany participated in a comprehensive online survey. Hierarchical multivariate regressions were used to test the predicted relationships.

Findings

Perceived high organizational time expectations, psychological job demands and job insecurity were found to be negatively related to employees' satisfaction with work‐family balance. Work‐to‐family conflict partially mediated those relationships. Social support at work and job control revealed positive relationships with satisfaction with work‐family balance, but contrary to predictions this association persisted after controlling for work‐to‐family conflict.

Research limitations/implications

The study used a cross‐sectional design and employees' self reports which may be problematic in drawing causal conclusions.

Originality/value

The majority of studies in work‐family research look at either work‐family conflict, or more recently, at work‐family facilitation/enrichment, but little research has been conducted on employees' overall assessment of satisfaction with work‐family balance. By investigating relationships between various work demands and resources and the mediating role of work‐to‐family conflict in a sample of German office workers, the study extends previous research and contributes to the work‐family literature by clarifying the relationship between work‐to‐family conflict and satisfaction with work‐family balance.

Details

Journal of Managerial Psychology, vol. 25 no. 6
Type: Research Article
ISSN: 0268-3946

Keywords

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, work‐life…

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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: 7 January 2019

Pavitra Mishra and Jyotsna Bhatnagar

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…

Abstract

Purpose

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.

Design/methodology/approach

Data were collected on a questionnaire scale from 487 employees.

Findings

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.

Practical implications

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.

Originality/value

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.

Details

Journal of Asia Business Studies, vol. 13 no. 1
Type: Research Article
ISSN: 1558-7894

Keywords

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