scholarly journals Job satisfaction and work–family policies through work-family enrichment

2018 ◽  
Vol 33 (4/5) ◽  
pp. 386-402 ◽  
Author(s):  
Angel Martinez-Sanchez ◽  
Manuela Perez-Perez ◽  
Maria-Jose Vela-Jimenez ◽  
Silvia Abella-Garces
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work And Family ◽  
Management Tool ◽  
Family Policies ◽  
Content Type ◽  
Different Dimensions ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeThe 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.Design/methodology/approachEmpirical 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.FindingsThe 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.Research limitations/implicationsThis is a cross-sectional study which may limit the establishment of causal relationships.Practical implicationsWork–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.Originality/valueThere 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.

Family-supportive organizational environment and turnover intention

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fatemeh Taheri
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Work Life ◽  
Organizational Environment ◽  
Staff Retention ◽  
Negative Consequences ◽  
Content Type ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeThe purpose of this paper is to test a model in which family-supportive organizational environment is associated with lower levels of turnover intention through higher levels of work-family enrichment and job satisfaction.Design/methodology/approachBased on a sample of 300 employees, the bootstrap procedure for estimating indirect correlations in multiple mediator models was used to test the research hypotheses.FindingsThe results suggest that employees experiencing high levels of family-supportive organizational environment are likely to report lower intention to leave their profession by virtue of their higher levels of job satisfaction and work-life enrichment.Research limitations/implicationsThe study is limited to public organization and sample size. Further research is needed to make comparison between large/state-owned and small/private organizations.Practical implicationsIn the Iran context, work-family enrichment and job satisfaction are effective in reducing the employees' turnover intention. Organizations should show concerns for the employees' work-life enrichment and job satisfaction to reduce their turnover intention.Social implicationsTurnover is one of the problems of organizations in many countries throughout the world including Iran, which has negative consequences through increasing the cost of organizations. The results of this study suggest ways in which staff retention could be improved.Originality/valueThe present study contributes to supportive organizational environment literature by addressing the relationship between family-supportive organizational environment and employee-related outcomes. Given some commonalities between Iran and other developing countries, the findings might be of potential interest in comparative studies dealing with the employees' turnover issue.

Grounded theory research

2014 ◽  
Vol 14 (3) ◽  
pp. 289-306 ◽  
Author(s):  
Pavitra Mishra ◽  
Rajen Gupta ◽  
Jyotsna Bhatnagar
Keyword(s):  
Grounded Theory ◽  
Emerging Economies ◽  
Work And Family ◽  
Content Type ◽  
Family Culture ◽  
Grounded Theory Research ◽  
Work Family ◽  
Theory Research ◽  
Work Family Enrichment ◽  
Family Enrichment

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.

scholarly journals Motivations, work–family enrichment and job satisfaction: an indirect effects model

2019 ◽  
Vol 49 (3) ◽  
pp. 903-920
Author(s):  
Maree Roche ◽  
Jarrod Haar
Keyword(s):  
Job Satisfaction ◽  
Quantitative Research ◽  
Sense Of Self ◽  
Work Lives ◽  
Content Type ◽  
Family Work ◽  
Leadership Motivation ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Purpose Increasingly, leaders are faced with complex, difficult and demanding situations that challenge their very sense of self, including their workplace wellbeing. It has been suggested that this challenge can be mitigated for leaders by pursuing goals and activities that reflect their beliefs, interests and values. As such, leaders whose motivations reflect intrinsic and self-congruent beliefs and values are likely to experience beneficial wellbeing, yet, reviewing this from a self-determination theory (SDT) lens, the authors find this assertion remains to be fully tested. Concurrently, the work–family enrichment (WFE) literature highlights that potential positive synergies exist between work and home. The authors further argue that this synergy may also provide greater insight and understanding into the quality of leaders’ motivation and wellbeing, and as such also requires attention. As such, the purpose of this paper is to examine the path to wellbeing for leaders and includes leaders’ “whole lives” (including enrichment) and not just their work lives (motivations). Design/methodology/approach Quantitative research including two studies of 386 junior/senior leaders and 205 CEOs, investigated the role of motivation as defined by SDT and WFE towards leaders’ job satisfaction. Hypotheses were tested using SEM in AMOS to assess the direct and meditational effects of the study variables. Findings A partial mediation model was found to best fit the data for both studies. In study 1, the effects of self-determined motivation dimensions on job satisfaction were fully mediated by WFE and family–work enrichment (FWE). However, the non-self-determined dimensions of SDT motivations were directly and negatively related to job satisfaction and enrichment. In study 2, self-determined forms of motivation were positively related to WFE and FWE and job satisfaction, while only WFE was positively related to job satisfaction. The non-self-determined dimensions of SDT motivations were directly and negatively related to WFE and job satisfaction. Research limitations/implications Overall, both studies show that the influence of motivations on job satisfaction of leaders is better understood through enrichment. As such organisations are encouraged to enhance both leader’s motivations, and enrichment, in order to facilitate a path to job satisfaction. Originality/value This paper is the first to test over two studies and levels of leadership, motivation and enrichment for leaders. As such this paper provides a novel “path” to wellbeing that includes aspects of the leaders’ motivation, as well as the importance of leaders’ enrichment and home domain. Overall the authors suggest that leaders’ “whole” lives play a role in their job satisfaction, and this is important to understand as the authors try to resource leaders, who work in an increasingly demanding workplace environment.

scholarly journals The Role of Cognitive Appraisal in Work-Family Experiences of Indian IT Employees

2014 ◽  
Vol 39 (2) ◽  
pp. 21-30 ◽  
Author(s):  
Mousumi Padhi ◽  
Snigdha Pattnaik
Keyword(s):  
Family Conflict ◽  
Cognitive Appraisal ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Policies ◽  
Family Experiences ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Demographic changes have had a catalytic effect on the number of people participating in multiple roles and juggling them as they go through various life functions. Two of the major domains where these roles are based are work and family. This study draws on Person-environment fit theory to understand to what extent congruence between an individual and her⁄his environment affects her⁄his experience of work-family interface. Through this, the study seeks to capture the cognitive appraisal process by which work and family experiences can exacerbate work-family conflict (WFC) and enhance work-family enrichment (WFE). This study is an attempt to respond to calls by researchers to look at the process of cognitive appraisal and congruence which have largely been ignored in work-family literature. These processes could help understand why given the same situation and environmental contexts, individuals might differ in their work-family experiences. Congruence, measured at two levels — congruence and incongruence — has been taken as the independent variable in the study. The different measures of work-family conflict and work-family enrichment have been taken as the dependent variables. Responses in the study were drawn from software professionals working in IT organizations. It was found that the incongruent individuals reported significantly higher levels of work-family conflict on all the dimensions of conflict as compared to the congruent individuals. In contrast, when it came to work-family enrichment, congruent individuals reported significantly higher levels of enrichment on all the dimensions as compared to incongruent individuals. By capturing the role of cognitive appraisal on work-family interface, the study contributes theoretically and empirically to the extant literature on work and family. As organizations across sectors are taking steps to promote work-life harmony, the finding that congruence leads to greater work-family enrichment and incongruence leads to greater work-family conflict has important practical implications for the formulation of work-family policies.

scholarly journals Enhancing job satisfaction through work–family enrichment and perceived supervisor support: the case of Australian social workers

2020 ◽  
Vol 49 (9) ◽  
pp. 2055-2072 ◽  
Author(s):  
Parveen Kalliath ◽  
Thomas Kalliath ◽  
Xi Wen Chan ◽  
Christopher Chan
Keyword(s):  
Job Satisfaction ◽  
Social Workers ◽  
Supervisor Support ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Family Friendly ◽  
Work Family ◽  
Work Family Enrichment ◽  
Positive Work ◽  
Family Enrichment

PurposeDrawing 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.Design/methodology/approachData 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.FindingsPerceived supervisor support mediated the relationships between work–family enrichment (specifically, WFE-Development, WFE-Affect and FWE-Efficiency) and job satisfaction.Research limitations/implicationsSocial 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.Practical implicationsPromoting 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.Originality/valueAlthough 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.

Do boundary preferences, work-family self-efficacy and proactive personality predict job satisfaction? The mediating role of work-family enrichment

2019 ◽  
Vol 7 (2) ◽  
pp. 198-212 ◽  
Author(s):  
Rajesh Premchandran ◽  
Pushpendra Priyadarshi
Keyword(s):  
Job Satisfaction ◽  
Self Efficacy ◽  
Proactive Personality ◽  
Content Type ◽  
Mediating Role ◽  
Married Individuals ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Purpose The purpose of this paper is to explore the role of personality and individual differences as an antecedent to work-family enrichment (WFE) and consequently with job satisfaction. This study address gaps in WFE literature by looking at proactivity, work-family self-efficacy (WFSE) and family permeability as antecedent variables that have received scant attention from researchers. By addressing these gaps, the study seeks to advance theory on WFE and its relation to job satisfaction. Design/methodology/approach The authors do this through the exploration of pathways through WFE and studying 508 married individuals, with at least one child, working in the IT/ITES sector in India. The authors use structural equation modeling to analyze different pathways from personality based antecedents and WFE as mediator. Findings The results demonstrate the mediating role of WFE in the relationship between antecedents (WFSE, family permeability and proactive personality) and job satisfaction. Research limitations/implications This study contributes to existing research on WFE and personality by showing that WFE is a significant pathway toward job satisfaction and how personality variables influence satisfaction. Originality/value It is also the first study to use proactivity and WFSE as antecedents to test out the influence of WFE on job satisfaction. This is also the first study to look at only married individuals with children in a WFE study forced on the services sector. Consequently, these findings have significant implications in the way organizations deal with work-life situations, especially in the 30+ age bracket in India.

Study of married workers in Indian IT shows influence of work-family enrichment on job satisfaction

2019 ◽  
Vol 28 (2) ◽  
pp. 6-8
Keyword(s):  
Job Satisfaction ◽  
Self Efficacy ◽  
Full Time ◽  
Content Type ◽  
Personality Variables ◽  
Married Individuals ◽  
Work Family ◽  
Married Workers ◽  
Work Family Enrichment ◽  
Family Enrichment

Purpose The researchers wanted to examine work-family enrichment using the antecedent variables of proactivity, work-family self-efficacy (WFSE) and family permeability, Design/methodology/approach The researchers selected married individuals working full time with at least one child younger than the age of 16. Respondents were drawn from the IT sectors in the large southern Indian cities of Bengaluru and Hyderabad. Data were collected using self-administered questionnaires. Respondents answered questions about their proactive personality, WFSE, family permeability, WFE and job satisfaction, in addition to demographic variables around age, gender, children and dual-earner status. Findings The results show the influence of work-family enrichment (WFE) on job satisfaction. The authors said the strong correlations between the three personality-based antecedents and WFE made it essential for managers to consider each individual worker’s personality traits, as well as to produce work policies and job specifications that helped people to manage their work-family interrelationships. Originality/value The authors say the research has made three unique contributions to work-family literature. First, they have explored individual preferences and personality variables that result in greater enrichment. Second, the study has advanced WFE literature by considering family permeability as a preference. Finally, the study has answered the calls of previous researchers to look at variables like work-family self-efficacy as additional resources that help enrichment.

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