scholarly journals How does family support facilitate job satisfaction? Investigating the chain mediating effects of work–family enrichment and job‐related well‐being

2019 ◽  
Vol 36 (1) ◽  
pp. 97-104 ◽  
Author(s):  
Xi Wen Chan ◽  
Parveen Kalliath ◽  
Christopher Chan ◽  
Thomas Kalliath
Keyword(s):  
Job Satisfaction ◽  
Family Support ◽  
Well Being ◽  
Mediating Effects ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

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.

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.

The influence of simultaneous interference and enrichment in work–family interaction on work-related outcomes

2016 ◽  
Vol 47 (3) ◽  
pp. 330-343 ◽  
Author(s):  
Eileen Koekemoer ◽  
Arien Strasheim ◽  
Robyn Cross
Keyword(s):  
Job Satisfaction ◽  
Career Success ◽  
Organisational Commitment ◽  
Positive Interaction ◽  
Work Related ◽  
Measurement Models ◽  
Subjective Career Success ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

This study aimed to determine how work–nonwork interference and work–family enrichment operate simultaneously to influence the work-related outcomes job satisfaction, organisational commitment, and subjective career success. By employing South African work–family instruments, the study tested substantive hypotheses in this regard. A cross-sectional survey design among a sample of permanently employed married parents ( n = 212) was utilised. Statistical analyses included confirmatory factor analyses and validity assessments. Second-order measurement models were utilised in a structural equation modelling to test various hypotheses in this regard. Results indicate that work–nonwork interference and work–family enrichment operate simultaneously and are independently significantly related to work-related outcomes (except work–nonwork interference with commitment). Work–family enrichment was positively related to job satisfaction, organisational commitment, and subjective career success, while work–nonwork interference was found to be negatively related to job satisfaction and subjective career success. The findings suggest that these concepts should not be viewed as opposites on a continuum, but rather as phenomena that act independently in the nomological net of the work–family domain. The findings also suggest that work–family enrichment contributes more to the work-related outcomes than in the case of work–nonwork interference. The implication is that, in order to obtain positive work-related outcomes, it is more important to focus on fostering positive interaction in the work–family context than trying to eliminate the conflict in this regard.

Work–Family Enrichment and Job Satisfaction of Indian Social Workers

2017 ◽  
Vol 2017 (1) ◽  
pp. 16378
Author(s):  
Xi Wen Chan ◽  
Tom Kalliath ◽  
Parveen Kalliath ◽  
Christopher Chan
Keyword(s):  
Job Satisfaction ◽  
Social Workers ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment
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