The role of professional development in promoting work engagement and work-family enrichment

2012 ◽  
Author(s):  
Monica Molino ◽  
Chiara Ghislieri ◽  
Claudio G. Cortese
Keyword(s):  
Professional Development ◽  
Work Engagement ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Decent work and work–family enrichment: role of meaning at work and work engagement

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Vaneet Kashyap ◽  
Ridhi Arora
Keyword(s):  
Human Resource Development ◽  
Work Engagement ◽  
North India ◽  
Decent Work ◽  
Content Type ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment ◽  
Policies And Practices

PurposeThe purpose of the current study is to examine decent work (DW) as a critical antecedent of work–family enrichment (WFE). Further, it also focuses on understanding the underlying mechanisms that facilitate the linkage of employees' perceptions of DW and WFE by investigating about the mediating role of knowledge workers' experience of meaning at work and their work engagement levels.Design/methodology/approachThis study adopts a quantitative cross-sectional research design using survey administration among faculty members employed in public and private universities of North India.FindingsResults depicted that in addition to direct relationship between DW and WFE, both meaning at work and work engagement partially mediate the relationship between access to DW and WFE indirectly. These findings showed that the provision of access to DW by organizations will help facilitate WFE via employees' experience of meaning at work and their levels of engagement with their work.Practical implicationsThe study findings would be useful for organizational practitioners and policymakers to design sustainable human resource development (HRD) policies and practices for enriching the WFE of employees as well as in driving talent retention and engagement.Originality/valueIt is one of the few studies that captures perceptions of employees about access to DW policies and practices and its role in enhancing WFE in the South Asian context. Further, it also advances our knowledge on antecedents and consequences of WFE.

scholarly journals Role resources and work–family enrichment: The role of work engagement

2010 ◽  
Vol 77 (3) ◽  
pp. 470-480 ◽  
Author(s):  
Oi-ling Siu ◽  
Jia-fang Lu ◽  
Paula Brough ◽  
Chang-qin Lu ◽  
Arnold B. Bakker ◽  
...  
Keyword(s):  
Work Engagement ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

scholarly journals The Effect of Work-Family Enrichment on Job Satisfaction of Working Mothers

2020 ◽  
Vol 3 (2) ◽  
pp. 32-40
Author(s):  
Ni Made Dwi Puspitawati ◽  
Ni Putu Cempaka Dharmadewi Atmaja
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Working Mothers ◽  
Analysis Tool ◽  
Quality Of Family Life ◽  
Work Family ◽  
Employee Work Engagement ◽  
Work Family Enrichment ◽  
Family Enrichment

Job satisfaction is a crucial problem for working mothers because they must be able to manage two roles well so that it does not impact their work. Role accumulation theory explains how the dual role of a woman in managing their role so that the work they carry out can improve the quality of family life. This study aims to determine the effect of work-family enrichment on work engagement and job satisfaction of working mothers at private universities in Bali. The population is all working mothers who work as lecturers at universities in Bali, totaling 153 people with predetermined population criteria. The sample in this study is the same as the population, but only 145 questionnaires can be used. The analysis tool uses SEM-AMOS. The results showed that (1) work-family enrichment has a positive and significant effect on job satisfaction, (2) work-family enrichment has a positive and significant effect on work engagement (3) work engagement has a positive and significant effect on job satisfaction. The implication of this research is to increase job satisfaction of working mothers, a high work-family enrichment is needed to encourage an increase in employee work engagement.

Job crafting and work-family enrichment: the role of positive intrinsic work engagement

2018 ◽  
Vol 47 (3) ◽  
pp. 651-674 ◽  
Author(s):  
Mansi Rastogi ◽  
Richa Chaudhary
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Job Demands ◽  
Job Crafting ◽  
Equation Modeling ◽  
Content Type ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Purpose The purpose of this paper is to examine the role of job crafting behaviors in predicting work-family enrichment. It is hypothesized that employees who are able to adjust their work environment proactively by increasing structural and social job resources, increasing challenging job demands and decreasing hindering job demands would be more engaged and experience work-family enrichment. Design/methodology/approach The sample for the study consisted of 496 employees working in diverse nature of organizations in India. Structural equation modeling with the help of SPSS AMOS 20 was used for testing the study hypotheses. Findings The results reveal a strong relationship between job crafting and work-family enrichment experiences among employees. The study also established the role of work engagement as a mediator of the relationship between job crafting and work-family enrichment. Research limitations/implications The study significantly advances the underdeveloped literature on work-family enrichment by establishing job crafting as a predictor and illuminating the underlying psychological processes in a non-western collectivist culture. The study also contributes to theory building around the construct of job crafting which is still in its infancy. Practical implications The practitioners are encouraged to provide opportunities, support and freedom for job crafting to their employees for better work and home outcomes. Originality/value The present study is one of the pioneer attempts to examine how employees themselves can influence work-family enrichment by enhancing their work engagement using job crafting.

Informal learning, work engagement and their effects on work-family enrichment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mansi Rastogi ◽  
Osman M. Karatepe
Keyword(s):  
Informal Learning ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Content Type ◽  
Hotel Employees ◽  
Work Family ◽  
The Impact ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeDrawing from work-family enrichment (WFE) model and path-goal theory of motivation, this paper proposes and tests work engagement (WE) as a mediator between informal learning and WFE.Design/methodology/approachQuestionnaires measuring informal learning, WE and WFE were filled out by 290 hotel employees in India. The abovementioned linkages were tested via structural equation modeling.FindingsThe findings suggest that hotel employees' informal learning fosters their WE and WFE. The findings also reveal that WE partly mediates the impact of informal learning on WFE.Originality/valueMost of employees' learning efforts in the workplace emerge from informal learning. However, there is still limited information whether employees' informal learning activates their WE, which is a timely and significant topic. Importantly, there is a paucity of evidence appertaining to the effect of informal learning on WFE, which is underrepresented in the current literature. Evidence about the mechanism linking informal learning to WFE is also sparse.

Direct and indirect effects of work‒family enrichment: role of gender role ideology

2019 ◽  
Vol 69 (5) ◽  
pp. 873-894 ◽  
Author(s):  
Nidhi Bansal ◽  
Upasna A. Agarwal
Keyword(s):  
Gender Role ◽  
Work Life ◽  
Decision Latitude ◽  
Content Type ◽  
Gender Role Ideology ◽  
Family Culture ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Purpose The purpose of this paper is to examine the antecedents (i.e. work‒family culture and decision latitude) and outcome (innovative workplace behavior (IWB)) of work‒family enrichment (WFE). The study also examines the moderated mediation hypothesis between WFE and outcome, considering work‒life balance (WLB) as a mediator and gender role ideology (GRI) as the moderator. Design/methodology/approach Data for the study were collected through a questionnaire survey from 426 Indian dual working parents, working in various sectors, through purposive sampling technique. Findings The study found that work‒family culture and decision latitude are positively related to WFE, which, in turn, results in increased IWB, with WLB acting as its mediator. Further, the study also found a moderating effect of GRI between WFE and WLB relationship; more specifically, the relationship between WFE and balance is stronger for egalitarian employees (high GRI). Research limitations/implications Using self-reported questionnaire data and a cross-sectional research design is the limitation of this study. Originality/value The study examines a relatively less focused phenomenon of work‒life interface, that is WFE in one of the underrepresented contexts like India; further, the study extends the range of antecedents and outcomes of WFE. Additionally, it contributes to understand the enrichment‒balance relationship, whereby it explains the role of GRI in developing a balanced perception.

scholarly journals Work-Life Programs and Employment Continuity in a Single Organization: Understanding from Whole-Life Approach to Career Development

2021 ◽  
Vol 25 (1) ◽  
pp. 32-44
Author(s):  
Asna Usman ◽  
Waqar Akbar ◽  
Mehren Mansoor ◽  
Naila Imran ◽  
Saba Khan
Keyword(s):  
Career Development ◽  
Work Life ◽  
Partial Least Square ◽  
Equation Modeling ◽  
Mediating Role ◽  
Work Family ◽  
Supervisor Behavior ◽  
Work Family Enrichment ◽  
Family Enrichment

This study examines the effect of work-life programs on employment continuity with a mediating role of work-family enrichment in a single organization using a work-family enrichment model. Consistent with the leader–member exchange theory, this study also examines the moderating role of family-supportive supervisor behavior between work-life programs and work-family enrichment. Data was collected from 218 employees working in the financial sector of Pakistan. Using partial least square structural equation modeling, the study findings suggest that work-life programs have no direct effect on employment continuity; however, the results show an indirect effect of work-life programs on employment continuity through the mediating role of work-family enrichment. Although family-supportive supervisor behavior has a significant impact on work-family enrichment, the findings show that it does not moderate the relationship between work-life programs and work-family enrichment. This study indicates to organizations the various work and nonwork factors that an employee considers while making career decisions, thus encouraging organizations to engage in whole-life approach to career development to retain valuable employees.

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