scholarly journals All in the family: Work–family enrichment and crossover among farm couples.

2017 ◽  
Vol 22 (2) ◽  
pp. 218-224 ◽  
Author(s):  
Justin M. Sprung ◽  
Steve M. Jex
Keyword(s):  
Family Work ◽  
The Family ◽  
Work Family ◽  
Farm Couples ◽  
Work Family Enrichment ◽  
Family Enrichment

scholarly journals A Matter of Love: Exploring What Enables Work-family Enrichment

2016 ◽  
Vol 9 (8) ◽  
pp. 24
Author(s):  
Sowon Kim ◽  
Mireia Las Heras ◽  
Maria Jose Bosch
Keyword(s):  
Business School ◽  
Industrial Sector ◽  
Work And Family ◽  
The Other ◽  
Executive Education ◽  
Family Resources ◽  
The Family ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

<p>The purpose of this empirical study is to examine the conditions under which work-family enrichment happens. We conducted a total of 30 interviews with managers (and their spouses) participating in a demanding executive education program at a prestigious business school in Spain in order to explore how work and family resources are generated and transferred from one role to the other. Based on the qualitative results, we developed a model and surveyed 302 Chilean employees across an organization in the industrial sector in order to test our preliminary results in the qualitative stage. In our qualitative study, we find that there is a unique resource generated only in the family domain, which we define as “agape love” that contributes to enrichment. Our quantitative study confirms that, the more individuals experience agape love from spouse and children, the more the family enriches the employee’s work life.<strong></strong></p>

Work and Family

2017 ◽  
Author(s):  
MacKenna L. Perry ◽  
Leslie B. Hammer
Keyword(s):  
Psychological Health ◽  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
The Family ◽  
Low Levels ◽  
Work Family ◽  
Work Family Enrichment ◽  
Work Domain ◽  
Family Enrichment

Study of the intersection of work with nonwork components of individuals’ lives has most often focused on roles within nuclear and extended families but is increasingly focused on nonwork domains beyond family, such as roles within friendships, communities, leisure activities, and the self. In line with the focus of most existing literature on the family-specific domain within nonwork lives, the nonwork domain will generally be referred to here as “family.” One popular conceptualization of linking mechanisms between work and family differentiates between work-family conflict or stress, which occurs when a work role and a nonwork role are not fully compatible and results in some type of physical or psychological strain. Alternatively, work-family enrichment occurs when participation in one role benefits life in the other role. Concepts similar to work-family enrichment include work-family positive spillover and work-family facilitation; all emphasize the ways in which one role can positively impact another role. Additionally, the popular concept of work-family balance highlights either a state of low conflict and high enrichment or the presence of effectiveness and satisfaction in both roles. Broadly speaking, the links between work and family are bi-directional, such that the work domain can influence the family domain, the family domain can influence the work domain, and both can occur simultaneously. Work-family conflict and enrichment have been tied to important employee outcomes, including work (e.g., absenteeism), family (e.g., family satisfaction), and domain-unspecific outcomes (e.g., physical and psychological health), as well as to organizational outcomes (e.g., market performance). Working conditions contributing to work-family conflict and enrichment are frequently characteristic of lower wage jobs, such as low levels of control over work, high work demands, low levels of supervisor support, shift work, and temporary work that can lead to unpredictable schedules, high degrees of job insecurity, and increased health and safety hazards. Researchers are presented with unique challenges as the workplace continues to change, with more dual-earner couples, an increasingly aging workforce, and surges of technology that facilitates flexible work arrangements (e.g., telecommuting). Nonetheless, researchers and organizations work to explore relationships between work and family roles, develop policies related to work and family (i.e., national, state or local, and organizational), and build evidence-based interventions to improve organizations’ abilities to meet employees’ needs.

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.

Work-family enrichment through I-Deals: evidence from Chinese employees

2015 ◽  
Vol 30 (8) ◽  
pp. 940-954 ◽  
Author(s):  
Yipeng Tang ◽  
Severin Hornung
Keyword(s):  
Chinese Culture ◽  
Life Quality ◽  
Work Role ◽  
Cross Sectional ◽  
Content Type ◽  
The Family ◽  
Antecedents And Consequences ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Purpose – The purpose of this paper is to develop and test a model of idiosyncratic deals (i-deals), embedded in the processes of work-family enrichment. Design/methodology/approach – Hierarchical linear regressions and indirect-effect analyses were used to analyze the data from 179 working parents surveyed in a Chinese city. Findings – Successful i-deal negotiation was contingent on both personal initiative of the employee and a positive influx of support from the family to the work domain. Additionally, the results suggested that: development i-deals enriched the intra-work role experience by customizing intrinsic work features and thus enhancing intrinsic motivation. Flexibility i-deals enriched the work-to-family boundary experience through increased instrumentality of the work role, connected to the economic basis of employment. Research limitations/implications – Providing new insights into the antecedents and consequences of i-deals, the study suggested a model through which employees can create balance and use synergies in their work-life quality. Based on single-source cross-sectional data, the results are preliminary. Practical implications – Human resource management needs to consider the family lives of employees, especially in the Chinese culture. The authors further discussed applications of and limitations to the use of i-deals. Social implications – The study provides a new approach to addressing the issue of balance between different social roles. Originality/value – The study is the first to investigate i-deals in the context of work-family enrichment, explore the role experiences of i-deal recipients, and link i-deals to distinct motivational processes.

scholarly journals Positive Psychology in Context of Peacekeeping Militaries: A Mediation Model of Work-Family Enrichment

2021 ◽  
Vol 18 (2) ◽  
pp. 429
Author(s):  
Carolina Silveira-Rodrigues ◽  
Maria José Chambel ◽  
Vânia Sofia Carvalho
Keyword(s):  
Satisfaction With Life ◽  
Well Being ◽  
Structural Equations ◽  
Future Research ◽  
Family Work ◽  
Work Family ◽  
Structural Equations Model ◽  
The Relationship ◽  
Work Family Enrichment ◽  
Family Enrichment

Based on the work-family enrichment theory, this study analyzes the contribution of work-family and family-work enrichment to explain the military’s well-being during a peacekeeping mission. The data used were collected in a sample of 306 Brazilian soldiers, who were married and/or had children, during the phase named “employment of troops” (i.e., when peacekeepers had been in the Haitian territory and, as a result, away from their families, for between three to five months). Data analysis was performed using the Structural Equations Model. It was observed that the military’s perception of their spouses’ support for their participation during the mission had a positive relationship with both family-to-work enrichment and work-to-family enrichment, and the work-to-family enrichment mediated the relationship between the perception of the spouses’ support and the military’s health perception and general satisfaction with life. Theoretical and practical implications were discussed and limitations and suggestions for future research were presented.

scholarly journals Work–family enrichment of firefighters: “satellite family members”, risk, trauma and family functioning

2020 ◽  
Vol 9 (3) ◽  
pp. 395-407
Author(s):  
Rowena Hill ◽  
Eva Sundin ◽  
Belinda Winder
Keyword(s):  
Social Support ◽  
Family Members ◽  
Content Type ◽  
Emergency Responders ◽  
Rescue Services ◽  
The Social ◽  
The Family ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeTraditionally, research exploring the work–family interface has focussed on two perspectives: the organisation and the employee. The third perspective of the family has been largely neglected. This has also been the case with emergency responders. Arguably, the social support that emergency responders receive from their families maintains the health and well-being of the emergency responders. There has been more literature focussing on family members of police and ambulance staff, but less is known about the experiences of the families of firefighters. This study, therefore, aims to explore the occupation-related consequences for families of firefighters to establish what could be done to preserve this important source of social support.Design/methodology/approachA qualitative approach was needed to understand the perspective of relatives of firefighters. Grounded theory was used to analyse interviews of family members of firefighters.FindingsImportant concepts to families of firefighters include the management of emotional contagion from their firefighter, their sophisticated perceptions of physical and emotional risk, their ability to make things work around a satellite family member, detail of the sacrifices they make and the social support from other firefighters' families.Research limitations/implicationsThe findings highlight the rich understanding and benefits offered when fire and rescue services and researchers consider the family perspective of the work–family interface within this context to develop a rich supportive dynamic between the organisation, the employee and their family.Practical implicationsFindings from this study are considered to inform the development of a positive resource ecology within fire and rescue services. Where work-family enrichment positively informs the interventions and practical approaches organisations can use to enhance the wellbeing of their employees, by acknowledging other life domains.Originality/valueThe contribution to theoretical perspectives on the work–family interface, as well as the informed understanding of occupational consequences of the firefighting occupation on relatives, offers a unique contribution to the literature.

scholarly journals Community Domain and Work-Family Enrichment: an Exploratory Study

2018 ◽  
Vol 7 (3.30) ◽  
pp. 580
Author(s):  
Zaiton Hassan ◽  
Dayang Kartini Abang Ibrahim ◽  
Nur Fatihah Abdullah Bandar ◽  
Surena Sabil ◽  
Nik Norsyamimi Md Nor
Keyword(s):  
Cultural Context ◽  
Work And Family ◽  
Family Work ◽  
Positive Side ◽  
Supportive Culture ◽  
Work Family ◽  
Work Family Enrichment ◽  
Self Administered Questionnaire ◽  
Collectivist Society ◽  
Family Enrichment

Recently, the positive side of work-family interface, work-family enrichment has been highlighted.  However,   most research  came from Western cultural context and mostly focus on work and family domain only. Therefore, this study aims to investigate community domains demands and resources  and its relationship to  work-family enrichment in the Eastern cultural context, i.e. Malaysia.   Self-administered questionnaire were answered by 506  employees  from six organizations. It was found that family-work enrichment (FWE) is higher than work-family enrichment (WFE).   Resources from neighbors and relatives were positively related to WFE and FWE.   Interestingly, friends’ resources were negatively related to WFE and FWE. The findings strengthened the link between resources and enrichment. This study has shown that support outside the workplace, particularly from relatives and neighbours are important in enhancing work-family and family work enrichment. Thus,  organizations in collectivist society should create community supportive culture to enhance the experience of  work family enrichment among the employees. 

scholarly journals Work-Life Balance: The Good and the Bad of Boundary Management

2016 ◽  
Vol 8 (1) ◽  
pp. 133 ◽  
Author(s):  
Leduc C. ◽  
Houlfort N. ◽  
Bourdeau S.
Keyword(s):  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Boundary Management ◽  
Work Family Conflict ◽  
Life Balance ◽  
Family Work ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

<p>Work-life balance is an important issue in today’s world and the different strategies used by people to manage their work and their personal life can have a great impact. Two studies were conducted (study 1: n = 117; study 2: n = 293) to examine how boundary segmentation preferences (studies 1 &amp; 2) and boundary integration strategies (study 2) affect work-family conflict and enrichment. Results from structural equation modeling partly confirmed the hypothetical model in both studies. Study 1 showed that work-home segmentation preference negatively predicted work-family enrichment, while home-work segmentation preference negatively predicted family-work enrichment. Study 2 provided similar results, as it showed that work-home segmentation preference negatively predicted work-family enrichment. It also showed that work-home segmentation preference positively predicted work-family conflict and home-work segmentation preference positively predicted work-family enrichment, while work-life integration strategy positively predicted work-family conflict, family-work conflict, work-family enrichment and family-work enrichment. No significant relationship was found between life-work integration strategy and any of the dependent variables. Findings from these studies highlight the importance of using appropriate boundary management strategies in order to promote a better work-life balance. They also enhance current knowledge related to boundary management and work-life balance by examining relationships with work-family enrichment.</p>

Bidirectional Work–Family Enrichment Mediates The Relationship Between Family-Supportive Supervisor Behaviors and Work Engagement

2017 ◽  
Vol 45 (2) ◽  
pp. 299-308 ◽  
Author(s):  
Guoxia Qing ◽  
Erhua Zhou
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Hierarchical Regression ◽  
Full Time ◽  
Family Work ◽  
Work Family ◽  
Family Supportive Supervisor Behaviors ◽  
The Relationship ◽  
Work Family Enrichment ◽  
Family Enrichment

We applied the resource–gain–development perspective to test a theoretical model in which family-supportive supervisor behaviors (FSSB) were expected to predict work engagement through the mediator of bidirectional work–family enrichment (work–family enrichment and family–work enrichment) over time. Using a 2-wave survey conducted over a 5-month interval, we collected data from 268 full-time employees of Chinese industries. When controlling for perceived general supervisor support and perceived organizational support at Time 1, the hierarchical regression analysis results revealed that FSSB at Time 1 increased bidirectional work–family enrichment and work engagement at Time 2. In addition, bidirectional work–family enrichment was found to fully mediate the relationship between FSSB and work engagement. Theoretical contributions and managerial implications are discussed.

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