Factors associated with work‐family enrichment among Chinese nurses assisting Wuhan’s fight against the 2019 COVID‐19 pandemic

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.

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A Multilevel Investigation of the Effects of Daily Work–Family Interaction on Daily Affect During the COVID-19 Pandemic

Journal of Family Issues ◽

10.1177/0192513x211044487 ◽

2021 ◽

pp. 0192513X2110444

Author(s):

Mehmet Çetin ◽

Bayram Dede ◽

Özgür Kökalan ◽

Ezgi Dede

Keyword(s):

Negative Affect ◽

Positive Affect ◽

Family Conflict ◽

Positive And Negative Affect ◽

Work Family Conflict ◽

Daily Work ◽

Level Data ◽

Work Family ◽

Work Family Enrichment ◽

Family Enrichment

This research aimed to examine the effects of daily work–family conflict and work–family enrichment on daily positive and negative affect levels of employees during the first phases of the COVID-19 pandemic in Turkey. The multilevel structure of the research design makes this study original. 730 day-level data were collected from 146 respondents during five consecutive workdays. One week later, a larger survey was delivered for assessing the person-level variables. The results indicated that both forms of work–family conflict significantly decreased positive affect and increased negative affect. Both types of work–family enrichment significantly increased positive affect; but only daily work to family enrichment significantly decreased daily negative affect. Findings also revealed that positive affect levels of respondents increase while negative affect levels decrease with time. On the days employees worked from distance, lower levels of positive and negative affect were experienced.

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

International Journal of Productivity and Performance Management ◽

10.1108/ijppm-03-2020-0087 ◽

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.

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

Journal of Managerial Psychology ◽

10.1108/jmp-10-2017-0376 ◽

2018 ◽

Vol 33 (4/5) ◽

pp. 386-402 ◽

Cited By ~ 1

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.

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

International Business Research ◽

10.5539/ibr.v9n8p24 ◽

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>

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Work–family enrichment: an integrative review

International Journal of Workplace Health Management ◽

10.1108/ijwhm-04-2020-0056 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Monika Agrawal ◽

Ritika Mahajan

Keyword(s):

Integrative Review ◽

Family Type ◽

Future Research ◽

Content Type ◽

Work Related ◽

Managerial Implications ◽

Antecedents And Consequences ◽

Work Family ◽

Work Family Enrichment ◽

Family Enrichment

PurposeThe purpose of this study is to provide an integrative review of work–family enrichment literature.Design/methodology/approachThe study is based upon 206 peer-reviewed papers derived from systematic search in the Scopus database. The review ascertains its relevance by analyzing the publication trends, research designs, data analysis techniques, sample characteristics, measures and findings of selected articles.FindingsThe study notes a rising trend of publication activity in the Asian region on this topic. Empirical research using regression is the most popular research design in this field. Most of the research studies have targeted samples based on family type and/or gender. The majority of the studies include directionality to measure work–family enrichment. Notably, work-related antecedents and consequences have received the most attention from the research community. Crossover models have concentrated on spousal dyad samples.Originality/valueAs per the authors' knowledge, the study is a primary attempt to integrate the extant literature on this subject. Additionally, the study presents the gender role ideology as a potential moderator and provides future research directions along with managerial implications.

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