The Relationship between Job Crafting and Work－Family Enrichment: The Role of Perceived Organizational Support and Person－Job Fit

2020 ◽  
Vol 35 (2) ◽  
pp. 49-77
Author(s):  
Jia Peng ◽  
Soo－Jin Chung
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Job Crafting ◽  
Job Fit ◽  
Work Family ◽  
The Relationship ◽  
Work Family Enrichment ◽  
Family Enrichment

Exploring the moderating role of core self-evaluation in the relationship between demands and work-family enrichment

2019 ◽  
Vol 12 (2) ◽  
pp. 249-270
Author(s):  
Sarika Jain ◽  
Shreekumar K. Nair
Keyword(s):  
Content Type ◽  
Self Evaluation ◽  
Indian Context ◽  
Work Family ◽  
Sales Employees ◽  
Core Self ◽  
The Relationship ◽  
Work Family Enrichment ◽  
Family Enrichment

Purpose Extant literature reveals that the personality variable, core self-evaluation (CSE) which represents an employee’s self-assessment of himself has rarely been researched with respect to sales employees. The purpose of this paper is to identify the role of personality variable, core self-evaluation (CSE), in the relationship between demands and work – family enrichment. In this study, CSE has been treated as a moderating variable in the relationship between demands and work-family enrichment. This paper also aims to validate the CSE scale developed by Jugde et al. (2003) in Indian context. Design/methodology/approach Data were collected through structured questionnaires from 330 sales employees belonging to firms from some of the major sectors of Indian industry namely, Manufacturing, IT, FMCG, Pharmaceuticals and Financial Services. The study first validated the CSE scale in the Indian context using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Further, moderated regression analysis (MRA) was used to test the model. Findings The present research supported the 12-item CSE scale in the Indian context. Also, results of MRA suggested that, irrespective of higher work demands, sales employees having higher CSE experience higher levels of work to family enrichment (WFE). In addition, higher CSE employees tend to experience higher levels of FWE at the family front. Research limitations/implications In an emerging economy such as India wherein sales professionals are facing a lot of work demands, organizations should invest in their frontline employees to be able to deliver value for money to the customers and thereby gain competitive advantage. With this realization, managers should acquire and retain frontline employees with positive core self-evaluation. Therefore, organizations should select and try to retain candidates with positive core self-evaluations. Practical implications Corporates should focus on nurturing sales employees’ positive CSE to make sure that their employees can contentedly adjust to various challenging work situations. In addition practices like job transitions, empowerment, enrichment and rewarding employees for their desired performance might be some of the interventions which positively impact core self-evaluations. Originality/value This study contributes to work – family literature by addressing the role of CSE in achieving WFE and FWE among sales employees in Indian context.

How work–family enrichment influence innovative work behavior: Role of psychological capital and supervisory support

2017 ◽  
Vol 25 (1) ◽  
pp. 58-80 ◽  
Author(s):  
Pavitra Mishra ◽  
Jyotsna Bhatnagar ◽  
Rajen Gupta ◽  
Shelley MacDermid Wadsworth
Keyword(s):  
Psychological Capital ◽  
Supervisor Support ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Work Family ◽  
The Relationship ◽  
Work Family Enrichment ◽  
Family Enrichment

AbstractThis paper examines the relationship between bi-directional work–family enrichment, psychological capital, and supervisor support in promoting innovative work behavior. We hypothesized that work-to-family enrichment and family-to-work enrichment would have a positive relation with psychological capital. Further, we examined that psychological capital would mediate the relationship between (i) work-to-family enrichment and innovative work behavior, and (ii) family-to-work enrichment and innovative work behavior. We also studied the role of supervisor support as a predictor or moderator for catalyzing innovative work behavior. Data were collected through questionnaire survey from 398 service-sector employees. We analyzed the data using structural equation modeling. Building on the theoretical foundation of broaden-and-build theory, we establish that both work-to-family enrichment and family-to-work enrichment were positively related to psychological capital. Psychological capital fully mediated between bi-directional enrichment and innovative work behavior. Supervisor support was directly related to innovative work behavior. We also suggest interventions for facilitating innovative work behavior.

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.

The Exchange Relationship between Work-Family Enrichment and Affective Commitment: the Moderating Role of Gender

2015 ◽  
Vol 18 ◽  
Author(s):  
António Manuel Marques ◽  
Maria José Chambel ◽  
Inês Pinto
Keyword(s):  
Affective Commitment ◽  
Work And Family ◽  
Exchange Relationship ◽  
Positive Attitudes ◽  
Study Results ◽  
Work Family ◽  
The Relationship ◽  
Work Family Enrichment ◽  
Family Enrichment

AbstractWorkers’ perception that their job experience enriches their family life has been considered a mechanism that explains their positive attitudes toward the organization where they work. However, because women and men live their work and family differently, gender may condition this relationship between the work-family enrichment and workers’ attitudes. With a sample of 1885 workers from one Portuguese bank, with 802 women, the current study investigated the relationship between work-family enrichment and organizational affective commitment as well as the role of sex as a moderator of this relationship. The hypotheses were tested by using regression analysis. The results indicated that the perception held by workers that their work enriches their family is positively correlated with their affective commitment toward the organization. Furthermore, the data revealed that this relationship is stronger for women than for men. Study results have implications for management, particularly for human resource management, enhancing their knowledge about the relationship of work-family enrichment and workers’ affective commitment toward organization.

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.

Impact of perceived organizational support and green transformational leadership on sustainable organizational performance: a SEM approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Manita Kusi ◽  
Fuqiang Zhao ◽  
Dinesh Sukamani
Keyword(s):  
Transformational Leadership ◽  
Organizational Performance ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Current Knowledge ◽  
Future Research ◽  
Content Type ◽  
The Relationship ◽  
Staff Level

PurposeThe study aims to scrutinize the concomitant associations between corporate social responsibility (CSR), perceived organizational support (POS), green transformational leadership (GTL) and organizational performance (OP). This paper aims to explore the role of intervening variable to measure the strength on the relationship between CSR and OP.Design/methodology/approachThis research administered a survey through self-administered questionnaire among the staff-level employees of construction companies of Nepal. Fully filled 305 responses from the participants were analyzed using a structural equation model. The study used self-structured questionnaire as research tool and face-to-face meetings as data collection technique.FindingsThe research indicates that POS showed competitive partial mediation relation between CSR and OP. Besides, a novel exploration of the moderation effect of GTL displays a supportive role in harmonizing the CSR with organizational support to achieve better OP. This study enriches empirical evidence to understand the linkage between CSR and POS in staff-level employees in the construction area. Moreover, the research shed a light on GTL 's moderating influence on the mediated model of CSR, POS and OP.Research limitations/implicationsAlthough the results of the study add to the current knowledge base, several limitations highlight avenues for future research. Future studies can explore the relationship in other study areas with added evidence on a similar result with different analysis patterns and study sample. The research model studied in the context of Nepal creating evidence as a representation for the developing countries.Originality/valueThe intervening role of POS and GTL gives new insight for the research-based organization based social behavior and performance

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