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 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.

Grounded theory research

2014 ◽  
Vol 14 (3) ◽  
pp. 289-306 ◽  
Author(s):  
Pavitra Mishra ◽  
Rajen Gupta ◽  
Jyotsna Bhatnagar
Keyword(s):  
Grounded Theory ◽  
Emerging Economies ◽  
Work And Family ◽  
Content Type ◽  
Family Culture ◽  
Grounded Theory Research ◽  
Work Family ◽  
Theory Research ◽  
Work Family Enrichment ◽  
Family Enrichment

Purpose – The purpose of this paper is to explore the phenomenon of work-to-family enrichment in totality. Using grounded theory, the study aims to understand antecedents, moderators, and consequences of work-to-family enrichment. This study also investigates strategies adopted by individuals to enhance their work-family enrichment experience. Design/methodology/approach – The paper opted for an exploratory study using the open-ended approach of grounded theory. This paper builds a model to understand the phenomenon by applying Strauss and Corbin's (1990) “paradigm model” approach of grounded theory. The paper throws light on the key tenets of grounded theory research and explains use of grounded theory as a rigorous method for business research. Data were collected by taking 24 in-depth interviews with employees representing middle management segment of consulting, IT and FMCG firms in India. Findings – This study reports “perceived work-family culture” of an organization as an antecedent of “work-to-family enrichment.” It also finds “community resources” and “family role salience” as significant contributors in enriching the experience of professionals. Work-to-family enrichment experience has positive influence on “employer brand attraction” and “organizational citizenship behavior” and has negative influence on “intention to quit.” The study has also added to the literature by identifying Psychological Capital as one of the consequences. The study has highlighted segmentation, i.e. by maintaining work and family boundaries, support from extended family members or close friends, engaging in activities that provides happiness and personal peace like being a part of NGO, time management and scheduling, engaging in shopping and availing community facilities like good day cares as major strategies used by Indian professionals to enhance their work-to-family enrichment. Research limitations/implications – The study demonstrates application of grounded theory for understanding a phenomenon holistically. It is one of its kinds of study conducted to understand work-to-family enrichment. Practical implications – This is a unique study, where attempts have been made to understand and integrate work-to-family enrichment phenomenon in totality. The paper provides insights to the managers about the importance of suitable work-family culture and other factors to ensure successful implementation of work-family policies. The paper also identifies strategies adopted by individuals to attain work-family enrichment. Social implications – Demographic shifts, changing market and economic trends, technological advances and competitive forces have made work-family interface an important issue for both academicians and practitioners. In India, these changes can be experienced in terms of demographic profile of work force. Changes in the definitions of work and family, shifting family structure, changing profile of work (due to technological advancement, women empowerment, etc.) are transforming the work-family interactions in emerging economies. According to Hewitt's Attrition and Retention Asia Pacific Study, the need for a balance between work and personal life has become an integral element of employee's expectations from their work organization. Originality/value – This paper fulfils an identified need to study and explore positive side of work-family interface especially in emerging economies like India. This is the first attempt to study the relationships in the work-family domain from a grounded theory approach in Indian context and probably one of the first few in the literature.

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.

Crossover of Work–Family Experiences from Supervisors to Subordinates: A Position Paper

2017 ◽  
Vol 6 (2) ◽  
pp. 148-158 ◽  
Author(s):  
Pavithra Sampath ◽  
Rupashree Baral
Keyword(s):  
Perceived Control ◽  
The Other ◽  
Work Setting ◽  
Dual Career ◽  
Work Family Conflict ◽  
Family Experiences ◽  
Subsequent Performance ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Work–family experiences, such as work–family conflict and work–family enrichment, not only spill over from one role domain to another but also cross over from one role occupant (e.g., a partner in a dual-career couple or a supervisor in a work setting) to the other member in a dyad (e.g., the other partner in a dual-career couple or a subordinate in a work setting). Review of the literature suggests that studies using crossover models in work–family experiences, especially in work–family enrichment, are limited. Rarely studies have explored the processes through which the crossover takes place. Moreover, not many studies have considered supervisor–subordinate dyads as units of analysis in work–family literature. With this backdrop, the present article aims to put forth a few propositions to examine the crossover of work–family experiences from a supervisor to his/her subordinates. It posits that a supervisor’s work– family experiences may influence the perception of family supportive work-environment and the perceived control over work schedule, which in turn may influence his/her subordinate’s work–family experiences and the latter’s subsequent performance. This article also explores the moderating roles of empathy and leader–member exchange (LMX) quality in the crossover of work–family experiences from supervisors to subordinates. A conceptual framework is proposed for further empirical validation. Research and applied implications of the conceptual model are also discussed.

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 The Role of Cognitive Appraisal in Work-Family Experiences of Indian IT Employees

2014 ◽  
Vol 39 (2) ◽  
pp. 21-30 ◽  
Author(s):  
Mousumi Padhi ◽  
Snigdha Pattnaik
Keyword(s):  
Family Conflict ◽  
Cognitive Appraisal ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Policies ◽  
Family Experiences ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Demographic changes have had a catalytic effect on the number of people participating in multiple roles and juggling them as they go through various life functions. Two of the major domains where these roles are based are work and family. This study draws on Person-environment fit theory to understand to what extent congruence between an individual and her⁄his environment affects her⁄his experience of work-family interface. Through this, the study seeks to capture the cognitive appraisal process by which work and family experiences can exacerbate work-family conflict (WFC) and enhance work-family enrichment (WFE). This study is an attempt to respond to calls by researchers to look at the process of cognitive appraisal and congruence which have largely been ignored in work-family literature. These processes could help understand why given the same situation and environmental contexts, individuals might differ in their work-family experiences. Congruence, measured at two levels — congruence and incongruence — has been taken as the independent variable in the study. The different measures of work-family conflict and work-family enrichment have been taken as the dependent variables. Responses in the study were drawn from software professionals working in IT organizations. It was found that the incongruent individuals reported significantly higher levels of work-family conflict on all the dimensions of conflict as compared to the congruent individuals. In contrast, when it came to work-family enrichment, congruent individuals reported significantly higher levels of enrichment on all the dimensions as compared to incongruent individuals. By capturing the role of cognitive appraisal on work-family interface, the study contributes theoretically and empirically to the extant literature on work and family. As organizations across sectors are taking steps to promote work-life harmony, the finding that congruence leads to greater work-family enrichment and incongruence leads to greater work-family conflict has important practical implications for the formulation of work-family policies.

scholarly journals Work-family enrichment and psychological health

2013 ◽  
Vol 39 (2) ◽  
Author(s):  
Ameeta Jaga ◽  
Jeffrey Bagraim ◽  
Zahira Williams
Keyword(s):  
Psychological Health ◽  
Significant Proportion ◽  
Well Being ◽  
Work And Family ◽  
Subjective Well Being ◽  
Managerial Implications ◽  
Work Family ◽  
The Individual ◽  
Work Family Enrichment ◽  
Family Enrichment

Orientation: This study examines the beneficial aspects of the interface between work and family and its relationships with psychological health from a positive psychology perspective.Research purpose: The objective of this study was to investigate whether work-family enrichment helps to predict psychological health, specifically increased subjective well-being and decreased feelings of emotional exhaustion and depression.Motivation for the study: The burgeoning literature on the work-family interface contains little on the potentially positive benefits of maintaining work and family roles.Research approach, design and method: The authors used a descriptive research design. Employees in two national organisations in the financial retail and logistics industries completed a self-administered survey questionnaire. The authors analysed responses from those who reported both family and work responsibilities (N = 160).Main findings: Consistent with previous research, factor analysis revealed two distinct directions of work-family enrichment: from work to family (W2FE) and from family to work (F2WE). Multiple regression analysis showed that F2WE explained a significant proportion of the variance in subjective wellbeing, whilst W2FE explained a significant proportion of the variance in depression and emotional exhaustion.Practical/managerial implications: The findings of this study revealed the individual and organisational benefits of fostering work-family enrichment. Contributions/value add: This study presents empirical evidence for the need to focus on the positive aspects of the work-family interface, provides further support for a positive organisational psychology perspective in organisations and hopefully will encourage further research on interventions in organisations and families.

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