Work-family enrichment, conflict and work engagement

Adopting a dispositional approach, we develop an affective perspective of work and family. Results, based on a diverse international sample of 187 employees, revealed that dispositional affect was significantly related to perceptions of work and family conflict, enrichment, and satisfaction. Specifically, negative affect accounted for 29-38% of the variance in work-family conflict, positive affect accounted for 24% of the variance in work-family enrichment, and our work-to-family and family-to-work models accounted for 29% and 39% of the variance in family and job satisfaction, respectively. Further, results indicated that work-family conflict and enrichment did not mediate affect-satisfaction relationships, suggesting dispositional affect is a driving force behind perceptions of work and family conflict, enrichment, and satisfaction. Implications for addressing the nature of work and family are discussed.

Journal of Vocational Behavior, 2010

South African Journal of Psychology, 2018

Recently, studies have shown that work engagement is associated with high level of work-family conflict. However, little is known about the factors that can moderate this relationship. Using job demands-resources model as a theoretical framework, this study examined the moderating roles of job demands and resources in the relation between work engagement and work-family conflict among a sample of 156 working mothers in Nigeria. Their ages ranged between 24 and 39 years (M = 34.09; SD = 7.49). Data were analyzed using moderated hierarchal regression analysis. Results showed that work engagement was positively related to work-family conflict. Job demands and resources significantly moderated the relationship between work engagement and work-family conflict, such that highly work engaged working mothers who experience high job demands with high job resources reported low work-family conflict. The findings suggest that organizations can reduce the negative effect of work engagement on work-family conflict among their employees by reducing or optimizing job demands and providing adequate job resources.

Scandinavian Journal of Work and Organizational Psychology

The aim of the present study was to investigate how being engaged at work affects academics' work-home interaction. Using the Conservation of Resources theory as a theoretical framework, the study contributes to existing research by examining the relationship between the work engagement subscales (i.e. vigour, dedication, and absorption) and both work-home facilitation and work-home conflict. In order to test the hypotheses, a Partial Least Squares-Structural Equation Modelling analysis was conducted using a large sample of academics from the Norwegian university sector (N = 4378). The results indicated that vigour and dedication had a positive relationship with work-home facilitation and a negative relationship with work-home conflict. In contrast, absorption was not significantly related to work-home facilitation, but was positively associated with work-home conflict. Thus, we conclude that work engagement seems to have the potential to create both positive and negative outcomes.

Academy of Management Review, 2006

We define work-family enrichment as the extent to which experiences in one role improve the quality of life in the other role. In this article we propose a theoretical model of work-family enrichment and offer a series of research propositions that reflect two paths to enrichment: an instrumental path and an affective path. We then examine the implications of the model for future research on the work-family enrich ment process. and stress that detract from their quality of life. Marks (1977) and Sieber (1974) were skeptical of the conflict perspective and suggested that the advantages of pursuing multiple roles are likely to outweigh the disadvantages?an expansion ist hypothesis (Barnett & Baruch, 1985). However, much of the research on the work-family inter face continues to emphasize conflict, stress, and impaired well-being. Recognizing the preoccupation with conflict and stress, in several recent reviews, research ers have called for a more balanced approach that recognizes the positive effects of combining work and family roles (Barnett, 1998; Frone, 2003; Greenhaus & Parasuraman, 1999), and Grzywacz (2002) has recently proposed one theory of the positive interdependencies between work and family roles. Indeed, researchers have increasingly examined positive relationships between work and family lives, employing such

Although work engagement has been shown to be associated with positive job attitudes and behaviors, no research has investigated its relationship with work-family issues. To address this, the current longitudinal, experience-sampling study aimed to determine the relationship between daily work engagement and work-to-family facilitation. A total of 52 extension agents responded to two daily surveys for two weeks. Results indicate that both work engagement and work-to-family facilitation vary considerably from day to day. Daily work engagement had a positive effect on family life. The effect of daily engagement in facilitating work-family relations was partially mediated by positive mood, and the relationship between work engagement and facilitation of work-family relations was moderated by work-family capitalization, or the sharing of positive work experiences at home. Implications and future research directions are discussed.

International Journal of Asian Social Science

This study attempts to examine the moderation effects of organisational supports in the relationships between Work Family Conflict (WFC) and Job Satisfaction (JS) / Family Work Conflict (FWC) and Job Satisfaction (JS). The collection of data from 303 respondents who are academicians of private universities in Bangladesh was with aid of the convenience sampling technique. Multi-group analysis with the adoption of the Covariance Based-Structural Equation Modelling (CB-SEM) technique was used to complete the analyse procedure for this study. The findings of this study have shown that both directions of W-FC have significant negative relationships with JS, but in terms of effects, only WFC has negative significant effects on JS. Furthermore, the outcome of this research also shows organisational supports do not moderate the relationships among WFC/FWC and job satisfaction. However, the theories (work family border theory and conservation of resource theory) have partially supported the outcomes of this study. In addition, practically, there is the enhancement of the human resource management and organisational behaviour literatures through the evaluation of the influences of WFC and FWC on job satisfaction. This study has only utillised organisational supports as the moderator but other supports from family are good in future research efforts. Contribution/ Originality: This study is unique in relation to the academicians in the developing nation with the need to enhance the organisational supports by the higher authorities to mitigate both directions of W-FC in order to improve job satisfactions in the universities. 1. INTRODUCTION Every individual's adult life is a function of two significant factors such as work and family, which involve a person saddled with various responsibilities that demand high level of time and energy. Consequently, the multiplicity of duties in relation to the earlier stated factors related to W-FC. Empirical studies have reflected the fact that a two-dimensional construct is entailed in explaining the W-FC: one dimension relates to conflict that

2007

This study examined the nature and outcomes of work-family enrichment amongst South African retail employees (N = 336). Exploratory factor analysis evidenced the multi-dimensionality of work-family enrichment, its hi-directionality, and its distinctiveness from work-family conflict. Hierarchical multiple regression analysis showed that work-to-family enrichment explains a significant proportion of the variance in organisational commitment, job satisfaction, and career satisfaction and that the affect component of family-to-work enrichment explains a significant proportion of the variance in family satisfaction. Implications for both work-family theory and management practice are discussed.

Journal of Occupational Health Psychology, 2014

Journal of Marriage and Family, 2009

We used data from the Midlife Development in the United States (MIDUS I) (N = 2,031) to compare three models of how work-family conflict and enrichment might operate to predict well-being (mental health, life satisfaction, affect balance, partner relationship quality). We found no support for a relative-difference model in which the conflict-enrichment balance predicted outcomes. In the work-to-family direction, the additive model fit best: Both workto-family conflict and work-to-family enrichment were independently linked to outcomes. In the family-to-work direction, the interactive model fit best: Family-to-work enrichment buffered the negative outcomes ordinarily linked to familyto-work conflict. Enrichment is key because with